A report on Organization Study Project

Undertaken at

JSW Steel Ltd.

TORANAGALLU, Bellary - 583275, Karnataka, India

Submitted in partial fulfilment of the requirement of the

Master in Business Administration Program

Offered by Jain University during the year 2016-2017

By

Name:Manish Harlalka

Register no:16MBA14107

Semester: 2 section: E

Under the guidance of

Dr. L Sudershan Reddy

Professor

CMS Business School

JAIN UNIVERSITY
(Declared as deemed-to-be University u/s 3 of the UGC Act 1956)

#319,17th cross,25th main,J.P.Nagar 6th phase,bangalore-560078

Phone: 080-43430400, Fax 080-26532730

E-mail: bschool@cms.ac.in, website: www.bschool.cms.ac.in

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 Declaration

I, hereby declare that this Organiztion Study / Project for JSW STEEL LTD is prepared by me
during the academic year 2016-2018 under the guidance of DR.L Sudershan Reddy.

This project is not based on any previously submitted project for the award of any degree or
diploma offered by any university.

It is the result of my own effort.

Name : Manish Harlalka

Semester : 2nd sec: E

Register . No : 16MBA14107

Date:

Place:

Signature

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 Acknowledgement

First and foremost, I am deeply indebted to the management of CMS Business School and
Jain University, Bangalore, for having admitted me to undergo the MBA program during the
academic year 2016 2018.

I take this opportunity to express my gratitude and profound thanks to Prof Dr. L. Sudershan
Reddy, CMS Business School, Jain University for being me mentor during my study.

I would also like to take this opportunity to express my gratitude and profound thanks to
Santhosh sir(HR at jsw steel ltd) for being me mentor during my on the job study in the
organisation.

I am thankful to all the respondents in the organisation who have extended their co-operation
in providing me with the necessary data for the completion of my study.

Finally, I thank CMS Business School for giving me the golden opportunity which helped me
not only in doing organisational study but also in the professional growth.

Name: Manish Harlalka

Semester: 2 Sec: E
Register No. : 16MBA14107
Date:

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Table of contents

Chapter 1 :Introduction to the study and industry profile

1.1 Introduction
1.2 Industry profile

chapter 2: Company profile

2.1:Values
2.2:Vision
2.3:Corporate responsibilities
2.4:Competitors
2.5:SWOT analysis

Chapter 3 :Organisation design

3.1:Organisational structure
3.2:Board of directors

Chapter 4 :Business level function & process

4.1:Production process
4.2:Finance department
4.3:Marketing department
4.4:Human resource department

Chapter 5:Findings, Suggestion & conclusion

5.1:Findings
5.2:Suggestion
5.3:Conclusion
5.4:Biblography

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 CHAPTER 1
Introduction to the study and industry profile

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INTRODUCTION

The internship project report will help to gain practical knowledge of the course the
organization in this particular case is JSW STEELS LTD.

In this training report an attempt is made to understand the working of an organization as a

whole with the co-ordination of all the functional departments, with due respect the managerial
aspect.

The main object of this internship project is to study the functional overview, organization
structure, manufacturing process and to study the SWOT analysis & core competence of
organization.

The scope of this internship project is to know about the Overall background of the steel
industry in India, company back ground of JSW steel ltd upstream and a detail study in the field of
HRM, Finance, marketing & production of the company.
.
The Modes of collecting data in completing this internship project is based on, The Primary
data collected through direct contact with the all department heads and Employees. Secondary data
is gathered from the published magazines, Annual report, and induction manual.

The project which has been undergone is confined to the study of performance of the
company in the past and present. The study was based on the published reports & information
collected from the companies senior personnel. However, the study could not gather information
from the consumers, dealers & other stake holders. This report only helps to gain the practical
knowledge but does not involve problem analysis. The study was carried within a short span of
time i.e. 3 weeks.

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 INDUSTRY PROFILE

The Indian Steel industry is almost 100 years old now. India is the 6th largest producer of
iron ore and the 9th largest product crude steel in the world. Till 1990, the Indian steel industry
operated under a regulated environment with insulated markets and large scale capacities reserved
for the public sector. Production and prices were determined and regulated by the Government,
while SAIL and Tata Steel were the main producers, the latter being the only private player. After
the liberalization was introduced in the year 1992, many domestic steel industries entered into the
global market.

Steel is a product of capital intensive and complex industry that requires national attention
for its development. In 1990, the Indian steel Industry had a production capacity of 23 MT.But,
now with a current capacity of 35 MT is today in the world. Steel is a highly capital intensive
industry and cyclical in nature. Its growth is intertwined with the growth of the economy at large,
and in particular the steel consuming industries such as manufacturing, housing and infrastructure.
The demand of steel is a basically derived a demand, growth in the industry is dependent on the
level of activity of the steel consuming industries specifically the construction, automotive,
appliances and other consumer durables. With capital investments of over Rs 100, 000 crores, the
Indian steel industry currently provides direct/indirect employment to over 2 million people. As
India moves ahead in the new millennium, the steel industry will play a critical role in transforming
India into an economic superpower.

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CHAPTER 2
Company profile

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COMPANY PROFILE

Mr.OM PRAKASH JINDAL was the founder of JINDAL Industrial group. In 1952 he
started making steel pipes, bends and sockets at Liluah, near Kolkata. But the total focus of Mr.O P
JINDAL was the 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 as is on its way to be a major global player,
with its overseas manufacturing and marketing alliances with other world leaders.

Innovative product mix backed by storing in houses, R&D, World class quality, highly
competitive prices, on time deliveries and excellent sales network hence enabled JINDAL to
emerge as a front-runner in the Indian steel industry.

JSWs history began in 1982, with first the purchase of the land for the Vasind plant and
setting up a 20 Hi CR mill. Later a mini steel mill, Piramal Steels was acquired at Tarapur in
1983, which was soon thereafter named as Jindal Iron and Steel Co. Ltd. (todays JSW Steel Ltd.
Downstream). These facilities in Vasind and Tarapur in Maharashtra have continuously undertaken
technological upgradations and expansions, which has made the Downstream Unit todays largest
manufacturer and exporter of galvanized products in India.
In 1994, in order to achieve the vision of moving up the value chain and building a strong
resilient company, Jindal Vijayanagar Steel Ltd (todays JSW Steel Ltd. Upstream) was promoted.
This plant is located at Toranagallu in the Bellary-Hospet area, the heart of high-grade iron-ore
belt, spread over 3700 acres of land. The plant is 340 kms from Bangalore and well connected to
Goa and Chennai ports. It has good rail connection to major ports such as Goa and Chennai, which
are 400-500 Kms from the plant site. The plant site is also well connected through a network of
state and national air linkage available through a major aiport at Bangalore. This region was chosen
for the venture because of the availability of rich iron ore in the region. Other raw materials
required for various processes is collected from the adjoining areas like, Bijapur, Sandur and
Dhone(AP). Water is being availed from Tungabhadra Dam, located in hospet, 30Kms from the
plant layout.
JSW under the leadership of Mr Sajjan Jindal, share a common mantra for success. JSW is

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Rs 9,000 crore integrated entity encompassing steel, power, industrial gases, minerals and port
business. It ranks among Indias top business houses in turnover, size and scale of operations. The
focus, now, is to achieve a position of excellence in the global area and innovate the future for
nation building.

Today JSW Steel Ltd., is a fully integrated steel plant and third largest steel maker after
Steel Authority of India Limited (SAIL) and TATA Steel.
JSW with an estimated production capacity of 4 million tons per annum is one of the largest
green field and fully integrated steel plant investment in Southern India. JSW steel ltd, would work
on COREX technology. The plant consists of RMHS department, 5 million tons Pellet plant, 2.3
million tons Sinter plant, two Corex modules for producing 1.6 MT hot metal, two Blast Furnace
plants and two 120 tons BOF converters ,two ladle furnace, two single stand continuous slab
casters and Hot Strip Mill.

Some of the important break troughs are

Indias only fully integrated stainless steel plant
Indias only integrated private sector galvanized steel producer
Ferro- chrome: another break through in JINDAL
Indias only diameter submerged Arc welded steel pipes
World standard sponge iron
Indias only integrated green-field steel project.
JINDAL have also pioneered Indias first continuous slab casting machine and Indias
first hot strip mill to produce hot rolled stainless steel coils.
JINDAL is pioneers the India to use the newly introduced process of Corex C-2000
module, developed by Voest Alpine, Australia to manufacture pig iron.
Values:
Young thinking is crystal clear transpararency and openness in regard to transactions,
operations and interaction with JSWs stake holders.
Young thinking fosters leadership, implying that true leadership entails speed,
resilience and coherence with which decision are made independently by each
member of organization.
Young thinking is unique, for being able to differentiate benefits from diverse action
so as to be able to provide superior products of JSWs customers and the community

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 at large.
Young thinking involves the will to strive for and deliver value beyond expectations.
Vision:

Preparing the groundwork and nurturing of the next generation Young

thinking.
The continuous improvement of cost stewardship in the value chain.
The ability to foster abiding customer relationship, by anticipating needs and
delivering beyond expectation.
Act as catalyst for growth the nations steel industries, the marketing of value
added branded products for domestic and global market.

CORPORATE RESPONSIBILITYS:
Environmental policy.
1. Restoring and conserving the ecological balance.
2. Implementing effective environmental management practices in all
activities.
3. Carrying out operations for going beyond compliance of statutory rules &
regulations.
4. Promoting Zero Waste concepts by implementing recovery recycle & reuse
technologies.
5. Growing green belts and ecological parks in a d around the plant.
6. Evaluating & including environmental awareness among all employees.

Apart from its quest to excel in its business activities, JSW has strong
commitment to social action as a part of its Corporate Social Responsibility. So, corporate
social responsibility at JSW has been taken up with great commitment and imagination.
Following the tradition of the Jindal Organization, JSW provides hosing colonies, medical
benefits, recreational and other facilities for its employees.
Such trend setting efforts have not been confined to the plants but also for to the
communities at large. Wherever JSW sets up base, it supports the aspirations of the
neighbouring communities, especially in the areas of education, health, sports, and culture
and infrastructure facilities.
The philosophy of Jindal South West Foundation is We Cherish People.

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 HEALTH Initiatives

JSW runs the Jindal Sanjeevani Hospital, providing the best secondary and
tertiary health care at Vijayanagar, in Bellary District, Karnataka. It is fully equipped with
state of the art operation theatre and modern diagnostic departments. They organize
artificial limb camps, create employment opportunities for physically handicapped,
organizing free medical camps, which includes Cancer and AIDS awareness programmes.

HIV/AIDS Awareness Program:

The Foundation initiated a comprehensive HIV AIDS Awareness program with

the help of Modicare Foundation, a non-profit, non government organization with the
objective to develop an understanding of how AIDS is affecting society directly and
indirectly. It aims at reaching out to every employee at their respective locations, making
them aware about the mounting concerns and how to be more provocative and sensitive to the
need of the HIV/AIDS. All the employee community at Vasind and Tarapur have been
covered and this initiative will be extended to local areas in a comprehensive way.
EDUCATION Initiatives.

The foundation runs three English Medium schools with subsidized monthly
fees. In association with Azim Premji Foundation planned to achieve quality in the
provision of elementary education to children by creating an excitement in the schools. They
have instituted Computer Aided Learning Centres, which imparts education to children in the
most innovative and creative way through computers in the villages around Bellary. They run
Shramsadhna Vocational Training Center in thane district ( Maharashtra), where, in
association with Father Agnels Polytechnic, Bandra, it provides skill development, career
guidance and create awareness of modern methods of agriculture and animal husbandry.
Akanksha Vocational Training center at Vidyanagar provides training to rural girls in
tailoring. The foundation runs Jindal South West Community Advancement scheme where in
scholarships are granted to employees children pursuing technical courses and to students in
rural and backward areas of Maharashtra and Karnataka.
Early Childhood Education (ECE) Project.

JSW Foundation and Integrated Child Development Scheme (ICDS) jointly

initiated the Early Childhood Education (ECE) Project with technical support from Center
For Learning Resources, Pune. This project aims at developing skills of anganwadi workers

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to be effective as early childhood educators. The project envisage to apprise anganwadi
workers teach the principles of learning & various teaching methods that encourage the skills
& intellectual development of children between 3 to 6 years.
COMMUNITY Initiatives

They have built concrete roads, which have significantly reduced the dust
pollution levels of the surrounding villages, especially in Bellary, Hospet, Toranagallu and
Sandur, districts of Karnataka. They have concreted the gateway to the historical Hampi,
World Heritage site. The foundation has also contributed towards building the Rangasharda
Theatre and the ashram of Sri Ravishankar at Bangalore and has donated land for an
ayurvedic ashram in Vasind. They have initiated the clean Bellary project where they have
introduced a mechanized garbage disposal system for the first time in the Bellary district. A
special truck fitted with self-loading and unloading hydraulic system including 25 garbage
bins and 200 dustbins were introduced. They have contributed for street lights and drinking
water facilities at Vasind village. They have created a revolving fund for the benefit of the
rural women.
The beneficiaries get interest free loans from this revolving fund for purchase of
buffaloes and for starting other small business. We are organizing free veterinary health
check-up camps, fodder production workshops and feed making training to these women
beneficiaries. We plan to increase the number of beneficiaries many folds by forming a
MACS (Mutually Aided Co-operative Societies).

Women Crane Operators at JSW Steel Ltd.

In a unique endeavour to empower not so privileged in a unique endeavour to

empower the underprivileged women in a patriarchal society like ours, JSW Steel Ltd., has
decided to induct 11 women workers into doing jobs at the factory level, which were
traditionally reserved for men.
These women are being trained for functions like a supervisor of blast furnace, stores
and on the payload. They have been provided with two sets of uniforms, shoes, helmet and
goggles for safety. They work in general shift from 9 am to 6 pm. These trainees will be
assessed after 4 months on their performance and will be promoted as Asst. Operators and
then as Operators. This enhancement of job profile will fetch them Rs. 7000-8000 as against
Rs. 400-500 otherwise per month. This has raised their confidence and enhanced their

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employability. These women will act as role model for the community and will inspire the
women to take up such unconventional assignments
HERITAGE Initiative
JSW endeavour is to formulate a comprehensive and holistic master plan for the
management of the unique ruins of the Vijayanagar Empire. The foundation supports the
Hampi Utsav where local and national level artists participate in dance, music and other art
forms.
JSW have drawn up the master plan for the conservation of the Chandramuleshwara
temple, which will be the first conservation project. This is being done in association with the
Global Heritage Fund, San Francisco to ensure international standards. The Foundation has
sponsored the book New Light to Hampi, edited by John M Fritz and George Michell, which
has incorporated the recent research on Vijayanagar Empire. The Foundation co-sponsored
the book The Guide to the Architecture of the Indian Sub Continent by Takeo Kamiya, an
eminent Japanese Art Historian.
SPORTS Initiatives
The Jindal Squash Academy in Vasind has been set up to promote excellence in
sports and give exposure to rural youth. This academy has nurtured talent of international
repute. Young sportsmen from this academy have represented India at the Asian Junior
championships. We also house a badminton academy, which regularly organizes state level
badminton tournaments in Karnataka. The swimming academy has trained swimmers who
now regularly participate and win at the national levels. Our Jindal South West Foundation
ladies hockey team has won the Under-17 Karnataka State Hockey Championship title at the
recently held championship at Davangere, Karnataka.
ART & CULTURE Initiatives
Jindal Arts & Creative Interaction Center which encourages creative interaction
between the arts, organizes film premiers, promotes art awareness through a series of
workshops, beautifies city spaces through its Art In Public Spaces schemes and generate
awareness for social issues by organizing workshops and panel discussions. The foundation
publishes a visual arts magazine ART India-The Art News magazine of India. It has won
the national printing competition hosted by the all India Federation of Master Printers. We
have established the Friends of JJ School of Arts Trust to restore the buildings of the historic
art school and its surroundings and add value its school curriculum. We also organized
Writers Bloc, A festival of 9 original plays at the Prithvi and NCPA. The Jindal Art
Foundation, Royal Court Theartre, London, British Council Mumbai and Rage productions

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collaborated in providing a platform to playwrights through a series of workshops at the JSW
Steel Ltd., Vasind premises.
Over a period of two years 9 original stories that were conceived at the workshops
were showcased, which received great reviews across the city of Mumbai. A major step was
to co-sponsor a book New Light on HAMPI (Recent research on Vijaynagara, Edited by
John M Fritz and George Michell). We also sponsored a book A Guide to the Architecture
of the Indian Sub continent by Takeo Kamiya an eminent Japanese Art Historian.

Jindal South West Foundation organized an Enamelling Workshop at the international

enamel studio, Vasind. This age-old craft was presented by Eleizabeth Turrel along with
Veenu Shah, Vivek Das and Kana R. Lomror who created an innovative mural on steel.
Participants and interested audience created their own enameled pieces, under the guidance of
the artists, which they carried home. The Foundation has also organized workshops like
Stone Carving workshops where artists from Bangladesh participated and a Steel design
workshop, which brought forward innovative design and usage of steel.
Kalasangam

With an objective of creating awareness on cultural aspects viz., art, literature,

music, dance and theatre among employees and their families residing at Vidyanagar, the
foundation has created Kalasangam for harnessing local talents. It offers a platform to exhibit
their talent for enthusiasts in the above-mentioned fields and organizes several interfaces with
specialists in various arenas. Kalasangam is a confluence of Art, Drama, Literature, Music
and all which imitate nature.
It is a forum for the manifestation of the perfection of art among Jindalites. It is an
esoteric and aesthetic medium of expressions across the artistic hearts of Jindalites. The idea
of Kalasangam was conceived in July 04 for harnessing the hidden talents. A voluntary
membership of 106 Jindalites was enlisted with 5 coordinators, one for each stream viz., Art,
Music, Theatre and Dance. Kalasangam was formally launched on 21.09.04 with a dance
drama performance by child artists. The logo of Kalasangam was coined by in-house
members which depicts the theatre, literature, music and dance forms
Mumbai Festival
The nine-day festival, intended to revitalize Mumbais image through a series of
cultural and entertainment events across the city. The festival aimed at putting Mumbai on
the international festival circuit, thus acting as a major catalyst for tourism in Mumbai. The
Art & Heritage section, the highlight of which was a 60 ft Mannat Wall painted by the citys

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noted artists, was presented by Sangita Jindal and supported by the Hindal South West
Foundation.
COMPETITORS

Steel Authority of India Limited (SAIL): It is contemplating cost reduction through

cutting operating expenses, Purchasing expenses, social infrastructure expenses,
inventory carrying costs etc. The company is aiming at reducing its main power from
a level of 170000 to 100000 in next 3-4 years through a combination of natural
attribution and VRS schemes. SAIL is redeploying its surplus assets within its own
units to productive use

Rastriya Ispat Nigam Limited: The Company has taken number of restricting majors to
improve financial performance of the plant with govt. assistance.
TATA Steel: It is amongst the lowest cost steel producers of HR coils in the World and
their vision is to become lowest cost steel producer of the world in neat future. Based on
the platform of low cost raw materials and a modern plant the company targets to produce
HR coils at costs below OSD 170 /ton. The labor productivity is still poor and in absence
of safety net, it is difficult to play off redundant labor.
Essar Steel: It uses power from its own captive plant and uses 70% lump are to achieve
cost reduction. The company is planning of installing a pallet plant for reducing cost of
production and achieving economy of operation besides continuous. Uninterrupted supply
of long turn metallic needs. It has introduced construct system of labor instead of
permanent employs.
LIOYDS STEEL INDUSTRIES LTD: The Company entered into an agreement with
western coalfields ltd, (WCL) for opening an underground mine exclusively for the use of
Lloyds steel.

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SWOT ANALYSIS
Strength:
1. JWS has good reputation in steel market. This is the result of long experience of
around 3 decades in the steel industry.
2. The major strength of JSW lies with the price.
3. State-of-art technology. The Corex process makes it a low cost production of steel in
the industry.
4. Production Quality is the strength of the JSW.
5. Exemptions from sales tax as major dispatches are made from plant site.
6. JSW is having 60% of market share in south India.
Weakness:
1. Transportation costs are high due to non-availability of trucks and other means of
transportation easily.
2. JSW is far away from the main market and it is difficult for them to dispatch the
products because they dont have good transport facilities.
3. Problems with efficient Warehousing and out bound transportation.

Opportunity:
1. Located in the centre of Bellary-Hospet region, a high grade iron belt.
2. Easy access to the major parts of Goa, Chennai and Mumbai.
3. It lies in the vicinity of large potential and unexplored market of southern India.
Threats:
1. Tough competition from the players such as TISCO (TATA integrated steel
corporation), SAIL (Steel Authority of India Limited), Essar steels.
2. Foreign company like Mittal steels and POSCO entering Indian steel.
3. Price war may result due to close competition and price being the main constraint in
steel marketing.
4.Dumping of metal from countries like Korea and China is another major threat.

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CHAPTER 3
Organisation design

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ORGANISATION HIERARCHY

CHAIRMAN

VICE-CHAIRMAN

CEO

DIRECTOR DIRECTOR DIRECTOR DIRECTOR

OF FINANCE OF OF OF
HR MARKETIN PRODUCTI

GM CS GM GM GM

AGM AGM AGM AGM

GM: General Manager

CS: Company Secretary

AGM: Assistant General Manager

CEO: Chief Executive Officer

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BOARD OF DIRECTORS:
1 Mrs.Savitri Devi Jindal Chairperson Emeritus

2 Mr.Sajjan Jindal Chairman & Managing Director

3 Mr.M V S Seshagiri Rao Jt.Managing Director & Group CFO

4 Dr.Vinod Nowal Deputy Managing Director

5 Mr.Jayant Acharya Director - Commercial & Marketing

6 Dr.Vijay Kelkar Independent Director

7 Mr.Kannan Vijayaraghavan Independent Director

8 Dr.(Mrs.)Punita Kumar Sinha Independent Director

9 Mr.Haigreve Khaitan Independent Director

10 Mr.Seturaman Mahalingam Independent Director

11 Mr.Malay Mukherjee Independent Director

12 Mr.Naveen Raj Singh Nominee Director

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CHAPTER 4
Business level function &Process

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FUNCTIONAL DEPARTNENTS

PRODUCTION PROCESS OF JSW

Abbreviations

RMHS: Raw Material Handling System

BF: Blast Furnace (One & Two)
BOF: Basic Oxygen Furnace
HSM: Hot Strip Mill

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RAW MATERIAL HANDLING SYSTEM (RMHS)

RMHS is backbone of industry which supply raw material of requisite quality in

adequate quantity to respective department.

Functions of RMHS

Receive raw materials in adequate quantity.

Allocate space for raw material stacking.
Effective bedding and blending of incoming raw materials from different mines to
get homogeneous mixture.
Timely supply raw material to respective department.

Raw Materials Required for Production: Iron ore lump and fines, lime stone, dolomite,
quartzite, manganese ore, non coking coal and coke
Source of Raw Materials:

Coal Australia, China, South Africa

Coke China, Russia

Lime Stone(For Iron Making) Dhronachalam, Bagalkot

Lime Stone(For Steel

Making) Dubai

Dolomite Dhronachalam, Bagalkot

Ore Fines Sandur, Hospet

Quartz Sandur

The storage area is divided into four locations namely.

Coal Yard
Ore Yard

Additive Yard
Stock House

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Equipments Used in Supplying Raw Materials to various Departments:
1. Wagon Tippler 2 Nos
2. Stacker Re-claimer 7 Nos
3. Barrel Re-claimer 1 No
4. Twin Boom Stacker 1 No
5. Screening Plant 2 No
6. Approximately 22 km long conveyor system.

Wagon Tippler

Wagon Tipplers are used for unloading of raw materials received through railway wagons.
Side arm charger places each loaded wagon of the rack on the tippler table which is then
tippled by tippler. Material discharged onto the hoppers is conveyed to the down stream
conveyers through apron feeders

Technical specification:

Type of Tippler. : Rota side XL Hi lift

No of tippling per hour. : 20
Angle of rotation of Wagon: 155 degree
Type of drive. : Hydraulic

Stacker Re-claimer

These equipments are meant to stack the raw material in the yards and also to reclaim
the same for conveying to the consuming departments. Out of these five three are used in the
coal yard and two in ore yard.
Technical specification:

Stacking rate Coal : 1000 TPH

Ore : 1200 TPH
Reclaiming rate Coal : 750TPH
Ore : 500 TPH
Long travel speed : 15 m/min
No of buckets : 8
Type of drive : Hydraulic
Barrel Re-claimer

This equipment is meant to reclaim iron ore fines for conveying to pellet plant.

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Technical specification:

Reclaiming capacity : 1000 TPH

Barrel speed /Cutting speed : 41.09 m/min
Bucket volume : 322 lts
Barrel cutting dia : 5450 mm

Twin Boom Stacker

This equipment is meant to stack iron ore fines in the yards.

Technical specifications:

Stacking capacity : 1200 TPH

Rail centers : 7000 mm
Boom Luff speed : 4 m/min
: -12 deg to 16
Boom inclination deg
Long travel speed : 20 m/min

Conveyor system
74 conveyers are installed in raw material handling system
Belt width of conveyors ranges from 800mm to 2000mm
Conveying capacity ranges from 300 TPH to 1200 TPH.

Customers of RMHS Department in Plant Layout:

Pellet Plant Iron ore fines, Lime Stone and Coke

Sinter Plant Iron ore fines, Lime Stone and Coke

Sinter, Iron ore, Coke, Limestone,

Blast Furnace
Dolomite

Pellets, Iron ore, Non coking coal,

Corex Plant
Coke, Lime stone, Dolomite, Quartzite

Basic Oxygen Furnace (BOF) Iron ore and Dolomite

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PELLET PLANT

Raw materials required:

Iron Ore
Limestone
Dolomite
Coal / CDP dust
Coke
Bentonite as binder
Corex / BOF Sludge
Water
Final Products Obtained:
Pellets
Gas
Slag

Process:

The capacity of Pellet Plant is 5 MTPA and pellet size ranges from 6 to 12 mm.The
process of converting Ore into Pellets is called Pelletisation. In this process the iron ore
fines are converted into tiny balls of suitable size by rolling the fine material with a critical
amount of water and to which an external binder or additive may be added. Tiny balls
produced are called pellets.
It makes green pellets using balling disks and indurate using the straight grate
machine. Lime Stone/dolomite is used as flux and bentonite as a binder. Corex gas is the fuel
for the indurating furnace and the sludge from the corex plant is used to add carbon to the
pelletising mix.

Different Steps in Pelletisation:

1. Feed Preparation Drying, Grinding and Mixing
2. Green Ball production and sizing
3. Green ball Indurations Drying, Pre-heating, Firing and Cooling.
Finally this Pellets is stored for next Production process in the Plant Layout and the
remaining are Marketing outside to their consumers

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SINTER PLANT

Raw materials required:

Iron Ore
Limestone
Dolomite
Coal / CDP dust
Coke
Bentonite as binder
Corex / BOF Sludge
Water
Final Products Obtained:

Sinters
Slag
Gas
Process:

The Sinter Plant capacity is 2.3 MTPA. Producing sinter as major raw material for
Blast Furnace process, Sinter Plant is also uses the same raw materials which were used in
Pellet Plant. But the process is difference in this plant compared to Pellet plant. Sintering is
an agglomeration process which produces strong and porous lumps from a powdered
uncompacted mass of iron ore with the application of heat to the stage of incipient fusion.
The heat necessary is supplied by the combustion of coke breeze.

Finally these Sinters are sending through conveyor system to Blast Furnace for next
Production Process.

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 BLAST FURNACE
There are two Blast Furnaces at JSWSL, BF-1 rated capacity 0.9 MTPA and BF-2 is 1.3
MTPA
Raw materials required:
Sinter
Iron Ore
Limestone
Coke
Water
Dolomite
Quartz
Final Products Obtained:

Hot Metal
Slag
Gas
Blast furnace structure contains 4 major zones:

Hearth
Bosh
Stack
Tuyers
Process:

In the blast furnace solid charged materials like iron ore, coke and lime stone are
charged in the vertical shaft of the furnace at the top and hot air blast is blown through tuyers
which are located at the bottom level. The oxygen form the pre heated blast combines with
the carbon of coke and generates heat and carbon monoxide. the gas phase containing mainly
nitration and carbon monoxide ascends upwards through the charge which reacts with and
extracts heat from the gas wastes eventually the gas melts and metal and slag thus formed
gets stratified and separated to obtain the metal fundamentally therefore the blast furnace is a
counter current reactor.
The main chemical reactions are reduction of iron oxide to iron and burning of coke. The iron
oxide may get reduced as
2Fe2O3+3C= 3CO +2Fe

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 Since the iron oxide is directly reduced by carbon it has been referred as direct
reduction of iron oxide. The CO required for indirect reduction is essentially generated at the
tuyer level where carbon of the coke burns as 2C + O2=2CO
As the gases rise and carry out the reduction the CO2 content of the gas increases and the
following reaction takes place. (CO2+C=2CO)
This is known as solution loss reaction. Lime stone and dolomite which is added as a
flux in the charge get calcined. Blast furnace is shaft type counter current reactor I which heat
is exchanged and chemical reaction take place between gas and charge material. Iron oxide
along with fluxes and coke is charged in furnace from top and hot blast air at 1050C is
blown through tuyer at bottom. The hot ascending gases hats up the descending charge
material accompanied by a variety of physical and chemical reactions giving hot metal and
slag which are tapped at regular interval
Finally this Hot Metal is transported to next Production department.

COREX PLANT

There are two Corex Plants at JSWSL, each of 0.8 MTPA (Corex I &II)
Raw materials required:
Pellets
Iron Ore
Limestone
Non coking Coal
Coke
Pure oxygen
Water
Dolomite
Quartz
Final Products Obtained:
Hot Metal
Corex Gas
Slag Process of Corex Plant:
The corex process is based on physical separation of reduction and melting processes which
are carried out in two vessels namely reduction shaft and melter gasifier respectively. Iron
oxide in the form of pellets alongwith fluxes are charged into reduction shaft and are reduced
with gases produced in the melter gasifier. The reduced product DRI is charged into melter

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gasifier through DRI screws according to melting rate. Coal is charged into melter gasifier
alongwith DRI and pure oxygen is blown through tuyeres. The gas produced in melter
gasifier is classified and fed into reduction shaft. Hot metal and slag are tapped at regular
interval and process is controlled as per hot metal quality requirement. Corex consists of two
reactors, the reduction shaft and the melter gasifier.
Figure shows the Corex process schematically. The reduction shaft is placed above the
melter gasifier for easy descend of material by gravity. The volume of the reduction shaft and
the melter gasifier is about 600 m3 and 2200 m3 respectively. The functions of reduction shaft
and the melter gasifier are explained in the following.

Reduction shaft:

Iron ore, pellets and additives (i.e. limestone and dolomite) are continuously charged
into the reduction shaft via lock hopper system located on the top of the shaft. The burden
descends through the shaft by gravity. The reduction gas is injected through the bustle located
about 5 meters above the bottom of the shaft at 850oC temperature and over 3 bar gauge
pressure. The gas moves in the counter current direction to the top of the shaft and after the
exit from the shaft it is termed as top gas. The top gas

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temperature is around 250oC. Some amount of Coke is also added to the shaft to avoid
clustering of the burden inside the shaft due to sticking of ore/ pellets and to maintain
adequate permeability in the burden.
Following are the primary reactions taking place inside the shaft.
Reduction of iron oxide by CO and H2 and transforming the iron oxides to metallic
iron.(Fe2O3 Fe3O4 FeO Fe)
Calcination of limestone and dolomite
CaCO3 = CaO + CO2 (endothermic)
CaMg(CO3 )2 = CaO. MgO + 2 CO2 (endothermic)

Carbon deposition reaction and formation of Fe3C

(exothermic
2 CO CO2 + C )
(exothermic
3 Fe + 2CO Fe3C + CO2 )

After a residence time of about 6 hrs inside the shaft, the iron bearing material gets
reduced and achieves the metallization to the extent of about 90 to 95%, and is termed as
DRI. Subsequently, 6 discharge screws convey the DRI from the reduction shaft to the melter
gasifier.
The reduction gas is nearly fully de-sulphurized in the shaft due to the presence of the
burnt lime and dolomite according to the following reactions.
CaO + H2S = CaS + H2O
MgO + H2S = MgS + H2O
A low content of the hydrogen sulphide of the top gas is important with respect to the
further usage of the Corex gas.
The metallization degree of the DRI and the calcination of the additives are strongly
dependent on the following parameters.
Amount and quality of the reduction gas flow
Temperature of the reduction gas
Reducibility of the iron carrier
Grain size of the solids charged
Reduction gas distribution in the shaft

The specific reduction gas flow is maintained at about 1000 - 1200Nm3/ton of iron carrier
charged to the shaft.

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Melter gasifier:
The melter gasifier can largely be divided into three reaction zones as the following.
Gaseous free board zone (Upper part or dome)
Char bed (Middle part above oxygen tuyeres)
Hearth zone (Lower part below oxygen tuyeres)
Due to continuous gas flow through the char bed, there also exists a fluidized bed in the
transition area between the char bed and the free board zone.

The hot DRI at around 750-800oC along with the calcined limestone, dolomite is
continuously fed inside the melter gasifier through DRI down pipes. The DRI charging pipes
are uniformly distributed along the circumference near the top of the melter gasifier so as to
ensure proper distribution of material over the char bed. Additionally non-coking coal,
quartzite and required quantity of coke are continuously charged by means of lock hopper
system. Like reduction shaft the melter gasifier also operates at an elevated pressure in excess
of 3 bar gauge.
Oxygen plays a vital role in Corex process for generation of heat and reduction gases.
It is injected through the tuyeres, which burns the coal char and generates CO. This hot gas
ascends upward through the char bed. The sensible heat of the hot gases is transferred to the
char bed which is utilized for melting iron and slag and other metallurgical reactions. The hot
metal and slag are collected in the hearth. The efficiency of the furnace depends largely on
the distribution of this gas in the char bed and utilization of the sensible heat of the gas. The
dome temperature is maintained between 1000 and 1100oC which assures cracking of all the
volatile matter released from the coal. The gas generated inside the melter gasifier contains
fine dust particles which are separated in hot gas cyclones. The dust collected in the cyclones
is recycled back to the melter gasifier through the dust burners, where the dust is burnt with
additional oxygen injected through the burners. There are four such dust burners located
around the circumference of the melter gasifier above the char bed. The exit gas from the
Melter Gasifier is having a temperature of 1000 to 1050 oC (Approx). This gas is cooled to
850 oC through addition of cooling gas. The analysis of cooling gas is similar to that of
reduction gas. Subsequently, this 850 oC gas is separated from the dust in the cyclone and is
made available for Reduction Shaft as reduction gas.

A part of reduction gas is scrubbed using water sprays and the clean gas is compressed and
made available as cooling gas. The excess gas is used to control the plant pressure. This
excess gas and the reduction shaft top gas are mixed prior to the take over point. Thereafter
this gas is termed as Corex export gas.

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Following are the reactions taking place inside the melter gasifier.
Drying of coal (100oC)
Devolatilisation of coal (200 to 950oC) and liberation of methane and higher
hydrocarbons
Decomposition of volatile matter
Due to the higher temperature prevailing in the melter gasifier free board zone, the
hydrocarbons are cracked into hydrogen and elementary carbon.
CnHm = nC + ( m/2) H2

It is desirable that all higher hydrocarbons are cracked in the free board zone so as to
assure generation of a good quality reduction gas. Maintaining a dome temperature between
1000 and 1100oC confirms the same.
Further reactions in the freeboard zone are outlined as the following.
CO2 + C = 2 CO Boudouard reaction
H2O + C = CO + H2 Water gas reaction
CO + H2O = CO2 + H2 Shift reaction
Decomposition of un burnt limestone and dolomite
Residual reduction of iron oxide
Direct reduction of FeO in the DRI takes place by carbon in the char bed.
Burning of coal char by oxygen
Burning of the coal char takes place near the tuyeres. The maximum temperature
inside the melter gasifier exists in front of the tuyeres. The following carbon gasification
reaction takes place in the tuyere area.
2C + O2 = 2CO
2CO + O2 = 2CO2
C + CO2 = 2CO

Melting and formation of hot metal and slag

Finally this Hot Metal is transferred to next Production Department.

BASIC OXYGEN FURNACE (BOF)

Raw materials required:

Hot metal
Pure Oxygen
Iron Mixture
Water

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 Final Products Obtained:
Slabs
Slag
Fough

In this Plant the Hot Metal which is received from both Blast Furnace (I & II) and COREX
(I & II) are mixed together in the mixer for making steel. The Plant capacity is 4
MTPA.The main aim of this Plant is to remove the Sulphar and Silicon content in the Hot
Metal.

Specifications of Mixer :

Capacity : 1300T
Average Si : 0.6 %
Average S : 0.010%

Converter:

BOF route is the most widely used steel making process. The hot metal is charged in
to the Converter (Pear Shaped Vessel used for steel making) along with the scrap. Oxygen (at

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99.9% purity) is blown through a water-cooled lance at high pressure to oxidize the
impurities in the charge. Fluxes like lime and calcined dolomite are added to the charge
during the process to facilitate the chemical reactions. After the process is completed, steel is
tapped into a ladle, required amount of Ferro Alloy are added and sent to LHF for further
processing. Slag which is formed during the process is emptied into a slag pot and sent to slag
Yard

Specifications of Converters:

Nos : 3 nos.
Capacity : 130T Nominal
Blow time : 17min
Tap to Tap time : ~ 45min
Average Heat wt : 130 T

Ladle Heating Furnace:

The ever increasing demand for high quality steel particularly for critical applications
made it necessary for steel plants to install ladle furnaces. Ladle Furnace not only facilitates
heating of the steel to the temperature needed by the Caster and also helps in flotation of the
impurities to the slag. Trimming additions of Ferro Alloy are made at LHF to fine tune the
chemistry of the steel.
Other Sec.Metallurgy facilities like CAS-OB and RH-OB are being added to the existing
setup to enhance the production from 2.5 Mt to 4.0 Mt.
Continuous Casting Plant (CCP)

In this Plant the Hot Metal which is obtained from BOF is converted into Slabs.
Continuous casting is teeming of liquid metal in short mould with false bottom, through
which partially solidified slab is continuously drawn at the same rate at which metal is being
poured.
The reheating and slabbing process can be omitted here because the cast strand has a
near-net shape similar to that of the semi-finished product. The yield is much higher

38 | P a g e
compared to Ingot Process because the continuously cast strand has only two small end
portions, in contrast to the ingot tops and bottoms which must be cropped from every ingot.
Solute element segregation and non-metallic inclusions are much lower in continuously cast
slabs. Advanced technologies have improved the productivity and surface quality of the slabs.
Specifications of each Slab:

: 800 -
Width 1650mm
Thickness : 220mm
Weight : 22-24 Tons.
Length : 12.5Mts

HOT STRIP MILL

Raw materials required:

Slabs
Corex Gas
Final Products Obtained:

HR Coils

Major units of Hot Strip Mill:

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RE-HEATING FURNACE - Walking beam type, heat the slabs to the rolling temperate by
using corex gas.

PRIMARY DESCALER - The purpose of primary declare is to remove the scale which is
formed Due to the oxidation of hot metal when it comes out of the furnace.Decaling is done
using water jets at a pressure of 180 bar.
ROUGHING MILL -It is powerful four-high reversing roughing mill equipped with a
powerful hydraulically operated vertical edger with an automatic width control for effective
slab reduction which facilitates easier operation of the finishing mill and produces a good
quality hot rolled coils (HRC).
COIL BOX - It achieves uniform temperature of the bar from head end to tail end, effecting
isothermal rolling and perfect control on the gauge.
ROTARY CROP SHEAR - The purpose of rotary crop shear is to crop the front end and tail
end of the strip prior to entering the F1 stand the cut is made on the fly. The shear is
composed of two horizontal drums with curved knife blade and a straight knife blade on each
drum.
PINCH ROLL SCALE BREAKER To remove the fine scale formation from the strip
before it enters the finishing stands by using high precision water spray on the top and bottom
of the transfer strip.
FINISHING MILL - To ensure a good quality strip with good gauge control, profile control
and a surface free from any possible defects. The plant has a six stand 4-hi finishing mill
equipped with Automatic gauge control, Work rolls bending quick control, Roll changing
devices, Low inertia hydraulic inter stand loopers and De-scaling facilities.
RUN OUT TABLE - This is provided in between Finishing Stand # 6 and coiler. The strip
coming out of finishing stand having a temperature of 850 C to 950 C. is cooled down to a
temperature of 540C to 650 C. A series of water jets well spread uniformly over the strip
from the bottom and laminar cooling heads are provided at the top. ROT table consists of 96
mts length and 20 number cooling header.
DOWN COILER -Two hydraulic down coilers are supplied by Danieli United, USA
equipped with out-board bearing supports to take care of heavy coil windings. Hydraulically
controlled wrapper rolls with jump control ensure compact winding with no damage to the

40 | P a g e
Strip surface.

FINANCE DEPARTMENT

The main aim of Financial Department is to planning and developing the

financial/holding structure of the company, thus ensuring the coherence of financial activities
and that the management team, perform their legal, financial and shareholder responsibilities.
They are also responsible for the co-ordination and management of external financial
reporting, budgeting and investor relations. Tax planning, internal controls and Risk
management and Costing. Finally, the responsibility of accounting operations is to manage
day to day business transactions.
Financial Planning
Financial forecasting is the basis for financial planning. Forecasts are merely estimates
based on the past data. Historical performance may not occur in the future. Planning means
what a company would like to happen in the future, and includes necessary means what a
company would like to happen in the future, and includes necessary action plans for realizing
the predetermining intentions.

Steps in Financial Planning

The following steps are involved in financial planning:
Past Performance: Analysis of the firms past performance to ascertain the relationships
between financial strengths and weakness.
Corporate Strategy and Investment Needs: Determining the firms investment needs and
choices, given its growth objective and overall strategy.
Cash Flow from Operations: Forecasting the firms revenues and expenses and need for
funds based on its investment and dividend policies.
Consequences of Financial Plans: Analyzing the consequences of its financial plans for
the long-term health and survival of firm.
Consistency: Evaluating the consistency of financial policies with each other and with
the corporate strategy.

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 MARKETING DEPARTMENT

Marketing Arrangement of JSW

The strings of the management of the company are in the hands of Board of Directors
who reports to the Vice President. The Vice President looks after the affairs of the company.
The various units of JSW:
Raw Material Handling Store (RMHS)
Pellet Plant (PP)
Corex
Basic Oxygen Plant (BOF)
Continuous Casting Plant (CCP)
Hot Strip Mill (HSM)

A senior member of marketing department directly controls the marketing network of

JSW. The company has got systematic documentation procedure to control the dispatch
activity.
After the production, the company sends to its plant regarding consumer requirements,
quality and quantity details, and transportation facility and delivery date to dispatch
department for dispatch the goods at correct time.

Main Products for Marketing:

HR Coils
Slabs
Pellets
Market

Marketing is so basic that it cannot be considered a separate function, it is really the

whole business sees from the point of view of final results.
Marketing is a view point which looks at the entire business process has a high
integrated effort in discover, Create, arose and satisfy the customer needs.
Market: It is a place where a goods and services are exchanged; the term market
means to aggregate of all demands for as particular product or service. It also refers to
aggregate of all consumers-existing and potential for product. JSW has a very Good market
for almost all market centers.

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Direct customers will approach with the bulk order for their utilization. Traders place the
orders for resale and profit out of it.
The material is loaded into truck or rail without any variation of quality. The senior
officer also checks this at the time of loading.

Sales Plan
The company should have correct and clean sales plan and the same plan must be
followed each and every time. Otherwise, the finished output remaining blocked and the
working capital cannot be obtained to perform the day-to-day activities of the firm.
The interested customers send a letter to JSW for enquiry their availability of the product,
Terms, condition etc. If they find satisfactory the order will be placed which including
quality, quantity of the products, mode of transport terms of payments etc. After receives the
purchase order the correspondence section of the sales department scrutinizes the purchase
order and if the same size is satisfactory, JSW sends a sales order and as acceptance letter.
One of the duplicate copies of the sales order is retained with the dispatch section and
one with accounts department. The purchase then confirms his order by sending back the
acceptance letter duly signed.
JSW after receiving the acceptance scrutinizes it and them the corresponds section seeks to
range for the availability on required goods and duly prepares a Daily Dispatch Plan Which
is passed on the dispatch section and then carry on.
The invoices prepare including all the charges like the prices of the stock in addition to the
freight, local excise duty and other loafing and unloading charges. The company also adopts
certain sales promotion activities direct the product toward customer
Sales Promotion
Sales promotion is a key ingredient in marketing campaigns sales promotion consists
of diverse collection of incentive tools, mostly short term, Designed to stimulate quicker as

43 | P a g e
greater purchase of particular product as services by consumer on the trade.
Sales promotion covers those marketing activities other than advertising, publicity and
personal selling. It is acts as a bridge between personal selling and advertising.
JSW adopts sales promotion techniques:
JSW is going to provide price off, a straight discount off the list price on each case purchased
during a stated time period. The company developed customer sensitiveness and it provides
incentives and discounts on regular and bulk purchases. Sometimes JSW provides transport
allowances to buyers.
Marketing plan at JSW
Marketing planning is formulated mainly by the top level management people. And
senior managers of each branch officers follow the decision regarding planning.
In JSW before marketing planning the top level management makes a business plan by
considering by annual demand and production capacity and then year target plan and monthly
plan.
Senior Vice president of marketing (Mumbai) of JSW makes the marketing planning.
This plan is formulated by taking into consideration orders received.
The orders received by giving
1. Personal visit to company near by JSW.
2. Traders like Hero cycles, Calcutta Tubes, and Tube product of India etc.
Through Branch Offices by E-mail, Fax etc
The standard let for marketing department is to achieve the sales target for current
year is 2.1 million tons. Once the main plan is formulated by top level management it is sent
to each of its branch office and also the head office located at Mumbai sends the new plan to
each of its branch office.

In keeping touch with the main and each months plans, the marketing manager of JSW
formulates dispatch plan daily for the purpose of distribution of goods according to the orders
received.The standard given to achieve the sale target of 1,75,000 tones per month.
Objectives of marketing planning are:
To achieve set standard
To enjoy profits
To satisfy customers as it is buyers market. According to JSW the benefits of marketing
planning are:

44 | P a g e
 1. It encourages innovation and creativity.
2. Marketing planning improve competitive strength.
3. Marketing planning helps to meet the demand.
4. It minimizes the risk and uncertainty.
5. Marketing planning focuses attention on objectives.
6. Marketing planning helps to reduce the cost of production.
7. Marketing helps the manager to adopt strategies according to its.
8. Changing market opportunity.
9. Marketing planning helps the manager to take decision.
10. Marketing planning facilitates control.

Physical Distribution
The process of getting goods to customers has traditionally been called physical
distribution. Creating a customer and creating a product do not complete the process of
marketing, delivering the product the customers is an equally important part of this process
and that is reffed to as distribution in marketing parlance.
Physical distribution is a process of reaching the product to the consumers. It
coordinates all the activities in the physical flow of product between producer and
consumer.Physical distribution provides place and time utility to product. It is distribution
that makes the product available at the right place and at the right time, there by distribution
maximizes the companys change to sell the product and strengthening its competitive
position. It is now becoming prominent cost area.

There are two major components

1. TRANSPORTATION
2. WAREHOUSING

1. TRANSPORTATION:
It is the first among the major function of physical distribution. It adds time utility and
place utility to the product.
There are four main type of transportation; the manufacture must also known the
relative costs of made.
Roadway Transport
Railway Transport

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 Waterway Transport
Airway Transport

The main product of JSW in HR Coils (HOT ROLLED). The weight of each coil will
be approximately 20 to 30 tons, so the Airway transport is not the best mode for
transportation because it is more costly, capacity will be limit and cannot carry bulk orders.
The transportation mode of JSW is Roadway and Railway. For Export orders it is send
though waterway by costal shipping.
JSW has chosen roadway because of following to others
Cost is low compared to others
More accurate.
It eliminates the terminal cost.
Roadways are very convenient to both manufactures as well as buyers.
JSW use truck as main vehicle for transportation.
JSW basically prefer for road transport when the order is less than 2000 tons.
JSW uses Railway as mode of transport when the order is more than 2000 tons, because it is
cheaper than road transport
2. WAREHOUSING
Every company has to share finish goods until then sold, because production and
consumption cycles pure match. As a matter of fact, Warehousing Management has two
distinct and equally importing parts.
The physical job crafting scanning the network of storage points and
The managerial task of controlling the inventory levels.
Advantages of maintaining warehouse:

To ensure timely delivery

To see smooth running of production
To meet the demand

It helps in balancing demand and supply and in stabilizing the prices. The product, produced
is dispatched to different place according to the orders received and extra products are stored
in the warehouse for future dispatch.

But JSW doesnt maintain more stock because their capacity is 2.5 million tons, out of which
their produce 2.1 million tons and 60% of its production is down stream (Purchased by Group
Company).

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 JSW is maintaining a small part as a stock in Bangalore, Chennai and Hyderabad
because there concentrating on small market also, the profit margin high.
Channels of distribution:
An industrial goods manufacturer can use its sales force to sell directly to industrial
customers or it can industrial distributors, who sell to the industrial customers.
JSW has adopted the following distribution channels:
JSW receives orders directly from industrial customer.
JSW sells their product through their branch offices only.
The JSW is having depots in Bangalore, Chennai and Hyderabad; they are concentrating
on small market by maintaining small stock.

JSW is exporting their product though dealers and direct customers about 11% of their
production.

JSW is marketing 60% of their production to their Group Companys.

Market Share:
In South India JSW is having 60% of Market Share.
Major Competitors in Market:
Steel Authority of India Limited (SAIL)
Rastriya Ispat Nigam Limited
TATA Steel
Essar Steel

47 | P a g e
 HUMAN RESOURCES DEPARTMENT
JSWs Human Resources philosophy is based on dignity of work, fostering a culture
of learning, meritocracy sans bias of any kind and commitment to highest standards of safety
at the workplace. Modern business demands quickness of mind and action. Systems by
themselves do not deliver. People do as do people-led skills and initiatives.

They have always invested in people and believe in creating an environment where
people are valued as individuals and are given equal opportunities for achieving professional
and personal goals. Consistent and clear HR practices, participative management, excellent
welfare activities have made the company one of the most preferred employers in the steel
industry. The role of HR in JSW is to be a Change Agent of the organization in order to
align people & processes to the Companys strategic objectives. The Steel industry, not only
in India but also the world over, continues to face tumultuous times, where change is the only
constant. The HR focus is to make change seamless and to ensure CHANGE, BEFORE
CHANGE CHANGES YOU (a succinct slogan in an internal competition on Change
Awareness)
Work Culture
Driving the growth of the JSW are 4800 committed employees. The diversity of
location, language and culture blends seamlessly into a common work ethos, which hinges on
fostering excellence, recognizing and rewarding entrepreneurship. We believe in
empowerment, delegation and calculated risk taking. JSW ongoing endeavor is to create an
organizational ambience where talent can bloom. To do so, we strive to make the workplace a
source of creativity, innovation and one that makes work meaningful.
They ensure that all JSW policies, progressive initiatives and goals are fully
communicated to all employees and that they understand and relate to these. JSW
commitment to JSW people is reflected in the sense of belonging and pride every employee
feels towards JSW and the passion and commitment they bring to their work.
Employee Communication: The Human Resources Department handles employee
communication. You as an employee may have certain questions, queries, complaints,
suggestions and ideas that you would like to share, this is possible through the employee
employer communication kinship, offered in this company. Communication is given a
high priority and this is so because we consider it necessary to remove barriers and
increase the intra-organization flow of information.

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 Open Door Policy: You, as an employee of the company, have the freedom to go
through and voice your perceptions, your suggestions and any matter that are relevant
to you and your job. Your active participation is needed and appreciated to ensure that
an open and free exchange of communication exists.
Role of Supervisor: Your Supervisor is your first source of information, advice, help,
encouragement and training, and is the person directly responsible for assigning,
directing and reviewing your work. He is the person who will correct your
weaknesses, reward and consolidate your strengths. You are free to air your views
about your performance and suggestions to your supervisor for a suitable response.
Employer-Employee Relations: All throughout the history of Jindal Organization, the
relation between the management and employees have been excellent and the same
trend is being followed at JSW too. The working environment and the organizational
culture provide a glimpse of this reality.
Mentor-Mentee Relationship: JSW employees have a good mentor-mentee
relationship. Every senior employee takes upon himself, the task of improving the
performance of his juniors. The mentor is a source of information, encouragement,
help and guidance, in adherence to our culture of continuous learning and shared
knowledge.
Working Conditions

We believe that people are our principal asset. They are the ones who create
everything thats valuable to the company. All they need is the platform to do so. The wide
variety of businesses that JSW is involved in, provides present and potential employees
plenty of opportunities to grow, as well as the cross-functional exposure to enrich and widen
their horizons. A huge and not always clearly visible, effort lies behind the success of any
organization. We believe in taking our people along as we forge ahead. Total employee
involvement is embedded in the companys culture. This has only been possible, as each one
of us has done our bit in the quest for excellence.
Care and concern for fellow-employees are evident everywhere. We take care of the quality
of work delivered as well as the environment in which it is executed. Our lush green plants,
which are a no tobacco zone, provide the right ambience to employees. Housing facilities,
school, library and a recreation center are just some of the highlights of the quality of life that
we offer. We have begun to look at a broader canvas as new opportunities, are being thrown
up by the day. Thus, in turn, is making accelerated growth and promotion opportunities at all

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level a reality. The compensation structure in JSW is comparable with the top in the steel
industry. What is immeasurable is the work environment the responsibility, the challenge,
the opportunities for horizontal and vertical mobility, and the freedom and flexibility in
decision-making.
All of these positives have created an environment that is warm, friendly and
extremely conducive to professional and personal growth.

Discipline: The Company believes in maintaining a very high level of organizational

discipline by synergizing personal discipline with technological discipline
Accommodation: Not just houses but a way of life JSW has housing colonies in
Toranagallu, Vasind and Tarapu.
Upstreams township Vidyanagar, home to our employees won the Prime Ministers
award for the best-planned township in the year 1998 as well as the Indian Developer
Felicitations, 2005 award for the best industrial township. It is a perfect example of
combining 21st century living in the sylvan splendors of nature and the timeless architectural
charm of Hampi, capital of the 15th century Vijayanagara Empire. In addition, Vijay Vittal
Nagar has also been constructed for housing contract employees. The various facilities in the
vicinity of the township ensure the comfort of the employees and their families. A centrally
located clubhouse with swimming pool and recreation facilities, guest houses, temple, two
schools DAV Jindal Vidyamandir and Jindal Adarsh Vidyalaya, occupational health centre,
Jindal Sanjeevini Hospital, Vijayanagar sports club all go to make living in Vidyanagar an
unique experience.
Above all this, the project has resulted in creation of infrastructure like
pipelines for water, roads, and railway lines all adding to the development prospects of the
entire region places of lounst attraction are Hampi, Pampa sarovar, Tungabhadra and
Narihalla dams, Harishankar Spring and Kumaraswamy temple which are within 50 kms
radius of the upstream plant. The downstream plant Vasind has three colonies, adjacent to the
plant premises. The easily accessible recreation centre guest houses. Jindal Vidyamandir
(school). Occupational Health Centre makes living in Vasind, a comfortable experience,
Similarly. Tarapur has two colonies, Kurgaon and RH-1, at a reasonable distance from the
plant. The local TIMA andTMRCT hospitals take care of the employees needs adequately.
Local areas of tourist attraction include Kelve and Bordi beaches near Tarapur and Mahuli
fort and Manasam (Jain) Mandir near Vasind.

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Health & Safety: The safety and health of the employees are ensured by maintaining safe
processes, carrying out safe practices, providing a sale environment imparting adequate and
proper training. Issuing detailed instructions as regards the area of operation and inculcating
safety awareness among all employees. Cost considerations or the demands of production and
operations do not overshadow safety considerations. Like at JSW, every employee including
contract employees undergo Industrial Safety training before they actually take up their
assignments in the company.
It is the responsibility of all employees to:
Exhibit a high sense of personal discipline.
Learn the safety procedure applicable to the job and follow it.
Use personal protective equipment and other safety devices as required.
Maintain cleanliness & order in every area of work.
Report all safety and fire hazards immediately to the management.
Work in a team in demanding situations
Jindal Sanjeevini Hospital: Providing the best secondary and tertiary health care, this
hospital has 24 hours casualty and emergency wards. It is fully equipped with state-of-the-art
operation theatre and modern diagonistic facilities.Our commitment to people is not only
limited to the steel township but extends to the nearby villages. Apart from direct and indirect
employment to local people, the community is benefited through our ongoing rural
development activities.
Library: A collection of management and personal development related books are available
with the HR department for use by the stall. The company has an e-Library where one can
reserve his choice of books against the availability of the same.
HRD Center/Jindal Knowledge Centre: The company has Jindal Knowledge Centre (JKC)
at Vijayanagar and an HRD center at Vasind. We will soon be setting up a Developmental
Centre of Excellence in Mumbai. It is the venue for many programs, seminars, conferences
and meetings. It has a library, a training facility and study area.
The JKC has books and magazines on various topics. JKC has augmented state of the art
infrastructure for faster and timely access to information. In order to provide value addition,
JKC has installed WEB based Online Public Access Catalogue (WEB OPAC) of its holdings,
with a table of contents, which can be accessed in a more interactive way.
Working Rules & Regulations
Hours of Work and Weekly Holidays: The Corporate office begins at 9.00 am and closes at

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5.30 p.m. It remains closed on the second and fourth Saturdays of a month. The plants have
timings that are regulated by service conditions, prevailing at the respective locations. The
employees work on all Saturdays.
Attendance: Being at work regularly and on time is an important part of the overall job
performance. If illness or an unexpected problem prevents you from coming to work, please
contact your supervisor at the earliest possible, on your first day of absence. For extended
illness, a doctors certificate is required.
Paid Holidays: Holidays are given on the calendar year system which is from January to
December. Employees are eligible to avail 10 paid holidays in a year. The list of holidays for
the year is released by the end of December every year.
Leave: An employee is entitled to avail Privilege Leave (PL), only on confirmation and
completion of one year of service. He can however avail of Casual Leave and Sick Leave,
during the training probation period.
Casual Leave (CL): An employee is eligible for 7 days casual leave in a
calendar year. CL is credited to the employees account on the 1st of January every
year. Unavailed CL will lapse on 31st December.
Sick Leave (SL): Each employee is eligible for 7 days of sick leave during one
calendar year. Unavailed SL at the end of the calendar year will be added to PL Account
Privilege Leave (PL): Employee will be eligible for 24 days of Privilege Leave for
every completed year of service.
Maternity Leave: Confirmed female employees shall be entitled to Maternity leave
for a period not exceeding twelve weeks after completion of one year of service as per
the provisions under. The Maternity Benefits Act 1961. Female employees working at
the corporate office, Mumbai and those covered under. The Employees State
Insurance Act (ESIC) 1948 will be entitled to avail benefits as per the ESIC Act.

Recruitment
Campus Recruitment:
We recruit at the management and graduate engineer trainee level from premier
management schools and engineering colleges and we are always looking for young men and
women high on initiative and nurturing a strong desire to make a positive difference to the
success of our businesses.
Summer Trainees:
The JSW Summer Trainee Program is designed to facilitate the professional
development of young talent and sometimes identify talented culture-fit employees for the

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companys Management Trainee program the Summer Trainee program provides a learning
of the vagaries and complexities of our business from the ground up. With value-creating
live projects the intern begins appreciating the intricacies of his or her function and the
impact that its has on business. The quality and content of projects provides an opportunity to
complement your classroom learning with hand-on experience.
Management Trainee:
JSW has always been home to great leaders-passionate professionals with a razor
sharp focus and a far-sighted vision. We believe in the combination of leadership of
experience and leadership youth. The average age to occupy leadership positions within JSW
has come down because of significant investments in inducting and developing young talent.
The functional training stints include sales and marketing, technical, finance, logistics, supply
chain and human resources focus.
Graduate Engineer Trainees:
The technical expertise across our plants is honed during a yearlong Graduate
Engineer Trainee program. It boasts of a mix of graduates from premiere Engineering
colleges and high potential internal candidates both of whom are selected through a rigorous
assessment process.
Graduate Engineer Trainee program. It boasts of a mix of graduates from premiere
Engineering colleges and high potential internal candidates both of whom are selected
through a rigorous assessment process.
Coaches and mentors at the locations supplement their expertise, thereby enhancing
the learnings. During the training program the trainees are exposed to various cross-
functional modules besides in-depth practical knowledge of their core function. Each trainee
has specific learning objectives through a project in each plant that he is assigned during the
course of his training.
At the very beginning of training, a mentor is assigned to the GET & MT. The role of the
mentors, most of whom have been trained in mentoring is to interact with their mentees on a
regular basis, act as a friend and guide and also facilitate his/her overall development.
Lateral Recruitment:
The wisdom of experience that an experienced new recruit brings to the table will
complement the challenging nature of our assignments that form your ladder of progress. All
positions are those of an entrepreneur.
Working with a business that constantly evolves newer ways of managing business
and processes we are learning-relearning old and new lessons every day. With a business plan

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to grow double digit every year it is the impatience to deliver results that sees everyone
charged through the year.
Probation
Any new recruit who joins the company will be put on a probation period for a period
of 6 months. The probation period is to facilitate assessment of the new entrants competence
and suitability. The period of probation would be mentioned in the appointment letter. On
completion of probation performance is evaluated and if it is found satisfactory confirmation
is granted. However, should the performance be found unsatisfactory probation period may
be extended or he decision in regard to termination is at the sole discretion of the
management.
Deputation
JSW has various companies under its wing. At any given point of time a concerned
company may request the services of any employee of another company for a particular
assignment. In such a case the required employee may be put on deputation for that specific
job.
Resignation
An employee ceases to be in employment once his submitted resignation has been accepted
and he is relieved from the companys services. An employee on probation may resign from
the company by giving sufficient notice of 24 hours while a confirmed employee will have to
give a notice period of one month. He will be relieved on completion of notice period as per
letter of his appointment or standing order of the company as applicable. The resignation
letter should be submitted to the General Manager-Human Resources through the functional
heads.
Performance Management System (PMS)

So, you are a super-performer and wondering how our company recognizes your
efforts.
The PMS assesses performance, based on targets, set in sync with the Annual
Business Plan. A database housing the performance of every employee provides a ready
tracking system for employee performance. It is linked to compensation, development and
career moves. Also in a super-charged work environment like ours, the key to success is
delivery.
Performance Incentive Reward is one such performance incentive, which rewards
team performance and is directly linked to delivery of business results. The competition is

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tough, the targets challenging, but the adrenaline charge is definitely worth it. With everyone
competing, you can feel the energy all around you. Non-monetary rewards are through
selection for internal and external executive training programs which comprises a series of
outbound activities, indoor games, classroom discussions and business workgroups where the
companys key contributors participate.
Openness is central to the way the company works. Our open appraisal system is a
joint effort between the appraiser and the appraise.

Performance on the job is not the sole criterion for evaluation; the factors given below
are given due importance.
Job knowledge
Customer satisfaction
Man management
Decision making
Human relations
Safety orientation
Panning and organizing
Clarity in communication
Taking initiative in getting the job done
Fostering innovation and creativity
Ability to get along with others
Quality and quantity of work
An employee is eligible for annual appraisal, on completion of probation.
Training and Development
Training and development is a high-focus human resources initiative. An employee is
given ample opportunities to learn and grow. As we have a diverse business portfolio, no
single set of competencies will do. Each business requires a unique skill set. The challenge is
to identify these skills. Also, with speed being of essence, organizations and employees need
to continuously learn and perform.
JSW has tie up with JFE, (Japan), VAI (Austria), for imparting training. We also
sponsor employees for exposure to the state-of-art technology at POSCO (Korea), BAO Steel
(China). China Steel, etc., in addition, employees are being trained in the UK, USA, France,
Germany, etc., at the site of the foreign collaborators/equipment suppliers to take care of the

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expansion as well as modernization of the plant.
Training programs at JSW are classified as: Multi-tier programs aimed at addressing
the needs of individuals at different levels in the organization and in different functions.
Under this category are programs for outstanding Leadership, Emerging Leadership, Young
Leaders and General Management, etc., Functional programs to develop skills in sales and
marketing supply chain, finance and manufacturing.
Role-specific programs aimed at developing skills for specific assignments such as unit
heads, function and department heads.

Competency-based programs that focus on building individual skills and enhancing

personal and team effectiveness
Business-focused programs to address business needs issues and practices specific to a
particular business. Outreach programs such as performance management programs and
team-building workshops are conducted on-site.
Compensation & Benefits
The objective of our compensation philosophy is simple-to attract, retain and motivate
talented and qualified people to achieve business objectives.
Guiding principles for compensation Market Competitive-the Companys
compensation practices are competitive with other employers who are comparable in size,
scope and performance. Flexible-Compensation practices are tailored to address specific
business needs as well as local business issues and local market differences Performance
linked Compensation is linked to key business results and is driven by business, individual
and team performance. Equitable-the use of consistent standards in the administration of
compensation practices throughout the Company, results in equitable treatment for all
employees Developmental-Benefit packages are structured to facilitate the development and
application of individual talent through our Company. Cleary communicated-The
compensation program is clearly defined and communicated to all.
The following details give an overview of the various compensation and benefits policies,
which are applicable to the employees in the organization.
Pay & Benefits Package
Pay and benefits package includes basic salary, monthly allowances, annual and
retirement benefits. Efforts are made to ensure that payments are fair, reasonable and in line
with industry practice. To achieve this, the organisations participate in several salaries and
benefit surveys every year to benchmark jobs that are similar in nature in the industry. All

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payments are governed by the applicable income tax rules.
This section briefly outlines some of the highlights of the pay and perquisites,
applicable to employees. These may be reviewed/revised from time to time, It is the duty of
an employee to ensure that proper nomination for legal heir is available in the company
records to facilitate 0faster redress in case of any eventuality.
1. SALARY (MONTHLY): Salary, as it appears on the pay slip, consists up of the following
components:
a. Basic salary: Basic salary is based on the expertise of the employee, applicable to the
grade, industry standards.
b. House Rent Allowance (HRA): HRA is payable, if no company accommodation is
provided
In addition to the above, as per the companys policy, conveyance, etc as admissible, are
paid.
The deductions are:
a. Provident Fund (PF): Monthly PF account deduction at the rate of 12% of the basic
salary along with any VPF deduction authorized by the employee.
b. Profession Tax (PT): Profession tax is deducted on the basis of the gross salary as per
the rates applicable to the state in which the employee is presently working.
c. Income Tax (IT): At the beginning of every financial year, the F & A department
requests for a declaration of proposed tax saving investment that an employee is
planning to make during the year. An estimate of the annual income of any employee
is available with the F&A section to facilitate calculations. The details of IT
deductible incomes can be obtained from the F&A department. In case of any
candidate joining the organization in the middle of a financial year, it becomes his/her
responsibility to contact the F&A section to get details regarding how the taxable
income/IT will be calculated.
d. Life Insurance Premium (LIP): Deductions can be made from the salary on account of
personal life insurance policies taken by the employee. The premium would be
deducted from the salary if an employee so requests and the same has to be made in
writing to the Human Resources department.
e. Miscellaneous deductions: Any other deductions as decided by the Head of Human
Resources.
2 SALARY (QUARTERLY)
Medical Reimbursement Allowance Employees on regular grade are eligible for

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medical reimbursement/allowance @ 8.33% of basic salary paid quarterly upto the extent of
medical bills submitted and any shortfall of the bills will be carried forward up to March of
the next year to avoid income tax deductions. Employees not under the tax bracket need not
submit the bills.
3. SALARY (ANNUAL)
a. Leave Travel Assistance (LTA): Employees are eligible to claim LTA after
completion of one years service with the company as per the LTA rules provided
hereinafter.
b. Bonus: Bonus as per the provisions of the Payment of Bonus Act, 1965. This will be
paid to the employee annually in the first quarter of the new financial year.
4. PERFORMANCE REWARD: In order to enhance performance of the individual
performance reward is given as per their grades on the basis of the performance of the
individual and the company. This amount varies from year to year and is paid monthly.
5. INCREMENTS: Increments will be given annually during the first quarter of the new
financial year each year. This is based on.
a. The performance of the company in the previous financial year.
b. Consideration as regards to the industry Practices and inflation in the country.
c. The individual employees performance.
Increments for New Recruit: Pro-rata increment will be paid to the employee during
the first quarter of the financial year, subsequent to his joining. The cut off date applicable for
increments is 16th of the month and appropriate rounding is done to the nearest month e.g. if
one joins on December 16 then for increment purposes calculation of months is done from
January 1st However for assessment to be done, minimum 6 months of service is required.
6. RETIREMENT BENEFITS: The statutory benefits as required by law are provided to all
employees of the company.
Employees Provident Fund (EPF) & Family Pension Scheme (FPF) EPF provides a
lump sum payment to employees on separation and pension under the Employees
Pension Scheme, which consists of monthly contributions from the employees salary
and equal contributions towards the fund by the company. Every employee is covered
under the EPF Scheme with offect from his/her date of joining the organization. The
statutory 12% of his basic salary is deposited under the PF account/trust. For more
information under this head, employees can contact the location Human Resources
department or refer to the EPF scheme Revised Family Pension Scheme95 to get
more details.

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 b. Voluntary Provident Fund (VPF): The employees can make voluntary increase in the
contribution towards the PF account over and above the statutory deduction of 12%
after giving a written undertaking to this effect. This would be subject to a maximum
of 20% of the basic salary. The company will not make any additional continuation
towards the same. It is the responsibility of all
employees to inform the Human Resources department of any change in their personal
status. In case of change in the nominations in respect to Provident Fund account, the
concerned employee should fill up the form No.2(revised) in duplicate and the same
has be submitted to the location Human Resources department at the earliest.
7. OTHER BENEFITS
Gratuity Scheme and loans are incorporated in practice the details of these are
available on the intranet or in the Human Resources Manual.
Lost and Found Articles
It is advisable not to keep any valuables, including cash around desk, open drawers or
other easily accessible places. Please contact Administration Department regarding lost and
found articles.
Notice Boards
Company notice boards are centrally located and notices of interest are displayed you
can keep abreast of all company news and events through these notice boards
Telephone Calls
We encourage employees to keep personal calls to the minimum. You may make
outward local calls or receive incoming calls of an emergency nature which may be kept as
brief as possible.
Visiting Cards: The Company will provide for visiting cards to be printed for the
employees at the level of Deputy Manager and above. Exceptions are made for
individuals who have to maintain either very strong customer contacts or liaison
with government officials on a regular basis. Others below the level of Deputy
Managers should have the approval of the concerned Executive Committee
members.
Stationery: If an individual employee requires any stationery, he/she can fill up a
requisition form and get the same approved from his/her immediate boss, collect
the stationary upon submission of the same to the Administration Dept.
Expense Claim: An employee can claim any expense incurred by the employee
on official duty within the rules. Your Supervisor will explain to you the exact

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 procedure to claim this.
Uniform: All the employees are to wear the uniform, provided by the company
(at manufacturing plants) on all working days.
Attendance: Swiping machines are installed across all the offices and plants,
where the employees are required to swipe their entry and exit.
Questions: If you have any doubts-
o Policy related to your travel entitlements, housing; details on medical and
LTA benefits-you may speak to the location HR or refer to the HR
Manual.
o House rules, transportation, office stationery: you may speak to the
Administration Staff. They would be glad to assist you.
In a competitive marketplace and in the face of increasing business pressures, it has never
been more important to communicate effectively with external and internal audiences. JSW
today recognizes the need for professionals with a wide range of communications skills at
their fingertips in order to build its brands and reputations, leading to company success and
shareholder satisfaction. By embracing the positives of corporate communication and Public
Relations, we understand the importance of its role and how it contributes directly to good
business. Successful communications is increasingly central to the management of an
organizations reputation in all its forms.
Commercial performance, corporate values and good governance are all critical to the more
holistic perception of a company now increasingly demanded by the market. This includes
investors, customers, the media and employees. Corporate communication function covers
the broad array of media relations, investor relations, and annual/quarterly reports, social
responsibility and community affairs, corporate and issues of advertising, industry relations.
The Quarterly Newsletter
It keeps employees up-to-date about the latest news, activities and various happenings in the
group. It also acts as a major source of information to the employees and is one of the best
methods to increase communication, within the organization. It contains information about.
Company: New products and services, expansion, diversification and growth, major
contracts, safety and environmental protection activities, sales promotional activities etc.
People: Sports tournaments, community activities, awards, prizes and scholarships,
remarkable personal experiences etc.
Events: Inauguration of a new unit, branch or office, participation in trade/industry fairs,

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 get-togethers, meetings etc.
Customers/ Agents: Increasing relationships with the companys agents/ dealers and
customers. Through interviews, write-ups, coverage of dealer meet.
The Newsletter invites contributions from everyone.
Success through Corporate Identity

One of the most valuable business assets that an organization has is its visual identity.
Like all corporate resources, it too needs care, attention and nurturing to be able to show
substantial results. To assist initiative under and at the same time project a strong, cohesive
image, JSW initiated the design of a well-planned corporate design program.The symbol and
logo represent a positive image of the company. It highlights the Jindal contribution towards
making JSW a billion-dollar company with low cost operational efficiency leading to high
profitability and their commitment and support for its integrity from the top management.

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CHAPTER 5
Findings,Suggestion &Conclusion

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FINDINGS

JSW is planning to increase the sales

JSW has to take proper measures to control pollution.
Increase the quality of production
JSW is not using any strategy in promoting their products
SUGGESTIONS:

Provide good commission to the Trading for future increase of sales

JSW must plant more trees both in plant layout and out side.
Training program is necessary to all the workers, to improve the quality of
production.
The company must give importance to sales promotion.

CONCLUSION:
JSW is fully integrated steel plant in India which followed by TATA Steels and
the only green plant in India.JSW is the 1st plant to introduced Corex technology in India by
this technology the cost of production will be reduced as compared to other competitors in
the steel industry. JSW is producing world standard sponge Iron in global market and
branded products for Domestic market.

JSW will give so much importance to safety of employees and their

Remuneration and Benefits. JSW is also concentrating much on campus Recruitment. In JSW
the total numbers of employees are 3500; out of this 95% is Technical. JSW is marketing
60% of their production to their Group Companys and 11% is exporting through dealers and
direct customers. JSW is spending 7-8% of their profit for society improvement. JSW have
Clear transparency and openness in regard to transactions, operations and interaction with
JSWs stake holders.

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BIBLIOGRAPHY:

Books Referred:

1. Marketing management by Kotler Philip Pearson Education Publishers

2. Human Resource Management by V.S.P.RAO Excel Book Publishers

Books Referred:

1. Marketing management by Kotler Philip Pearson Education Publishers 11 th

Edition
2. Human Resource Management by V.S.P.RAO Excel Book Publishers 2nd
Edition
Web Sites:

1. www.steel.com
2. www.steeldynamics.com
3. www.infoline.com
4. www.jsw.in

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