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MPRV Project - Jyoti Chaturvedi
MPRV Project - Jyoti Chaturvedi
On
Submitted by,
JYOTI CHATURVEDI
MBA-Semester III Sem.
(Session 2021-22)
Placement Dept.]
I am the undersigned solemnly declare that the report of the thesis work entitled, “HR POLICIES
IN NA LWA STEAL AND POWER LIMITED (JINDAL GROUP)” Technical is based on my
own work carried out during the course of my study under the supervisor as well as guider
I Assert that the statement made and conclusion drawn are an outcome of my research work. I
further declare that to the best of my knowledge and belief the report does not contain any part of
any work which has been submitted for the award of MBA DEGREE OR any other degree
/diploma/certificate in this University or any other University of India or Abroad.94112235760)
under my supervision and that no part of this research project has been submitted for any degree.
The assistance and help received during the course of investigation have been fully acknowledged.
NAME:-
This is to certify that the work incorporated in the thesis “HR POLICIE NALWA & POWER
LIMITED (JINDAL GROUP)” is a record of research work carried out by “MS. Jyoti Chaturvedi”
bearing Enrollment No. < BK2531> under my/our guidance and supervision for part fulfillment
for the awaed of MBA Degree of Chhattisgarh Swami Vivekanand Technical
University,Bhilai(C.G)India.
To the best of my knowledge and belief the thesis
Embodies the work of the candidate him/herself,
Has duly been completed,
Is up to the desired standard both in respect of contents and language for external viva.
__________________
(Signature)
MS. TRIPTI MAJUMDAR
HEAD OF PLACEMENT &
Training dept.
ACKNOWLEDGEMENT
Majumdar Ma’am as well as our HOD Dr. Himanshu Vaishnaw sir who gave usthe
Steel & Power Limited (Jindal Group) which also helped me in doing a lot of
research and I came to know about so many new things. I am indeed thankful to
them.
Secondly I would like to thank my parents who helped me lot in finishing this project
within the limited time. I am making this project not only for marks but to also
increase my knowledge.
part of the course curriculum of my M.B.A program. I have tried my best to make my
project a success.
Index
Declaration
Certificate
Acknowledgement
Contents
Chapter 1 : Introduction
Significance of Study
Review of Literature
Conceptualization
Industry profile
Research Design
Data Collection
Data Analysis
Bibliography
CHAPTER 1
INTRODUCTION
HR POLICIES
Policies are the very important aspect for any organization. It is a tool that helps an
organization for better functioning. These involve managing the relationship between
ensure that the firm is able to continue its operations. And that it has sufficient to
Recruitment
Selection
Induction
Compensation system
Leave policy
Welfare policy
Recruitment:
Placing the right person at right place at right time is called Recruitment.
death
c) Prior written approval of the Managing Director will also be required even the
Exchange.
Or
Employment Exchange
Or
Advertisements
recruitment
Candidates within the Organization who could fill the vacancies on merits
Selection:
Factors Weightage
Qualifications 25%
Interview 50%
d. Candidates who were very good but not suitable for the position for which
interviewed will be informed that the selection committee found them good
but not suitable for the post for which they were considered and that their
application is being kept on the active file and “will be in touch should a
Appointment Letters
All candidates found suitable for appointment shall be issued Letters of Intent
(Employment Offers).
Following testimonials and documents must be on the candidate’s file before issuing
j. Salary/ Income Tax Certificate from the last employer(s) along with
PAN No.
Department.
Company
Probation
All employees are initially kept on probation for a period of six months, which may be
extended for a further period of three months, at the sole discretion of the
Management. Total period of probation shall, in no case, extend beyond one year.
Confirmation
Compensation Policy:
Objective:-
Company policy;
and allowances.
Procedure
c. Annual revision of Basic salary for the all the employees will be
Account in ING VYSYA Bank where they have been given ATM Cards
All executives are entitled to House Rent Allowance at the rate of 50% of their basic
salary Officers & Staff are paid House Rent Allowance at the rate of their basic
salary.
a. All the Executives/ Officers/ Staff using their own vehicle for official work take
once in a month along with Toll Tax & Parking Fee, if any.
Car maintenance:-
All company’s Cars are maintained and serviced at authorized service stations/
Telephonic Policy:
To communicate with their employees at any time company provides the facility of
the telephone. By providing this facility company also giving a good communication
atmosphere.
Some Executives have been provided with Mobile Phones depending upon their
assignment subject to monthly limits as per their respective Grade can claim (Mobile
All employees are entitled @ 80% interest free salary advance and it can be
Gratuity
employees who have rendered long and unblemished service to the employer and
per the Payment of Gratuity Act, 1971 and rules framed there under.Gratuity is
payable to an employee on his separation from the services of the company, after
he/ she has rendered continuous service for not less than five years:-
a. On his superannuation; or
For the purpose of calculation of gratuity, the salary last drawn is taken into
consideration.
Procedure:
Provident Fund:-
All the employees are covered under the Provident Fund Scheme, framed under the
Employees Provident Fund and miscellaneous Provisions Act, 1952, those who are
Rate of Contribution:-
12% of salary/ wage from employee and 12% employer (8.33% pension account &
Attribution @ 0.5% & admin charges Pf @ 1.10%, EDLI admin charge 0.01% of the
Leave Policy:
The Executive/ officers and Staff of the Company will be governed by the following
types of leave
Earned Leave
a. All the Executives/ officers and Staff shall be eligible Earned Leave in
each year may be carried forward and accumulated upon a maximum for 30
day in case of Executives and officers & Staff, beyond which it will encase.
The Company, at its own discretion, will grant extra-ordinary leave with or without
pay for prolonged sickness, studies, or for other justified reasons to the employees
subject to the condition that he/ she has exhausted all other leave to which he/she is
entitled.
Sick Leave
sufficient justification.
d. SL in excess of the accumulation limit will lapse and will not be the
Casual Leave
An employee who is in service of the company as on 1st January will be eligible to
avail of CL for casual purposes for nor more than 7 days in a financial year. CL will
Short Leave
All the officers and staff are entitled to short leave of maximum two hours a day for
personal work and subject to four hours in a month for which no salary is deducted.
Maternity Leave
Maternity Leave shall be as per Maternity Benefits Act, 1961 as amended from time
to time.
Leave Roster
The HR Department/ in-charge shall also ensure that too many Executives, Officers
and Staff are not on leave at the same time in a particular month.
a. Those workmen who have actually attended duty up to 240 working days in a
calendar year will be allowed one day’s Earned leave fir every 20 days of
b. The operating rules regarding granting of privilege Leave, wages for leave
period etc. will be governed by the Holiday falling in between Earned Leave
following basis:-
Casual Leave:-
a. All workmen shall be entitled to seven days Casual Leave with wages,
b. The principal of earns and avails on pro rata basis shall apply. Casual
Leave shall not be granted for more than two days at a time.
Transfer:-
Services of all the employees are transferable. Employees may be transferred from
establishment.
b. Organization Restructuring
d. Closure of an establishment
Separation Procedure:-
Company Secretary Will along with a copy of the said letter give following details to
Settlement of Accounts:
will be settled only after he/ she has cleared his/ her dues with the company.
Following are some of the critical formalities which must be complied within the
(Salary + Encashment)
Holidays:-
All the employees of the company are entitled to National and Festival Holidays, as
per rules applicable in the October each year, Festival holidays are declared as per
State/ Regional customers and traditions .While National Holidays are three in
number and are observed on 26th January, 15 August and 2nd October each year.
Shifts:-
Training & Development focuses on ensuring the timely availability of qualified and
competition
Training Input:-
Presentations:-
All the employees, other then workers, who have attended external training
the employees.First presentation is held within ten days and second within the fifth
Performance appraisal:-
Objective:-
current role.
c. Discuss how the team member sees his role over the next one year.
All the Executives of the company are appraised / assessed through 360 degree
appraisal system.360 degree appraisal has been brought to practice very recently.
Procedure:-
(a) Company’s business goals for the year are finalized by the MD and are informed
(b) Managing director circulates the company’s business goals to all so that all
(c) All executives are required to prepare the objective of their subordinates.
(d) All the executives are required to fill up their self appraisal and ratings in the
(e) Self appraisal and self ratings are required to be submitted to the MD’s office.
(g) All promotions, financial increases and other rewards are on based on 360
Format of Appraisal:-
M/S JINDAL STEEL INDUSTRIES
Hisar.
Design
Deptt:-
Reporting To
Joining date
SIGN. SIGN.
Prepared by
Date
satisfaction.
We came to know whether employees are satisfied with the welfare policy.
Review of Literature
Mallikarjunam K (2005)- The HR policies have assumed a new shape and nature in
the form of a two-way communication link between the employees and the
employees under policies are essential for gathering all the required information from
the employee. HR policies that are based on a free and unrestrained approach
would generate the preferred data and help to increase organizational productivity.
Gupta Samita (2006), this article discuses the concept, goals and also explores
reason in human affairs that is the process of bringing policies are pursued and
Raju and Jena (2006), this literature provides the background and description of HR
policies of ONGC. A good review system can help improve communication, while
allowing people to increase their own effectiveness and clarify their own jobs and
responsibilities. An innovative system will not only increase the performance of the
staff, but also help them work together with common goals and fewer obstacles. The
campaign has resulted in the creation of a positive work culture with a successful
implementation of the new appraisal system; ONGC is setting an example for others.
Gupta and Aggarwal (2007) study examined the relationship between managerial
policies in a private sector organization in North India. It was expected that the
patterns of relationship between the variable under study would be positive in the
Geetika And Pandey Neeraj(2007), the paper deals with benchmarking, which
involves a search for its genesis in the basis human instinct of comparison and
Ravichandran K and DJE (2007), this article focuses on the means to improve the
the organization. Recently, organizations are being faced with challenges like never
before. Increasing competition from business across the world has meant that all
business must be much more careful about the choice of strategies to remain
human resource and so their focus on improving the process, the implementation
skills of the appraisers as well as the appraises for successful HR, which means
improving the performance of the individual employees which results in the overall
Joshi Rashmi (2008), this article focuses on various component- goal setting, regular
policies. And consider issues for successfully implementation of HR policies with the
of goals with human resource aligning business objective with other areas, adopting
She stated well defined performance management system will enhance the image of
the organization in the mind of employees while improving its performance in terms
Kumar T kiran (2008) this article focused on the following aspects of performance
Chkarborty Manishankar (2008) tee literature focuses on the human resource factor
within an organization. Human resource manager across the globe are finding it very
difficult to attract and retain talent, In such a scenario, the need for a proper HR
Companies from knowledge sectors have devised novel HR policies, which are
employees and the workers. They do not want to give their full contribution in
the research.
the employees are not satisfied with the policies adopted by the company.
Due to frequent change in the govt. policies for workers and employees, it is
development.
policy.
RESEARCH METHODOLOGY
Research can be defined as a careful investigation or inquiry especially through
search for new facts in any branch of knowledge. Research is, thus an original
contribution to the existing stock of knowledge making for its advancement. It is the
pursuit of truth with the help of study, observation, comparison and experiment. In
short, the search for knowledge through objective and systematic method of finding
made easy by sorting out a number of alternative approaches, each of them having
its own advantages and disadvantages. Efficient design is that which ensure that the
The researcher has to think about what procedure and techniques should be
adopted in the study. He should arrive at the final choice by seeing that the
methodology chosen for project is indeed the beast one, when compared with
others
effectively carry out research and the desired sequencing of these steps. The
sequence is as follows-
Define Research
Formulate Hypothesis
Design research
(sample size)
Collection of data
Analysis data
Feed back
some accepted principles and conclusions, so as to bring into light some new and novel
facts .The first step towards any research is to identify the problem and look at it objectively.
interview methods with both workers and factory managers .The study solicits and examines
HR policies and offers insight into the ethical and business perspective of the issue through
a survey for its analysis .The study relied on trained interviews using a structured interview
organization .The study emphasizes on both engineers and senior engineers interviews
Interviews were conducted and the Questionnaires were filled between 20th June 2009 to
5th July 2009. All the Engineers were interviewed with convenience from the available list
from the different departments. Onsite interviews were also conducted at random for further
clear picture prevailing in the organization. The aggregate result of the interviews presents a
Steel Industry
Introduction
The history of Iron and Steel industry in India is nearly 4000 years old. The Iron
pillars at the outskirts of Delhi prove that Indians were familiar with iron and steel
even during the Vedic age. But the father of the modern Steel industry Sir Jamshedji
Tata set up the Tata Iron and Steel Company (TISCO) in 1907. The first steel ingots
were rolled in TISCO in 1911. This was followed by the establishment of the My sore
Iron and Steel Works in 1936, later renamed as Visveswaraya Iron and Steel Works.
In 1939, Indian Iron and Steel Company (IISCO), now a subsidiary of Steel Authority
of India Limited (SAIL) was started. At the time of Independence, India possessed a
small but viable steel industry with an annual capacity of 1.3 million tonnes. In 1951,
India produced 1.1 million tonnes of finished steel. In the era of planned economy,
iron and steel - a core and basic sector - received the full attention of the government
and with the foreign assistance and own resources, many new steel plants were set
up.
Steel Ministry, at present, has 12 public sector undertakings (PSUs) including the
(NMDC), Kudramukh Iron Ore Company Limited (KIOCL), Rastriya Ispat Nigam
Changes
Until the 1990s, the iron and steel sector was by and large the exclusive preserve of
only the public sector, the sole exception being TISCO. The new economic policy
announced in 1991 was a significant mile stone which brought out a sea change in
Indian iron and steel industry. In the post-liberalization era, the structure of the steel
industry underwent a sea change with the advent of major steel producers in the
private sector with the world class technologies and capacities. Many all India
annum. Today India is the 10th largest steel producer in the world producing 27.82
million tonnes of finished steel a year. The industry represents nearly Rs.9, 000 crore
of capital and directly provides employment to over 0.5 million people. The world’s
largest producer of steel is China (107 mt.) followed by Japan (104 mt.) and USA (97
mt.)
Production
The health of the iron and steel industry is linked with the economic condition of the
nation. The general slowdown of the economy and some other factors like dumping
from the South East Asian countries in the last two years, have adversely affected
the Indian steel industry. However, with the expected growth rate of the economy,
led by large-scale investments in infrastructure and housing sectors, the iron and
steel sector has shown growth. The production of finished steel has gone up by 12
per cent during 1999-2000 compared to 1998-99 while that of pig iron increased by 5
The export performance of the Indian steel industry was very good during 1999-
2000. Exports of finished steel increased by almost 51 per cent to 2.6 million tonnes
while exports of pig iron increased to 2.9 million tonnes. International prices have
started firming up, and this would ensure the continued presence of Indian steel in
the global markets. Exports are also expected to take care of the increased supply of
some finished steel products especially from the new producers in the country.
Domestic steel prices have also firmed up in line with the international markets. This
is expected to improve the bottom line of the major steel producers in the country. In
the first quarter of the 2000-01, the steel sector has kept up its tempo of production
India’s present per capita consumption of crude steel is only 24 kg. which is very low
compared to the developed and developing countries – 422 kg. In USA, 417 kg. in
Germany, 109 kg. in Russia and 87 kg. in China. Our consumption is less than 1/5 th
of the world average i.e. 121 kg. Government of India has taken a number of steps to
Ministry’s initiatives
Due to slow down in steel industry in the world, many steel companies in India
incurred losses after 1997-98. The giant PSU, SAIL made a loss of Rs. 1574 crore.
Development Fund and Rs.381 crore from the Government of India. The other
measures in the package include provision of Government guarantee for Rs. 3000
crore to be raised by SAIL for its VRS scheme and to meet its repayment obligations
on past loans. SAIL has been asked in the package to initiate process of divestment
in some non-core assets protecting jobs of its existing employees. With the
Government initiative, the mining lease for the Kudramukh Iron Ore project has been
renewed for a year and steps are being taken to get 20 years lease. The government
also approved a second capital restructuring package for RINL in May 1998
converting Rs.133.47 crore in preferential capital. The company has also prepared a
The government has been making all out efforts to help the domestic steel industry
HISAR
1,1 Introduction
The USD 8 Billion Jindal Group has developed into a multi-faceted organization and
In the world of business, the Jindal Organization is a celebrity. Ranked sixth amongst
the top Indian Business Houses in terms of assets, the Group today is a US $8
Billion conglomerate.
HISAR: 'The Stainless Steel City' was a backward area when Jindal Stainless
Jindal Organization, set up in 1970 by the steel visionary Mr. O.P. Jindal, has grown
from an indigenous single-unit steel plant in Hisar, Haryana to the present multi-
but the Jindal motto remains the same- " We are the Future of Steel.”
The group has been technology-driven and has a broad product portfolio. Yet, the
focus at Jindal has always been steel. From mining of iron-ore to the manufacturing
of value added steel products, Jindal has a pre-eminent position in the flat steel
segment in India and is on its way to be a major global player, with its overseas
The unit had begun on a smaller scale and till 1977; it had a small Arc Furnace
Blooming and Slab, Plate mill and 60mm3 per hour Oxygen Plant. In the year 1979,
the unit started manufacturing Stainless Steel and achieved a major breakthrough
with the introduction of Argon Oxygen Decarburization (AOD). It was the first
The plant was indigenously designed to manufacture Hot Rolled Coils, Plates,
Blooms, and slabs through Electric Arc Furnace. Later on, the unit started
manufacturing stainless steel flat products in the year 1979. Since then, the
company has forged ahead as the largest stainless steel producer in the country in
its fully modernized plant consisting of 35 ton UHP electric arc furnace, slab and
bloom .' casters, 40 ton ASM, LRF and hot Stickle and Tandem mill.
During the eighties, the company setup new facilities to increase the product mix.
Besides, by way of forward integration company set up stainless steel cold rolling
mills at Hisar and New Delhi. In the beginning of 1990, the unit took up major
modernization and expansion plans which include setting up stainless steel cold
In the beginning of 1990 the unit took up major modernization and expansion plan,
which include setting up of new DG sets, automation of Hot Stickle mill, Tandem mill,
continuous charging of AOD and 80 ETDP oxygen plant with Argon attachment.
The company has commissioned its 350 crore expansion and modernization plan
which' will not only cater to improvement In quality, production capacity and
reduction in cycle time, but, also helps in sustaining it's market leadership and
Success came early to Jindals for many reasons. Says the Essar Gujarat Executive,
"The Jindals know the steel market very well and have adapted their products to suit
it." An equally important reason for a good looking bottom line in the early days was
Mr. O. P. Jindal's penchant for in-house technology. This has served the group well,
Jindal Stainless is also the most diverse company in the group in terms of both the
location and products and Mr. Rattan Jindal who manages it, is dividing his time
between increasing the stainless steel capacity at Hissar and finalizing the plans for
green field projects to produce Ferro chrome in Orissa and stainless steel in
Gujarat.
1.2 Background
About the time, Independent India’s first industrialist were redrawing the blue print of
commerce and industry a farming son was hand at work redrawing the print of his
small business in Nalwa a village in present day Haryana. With no industrial culture
behind and no worthwhile help from within the system, he started trading in steel
pipes.
This enterprising young man was Mr. O.P.Jindal, who gave a motto to his Steel
Industry “We are the future of steel.” These were challenging times the economy
already under year of British Misrule had suffered a near death blow by the Partition.
It was easy to be disillusioned and easier still to fail. But for those who were
enterprising and afraid to live. There dreams it was a time of opportunity. Lacking the
expertise to start a manufacturing unit O.P.Jindal did the next best thing, and what
saw him through was his strong vision and steely determination to realise it.
By 1952, he was proficient and experienced enough of set up the group’s first factory
at liluab near Kolkata for the manufacture of steel pipes bands and sockets. Soon
there after a similar manufacturing facility set up at Hisar. This period also saw the
Jindal stainless has recorded sales growth in excess of 30% with turnover during the
year crossing Rs. 2600 core. The profits have also recorded an impressive growth of
82% and are at Rs. 164 chore. The exports of $ 220 Millions during the year grew
more than 60% over previous year’s figures. Although major exports were made to
China but also tapped new markets in Vietnam, Malaysia and other south East Asian
2.Company profile
Stainless steel consumption globally has grown by 5.2% annually in the last 10 years
despite 2-3 years of overall consolidation in steel and stainless steel industry.
Last 10 years growth has primarily been driven by strong growth in Asia especially
China and India having registered growth of 21% and 12% respectively.
China was the biggest stainless importer and consumer in 2003 with apparent
consumption of 4.2 MT. and an import of around 2.5 MT. 200 series is being used
pattern with demand picking up in new segments like railways, architecture building,
construction, automobile segment, and other applications like fast food chains,
Any history dealing with the Steel Industry of India of modern times has to start with
the vision of Jamshedji Tata who put India on the world map of Steel earlier than any
2.2 Approach
JSL has come a long way since lts inception in 1970, but the motto of the company
remains the same “We are the future of steel.” This motto has always been given
utmost priority and the company believes in shaping the future of stainless steel
market by providing and producing value added products for the ultimate end users.
Jindal Stainless Limited is the most diverse company in the group in terms of both
the location and products and recorded an impressive growth in sales we stand at
Rs. 2015 corer with export representing 36% of the sale. The profit after taxes stood
at Rs.90.15 crore.
The company has also focused on new markets for its low nickel grades which is
cost effective alternatives products in the market worldwide. Due to the price
effectiveness of these low nickel grades the demand for these products continues to
remain strong in export markets. Jindal Stainless has now Chinese office to cater to
increased volume and also a full flagged office in Vietnam. The export of the
company is not affected by severe SARS epidemic in Chinese markets and company
4. MR. S.S RATHI Whole time director & plant head is a dynamic
Management Team
Bankers
4. Canara Bank
5. Standard Chartered Bank
6. ICICI Banks
7. UTI Bank
9. Bank Of Baroda
Keeping in view the need to modernise and expand JSL undertook a total expansion
and modernisation programme. As a result not only has the production capacity
increased but the quality of the products has also improved considerably making
Jindal’s only integrated Stainless steel plants has an annual production capacity of 4
laces metric tons. The plant has two major operational units namely hot rolling units
and cold rolling units. The hot rolling unit comprises of steel melting shops, hot rolling
mills (stickle mill, Stainless mill) finishing units power plants and oxygen plant etc.
The cold unit comprises of cold rolling mill and pickling lines, coin blanking lines and
finishing facilities.
OHSAS 18001 and ISO 14001 certification. The company is working on for getting
The Ferro Alloys plant is situated at Jindal Nagar, Kothavasala, Distt. Vizianagram,
Andhra Pradesh. The installed Capacity is 40,000 metric tons per annum of High
Besides supplying to the domestic market, the company also exports Ferro Chrome
to various developed countries, in recognition for its work in the field of exports, the
company was awarded the "Export Award Regional Special Shield". The plant is also
equipped with an Ultra modern testing laboratory to ensure world class quality
standards.
2.5.1 Slabs
Cast in single strand slab caster of steel Melt Shop I. Liquid steel is produced
2.5.2 Blooms
Cast from bloom casters both in Steel Melt Shop 1&11. Liquid steel is produced
in roughing mill to intermediate thickness and to the final thickness in the stickle mill.
Hot Rolled Annealed pickled coils are produced after continuous annealing and
pickling.
Plates are finished after annealing & pickling or by cutting HRAP coils to desired
lengths.
Cold rolled coils and sheets are produced after being processed in 20 Hi-mill,
continuous anneal & pickle line, slitting line and cut to length lines.
The company is exclusive producer of stainless steel for making Razor Blades and
Surgical Blades in India. The plant has a capacity to produce 10,000 metric tonnes
per year.
JSL has developed the capability to supply customized products for critical
In the early 60’s Jindal R&D showed early promises by developing India’s first 100%
Until the mid 70’s a huge chunk of India’s stainless steel requirements were met by
imports. The challenge was to produce high quality stainless still at less than world
prices. In 1979-80 Jindal were the first to develop an indigenous Argon Oxygen
Decarburisation(AOD) convector- a state of the art refining process which has not
only lad to drastic cult in the manufacturing cost but it has led to a dramatic
Jindal were the first to manufacture Ferro-Chrome with 100% in house technology.
Jindal Ferro-Chrome chaotic exported to countries all over the world including
To make Deep Drawing (DD) and extra Deep Drawing (EDD) grades of steel is no
mean to task. It calls for the technology of the highest order. In the private sector,
Jindal were the first to master this technology. Jindal Vasind Plant (Bombay), where
Worldwide there are just a handful of the companies who have the know- how to
manufacture large diameter submerged arc welded (SAW) steel pipes. In India SAW
pipes are made by this group. Jindal Steel pipes have found extensive application in
first hot stackel mill to produce hot rolled stainless steel coils.
For Aluminum or against the conventional slab to strip rolling method, Jindal have
introduced the new generation continuous ship caster. As a result, Jindal were the
The list Jindal break through is also limitless. As limitation its resolve to seek and
overcome challenges on a continuous bases. That’s why from the industries point of
view it has become axiomatic to say-“Where there is challenge there is Jindal. And if
Quality to meet the customer requirements is the 'topmost priority at Jindal Stainless
Limited. Their quality, activities begin with understanding the exact requirements of;
the customers and continue till the customer is fully satisfied with the delivered
In order to deliver the assured quality, all the inputs including the raw material are
thoroughly inspected and tested. All the processes are constantly monitored and
The finished product is cleared-for dispatch to customer only after it has passed the
tests as per the quality plan. All tests are conducted in their In-house testing
laboratories. Jindal Stainless Limited assures quality through a large team of Quality
specialists, who are the most important aspect of Quality System. The people
involved at various functions are most important aspect of quality system. The
people involved at various functions are constantly trained to keep pace with the
customer servicing.
Also above all, Jindal Stainless Limited has a Quality Control laboratory that is
equipped with modern testing and analytical equipments. In order to obtain optimum
properties in stainless steel, first also provides free technical assistance to the
customers and users, on right selection and effective application of stainless Steel.
JINDAL'S only integrated Stainless Steel Plant has an annual production capacity of
250,000 metric tons. An exclusive, complex for manufacturing Stainless steel for
razor & surgical blades has been created. A coin blanking line has also been
installed.
The Jindal stainless design centre at new evolves innovative designs for various
augmenting the usage of stainless steel in value added applications for the
Steel Making
Hot Rolling
Cold Rolling
There are two Steel Melt Shops-I & II. Steel Melt Shop I is dedicated to the
production of stainless steel, slabs & blooms while Steel Melt shop II produces
blooms.
This shop comprises of one Electric Arc Furnace, one ASM converter, one VOD unit,
one Ladle Refining furnace (LRF), one Continuous Slab Casting Machine & one
Twin Strand Bloom Caster. The shop is capable of producing 150,000 metric tones
of stainless steel slabs& blooms in various grades annually. The VOD unit here
ensures that the stainless steel has a very low inclusion & gas content.
Stainless Steel required for demanding application by nuclear plants, space& other
The shop is equipped with one Electric Arc Furnace, one ASM converter, one Ladle
Refining Furnace & one Twin Strand Bloom centre. The shop is dedicated to
producing stainless steel blooms especially of low nickel variety conforming to 200
series that are hot rolled in the semi continuous Tandem Strip nail for the production
of flat bars.
The shop is capable of producing 200,000 metric tons of blooms per year.
Hot Rolling
Hot Steckel mill converts stainless steel slabs into hot rolled plates and coils. This
mill consists of a slab reheating furnace, a four high roughing stand, a four high
Hot Steckel Mill is capable of rolling stainless steel plates & coils up to 1500 mm
width.
Cold Rolling
Cold Rolling division of JSL has capacity to produce 100,000 metric tons per annum
of cold rolled stainless steel flat products including 10,000 metric tons of Razor Blade
& other Ferritic/Martensitic grade cold rolled Stainless.JSL is fully equipped to supply
The new cold rolling division in particular is equipped with sophisticated steel
production lines to produce quality surface finishes & precise dimensional tolerances
JSL announced a technical alliance with Nisshin Steel one of the leading Stainless
The collaboration is technical in scope and an agreement has been signed for a
period of two years during which Nissin steel will provide Jindal Stainless technical
Through this alliance Jindal will consolidate its position as an industry leader by
acquiring operating technology for the purpose of improving the quality and
stainless steel project of in the jaipur district for the Orissa in east India. Which would
start from stage to production of faro chrome stainless steel slab mastering facilitates
Stainless steel is being increasingly used for specialized applications, where the
steel requires specific properties for withstanding Corrosion & mechanical wear &
While the developed world has nearly 80% of its stainless steel requirement coming
from industrial applications and the remaining 20% from domestic applications,
whereas the Indian market consumes 75% of the total stainless steel in domestic
So we can say that characteristic pattern of stainless steel in western world is not
applicable in India as there is a very strong bias towards household utensils &
cutlery.
Globally, consumption of stainless steel has doubled in past fifteen years or so, but
in East Asia, it has tripled & in China, it has raised six folds from one-lac tones per
In India, demand of stainless steel has increased tenfold, giving an average annual
Stainless steel utensils are the true consumption item in India and are used across
social, economic and geographical divides. Kitchens in middle class households are
dominated by stainless steel. Most storage boxes and cans, .all cooling vessels
(including frying pans and pressure cookers), most sizes of serving plates, cutlery is
Stainless steel products are common wedding gifts; especially in the South that help
newlyweds setup their homes. During Diwali, a very important Hindu festival, a large
Although, very much present in kitchen, they don't share the same history of
development as their counterparts in utensils. But, they have caught the imagination
of Indians. Until the late eighties, gas stoves with painted carbon steel bodies and
later the nickel chromium plated ones, dominated the market. The stainless steel
bodies, once introduced, proved to be very popular because of their clean ability,
The Kitchen sink market for stainless steel made a very modest start in 1972, but it
began picking up only around 1984. Since then, especially in last five years or so,
stainless steel has set itself to beat all competitive materials including mineral resin
composites, porcelain, marble, granite etc. Considering the present trends, we are
sure that the future of kitchen sink market is firmly in the hands of stainless steel.
The processing sectors (chemical, oil & gas, (petrochemical, food & beverage) are
all expanding and naturally require a lot of stainless steel. The food processing
industry is critically important, as, unlike the developed world, India has only recently
begun manufacturing products like frozen and ready to cook foods. The growth of
this sector would lead to greater consumption of stainless steel increasing demand
Stainless steel is widely used in paper industry to make grinder, water sprays &
showers, screening and dewatering equipment, cooking and washing towers, pulpier
etc. The pulpier is a Critical instrument in the paper recycling industry, it is first stage
equipment, which literally makes pulp of waste paper raw material and has a rotating
component inside.
In auto industry, the uses of stainless steel are growing at a very high pace. The
growth is associated, especially with exhaust system. The reasons for the growth are
government pollution control measures and the entry of North American, European &
far Eastern manufacturers into the Indian market. India has also started producing
stainless steel railway coaches. Stainless steel is also used for roof packing air
As in developed countries, India has also started using stainless steel for solid
construction & beautiful architecture. But this is only in the starting stage. India has
to go a long way in this field. So the demand of steel is going to increase manifold
the river Rhine. Cognizance of the weakness of earlier designs and consideration of
future repairs and disruption costs led to the use of stainless steel reinforcements in
critical parts of the structure. By adopting the concept of using stainless steel
reinforcement for the vulnerable skin area of the splash zones remedial treatment
and traffic disruption will be drastically reduced and maintenance minimized. The
steel were:
2.12.4.1 Durability
Resistance to the effects of atmospheric corrosion & dicing salts over the life of the
bridge of 80 years.
2.12.4.2 Maintenance
stainless steel in the Parliamentary Library Building in Delhi. They have used
stainless steel for anchors, hand rails, domes and library furniture.
SESA Goa Limiter’s corporate headquarters at Panaji - Eight storeys tall, has used
Stainless steel is highly preferable for hospitals. As stainless steel is highly hygienic
aesthetic in appearance, it has also been used by many hospitals and medical
institutions for paneling of operation theatre, intensive care units, wall trolley height,
scrub and toilet areas for surgical Instruments, sterilizers, disposable injection
needles, sterilizers, disposable injection needles, cots, bed pans, furniture etc.
Since its inception in 1970, when the Jindal Plant was set up in Hisar, the Jindal
Organization has come a long way. Starting out by being the first private sector steel
plant with technology developed by its R&D division, today the Jindal conglomerate
is a name to reckon with in the Indian industry. This US$ 4.0 billion multi- locational
In these 29 years the Jindal Organization has emerged as the largest producer of
stainless steel in the country. The company has the distinction of being the largest
sheet galvaniser and cold rolled coil producer in the private sector.
The Organization’s history is indeed chequered with many such distinctions like
being the sole producer of U-O-E SAW pipes in Asia (except Japan), and the only
Indian company to use the acclaimed Codex steel technology, the third in the world
to do so.
The hallmark of the organization's achievements and growth has been its ability to
develop, adapt and adopt the latest technology, to match the demands of a dynamic
pioneer’s zeal. Exploring new ideas and attempting breakthrough products and
processes.
For instance, tracking and adopting the latest in world technology, anticipating
customer needs with cost-efficient reliable solutions, and promoting engineering skill
and manpower caliber. Jindal’s R&D investment, together with its R&D capability has
Quality control not only in the machines, but in the mind first.
Perfection does not begin at the manufacturing plant. It begins in the mind. It is a
challenge that Jindal has overcome through diligence and discipline and by
Jindal products have few peers. Both in terms of product performance and
product reliability.
2.16 Jindal Group Companies
Jindal Stainless
Jindal Steel is amongst the largest corporate groups in India. Jindal Group is
presently a US $5 billion conglomerate and ranks fourth amongst the top Indian
Business Houses in terms of assets. Jindal Steel is one of the largest steel
producers in India with 12 plants in India and 2 in US. O.P. Jindal is the founder of
Jindal Group. He started by trading in steel pipes in Nalwa, a village in the present-
day Haryana. In 1952, O.P. Jindal set up the group's first factory at Liluah, near
Calcutta for the manufacturing of steel pipes, bends and sockets. Soon thereafter, he
In the early 1960s Jindal Steel achieved a breakthrough when it developed India's
first 100% indigenous pipe mill at Hisar. In 1970, O.P. Jindal established Jindal
Strips Limited and set up a mini steel plant at Hisar to manufacture coils and plates
through the electric and furnace route. Since then, Jindal Steel has not looked back
and has gone from strength to strength. Today, the group has developed into a multi-
faceted organization with revenues in excess of US $5 billion.
Jindal Stainless Ltd.: Jindal Stainless is the largest integrated stainless steel
producer in India and the flagship company of the Jindal Group. It is an ISO: 9001 &
ISO: 14001 company. Jindal Stainless Ltd. has plants at Hisar and Vizag and is
Jindal's plant at Hisar is India's only composite stainless steel plant for the
manufacture of Stainless Steel Slabs, Blooms, Hot rolled and Cold Rolled Coils, 60%
of which are exported worldwide. At Vizag, Jindal has a Ferro Alloy Plant with an
Jindal Steel & Power Ltd: JSPL is one of the leaders in Steel Manufacturing and
Power Generation in India. JSPL is the largest private sector investor in the State of
Chhattisgarh with a total investment commitment of more than Rs. 10,000 crores.
It is also setting up a 6 million tonne steel plant in Orissa with an investment of Rs.
13,500 corers and a 6 million tonne steel plant in Jharkhand with an investment of
P. Jindal Super Thermal Power Plant at Raigarh, with an investment of over Rs.
4500 corers. JSPL has also ventured into exploration and mining of high value
minerals and metals, like diamond, precious stones, gold, platinum group of
JSW Steel Limited: JSW Steel Ltd is a fully integrated steel plant having units
across Karnataka and Maharashtra producing from pellets to colour coated steel.
JSW was founded in1982, when the Jindal Group acquired Primal Steel Ltd which
The Jindals renamed it as Jindal Iron and Steel Co Ltd (JISCO) now known as JSW
Steel Limited (Downstream). In 1994, to achieve the vision of moving up the value
chain and building a strong, resilient company, JISCO promoted Jindal Vijayanagar
Research Design
data in a manner that aims to combine relevance to the research purpose with
The main purpose of such studies is that of formulating a problem for more precise is
Descriptive research studies are those studies, which are concerned with describing
The research design is the arrangement of conditions for the collection and analysis
of data in a manner that aims to combine relevance to the research purpose with
of:-
organization?
What period of time will the study include—the time taken for the entire
collection of the data and finally the interpretation of the data collected.
Sample size and techniques
Sample design:
A sample design is a definite plan for obtaining a sample from a given population.
Universe:
Universe refers to the entire population taken understudy. Here, the universe
Size of sample:
This refers to the number of items to be selected from the universe to constitute a
Sampling Procedure:
items for the sample is taken. Here the technique used is convenient sampling &
area sampling.
Data Collection
Primary data
The primary data are those, which are collected afresh and for the first time and it is
original and correct. Primary data are collected with the help of questionnaire &
personal interviews and discussions. Out the various tools, the technique adopted
here is one of the most practical and result oriented technique, popularly known as
Questionnaire Technique.
inadequate answers for eliciting a more detailed response. In the questionnaire, the
questions are presented with exactly the same wording and in same order to all
respondents. The reason for standardization is to ensure that all the respondents
Secondary Data
Secondary data is that data which someone else has already collected and which
have already been passed through the statistical process. Here, secondary data is
After collecting the data it has to be processed and analyzed. The term analysis
refers to the computation of certain measure along with searching for patterns of
relationship that exist among data groups. This study involves percentage and
Data Interpretation:
Interpretation refers to the task of drawing inferences from the collected facts after at
analytical study.
A Few limitations and constraints came in the way of conducting the present
study:-
Due to lack of time with authority, we could not get full information about the
Due to the lack of internet facility, we could not get the data of other
companies.
questionnaire.
This being the maiden experience of the researcher of conducting study such as this,
the possibility of better results, using deeper statistical techniques in analyzing and
CHAPTER 3
MICRO ANALYSIS
development
Question : According to you what is the most important factor for selection
policy?
80%
60%
40% percentage
20%
0%
Interview
Qualificatio
experience
Past
n
Interpretation:-
selection process.
80%
60%
40% Percentage
20%
0%
On the job Workshops Seminars
training
Interpretation:-
50%
40%
30%
Percentage
20%
10%
0%
1 2 3
Interpretation:-
Percentage
80%
60%
40% Percentage
20%
0%
Holiday Bonus Others
package
Interpretation:-
Here we can interpret that the company mostly use to give bonus to its employees
50%
40%
30%
Percentage
20%
10%
0%
Canteen Insurance Education
Interpretation:-
Question : Which type of social security you want from the company?
Percentage
60%
50%
40%
30% Percentage
20%
10%
0%
Gratuity Provident ESI
fund scheme
Interpretation:-
60%
50%
40%
30% Percentage
20%
10%
0%
turnover
Productivit
Reduce
relationshi
Good
p
y
Interpretation:-
Percentage
80%
60%
40% Percentage
20%
0%
MBO 360* Others
Appraisal
Interpretation:-
Here we can conclude that company mostly uses the 360* Appraisal technique for
Question : Are you satisfied with the leave policy of the company?
Yes no No comment
Response 23/50 20/50 7/50
Percentage 46% 40% 14%
Percentage
50%
40%
30%
Percentage
20%
10%
0%
yes no No
comment
Interpretation:-
Most of the employees are not satisfied with the leave policy, they demand more
leave.
Implementation of policies
Question : Are you satisfied with the policies adopted by the company?
Yes S34/50 68%
No 5/50 10%
Cant say 11/50 22%
80%
70%
60%
50%
40% Series1
30%
20%
10%
0%
Yes No Cant say
Interpretation:-
Here we can conclude that the most of the employees are satisfied with the policies
of the company..
Question : Does Top level mgt. include your representative at the time of
making HR policies?
Yes no No comment
Response 23/50 20/50 7/50
Percentage 46% 40% 14%
Percentage
50%
40%
30%
Percentage
20%
10%
0%
yes no No
comment
Interpretation:-
Most of the employees say that their representatives are included in making HR
policies.
Percentage
50%
40%
30%
Percentage
20%
10%
0%
After govt. After 6 Annually
order months
MACRO ANALYSIS
Jindal Stainless Limited, there are three main factors for the selection process like
Qualification, Past experience & Interview but the most important is qualification of
the candidates.
For providing in the company, three methods are applied – On the job training,
Workshops & Seminars. Out of these, on the job training is preferred mostly.
For the purpose of recruitment, out of Online way, Advertisement & through
Institutions, the advertisement gets the highest response. Thus most of the
As per as the employer attitude towards the compensation system & welfare policy is
concerned, the company offers bonus the most to its employees as a part of
compensation compared to holiday package & others. Thus through the analysis, it
is clear that the employees want more & more insurance schemes than canteen &
include- gratuity, provident fund & ESI scheme & out of these, the most demanded
In the analysis that HR policies help in building good relationship between top level &
lower level management, it is found that there is a good relationship between the two
& these HR policies have helped a lot in increasing the productivity of the
organization.
Most of the employees are appraised through 360* appraisal system but some other
techniques as well as MBO are also used sometimes. About 45% of the employees
are satisfied with the Leave Policy of the company & 40% are not satisfied & rest 15
% have no comments.
Through the analysis, it is also known that around 70% of employees in the
organization are satisfied with the HR policy of the company, around 10% are not
It is also found that at the time of making HR of policies in the organization, the top
they should be included at this time every time because they are also the part of the
As far as the changes in the HR polices are concerned, the organization mainly
After having analyzed the data, it was observed that practically there was recruitment
continuous basis. This is the thing that has been mentioned time and again in the
actually deciding drafting what should be the kind of recruitment and selection the
the organization.
percolating down the concept to the advantage of all, which includes the top
management as well as those below them. This means that the top
3. Further, at the time of confirmation also, the recruitment and selection form
related as well as the other attributes that are important for org.
4. Time period for conducting the recruitment and selection should be revised,
about the employee’s performance with the employee concerned and trying
to find out the grey areas so that training can be implemented to improve on
that.
8. Promotions must be handled fairly and all employees must be informed about
there skills.
11. Train people and help them recognizing suggestion opportunities and
making suggestion.
12. It should be noted that the recruitment and selection form for each job
position should be different as each job has different knowledge and skill
2. http://www.google.co.in
3. http://www.Jindal .com