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Everest Cement Training Report
Everest Cement Training Report
Everest Cement Training Report
Last but not least, I would also like to thank all the respondents for giving
us their precious time and relevant information and experience, as and
when required without which this project would not have been possible.
NAME:
DATE:
1
EXECUTIVE SUMMARY
Thus, people management has never been more important than it is today.
Therefore new themes have emerged in the process, replacing some of the
old ones. The new thinking in this regard is referred to as Human
Resources Management (HRM), which carries a more proactive and
strategic connotation.
2
1.
ABOUT COMPANY
3
ABOUT COMPANY
HISTORY OF COMPANY.
COMPANY PROFILE.
MANAGEMENT ( BODs)
ACHIVEMENTS OF COMPANY.
PRODUCTS OF COMPANY.
PURPOSE OF COMPANY.
4
HISTORY OF COMPANY
OVERVIEW
5
1986 – Commissioning of first unit of 1 MTPA Jaypee Rewa Plant
(JRP) in District Rewa, MP Formation of Jaiprakash Industries Ltd
(JIL)
1987 – JIL listed on Bombay Stock Exchange
1991 – Commissioning of 2nd unit of 1.5 MTPA Jaypee Rewa Plant
1992 – Jaiprakash Hydro Power Ltd established to operate 300 MW
Baspa II HE Project, Jaiprakash Power Ventures Ltd established to
operate 400 MW Vishnuprayag HE project
1993 – JIL signs a memorandum of understanding to develop and
operate 1,000 MW Karcham Wangtoo Hydroelectric Plant
1995 – Bela Cement Ltd incorporated to establish third Cement Plant
at Bela, Hotel Jaypee Residency Manor set up
1996 – Commissioning of the third cement plant 1.7 MTPA Jaypee
Bela Plant in District Rewa, MP
1999 – Hotel Jaypee Palace, Agra set up
2000 – Jaypee Greens Ltd – 458-acre (1.85 km2) golf-centric real
estate company comes into being
2001 – Jaypee Institute of Information Technology (deemed
University since 1 November 2004) set up at Noida.
2002 – Jaypee Karcham Hydro Corporation Ltd established to
operate 1,000 MW Karcham Wangtoo HE Project, Jaypee University
of Information Technology at Waknaghat, Himachal Pradesh is
founded.
2003 – Jaypee Hotel Training Centre (JHTC) is set up at Agra to train
students in hotel management. In 2007 the institute changed its
6
program from a diploma course to a degree course and increased the
length of study from two to three years.
2003 – Jaypee Institute of Engineering Technology (Constituent
Centre of JUIT, Waknaghat) set up at Raghogarh, Guna. Later this
institute was declared first private state university of Madhya Pradesh
as Jaypee University of Engineering & Technology. Also first Captive
Thermal Power Plant of 25 MW commissioned at JRP. Formation of
Jaiprakash Associates Ltd (JAL) by merging JIL with Jaypee Cement
Ltd
2004 – Commissioning of second Captive Power Plant of 25 MW at
Jaypee Bela Plant
2005 – Shares of JHPL listed on BSE/NSE. First hydropower
company to be listed in the country
2006 – Setting up of Madhya Pradesh Jaypee Minerals Corporation
Ltd (MPJMCL) in JV with MP State
2007 – Signing of a joint venture agreement with Steel Authority of
India Ltd for setting up a 2.0 MTPA slag based cement plant at Bhilai.
2008 – Jaypee Ganga Infrastructure Corporation Ltd incorporated for
implementation of 1,047 km long, eight-lane, access-controlled
expressway between Greater Noida and Ballia in Uttar
Pradesh, Chunar, and Dalla cement plants (UPPCL) in UP
commissioned
2009 – Amalgamation of four Group Companies, namely, Jaypee
Cement Limited, Gujarat Anjan Cement Limited of Gujarat-based
infrastructure conglomerate Anjan Group, Jaypee Hotels Limited and
Jaiprakash Enterprises Limited with flagship company JAL. Acquired
7
Sangam Power Generation Company Ltd. Signing of MOU for setting
up a 2 million tonnes per annum capacity cement plant in joint
venture with Assam Mineral Development Corporation Limited
(AMDC). Group is setting up a Jaypee Hitech Casting Centre.
Amalgamation of Jaiprakash Power Ventures Ltd. with Jaiprakash
Hydro-Power Ltd.; the name of the Company i.e., Jaiprakash Hydro-
Power Ltd. changed to Jaiprakash Power Ventures Ltd.
2010 – Commissioning of 1.75 MnTPA Jaypee Himachal Cement
Grinding and Blending Plant, Bagheri (H.P.)., 2.2 MnTPA Bhilai
Jaypee Cement Ltd., Satna (Madhya Pradesh)., 1.2 million tonnes
Jaypee Roorkee Cement Grinding Unit (JRCGU) at Roorkee,
Uttarakhand.
2011 – Buddh International Circuit – Greater Noida.
2012–Yamuna Expressway-New Delhi NOIDA -Agra Express eight-
lane highway. Project completed on 9 August 2012, and opened to
general public.
2014-Himalayan Expressway-Zirakpur - Kalka six-lane highway.
Project completed and opened to general public
8
.
Tehri Dam India – the largest rock and earth fill dam in Asia,
completed by Jaypee
9
COMPANY PROFILE
TYPE : PUBLIC
INDUSTRY : CONGLOMERATE
FOUNDED : 1979
HEADQUARTERS : NOIDA
WEBSITES : www.jalindia.com
10
MANAGEMENT
Board of Directors
The Board of Directors of the company have envisioned the organization to
new heights. The company is well managed under the foray of these
individuals:
11
JAYPEE CEMENT [MANUFACTURING PROCESS]
Mining
12
Crushing Stacking & Reclaiming of Coal.
The process of making cement clinker requires heat. Coal is used as the
fuel for providing heat. Raw Coal received from the collieries is stored in a
coal yard. Raw Coal is dropped on a belt conveyor from a hopper and is
taken to and crushed in a crusher. Crushed coal discharged from the Coal
Crusher is stored in a longitudinal stockpile from where it is reclaimed by a
reclaimed and taken to the coal mill hoppers for grinding of fine coal.
Reclaimed limestone along with some late rite stored in their respective
hoppers is fed to the Raw Mill for fine grinding. The hot gasses coming
from the clinkerisation section are used in the raw mill for drying and
transport of the ground raw meal to the Electrostatic Precipitator / Bag
House, where it is collected and then stored and homogenized in the
concrete silo. Raw Meal extracted from the silo (now called Kiln feed) is fed
to the top of the Preheated for Preprocessing Clinkerisation Cement
Clinker is made by preprocessing of Kiln feed in the preheated and the
rotary kiln. Fine coal is fired as fuel to provide the necessary heat in the kiln
and the Precalciner located at the bottom of the 5/6 stage preheated. Hot
clinker discharged from the Kiln drops on the grate cooler and gets cooled.
The cooler discharges the clinker onto the pan / bucket conveyor and it is
transported to the clinker stockpiles / silos. The clinker is taken from the
stockpile / silo to the ball mill hoppers for cement grinding.
13
Cement Grinding & Storage
Clinker and Gypsum (for OPC) and also Pozzolana (for PPC) are extracted
from their respective hoppers and fed to the Cement Mills. These Ball Mills
grind the feed to a fine powder and the Mill discharge is fed to an elevator,
which takes the material to a separator, which separates fine product and
the coarse. The latter is sent to the mill inlet for regrinding and the fine
product is stored in concrete silos.
Packing
14
ACHIEVEMENTS
Year 2013
Year 2012
15
300 MW Baspa – II Hydropower project has been awarded the ―Gold
Shield for 2009-10‖ and ―Silver Shield for 2010-11‖ by the Ministry of
Power, Government of India in the category of ―performance of
hydropower stations‖.
Mr. Manoj Gaur, Executive Chairman, Jaypee Group and Mr. Sameer
Gaur, MD & CEO, Jaypee Sports International Ltd won the Global
Standards Award at NDTV Profit Business Leadership Awards 2011.
The award was presented by Mr. Pranab Mukherjee, Union Finance
Minister of India on 7th January, 2012 at Mumbai.
Year 2011
Jaypee Rewa Cement Plant and Jaype Bela Cement Plant in Madhya
Pradesh of the Group have been awarded with the most prestigious
―SWORD OF HONOUR‖ award by the British Safety Council, UK in
the field of Health and Safety management system.
16
Year 2010
Year 2009
17
Minimum Plant heat rate in thermal generation (Jaypee Rewa
Plant - CPP); Minimum auxiliary power consumption in thermal
generation (Jaypee Rewa Plant - CPP) were awarded by
Chhattisgarh and Madhya Pradesh Cement manufacturers
Associations to Jaiprakash Associates Limited (Cement Division).
Year 2008
18
FLS (F.L. Smidth) Energy Award 2007 for Maximum percentage
reduction in Thermal Energy (Kcal) consumption per kg of Clinker
production over year 2005-06 (Jaypee Rewa Plant) & Minimum % of
Auxiliary power consumption with respect to Thermal power
generation in M.P. ,Chhattisgarh states in the year 06-07 (Jaypee
Bela Unit, Captive Power Plant, 2006-07)
National Safety Award for the year 2006 to Jaypee Rewa Plant for
longest Accident Free Period.
Year 2007
19
Award for Management of Sub- Grade Mineral received by Jaypee
Limestone Mine of Jaiprakash Associates Limited during Mines
Environment & Mineral Conservation Week.
Year 2006
Year 2005
20
Award Presented by Indian Bureau of Mines During Mines
Environment & Mineral Conservation Week (Jabalpur Region) to
Jaypee Rewa Plant for Overall Performance, and Water Quality
Management.
Year 2004
21
National Award for Environmental Excellence in Limestone mines
associated with Jaypee Rewa plant.
Year 2003
Year 2002
22
Year 2001
Year 2000
Year 1999
23
National Safety Award, Presented By Govt. of India, Ministry of
Labour for Longest Accident Free Period.
Year 1998
Year 1996
Year 1995
24
PRODUCTS OF COMPANY
POWER
REAL ESTATE.
Jaypee Greens, the real estate division of the Jaypee Group has been
creating lifestyle experiences from building premium golf-centric residences
to building mega townships and self sustained mega cities since its
inception
in the year
2000.
25
EXPRESSWAY
India has the world‘s second largest road network, aggregating over 3.34
million kilometers. The Group has entered into construction of expressways
with the Yamuna Expressway project – a 165 km access controlled 6 lane
super expressway along the Yamuna river connecting Noida and Agra on
Build – Own – Transfer basis.
HOSPITALITY
Jaypee largest and most famous hotel is Jaypee Palace Hotel &
Convention Centre at Agra.
26
Jaypee Residency Manor is the only five star deluxe hotel in
Mussoorie built on a unique hilltop offering an inspiring view of the
Himalaya
JAYPEE HOSPITAL
27
.
SPORTS
28
INFORMATION TECHNOLOGY
IT Infrastructure Management
Multimedia Services
Agriculture
29
PURPOSE
Vision.
Mission.
30
2.
ABOUT TOPIC
31
ABOUT TOPIC
RECRUITMENT
DEFINITIONS OF RECRUITMENT
SELECTION
DEFINITIONS OF SELECTION
SELECTION
PROCESS OF RECRUITMENT
PROCESS OF SELECTION
SOURCES OF RECRUITMENT
32
OBJECTIVE OF THE STUDY
33
Human resource is the most important asset of a company. So the
success and failure of a company depends much on the recruitment
and selection of suitable human resources.
35
RECRUITMENT
36
Need for Recruitment
The need for recruitment may be due to the following reasons / situations
DEFINITIONS OF RECRUITMENT.
37
SELECTION.
38
DEFINITIONS OF SELECTION.
Selection is the process of choosing form the candidates, from within the
organization or from outside, the most suitable person for the current
position or for the future position.
―Selection is the screening and filtering process of job applicants who have
been invited to apply for the vacant positions through which the process
comes to an end.‖
39
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
BASIS OF
SELECTION.
DIFFERENCE. RECRUITMENT
It is a process of
It is an activity of establishing
picking up more
contact between employers
Meaning. competent and suitable
and applicant.
employees.
It is a complicated
It is a simple process
Process. process.
It is a negative
It is a positive approach
Approach. approach.
It is an expensive
It is an economical method
Economy. method.
40
RECRUITMENT PROCESS
41
Provides a first impression of the campus to the candidate
Clearly articulates responsibilities and qualifications to attract the best
suited candidates Identify Duties and Responsibilities
42
applicant in the course of their job. Each hiring manager should make an
effort to appoint a search committee that represents a diverse cross section
of the staff. A member of the committee will be appointed as the Affirmative
Action and Compliance Liaison who will monitor the affirmative action
aspects of the search committee. Under-represented groups and women
are to have equal opportunity to serve on search committees and special
efforts should be made to encourage participation. Departments that lack
diversity in their own staff should consider appointing staff outside the
department to search committees or develop other alternatives to broaden
the perspective of the committee.
Once the position description has been completed, the position can then be
posted to the UCR career. Every effort should be made to ensure the
accuracy of the job description and posting text. It may not be possible to
change elements of a position once posted, because it may impact the
applicant pool.
Once the position has been posted, candidates will apply via UCR‘s job
board. Candidates will complete an electronic application for each position
(resume and cover letter are optional). Candidates will be considered
―Applicants‖ or ―Expressions of Interest‖.
Applicants are those who apply during the initial application period as
43
described in Step 5. All applicants must be reviewed and considered.
Candidates who apply after the initial application period will be considered
―expressions of interest‖ and not viewable by the search committee.
Once the interviews have been completed, the committee will meet to
discuss the interviewees. Committee members will need to assess the
extent to which each one met their selection criteria.
Upon completion of the recruitment process the offer to the selected finalist
is made.
44
SELECTION PROCESS
1. Inviting applications:
The prospective candidates from within the organization or outside the
organization are called for applying for the post. Detailed job description
and job specification are provided in the advertisement for the job. It
attracts a large number of candidates from various areas.
2. Receiving applications:
Detailed applications are collected from the candidates which provide
the necessary information about personal and professional details of a
person. These applications facilitate analysis and comparison of the
candidates.
3. Scrutiny of applications:
As the limit of the period within which the company is supposed to
receive applications ends, the applications are sorted out. Incomplete
applications get rejected; applicants with un-matching job specifications
are also rejected.
4. Written tests:
As the final list of candidates becomes ready after the scrutiny of
applications, the written test is conducted. This test is conducted for
understanding the technical knowledge, attitude and interest of the
candidates. This process is useful when the number of applicants is
large.
45
5. Psychological tests:
These tests are conducted individually and they help for finding out the
individual quality and skill of a person. The types of psychological tests
are aptitude test, intelligence test, synthetic test and personality test.
6. Personal interview:
Candidates proving themselves successful through tests are interviewed
personally. The interviewers may be individual or a panel. It generally
involves officers from the top management. The candidates are asked
several questions about their experience on another job, their family
background, their interests, etc. They are supposed to describe their
expectations from the said job. Their strengths and weaknesses are
identified and noted by the interviewers which help them to take the final
decision of selection.
7. Reference check:
Generally, at least two references are asked for by the company from
the candidate. Reference check is a type of crosscheck for the
information provided by the candidate through their application form and
during the interviews.
46
8. Medical examination:
Physical strength and fitness of a candidate is must before they takes up
the job. In-spite of good performance in tests and interviews, candidates
can be rejected on the basis of their ill health.
9. Final selection:
At this step, the candidate is given the appointment letter to join the
organization on a particular date. The appointment letter specifies the
post, title, salary and terms of employment. Generally, initial
appointment is on probation and after specific time period it becomes
permanent.
10. Placement:
This is a final step. A suitable job is allocated to the appointed candidate
so that they can get the whole idea about the nature of the job. They can
get adjusted to the job and perform well in future with all capacities and
strengths.
47
SOURCES OF RECRUITMENT
• Promotions
INTERNAL •
•
Transfer
Internal Advertisements
SOURCES. •
•
Retired managers
Recall from long leave
• Management Consultants
EXTERNAL •
•
Deputation Personnel
Recommendations
SOURCES. •
•
Campus Recruitment
Public Advertisements
48
employee. So, the vacancy can be filled by transferring a suitable
candidate from the same organisation.
49
Demerits of Internal Sources
50
This advertisement gives information about the company, the job and
the required qualities of the candidate. It invites applications from
suitable candidates. This source is the most popular source of
recruitment. This is because it gives a very wide choice. However, it
is very costly and time consuming.
51
Advantages of External Sources.
52
3. RESEARCH
METHODOLOGY
53
RESEARCH
Research is a process in which the researcher wishes to find out the end
results for a given problem and thus the solution helps in future course of
action. The research has been defined as “A careful investigation or
enquiry especially through search for a new fact in any branch of
knowledge”
RESEARCH METHODOLOGY.
54
Primary Data:
Primary data are collected afresh and for the first time. It is the data
originated by the researcher specifically to address the research problem.
Secondary Data:
RESEARCH DESIGN:
A research design is the arrangement of the condition for collection
and analysis of data in a manner that aims to combine relevance to the
research purpose with economy in procedure.
55
overall operation pattern or framework of the project that stipulates what
information is to be collected from which source and be what procedures.
56
4. ANALYSIS AND
FINDINGS
57
Question 1. What are the sources of recruitment and selection?
a. Internal source
b. External source
25%
75%
26% a. Telephonic
interview
b. Video conference
0%
c. Personal interview
74%
The company used two methods for recruitment, 26% Telephonic and
74%personal interview.
58
Question 3: What is the average time spent by executives during
recruitment (each candidate) ?
a. 1 mins to 5 mins.
b. 5 to 10 mins.
c. 10 to 15mins.
d. More
5%
10%
36%
49%
59
Question 4: Does the organization clearly defines the position and
objective to candidate at the right time of recruitment process ?
a. Yes
b. No
Chart Title
0%
a. Yes
b. No
100%
60
Question 5: What are the basic questions you ask to the candidate?
a. About yourself
b. Any experience
c. Company information
10%
10%
a. About yourself
b. Any experience
c. Company information
80%
28%
a. Yes
48%
b. No
c. In some extent
24%
61
48% HR says effective, 24% says not effective and 28% says extent.
b. No
24%
a. Yes
b. No
76%
a) Written test
b) Oral/personal interview
c) Group discussion
62
0%
a) Written test
40%
b) Oral/personal
interview
60%
c) Group discussion
a) Average
b) Good
c) Excellent
10%
a) Average
b) Good
55% 35%
c) Excellent
Company rated like: 10% for average performance, 35% for good
performance and 55% for excellent performance.
63
Everyone having awareness of recruitment and selection process
used by the organization.
From the last two year company hire around 80 labour and 30
employees.
64
5. RECOMMENDATION
o Recruitment management system should helps to communicate
and create healthy relationship with the applicants through the
entire recruitment process.
65
6. CONCLUSION
66
7.
LIMITATIONS AND
SCOPES OF THE
STUDY
67
LIMITATIONS:
SCOPES:
68
8. BIBLOGRAPHY
WEBSITES:
www.hr.com
www.management.co.in
www.google.com
www.managementstudyguige.com
www.wikipedia.com
69
9. QUESTIONNAIRE
70
Question 1. What are the sources of recruitment and selection?
a. Internal source
b. External source
c. both
Question 5: What are the basic questions you ask to the candidate?
a. About yourself
b. Any experience
c. Company information
71
Question 6: Is Internet recruitment effective in your opinion?
a. Yes
b. No
c. In some extent
b. No
a.Written test
b.Oral/personal interview
c.Group discussion
a. Average
b.Good
c.excellent
72
THANK YOU
73