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SUMMER TRAINING REPORT ON EMPLOYEE SATISFACTION AT AMBUJA CEMENTS LTD.

, AMBUJANAGAR

SUBMITTED BY TILALA ASHA RAMANIKBHAI M.B.A SEM(2) ROLL NO.1 ACADEMIC YEAR 2009-2010

INSTITUTE
S.P PATEL M.B.A COLLEGE JUNAGADH
UNDER THE GUIDENCE OF MR. HARSHAD PATEL (EXTERNAL GUIDE) GENERAL MANAGER (HR) PREPARED BY ASHA R. TILALA JALDEEP CHAUHAN (INTERNAL GUIDE) PROFESSOR,

AMBUJA CEMENTS LTD., AMBUJANAGAR,

S.P.PATEL, JND G.T.U.

DECLARATION
I Asha R. Tilala hereby declare that the Project work presented in this report is my own work and has been carried Out and accomplished under the kind supervision and guidance of Dr. MAH ENDRAKUMAR SHARMA Asst. Prof.of S.P.PATEL MBA COLLAGE JUNAGADH

This project report has not been previ Ously submitted to any other university or organization for any other examination.

Date: Place: JUNAGADH

Yours faithful (ASHA R. TILALA)

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PREFACE
Management isanessential ingredient in every organized endeavor successful management of complex organisatinsophisticated technology and skilledpersonnel through Institution of trial and error. One cant swim only by reading a book on Swimming. It must require a practice.prectice makes man perfect.theory Makes him thoughtful. So theoretical knowledge is only a half way in study Network. If theoretical knowledge aspects are planned in a better way give faithful results, so theoretical knowledge should be supplemented by poractical experience. For holding student after his collage study the Knowledge that he has gained that should be imparted practically.so Training is the only way to achieve such expectations. Training process Acts as a bridge between college students and carrier performance.so,the Article action is on a way through bridge itself since during that period one Can expose his real talent in his field. I have been fortunate to have training of six weeks At ACL KODINAR I am very glad to present this report. I honestly thank To all off those who have helped me in my effort.

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ACKNOWLEDGEMENT
This successful project report has been Made possiblethe direct and indirect cooperation and guidance of various people for whom I wish to express my appreciation and gratitude. First foremost, my intellectual debt is to those people who have contributed significantly guidance to complete My project report successfully. I am thankful to the following persons who have provide me their costly and valuable time for preparing my project report I am thankful to them for trust in me and giving me an opportunity for do something better for my bright future. I am extremely thankful to Mr.S.K. UDAIWAL (D.G.M. Personnel) ACL, Kodinar for getting me acquainted to the company and Giving me the golden opportunity to carryout this interesting training at Ambuja Cement Ltd. I would like to thank Mr.D.K. Mukherji, Mr.dinesh Sharma, Mr.kamlesh shah, Mr, joshi of personnel Dept., Mr.M.K. Kapoor (Quality Control) Mr.ASHVINBHAI PATHAK (sales & distribution), Mr. Hitesh Maratha (Account dept.), Mr. H. S. Dhokai (Technical library,Mr.PARMAR (BCT Muldwarka), for helping me to do my project successfully.

TILALA. ASHA. R.

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EXECUTIVE SUMMARY
This project report was conducted at Ambuja Cements Ltd., Ambujanagar,Gujarat. I have made my efforts to study the Human Resource Policy & about Attrition. The aim was to know how the policy works and what are the reasons for employees leaving this company. Human Resources Management is a management function that helps to recruit, select, train, & develop members of the organization. And when this function is not well implemented the problem of attrition arises. The research is undertaken to ascertain the views of the employees files that have left the company & to suggest the appropriate modifications in the policy. The sample size will be restricted to 40. The findings indicates that the employees / workers were very well satisfied with the facilities with the facilities & working atmosphere provided at ACL, Ambujanagar. But there exists a gap between the work of employees / workers and his remuneration & recognition. A good recognition policy is to be formed regarding this. A suitable recommendation needs to be provided in this front.

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INDEX

Chapter No. Ch.1.0 Ch.2.0

Subject

Page No.

Industry overview Company Profile

2.1Production Department 2.2Marketing Department 2.3Human Resource Department 2.4Finance Department Ch.3.0 Ch.4.0 Ch.5.0 5.1 5.2 5.3 5.4
5.5

Swot Analysis Future plan of the company Research Methodology Objective of Study Importance of study Scope of study Limitation of study Sources of data(Primary & secondary) Research design Research & sampling plan Data analysis tools Data analysis & interpretation Findings & Recommendation

5.6 5.7 5.8 Ch.6.0 Ch.7.0

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Ch.8.0 Ch.9.0 Ch.10

Conclusion Bibliography Annexure

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History of Cement Industry


The cement industry is literally the building block of a nation. A countrys cement output is one of the primary indicator of its level of economical development.

In India, manufacturing of cement was first started in Madras in 1904.First three companies were started in 1912-1913 and real beginning was started. When the plans started there were 21 factories with an annual capacity of 328 million tonnes. After 1949 the cement industry had a complete interference of govt. the production, distribution and price of cement and this hampered the growth of industry. It was only in 1977 that govt. announces 12% post tax return on net worth, which was fair enough, and retention price would be fixed to ensure it.

The real impetus was provided when partial decontrol was announced in 1982. Through this policy all existing cement industry units were required to give up 66.67% of their installed capacity as levy at controlled price. The most important objective of decontrol was to eliminate black-marketing and bring down the price in the free market. It was in follow through that the industry was fully controlled in 1989. In the last decade of 90s cement capacity increased by more than twice. The industry was de-licensed in 1991, which augmented its production in the very first year. In India, the per capita cement consumption is abysmally low at 99 kgs as against a world average of 225 kgs and Asian average 200 kgs. These figures indicate good potential for growth of industry.

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Five Year Plan Pre plan 1st Plan 2nd Plan 3rd Plan 4th Plan 5th Plan 6th Plan 7th Plan 8th Plan 9th Plan 10th Plan

Year 1950-51 1951-56 1956-61 1961-66 1969-74 1974-79 1980-85 1985-90 1992-97 1997-02 2002-07

Capacity MT Production MT 3.28 2.2 5.02 4.6 9.3 7.97 12 10.97 19.76 14.66 22.58 19.42 42.4 30.13 61.31 45.41 105.3 76.22 146.1 108.4 202.64 165.56 (MT= Million tonnes)

Production of Cement in Planning period


300 commodity 250 200 150 100 50 0 1950- 1951- 1956- 1961- 1969- 1974- 1980- 1985- 1992- 199751 56 61 66 74 79 85 90 97 02 2.2 4.6 7.97 10.97 14.66 19.42 30.13 45.41 76.22 108.4 9.3 12 19.76 22.58 42.4 61.31 105.3 146.1 years Series1 Series2

Series2

Series1 3.28 5.02

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Cement Production and Growth


Domestic demand plays a major role in the fast growth of cement industry in India. In fact the domestic demand of cement has surpassed the economic growth rate of India. The cement consumption is expected to rise more than 22% by 2009-10 from 2007-08. In cement consumption, the state of Maharashtra leads the table with 12.18% consumption, followed by Uttar Pradesh. In terms of cement production, Andhra Pradesh leads the list with 14.72% of production, while Rajasthan remains at second position. The production of cement in India grew at a rate of 9.1% during 2006-07 against the total production of 147.8 MT in the previous fiscal year. During April to October 2008-09, the production of cement in India was 101.04 MT comparing to 95.05 MT during the same period in the previous year. During October 2009, the total cement production in India was 12.37 MT compared to a production of 11.61 MT in the same month in the previous year. The cement companies are also increasing their productions due to the high market demand. The cement companies have seen a net profit growth rate of 85%. With this huge success, the cement industry in India has contributed almost 8% to India's economic development.

Technology Up-gradation Cement industry in India is currently going through a technological change as a lot of upgradation and assimilation is taking place. Currently, almost 93% of the total capacity is based entirely on the modern dry process, which is considered as more environment-friendly. Only the rest 7% uses old wet and semi-dry process technology. There is also a huge scope of waste heat recovery in the cement plants, which lead to reduction in the emission level and hence improves the environment.

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MAJOR PLAYERS IN CEMENT INDUSTRY

There are a number of players prevailing in the cement industry in India. However, there are around 20 big names that account for more than 70% of the total cement production in India. The total installed capacity is distributed over around 129 plants, owned by 54 major companies across the nation. Following are some of the major names in the Indian cement industry: COMPANY ACC AMBUJA ULTRA TECH. GRASIM INDIA CEMENT JK CEMENTS JAYPEE GROUP CENTURY MADRAS CEMENTS INSTALLED CAPACITY 18640 14860 17000 14115 8810 6680 6531 6300 5470 PRODUCTION 17902 15094 13707 14649 8434 6174 6316 6636 4550

(WWW.BUSINESS.MAPSOFINDIA.COM/CEMENT)

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HISTORY AND DEVELOPMENT OF ACL, KODINAR


The rapid growth of the Indian economy has developed the basic industries like cement, iron and steel and fertilizers have prospered. This is also a result of the govt.s incentives of developing such industries. At the time of the installation of this plant, there was not any cutthroat competition in the cement industry. Thus, the above mentioned are the main reason, which encouraged this organization to enter into the cement industry. The AMBUJA CEMENT LTD. is a company, which has been promoted by the GUJARAT INDUSTRIAL AND INVESTMENT CORPORATION LTD, in co ordination with the SEKHSARIA GROUP. Originally, the project was planned to be located near MAHUVA, District BHAVNAGAR.

All the primary procedure was completed land acquisition procedures were also completed in early May 1984. But the management due to non-corporation could not take the possession of the land and legal proceeding by the villagers compelled the management to change the planned project. Due to this management decided to locate the project at village VADNAGAR, Taluka -KODINAR in JUNAGADH District.

Immediately after taking this decision the management purchased the land for both factory building and housing colony at the new site. Gujarat Electricity Board had agreed to provide 19 M.V.A power for the plant and the construction of the double circuit 132kw feeder. Railway agreed to provide the railway siding facilities from Kodinar to Vadnagar, the plant site. In November 1984 the civil work commenced. The construction of the plants started in March 1985 and was competed in August 1986. KRUPP POLYSIUS A.G, West Germany, one of the frontrunners in the cement world, had supplied the entire design and technology. Finally, the company started its commercial production in October in 1986. Later the company in order to expand its production setup and another plant in Kodinar itself called Gajambuja Line-1 in 1992 followed by the third one Gajambuja Line-2 in 198 making the total production to

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reach approximately three million tonnes per annum marks. The present power generation capacity is 90 MV

BASIC INFORMATION OF AMBUJA CEMENTS LIMITED.


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NAME & ADDRESS OF THE UNIT:

Gujarat Ambuja Cement Ltd Ambujanagar, Taluka: Kodinar Dist: Junagadh Gujarat 362 720

MISSION OF THE COMPANY: To be Indias most admired company VISION OF THE COMPANY: Delighted customers Inspired employees Empowered partners Energized society BELIEF OF THE COMPANY: THE SPIRIT OF I CAN GIVE A MAN ORDERS and he will do the task reasonably well. But let him set his own targets, give him freedom and authority and his task becomes a personal mission : I CAN DIVISONS (AMBUJANAGAR ): Ambuja Cements Ltd. Gajambuja Cement Ltd. Line-1 Gajambuja Cement Ltd. Line-2 YEAR OF ESTABLISHMENT: INVESTMENT: September 1986.

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PROMOTERS OF THE CO.:

Mr. Narottam Sekhsaria Mr. Suresh Neotia

AUDITORS:

M/s. S. R. Batliboi & Associates P. M. Nanabhoy & Co., (Cost Auditors)

REGISTERD OFFICE:

P.O. Ambujanagar, Taluka: Kodinar Dist: Junagadh Gujarat: 362715

CORPORATE OFFICE:

Elegant Business Park, MIDC Cross Road B, Off Andheri- Kurla Road, Andheri (East), Mumbai - 400059

FORM OF THE COMPANY:

Public Limited Company

BOARD OF DIRECTORS:
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SERIAL NO.
1 2 3 4 5 6 7 8 9 10

NAME
Mr N.S.Sekhsaria Mr Markus Akermann Mr Paul Heinz Hugentobler Mr M.L.Bhakta Mr Nasser Munjee Mr Rajendra P.Chitale Mr Shailesh Haribhakti Dr.Omkar Goswami Mr.Naresh Chandra Mr. Onne van der Weijde

DESIGNATION
Chairman Director Vice Chairman Director Director Director Director Director Director Managing Director

LAST FIVE YEAR PERFORMANCE (Rs. In Crores)


PARTICULAR 2004-05 2005-06 (18MONTHS) 2007 2008 2009

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Sales Operating Profit Cash Profit Profit before Tax Profit after Tax Gross Block Net Worth Debt Cash EPS (Rs.) EPS (Rs.) Dividend (%) Capacity - Million Tones Production - Million Tones Note:

2606 799 714 519 468 3827 2172 1127 5.28 3.46 90 * 13.30 12.80

6268 2247 2168 1842 ** 1503 5177 3484 865 14.29 10.09 165 16.30 22.63

5705 2239 2163 2712 ** 1769 5928 4655 330 14.26 11.61 175 18.50 16.86

6235 1954 1922 1970 ** 1402 7654 5669 289 12.62 9.21 110 22 17.75

7077 2122 2100 1803 1218 8939 6468 166 13.78 7.99 120 22 18.83

* Includes 30% on enlarged capital after issue of Bonus shares in the ratio of 1:2 ** Includes exceptional items of : Rs. 308.33 crores for the year 2008 Rs. 785.89 crores for the year 2007 Rs. 47.52 crores for the period 2005-06 (18 months)

Market share of AMBUJA CEMENTS LTD.


The Company has built a large network of over 6,000 dealers and 20,000 retailers across 18 states in India. Its reach and penetration helps the Company to manage the last mile delivery across our relevant markets, and gives us a strong positioning in the booming rural markets YEARS 2006-07 2007-08 WEST 19.9 20.3 NORTH 18.8 18.1 EAST 11.5 12.4 OVERALL 18

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2008-09 19.4 Source: companys annual report

17.5

12.8

20 (Figures in percentage)

PLANTS OF AMBUJA CEMENTS LTD. The company has 11 manufacturing plants in India. The current cement manufacturing capacity of ACL is 22 million tonnes. PLANTS (million tonnes) NORTH Darlaghat Ropar Bhatinda Roorkee Rabiyawas Total WEST Ambujanagar Surat Maratha Total EAST Bhatapura Sankrail Farakka Total

1.6 2.5 0.5 1.0 1.8 7.4

5.5 1.2 3.6 10.3

1.8 1.5 1.0 4.3

ISO Certification:
In Gujarat, Ambuja Cement achieve almost every standard which is necessary as per the pollution act, they fulfill this acts like: Central Acts Water (Prevention and Control of Pollution)Act, 1974 Water (Prevention & Control of Pollution)Cess Act, 1977 Air (Prevention and Control of Pollution)Act, 1981 The Hazardous Wastes (Management & Handling) Rules, 1989 The Manufacture, Storage and Import of Hazardous Chemicals Rules, 1989 Environment Statement

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According to the Planning Commission of India, 76 cement plants have ISO-9000 (Quality Management System) certification, 38 plants ISO-14000 (Environmental Management System) certification and 15 plants have ISO-18000 (Occupational health and Safety Management System) certification.

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QUALITY POLICY
The Management and the Employees of AMBUJA CEMENTS LIMITED are committed to achieve Total Customer Satisfaction through a Well Structured Quality Management System in all Spheres of our activities. We, therefore,

Provide product and services that meet or exceed customers Expectations based on agreed specification

Build quality in to every sphere of our activities for achieving excellence in organizational performance Do all the activities right the first time Commit ourselves for continual improvement

Review our Quality and objectives periodically for its continuing Suitability and appropriateness.

We have implemented the above policy by setting appropriate quality Objectives and quality planning and review the same from time to time. This Quality Policy is shared with the public. Date: Business Head Issue (West & South) No.:04 01-08-2009

Ambuja Cements Ltd

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ENVIRONMENTAL POLICY
Ambuja Cements Limited, a large manufacturer of different type of cements is commited to protect environment and Achive sustainable development through a well structured Enviornmental Management System in all the spheres of our activities at Ambuja Cement plant and captive mines. We therefore shall strive to: adopt ecologically sound mining technologies and practices, while optimizing mineral extraction and rehabilitate mined out areas. conserve key resources like minerals, coal, petroleum product, water & energy, wherever feasible. comply with applicable legal and other requirements. develop and propagate environmental awareness amongst employees, surrounding community and enable them to adopt environmentally sound practices. document, implement & maintain this policy at all levels. We commit fro continual improvement & prevention of pollution By setting and reviewing appropriate environmental objectives and targets. This Environmental Policy is communicated to all persons working for or on behalf of ACL and shall be made available to the public.

Date : Aug.01,2009 Issue No. : 04

Business Head (West & South)

AMBUJA CEMENTS LTD. AMBUJANAGAR

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OCCUPATIONAL HEALTH & SAFETY POLICY


AT AMBUJA CEMENT LIMITED,AMBUJA NAGAR,OCCUPATIONAL HEALTH & SAFETY (OH & S) ARE VALUES THAT TAKE PRECEDENCE OVER ALL OTHER CONSIDERATIONS,WE ARE CONSCIOUS OF OUR RESPONSIBILITIES TOWARDS CREATING,MAINTAINING AND ENSURING HEALTHY AND SAFE WORK PLACE BY STRIVING FOR ZERO HARM TO OUR EMPLOYEES, CONTRACTORES AND VISITORS.

WE Shall: Provide and maintain safe and Healthy working, environment, equipment and systems of work for all our employees

Ensure compliance of all applicable statutory provisions pertaining to occupational health and safety
in daily operations and shall keep update with new & up coming statutory rules and regulations. Create awareness in the organization, to make individual responsible and makes his own contribution which is essential for the safe running of operations and possible career advancement. Involve the workmen on the shop floor through safety committee meeting, and provide information, training & supervision for safe working.

Ensure annual assessment of all personal taking in to account the OH & S performance of individuals
at different levels. Fix responsibility and authority at all levels of the organization and those of contractors engaged by the company.

Publish a resume of occupational health and safety performance of the factory in its annual report. Conduct periodic safety audits and risk assessment of all operations in relation to occupational health
and safety and shall take all remedial measures and shall revise existing guide lines as and when necessary.

Integrate OH & S criteria at the planning stage of new projects, expansion of existing plants and

procurement of new plants, equipment, material and so as ensure health and safety of personnel and environment. time to time on the companys premises, and shall protect them against health hazards in normal operations.

Ensure the Safety and health of employees of the company, contractors and transporters working from
Appoint competent personnel to manage emergencies that may arise during plant operation. Conduct regular work place monitoring,, preventive health surveillance to ensure high standard of occupational health.

Ensure involvement of all employees and contractors through effective communication by providing
training & Awareness of effective implementation of OH & S management system and periodically train staff and workman for handling equipment and material and in monitoring the process. Mitigate the risk of accident, incidents and harm to environment, people and property. Communicate with employees, contractors, sub-contractors, transporters, other agencies and the public on issue, which are relevant to them and accept our responsibility for their health & safety if affected by our operation/activities.

Carry out all operation & activities in such a way so as to mitigate OH & S hazards at the first place
and/or control by following safe operational practices. continual improvement in our

Ensure

occupational

health

and

safety

performance

by

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institutionalizing proactive OH & S culture & enhancing our OH & S management systems.

Apply OH & S standards and guidelines, provide necessary resources, training and education and
performance for continual improvement.

H.S.Patel A.L.Kapur
President Managing Director
Date of Issue: 01/11/2009

AMBUJA CEMENT Ltd.


AMBUJANAGAR

Milestones of Ambuja Cements Ltd. :


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1986

Ambuja cements first cement manufacturing plant at Ambujanagar, Gujarat, worth 0.7 million tonnes capacity, commences production.

1987-88 1988-1989 1992-93

Installation of a new-generation high -efficiency air separation and closecirculating the operation of the cement mill. Undertook the VAN-VIHAR project to convert a mined area into an environmentally resorted and scenic location. Setting up of a 9.4 lakh tone plant at Ambujanagar- Gujambuja cement. Ambuja cement introduces the cutting-edge concept of bulk transportation in the country. Setting up of the ambitious 1 million tonne cement plant at Suli in Himachal Pradesh. Clinkerization facility in Suli, H.P and Ropar, Punjab is commissioned. Third 1 million tonnes plant is set up at ambujanagar The company sounds the boards for a new peak of corporate excellence in the global competitive market. Achieves highest -ever export by an Indian cement company. (5.33 lakh tonnes of cement and clinker were exported.) A new 12 MV power plant is also set up at Himachal Pradesh. Plans are unveiled for a new Greenfield plant at Guntur, Andhra Pradesh. Indias cement industry applauds as a cement terminal is set up in Sri lanka. Company begins on a 2 million tonnes capacity plant in Chandrapur district, Maharashtra. The Chandrapur plant achieves over 100% capacity utilization in the very first year of the production.

1994-95 1996-97

1997-98 1998-99 1999-00 2000-01 2002-03

A Greenfield cement plant was planned at Kutch, Gujarat.


2007 The Government of India confers the PADMA BHUSHAN AWARD to company Chairman SURESH K BHUSHAN for his contribution to Indian 2008 2010 business and Industry. The company sets up the Corporate Communication department which will be answerable and accountable to its key internal and external stakeholders. According to the data, the company has achieved no. 1 position in May by sales

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AWARDS,RECOGNITION &ACHIEVEMENTS
YEAR 1989-90 1989-90 AWARDED BY The Economic PURPOSE Best

Times,

Harvard

Corporate

Business School Association Of India National Productivity Council

performance award. Certificate of Merit for productivity in cement

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1990-91

National Productivity Council

industry. Second productivity industry. International

prize in

for cement for

1990-91 1990-91 1991-92 1991-92 1992-93 1992-93 1993-94

Trade Headers Club, Madria, Spain Gujarat Pollution Control Board. National Council Of Cement

award

best trade name, 1991 1st prize for environmental management. & National award for best energy performance. Rajeev Gandhi National Quality Award. Quality system certificate ISO 9002. 2nd best productivity

Building Material Bureau Of Indian Awards. Bureau Of Indian Standards National Productivity Council

performance award Chemical and Allied Product, Export Certificate of merit for Promotion Council, Calcutta cements and clinker export. production and

1993-94 2000-01 2000-01 2002-03 2002-03 2006-07

International Green And Social Council, Best Hyderabad National Award Special Export Award National Award Export Promotion Council, CAPEXIL Asian Institute of Management, Philippines,

product goal award. 2nd best environmental award. Outstanding export award. Prevention of pollution. Outstanding export performance Asian CSR Award 2007 in the Concern programme welfare of for on the Health category for its robust the health and HIV/AIDS for

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2006-07

Greentech Environment Excellence New Delhi.

communities. company for outstanding Environmental Management for Himachal

Gold Award by Greentech Foundation, achievement in

2006-07

Unit by Corporate Excellence Award, 2007 Companys by Indian Institute of management the fields of

overall

Materials performance particularly in company

visibility, brand image, and contribution to corporate 2006-07 social responsibility. Top Export Award by CAPEXIL, an For outstanding export export promotion council, sponsored by performance the Ministry of 2006-07 2007-08 Commerce "Dun and Bradstreet American Top Indian company in cement sector. First Prize Afforestation Second Prize

Express Corporate Awards 2007". Indian Bureau of Mines

Top Soil Management Air


Management Third Prize Management Minerals and Grade Minerals Water Management PREPARED BY ASHA R. TILALA Quality of SubQuality

2007-08

Overall Performance. "Maratha Cement Works" (Ambuja "Greentech Environment cements Ltd.s subsidiary)for overall Excellence Gold Award Best Environment management 2008" practices & performance. Director General mines safety (Ministry Awarded the first prize of Labour & Mines, Govt. of India) to our Rabriyawas Mine (Ras Lime Stone Mine) in the 22nd Mine Safety Week, Ajmer Region for its over all won performances. Ambujanagar unit for "Accident Free Million Man Hour Worked". IMC Ramkrishna Bajaj National Quality "Performance Excellence Trophy" in the Manufacturing Category. Ambujanagar "Best Operation"

2007-08

2008-09

Gujarat Safety Council

Certificate of Appreciation

2008-09

2008-09

National Award from NCBM.

unit

won

Environmental

Excellence in Plant

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Milestones of Ambuja Cements Ltd. :


1986 Ambuja cements first cement manufacturing plant at Ambujanagar, Gujarat, worth 0.7 million tonnes capacity, commences production. 1987-88 1988-1989 1992-93 Installation of a new-generation high -efficiency air separation and closecirculating the operation of the cement mill. Undertook the VAN-VIHAR project to convert a mined area into an environmentally resorted and scenic location. Setting up of a 9.4 lakh tone plant at Ambujanagar- Gujambuja cement. Ambuja cement introduces the cutting-edge concept of bulk transportation in the country. Setting up of the ambitious 1 million tonne cement plant at Suli in 1994-95 1996-97 Himachal Pradesh. Clinkerization facility in Suli, H.P and Ropar, Punjab is commissioned. Third 1 million tonnes plant is set up at ambujanagar The company sounds the boards for a new peak of corporate excellence in the global competitive market. Achieves highest -ever export by an Indian 1997-98 1998-99 cement company. (5.33 lakh tonnes of cement and clinker were exported.) A new 12 MV power plant is also set up at Himachal Pradesh. Plans are unveiled for a new Greenfield plant at Guntur, Andhra Pradesh.

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1999-00 2000-01 2002-03

Indias cement industry applauds as a cement terminal is set up in Sri lanka. Company begins on a 2 million tonnes capacity plant in Chandrapur district, Maharashtra. The Chandrapur plant achieves over 100% capacity utilization in the very first year of the production.

A Greenfield cement plant was planned at Kutch, Gujarat.


2007 The Government of India confers the PADMA BHUSHAN AWARD to company Chairman SURESH K BHUSHAN for his contribution to Indian 2008 2010 business and Industry. The company sets up the Corporate Communication department which will be answerable and accountable to its key internal and external stakeholders. According to the data, the company has achieved no. 1 position in May by sales

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PAGE NO. SR.NO CONTENT 1 PRODUCTION DEPARTMENT 2 3 4 HUMAN RESORCE DEPARTMENT MARKETING DEPARTMENT FINANCE DEPARTMENT

INDEX

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PRODUCTION DEPARTMENT
INTRODUCTION PRODUCTION PROCESS TYPES OF PLANT LAYOUT SELECTION OF LOCATION CEMENT FOMATION MATERIAL HANDLING SYSTEM PRODUCTION PLANNING & CONTROL

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INTRODUCTION
Production is the baic activity of all the industril units.All other activits revolve around this activity. We can say that production activity is nothing but the step conversion of one form of material into another either chemically or mechanically. The end project of the production activityis the creation of goods of services for the satisfaction of humam wants.the production activity is theprocess by which the goods are produced or utility enhanced. According to E BUFFA, PRODUCTION IS THE PROCESS BY WHICH GOODS OR SERVICES ARE CREATED. This department is situated in the CCR bulding. The whole process is computerised, where process operating persones closely moniter the whole plant operation through visual display. Computerised process control system with the filed intrumentation ensures the steady and smooth operation of unit . The whole process is displayed on the computer and any change of problem in the process is easily indentified so that necessary step can be taken immediately.

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PRODUCTION PROCESS
According to the mode of preparing the raw mix three different process can manufacture cement. a) Web process b) Semidry process c) Dry process ACL uses dry process cement manufacturing. Selection of dry process is based on the fact that dry process consume less thermal energy and minimizes the pollution. The total process is divided into various units, which are as: a) Mining b) Crushing and pre-blending c) Reclaimer d) Hoppers e) Raw mill f) Blending silo g) Preheater h) Rotatory kiln i) Clinker cooling, Crushing and storage j) Coal mill k) Cement mill (Ball Mill) l) Cement silos m) Packing plants

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TYPES OF PLAN LAYOUT

PRODUCT LAYOUT ACL is engaged in producing cement which is one of the basic industries. The production process of ambuja only involves producing of one commodity i.e. cement. In producing cement the raw materials goes through different process step by step in order to get converted into cement. As Ambuja practices continuous flow of production and the process is arranged based on the product to be achieved, it is organized in a product layout form, which facilities the production of cement in a systematic way or manner.

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CEMENT FORMATION

Clinker than reaches the cement formation unit through conveyor belts and is stored in a hopper. Gypsum is also stored in separate hopper near by it. About 5% of cement is added to 95% of clinker and its fur5ther grinded to ultimately lead to a formation of cement. The cement produced is stored in the silos so as to initiate the process of packing.

PRODUCTION PROCESS

TROLLEYS STACKERS/RECLAIMER HOPPER HOUSE ROLLER MILL SILO (BLENDING) PYRO HEATING KILN (CLINKER FORMATION) CEMENT FORMATION

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MATERIAL HANDLING SYSTEM

In a manufacturing firm, the raw materials are obtained from the suppliers and are stored in the storeroom. These raw materials are then issued to purchase department and are moved inside the plant from one process to another till they are converted into finished goods. Thus material handling involves movements of materials from one place to another for the purpose of processing. They are moved either manually or mechanically. The job tackled by material handling equipment includes lifting, moving, dropping, positioning, holding, releasing, stacking etc. In general course machines are installed at one place. Men have limited area of movement they can only moved from one section to another thus having limited on their movement.

FACTORS AFFECTING MATERIAL HANDLING 1. Types of product 2. Plant layout 3. Type of production system 4. Production planning and control 5. Packaging 6. Material handling equipment

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PRODUCTION PLANNING & CONTROL

Production planning and control are two important aspect of production. Production planning is prerequisite of production control. Production control cannot be imaged without production planning. Production planning is the function of management to look ahead, anticipate difficulties and take stapes to remove obstacles before they are materialized. Where n unit is constantly evaluated and compare with the standards set in advance. At ACL, production planning is jointly done with dispatch department on the basic of order and dispatch for the next month provider by dispatch department. Production department plans production and its operation. And on the basic of production planning, department and strict control on the production activity and continuously evaluated the performance through tar as it is totally computerized plant.

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PREPARED BY ASHA R. TILALA

INTRODUCTION
Company continues to empower their people Manpower is one of the important aspects to be taken into consideration. If a company has highly advanced technology for the production unit but does not have well skilled labour to operate the machineries than all the technology is a waste. Even after having highly advanced technology the unit cannot excel in its production objectives. Human resource management deals with the human aspect of the organization.

ORGANIZATION OF HR DEPARTMENT ACL consist of line & staff

type of organization. Personnel department is under direct control of vice president (commercial), senior Manager (personal) is responsible for vice president (commercial) in GACL. Here the main functions followed by personnel department are:

Todentify the actual requirement of personal and than fulfilling it with appropriate and efficient personnel.

To lay down the recruitment procedure. To conduct interview for selection of efficient persone. To deal with the matter relating to transfer and promotions. Wage & salary administration. Job description

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To maintain the personnel record.

RECRUITMENT, SELECTIIN AND PLACEMENT:

Recruitment can be actually defined as the generation of the application for specific post thus it is a searching of prospective candidates, a process of getting potential employees who are willing to apply for the job in the company. In India, the skilled employees are not available vary easily, one can not find a right person at right time, at right place. When vacancy is found in any of the organization department, the department heads fills up a requisition form in which all age, duty, every qualification, and experience is being sent to the personnel department and after it is being approved is being advertised on the notice bord of unit or in news paper, magazines, etc. while selecting the means of communication for recruitment emphasizes is given on targeting proper personal. INDUCTION Once the candidates is selected, he has to go for the probation (induction) perform, which is generally for one year. To facilitate the selected candidates to have introduction with the organization, its structure, behavior, rules, regulation, the induction period is very necessary. The employee has to fill various forms regarding PE, EST, etc and is provided with Induction kit, containing the information as above. He is also being given the general idea a responded to his duties, work, responsibilities, for which he has been selected. The reason behind induction programme is to make the employee well set with new environment speedily. TRAINING & DEVELOPMENT

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Training means any process by which the aptitude, skill, ability of a person to perform a specific job can increase. ACL has given specific importance to training and development programme because: It helps in personnel development, prevention from accident to make healthy environment, efficient manpower planning to raise in stopped of work. It helps in yielding higher productivity with the use of efficiency. It also brings acceptability of changes. ACL sends its employee for training to various training institute like: 1.Indian Institute of Engineering Management 2.Baroda productivities Council 3.National productivity council 4.Institute of cement Building material (ICBM) The seminar and training program one also held within the campus premises. The training needs one determined by the departmental needs and the concerned officers. Development is a related process but can be rather be more important for managerial level employees, who require much of theoretical knowledge and for a long duration of period. PERFORMANCE APPRAISAL SYSTEM: Performance management as an original activity is well established in the organization with larger and deeper involvement of employees across all levels and an objective mechanism for assessment and feedback. The employee development aspect of performance management system (PMS) provides a meaningful linkage to leadership training. PERPOSE OF PERFORMANCE APPERAISAL AT GACL:

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1. Evaluation of performance of work assigned. 2. Plan for training and development need. 3. Determined suitability for promotion or transfer. 4. Recommendation for salary review. 5. To serve as a controlling\measure. TRADE UNION & LABOUR UNION: There are no formal trade union at ACL, but ther is one active labour union known as Gujarat Ambuja Kamdar Union. This is protects and fights for the rights of the workers and also co-operats with the management. EMPLOYEE WELFARE: The profitability and productivity of any organization depends upon the industrial relation, which means the extent of relation between administers and employees of the unit. The management of ACL wishes to inside employee to his organization and also they provide many benefits to the employees which are as under. ACL possesses good industrial relation. All the employees are quit satisfied with wage wage rate and other facilities offered by the organization. The unit provides the beneficial activities to each of the employees and his family member as mentioned. A) Hospital facilities B) Various Allowances C) Canteen Facilities D) Educational Facilities E) Transportation Facilities F) Banking Facilities

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TIME KEEPING SYSTEM:


For better arrangement and on account of employees working limit, working hours of employees should be fixed. The plant of ACL works for 24 hours divided in to three shifts of 8 hours. Each the timing of which one given below: FOR PLANT SHIFT-A SHIFT-B SHIFT-C under: 9:00am to 1:00 pm 2:00pm to 6:00 pm (1:00pm to 2:00pm Lunch Time) 6:00 am to 2:00pm 2:00 pm to 10:00am 10:00 pm to 6:00am For table work job there is a general shift having a time as

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PREPARED BY ASHA R. TILALA

INTRODUCTION GENERAL DEFINITION


Marketing is the process of planning and execu ting the conception, product, pricing, promotion, and place (4 ps) of ideas,goods and services to create exchange (with customers) that satisfy individual and organizational objectives.

ACCORDING TO KOTLER: Marketing is the human activity directed at satisfying human needs and want through An exchange process

NEED FOR MARKETING OF CEMENT:


Some of the factors like competition create awareness of product to customer,market penetration, to achieve goal for selling in particular segment,to establish good image of brand of product to customer,etc are driving force behind marketing task.

As additional companies are coming up in the southernandeans tern region, there is stiff competition among cement production Companies. This companies Need to adjust themselves to changing situation by upgrading the technology, widening Product range, deveiloping new market segments, improving existing, channel of distributions etc.

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ESSENTIALS OF CEMENT MARKETING:


Focus on brand name Effective Differentiation Effective public relations Price Differentiation Strong distribution network ACL has created marketing department in Gujarat, Maharashtra, Rajasthan, etc, states of country as well as in foreigCountries too. The head office of marketing department is at Mumbai, marketing of all region.ns centrally In Gujarat, ACL has created its own office at Rajkot,Bhavnagar, Vadodara, Surat, and Ahemdabad. The marketing department of ACL is well established and Efficient. After the commissioning of first plant at ambujanagar in Gujarat,With in very short period of time ACL has built and commissioned other two plants here and some other plant at Himachalpradesh,Rajasthan and Maharastra and covered a big domestic market of cement industry. Which looks after the

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ORGANIZATION CHART OF MARKETING DEPARTMENT

Vice President (mktg.)

Assistant vicePresident Deputy General Manager

Regional Salea Managar (maharashtra)

Regional Salea Managar (Gujarat)

Rajkot

Bhavnagar

Ahmedabad

Vadodara

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MARKET SEGMENTATION

A Company, which decides to operate form somePart of market normally,can not serve all the customers in market. To maxi utilizatIon ofAvailable market & resources to the sales the company adopts the market segmentation policy.

ACL adopts market segmentation on following basis:

1.TRADE SEGMENT: It is the biggest segment ,which covers 60% of ACLMarket. It is the segment of the retailers where brand identification, qulity ofProduct and market penetration play very important role

2.BUILDER:
It is the second largest segment and very effective segment in the cement marketing of the builders.Builders generally purchase in large quality so price and credit segment. Policy plays vital role for this

3.GOVERNMENT SEGMENT:
Govt.&semi govt.agencies are the largest consumer contribution about 25-30% of all India cement consumption. Special quality cement is asked at times for railways,ONGC,and irrigation dep. Etc.

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TYPES OF CEMENTS

1. PPC (Pozzolonz port line cement)


2.

OPC (Ordinary port line cement)

PPC:

Fly ash is additionally about 10% to 20%. It increases its workability. It is not produced in the company.

It is mainly used with plaster due to increased workability.

OPC:
There are three brands or qualities of cements produced under this category. 1.Grade- 33 2.Grade-43 3.Grade-53 Company makes grade-53 cement generally. It is the quality normally sold by the company. Grade-53 means that if 1 meter cube of piece of cement is kept in water for 28 days and after that it should be able to bear 53 mega pascal pressures and should not crumble up according to standard british norms.

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Grade

-33

and

grade-43

is

normally

manufactured in the NORTH INDAN units of Rajasthan,Punjab and Himachalpradesh as NORTH ESTERN units of West Bangal. Ambuja cement limited manufactures only grade-53 cement normally. Grade-53 cement possesses highest strength among all qualities of cements manufactured in India.

DISTRIBUTION AREA:
1. Saurashtra region 2. Ahmedabad &Gandhinagar 3. North Gujarat 4. Mid Gujarat 5. South Gujarat

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PRAMOTION MIX:
ACLs promotion is combination of two strategies i.e; 1.SELES PRAMOTION:

DEFINATION: To communicate with individuals,groups or organizations to directly or indirectly facilitate exchanges by informing and persuading one or more audiences to accept an organizations products.

With the indent of open market cement as commodity is now shifting Towards being new ways to convince the customer to purchase their brand.they are positioning their products stressing on specific attribute which customer consider e.g. strength, reliability,water requirement etc.and are formulating their promotional strategies accordingly.

OBJECTIVES TO BE ACHIEVED BY THE ACL THROUGH SALES PRAMOTION ARE:

1. To stimulate the buyer for purchasing the product. 2. To consider the type of market, competitive condition of market.

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3. To give extra incentive to consumers.

FUNCTIONS OF TRAKAYA GREY Designing the advertisement campaign. Deciding advertisement media and doing media scheduling. Using through various media.

PRINTED MEDIA: ACL gives advertisement in newspaper, magazine and periodicals. The company also distribute printed calendars to distributors,dealers,customer & workers every years.

OUTDOOR MEDIA: ACL also gives advertisement through outdoor media. For outdoor media they use wall printing, poster and hoardings,bus,panels,railway bogies,etc. AUDIO VISUAL MEDIA: ACL also uses media for advertisement like television, radio, theatre,etc.

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CASH MANAGEMENT

Cash is common purchasing power or medium of exchange. As such, it forms the most important component of working capital. The term cash with reference to cash management is used in two senses, in narrow sense it is used broadly to cover cash and generally accepted equivalent of cash such as cheques, draft and demand deposits in banks. The broader view of cash also induce hear- cash assets, such as marketable sense as marketable securities and time deposits in banks. The main characteristics of this deposits that they can be really sold and convert in to cash in short term. They also provide short term investment outlet for excess and are also useful for meeting planned outflow of funds. We employ the term cash management in the broader sense. Irrespective of the form in which it is held, a distinguishing feature of cash as assets is that it was no earning power. Company have to always maintain the cash balance to fulfill the dally requirement of expenses. There are four primary motive for maintain the cash as follow: Motive of holding cash There are four motives for holding cash as follow: 1. Transaction motive 2. Precautionary motive 3. Speculative motive 4. Compensating motive

1).

Transaction motive

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Cash balance

is

necessary to meet day-to-day transaction for carrying on with the operation of firms. Ordinarily, these transactions include payment for material, wa ges, expenses, dividends, taxation etc. there is a regular inflow of cash from operating sources, thus in case of JISL there will be two-way flow of cash- receipts and payments. But since they do not perfectly synchronize, a minimum cash balance is necessary to uphold the operations for the firm if cash payments exceed receipts. Always a major part of transaction balances is held in cash, a part may be held in the form of marketable securities whose maturity conforms to the timing of anticipated payments of certain items, such as taxation, dividend etc

2).

Precautionary Motive
Cash flows are somewhat unpredictable, with

the degree of predictability varying among firms and industries. Unexpected cash needs at short notice may also be the result of following: 1. Uncontrollable circumstances such as strike and natural calamities 2. Unexpected delay in collection of trade dues 3. Cancellation of some order for goods due unsatisfactory quality 4. Increase in cost of raw material, rise in wages, etc. The higher the predictability of firm s cash flows, the lower will be the necessity of holding this balance and vice versa. The need for holding the precautionary cash balance is also influence d by the firm s capacity to have short term borrowed funds and also to convert short term marketable securities into cash.

3).

Speculative motive:

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Speculative cash balances may be defined as cash balances that are held to enable the firm to take advantages of any bargain purchases that might arise. While the precautionary motive is defensive in nature, the speculative motive is aggressive in approach. However, as with precautionary balances, firms today are more likely to rely on reserve borrowing power and on marketable securities portfolios than on actual cash holdings for speculative purposes.

Advantages of cash management


Cash does not enter in to the profit and loss account of an enterprise, hence cash is neither profit nor losses but without cash, profit remains meaningless for an enterprise owner. 1. A sufficient of cash can keep an unsuccessful firm going despite losses 2. An efficient cash management through a relevant and timely cash budget may enable a firm to obtain optimum working capital and ease the strains of cash shortage, fascinating temporary investment of cash and providing funds normal growth. Cash management involves balance sheet changes and other cash flow that do not appear in the profit and loss account such as capital expenditure.

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CASH CYCLE

One of the distinguishing features of the fund employed as working capital is that constantly changes its form to drive business wheel . It is also known as circulating capital which means current assets of the company, which are changed in ordinary course of business from one form to another, as for example, from cash to inventories, inventories to receivables and receivables to cash.

Basically cash management strategies are essentially related to the cash cycle together with the cash turnover. The cash cycle refers to the process by which cash is used to purchase the row material from which are produced goods, which are then send to the customer, who later pay bills. The cash turnover means the number of time firms cash is used during each year. CASH CYCLE = INVENTORY + A/C RECEIVEBLE A/C PAYABLE PERIOD PERIOD PERIOD

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SWOT ANALYSIS OF AMBUJA CEMENTS LIMITED.

STRENGTH
1. Lower energy cost due to imported calorific value coal and use of non conventional fuels. 2. Lower transportation cast due to increased transport through sea router for bulk shipping. 3. Very high brand identity. 4. Excellent innovation engineering and technological skill useful for operating excellence. 5. Very less dependent on government for coal and power. 6. Possessing own jetty and ships useful for timely and cheap transport. 7. Favorable location having raw material site at a distance of 1 km near the production line. 8. High distribution efficiency and sound to cope up with economic situation. 9. Excellent management team to cope with changing environment.

WEAKNESS
1. No national geographic coverage as in case of competition.

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2. Very limited fragmentation of plant, which avoid is presence in very sub regional markets.

OPPORTUNITY
1. Higher production of agricultural sector & service sector may result into higher purchasing power, which will increase demand. 2. Stability of Government may result into higher FDI inflow which will give rise to MNCs entry in India, which would require operations in India. Thus large infrastructure projects and related requirements of housing and accommodation will boost cement sales. 3. New product usage of RMC (Ready Mix Concrete) would the demand.

THREATS:
1. Threats from the economic cycles. i.e. Recession or growth. 2. Change in Government policies in term of coal, diesel, raw material and transport. 3. Exchange rate fluctuation having direct effect on bottom line as well as on export 4. Capacity expansion by the competition which will lead to the surplus of the cement.

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SR.NO CONTENT 1 3 4 5 6 7 8 9 OBJECTIVE OF STYUDY IMPORTACE OF STYUDY SCOP OF STYUDY SOURCES OF DATA(PRIMARY &

PAGE NO.

SECONDARY) RESEARCH DESIGN RESEARCH PROCESS RESEARCH & SAMPLING PLAN DATA ANALYSIS TOOLS

INDEX

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PRIMARY OBJECTIVES:

To get an overall view and exposure of the functioning of organization, growth and working of the organization. To learn how employees view the organization overall and understand how they feel about their experience in specific work. To asses how well the organization is delivering on its vision, values and behavior from an employee perspective. To know about the facilities and benefits provided by the organization to their employees both monetary and non monetary. To learn about the attrition in an organization and to make appropriate recommendation for employee retention

Hypothesis:
Ho employees leaving the company are not satisfied with the present situations & other facilities H1 employees leaving the company are satisfied with the present situations & other facilities

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IMPORTACE OF STYUDY

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SCOPE OF THE STUDY


The project aims to give relevant information about the study and the method used in the research. This project also aims at making suitable recommendations inferred from the findings. The study is limited to Ambuja Cements Limited, Ambujanagar Unit.

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SOURCES OF DATA

There are two sources available for data collection. One is primary source and another one is the secondary source. a) Primary Data Questionnaire Observation From other Bank Previous Reports Websites

b) Secondary Data

Data source : Primary Data: We have conducted a survey for knowing the COUSTMER Satisfaction of the AMBUJA CEMET LTD. We have taken the in depth interview of the persons and ask questioner to know the Satisfaction of the customers about the ACL, its product and service. Secondary Data: OTHEINDSTRIES & WEBSITE For making comparative research of the Cement product, we have personally visited the branches of above listed different companys. We have collected these data from the relationship Officer(RO) of the company and from the internet to know how ACL, is different from all other compny.

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RESEARCH DESIGN:

DESCRIPTIVE RESEARCH It includes

surveys and fact-finding enquires of different kinds. It is undertaken in many circumstances, when the researcher is interested in knowing the certain characteristics of different group; interested in knowing the proportion of in a given population who have behaved in a particular manner or determining the relationship between two or more variables. SOURCES OF DATA COLLECTION: The data

collected during the research is primary in nature and in that Questionnaire method has been taken because it is cost effective, free from the biasness of the interviewer and respondents can give sufficient time to give well thought out answers. Various secondary data was collected from books and websites for the purpose of interpretation and to review the literature.

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Research process

Formulating research problem

Extensive literature survey

Development of working hypotheses

Preparing the research design

Determining sample design

Collecting the data

Execution of project

Analysis of data

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RESEARCH & SAMPLING PLAN


SAMPLE UNIT Sample unit consists of the employees of Ambuja Cements Ltd, Ambujanagar unit . SAMPLE SIZE Sample size adopted in this particular research was 40 SAMPLING PROCEDURE The Sampling method used here is Non-Probability Sampling.

Convenience Sampling method has been adopted in which the target group includes employees of Ambuja Cements Ltd., Ambujanagar Unit

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DATA ANALYSIS TOOLS


STATISTICAL TOOLS Tables and pie charts have been used to show the analysis of the statistical data. TOOLS USED TO FORM THE HYPOTHESIS: The chi-square test is used to test the hypothesis. A chisquare test is any statistical hypothesis test in which the test statistic has a chi-square distribution when the null hypothesis is true, or any in which the probability distribution of the test statistic (assuming the null hypothesis is true) can be made to approximate a chisquare distribution as closely as desired by making the sample size large enough. Pearsons chi-square test: Pearson's chi-square (2) test is the best-known of several chi-square tests statistical procedures whose results are evaluated by reference to the chisquare distribution. Its properties were first investigated by Karl Pearson. It tests a null hypothesis that the frequency distribution of certain events observed in a sample is consistent with a particular theoretical distribution. The events considered must be mutually exclusive and have total probability 1. A common case for this is where the events each cover an outcome of a categorical variable. A simple example is the hypothesis that an ordinary six-sided die is "fair", i.e., all six outcomes are equally likely to occur. Pearson's chi-square is the

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original and most widely-used chi-square test. The first step in the chi-square test is to calculate the chi-square statistic. The chi-square statistic is calculated by finding the difference between each observed and theoretical frequency for each possible outcome, squaring them, dividing each by the theoretical frequency, and taking the sum of the results.

Where, Oi = an observed frequency; Ei = an expected (theoretical) frequency, asserted by the null hypothesis; n = the number of possible outcomes of each event. The chi-square statistic can then be used to calculate a p-value by comparing the value of the statistic to a chi-square distribution. The number of degrees of freedom is equal to the number of possible outcomes, minus 1. OTHER STATISTICAL TOOLS Tables, Bar Charts, Pie Charts are the other statistical tools used. Liminations:

Survey was administered under the direct supervision of the management of


Ambuja Cements Limited, Ambujanagar unit. Therefore, respondents may not be true in answering various questions and may be biased to certain other questions. Survey was limited to a fixed number of respondents which may not be sufficient sample to generalize the results. The study was conducted with an assumption that the respondents provided correct information. The study entirely depends on the willingness of the respondents to provide the required information. PREPARED BY ASHA R. TILALA

The time duration of the research being short can be considered to be a limitation of the report.

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ANALYSIS

AND

INTERPRETATION

BASED

ON

THE

RESPONCESS:

Table 1
1)

Employees grade at Ambujanagar who are leaving ACL?

GRADE MO MOA M1 M1A M2 M2A M3 M4 M5A M5B TOTAL

NO. OF RESPONSES 0 0 1 2 1 3 3 20 10 0 40

% 0% 0% 3% 5% 3% 8% 8% 50% 25% 0% 100%

Chart showing the distribution of the employees according to the grades

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GRADES OF EMPLOYEES
25 NO. OF RESPONSES 20 15 10 5 0 0 MO 0 MOA 1 M1 2 M1A 1 M2 3 3 0 M2A M3 M4 M5A M5B 10 20

GRADES

Data analysis & Interpretation: This question is asked to know about the grade to which they belong to. From the data, we can see 50% of them belong to M4 grade which includes assistant managers & senior engineers and the second highest percentage is M5A which is 25% includes engineers & junior engineers. So both of them combined 75% of the total weight age of the attrition data. So we can say on this analysis basis much more emphasis should be given on M4 & M5A grades employees as the attrition is high in this grade compare to other grades.

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Table 2
2) Employees role clarity in ACL at Ambujanagar? Particular Excellent Good Fair Poor Total No. of responses 06 18 12 04 40 % 15 45 30 10 100

Chart showing the distribution of the respondent for role clarity in ACL

ROLE CLARITY

excellent good fair poor

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Data analysis & Interpretation: This question is asked to know about his role clarity in the company. From the data we can see that 45% of the employees say that the role clarity of Ambuja is good and 15% of the employees say that role clarity is excellent. so both of them combined 60% which is in favor of the company. From the above analysis, it can be said that we should also care about the remaining 40% employees who doesnt have the role clarity in their mind. So emphasis should also be given to reduce the attrition rate.

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Table 3
2)

Employees satisfaction with job content in ACL at Ambujanagar?

Particular Excellent Good Fair Poor Total

No. of responses 04 22 09 05 40

% 10 54 23 13 100

Chart showing the satisfaction of the respondent for role job content

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SATISFACTION WITH JOB CONTENT

excellent good fair poor

Data analysis & Interpretation: This question is asked to the employees to know if they are satisfied with the job content at Ambuja. 54% of the respondent said that their satisfaction level is good for their job content and 10% said that it is excellent. So both of them combined 64% From the above analysis it can be said that satisfaction of the job content is good in the employees. So company should focus on the remaining 36% of the employee regarding their job content.

Table 4

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3)

Employees growth prospect in ACL at Ambujanagar?

Particular Excellent Good Fair Poor Total

No. of responses 03 16 13 08 40

% 08 39 33 20 100

Chart showing the distribution of the respondent regarding the growth prospects in ACL

GROWTH PROSPECTS

excellent good fair poor

Data analysis & Interpretation:

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This question was asked to the employees how they find the growth opportunities in Ambuja Cements Ltd., Ambujanagar. From the data, we can see that 39% of the respondent says that the growth opportunity is good & 08% of the employees say that it is excellent in company. So both of them combined 47%. From the above analysis, it can be said that much more focus should be given to this area of the company. As more than 50% of the employees who are leaving company are not satisfies in this area.

Table - 5

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4)

Inter/intra department co-operation in ACL at Ambujanagar?

Particular Excellent Good Fair Poor Total

No. of responses 09 23 06 02 40

% 23 57 15 05 100

Chart showing the distribution of the respondent for intra/inter department cooperation in ACL

INTER/INTRA DEPARTMENT CO-OPERATION

excellent good fair poor

Data analysis & Interpretation: This question to the employees to know their responses about the inter/intra department co-operation. From the data we can see that 57% of the respondent say that their experience is good and 23% of employees said that their PREPARED BY ASHA R. TILALA

level of satisfaction is excellent with inter/intra department co-operation. So both of them combined 80% which is in the favor of the company

Table-6 6) Employees coaching/feedback from his superior?


Particular No. of responses %

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Excellent Good Fair Poor Total

15 15 05 05 40

37 37 13 13 100

Chart showing the distribution of the respondent for coaching/feedback from their superior in ACL

COACHING / FEEDBACK

Excellent good fair poor

Data analysis & Interpretation: This question was asked to the employees to know their responses about the coaching and feedback was available from superior and what was their level of satisfaction regarding that. 37% of the respondent say that the coaching and feedback was excellent and the same percentage of respondent say that it was good. So

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both of them combined 74% and which is in the favor of the company and employees are satisfied with the coaching and feedback from the superior.

Table 07 7) Employees fairness & equality in relationship with superior ?

Particular

No. of responses

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Excellent Good Fair Poor Total

05 22 09 04 40

13 54 23 10 100

Chart showing the distribution of the respondent for fairness and equality in relationship with their superior in ACL

DEMONSTRATION OF FAIRNESS & EQUALITY

Excellent Good Fair Poor

Data analysis & Interpretation: This question was asked to the employees to know their level of satisfaction about the fairness and equality of them with their superior. From the above data we can see that 54% of the respondent said their experience is good and 13% of the respondent said it is excellent with the fairness & equality with the superior. So both of them combined 67% of the total respondent which is in the favor of the company.

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From the above analysis it can be said that there is still 33% of the respondent who are not satisfied with the equality and fairness in relationship with their superior. So company should focus on that.

Table -8 8) Employees demonstration of empathic listening in relationship with superior?

Particular Excellent Good

No. of responses 05 21

% 13 52

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Fair Poor Total

12 02 40

30 05 100

Chart showing the distribution of the respondent for empatheic listening in relation with their superior in ACL.

DEMONSTRATION OF EMPATHEIC LISTENING

Excellent good fair poor

Data analysis & Interpretation: This question was asked to the employees to know their level of satisfaction for empatheic listening in relation with superior. From the respondents data we can see that 52% of the employees satisfaction is good & 13 % said the experience is excellent in empatheic listening with superior. Both of them combined 65% which is in the favor of the company.

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Table 9 9) Timeless of communication in organizational communication?

Particular Excellent

No. of responses 07

% 18

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Good Fair Poor Total

20 09 04 40

49 23 10 100

Chart showing the distribution of the respondent for timeless of communication in relation with organizational communication in ACL

TIMELESS OF COMMUNICATION

Excellent good fair poor

Data analysis & Interpretation: This question was asked to the employees to know their level of satisfaction about the timeless of communication in the organizational communication. 49% of the respondent said that the satisfaction level is good and 18% of the respondent said that it was excellent. So both of them combined 67% of the total respondent. From the above analysis it can be said that the level of satisfaction in the communication is good but we cant ignore the other 33% of the

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respondent. So the communication process should be focused as it is the most important object in organization.

Table -10 9) Transparency in organizational decision process?

Particular Excellent Good

No. of responses 05 21

% 13 52

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Fair Poor Total

12 02 40

30 05 100

Chart showing the distribution of the respondent for transparency of organization in organizational decision process in ACL

TRANPARENCY OF ORGANISATION

Excellent good fair poor

Data analysis & Interpretation: This question was asked to the employees to know their level of satisfaction about the transparency in organizational decision process. 52% of the respondent said that the satisfaction level is good & 13% of the respondent replied as excellent. So both of them combined 65% of the total respondent. So from the above analysis we can said that level of transparency in the decision process is in the favor of the company and company should also focus on the other 35% of the respondent about what particular experience make them unsatisfied in the decision process and should improve that. PREPARED BY ASHA R. TILALA

PREPARED BY ASHA R. TILALA

PARTICULAR Ambujanagar.

EXCELLENT

GOOD 18 22 16 23 15 22 21

FAIR 12 09 13 06 05 09 12

POOR 04 05 08 02 05 04 02

Employees role clarity in ACL at 06 Employees satisfaction with job 04 content in ACL at Ambujanagar. Employees growth prospect in ACL 03 at Ambujanagar Inter/intra department co-operation in 09 ACL at Ambujanagar. Employees coaching/feedback from 15 his superior Employees fairness & equality in 05 relationship with superior Employees with superior Timeless of communication in in 07 demonstration of 05 empathic listening in relationship

20 21 20 198

09 12 09 96

04 02 03 39

organizational communication Transparency decision process Clarity TOTAL in departmental goal in 08 66 organizational goal organizational 05

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FINDINGS OF RESEARCH

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From the responses collected, it can be inferred that the employees leaving the company are satisfied with the present situations & other facilities. This is evident from the responses collected. 50% of the employees who are leaving the organization belongs to M4 grade. So here the company should focus more as this grade includes assistant managers and engineers who are very much important for the cement manufacturing company. 60% of the employees were clear in their role clarity in their organization so they dont matter but 40% of the employees who were leaving the company were not aware. So company should focus on the role clarity as this part is not in favor of the company. 64% of the employees were satisfied with the job content in the company but 36% of the employees were not clear about their job content. 47% of the employees were satisfied with the growth prospect they were finding in the company but the large percentage of the employees were not satisfied with the growth prospects in the company. 80% of the employees were satisfied with the inter / intra department co-operation in the company. So it can be said this is in the favor of the company. 74% of the employees were satisfied with the coaching / feedback provided by the superior but the 20% of the employees were not satisfied. So company should focus on this part. 67% of the employees were satisfied with the fairness & equality with their superior but company should try to achieve its 100%. 67% of the employees were satisfied with the communication in the organizational communication but still the 33% of the employees leaving the company are not satisfied with the companys communication process. 65% of the employees were satisfied with the transparency in organizational decision process. But still large part of the respondent were not satisfied 69% of the employees were satisfied with the clarity in departmental goal but still 31% of the leaving employees were not satisfied with this one. PREPARED BY ASHA R. TILALA

67% of the employees were satisfied with the level of empowerment in organizational culture but 33% of the employees were not satisfied. 91% of the employees were satisfied with the level of team work on the organizational culture. So it is in the favor of the company. 72% of the employees were able to make balance between their work & life but still 28% were not satisfied. 69% of the employees leaving company only for two main reasons & that is REMUNERATION & RECOGNITION.

RECOMMENDATION

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Company should form and give weekly target to each and every department. A form should be formed for both superior and his subordinate. This form should be developed by the experts. communication. Assessment should take place according to the planning phase. In this way employees receive feedback and still have an opportunity to address resulting developmental needs during the year Company should try to make the whole decision making process transparent. Every month some productive session should be held by the superior/ experts regarding the growth prospect of the employees & for the company in the industry. Employees should treat equally in the company without any kind of biases. So for that purpose Company should celebrate national festival and some leader birthday together. Employees should communicate about the policy changes so that they can be aware about the same. Departmental goal should be made every 15 days & employees should make aware about it and also the ways to achieve it. Teach employee their task. Relate and explain their task with the departmental as well as companys task so that they can know how they are important for the company. Special session should be arranged by the experts to explain the employees about the work-life balance concept & how it is important for them as well as for the company. Every month company should declare WORKER & EMPLOYEE OF THE MONTH award and also back-up this award with some monetary insensitive. This will help to company as well as to employees. Workers/employees will get recognition and company can motivate them and increase their efficiency. Infrastructure of the personnel office should be improved. The company has a technical library but the same should be updated with new addition and should maintain books of different streams. It should be analyzed weekly for the two way

PREPARED BY ASHA R. TILALA

PREPARED BY ASHA R. TILALA

CONCLUTION

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The company needs to develop a reward strategy that is how to how to reward policies & processes should be developed so that it is mutually beneficial to the employees / workers & company. The reward should succeed in motivating the employees & workers to perform their best.

Company should try to identify & focus on the work clarity of the job by performance analysis & try to create the growth opportunity for their employees without any kind of biases.

The decision process of the company is very good but should try to make it transparent so that the bottom level employees can understand the decisions. Company should arrange some work life balance program & try to communicate the importance to this topic to their workers.

From the analysis, it is proved that the company has a good working atmosphere and facilities provided are satisfactory. Company should try to make this facilities excellent by creating and implementing change management organization in the

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Company data. www.chrmglobal.com http://EzineArticles.com/?expert=Challa_S.S.J._Ram_Phani

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www.naukrihub.com www.investopedia.com

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QUESTIONNARIE:

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NAME: DESIGNATION: GRADE: Mo MoA M1 M1A M2 M2A M3 M4 M5A M5B

DEPARTMENT: WORK CULTURE: EXCELLENT ROLE CLARITY SATISFACTION WITH JOB CONTENT GROWTH PROSPECTS INTER / INTRA DEPARTMENT CO OPERATION RELATIONSHIP WITH SUPERIOR: EXCELLENT COACHING / FEEDBACK DEMONSTRATION OF FAIRNESS & EQUALITY GOOD FAIR POOR GOOD FAIR POOR

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DEMONSTRATION OF EMPATHEIC LISTENING COMMUNICATION: EXCELLENT TIMELESS OF COMMUNIACTION TRANSPERANCY OF ORGANISATIONAL DECISION CLARITY OF DEPARTMENTAL GOALS ORGANISATIONAL CULTURE: EXCELLENT LEVEL OF EMPOWERMENT LEVEL OF TEAMWORK WORK LIFE BALANCE GOOD FAIR POOR GOOD FAIR POOR

WHAT ARE THE REASONS FOR YOUR LEAVING THE ORGANISATION?

REMUNERATION RECOGNITION ORGANISATIONAL CULTURE QUALITY OF WORK SUPERIOR SUBORDINATE RELATIONSHIP PREPARED BY ASHA R. TILALA

PREPARED BY ASHA R. TILALA