Professional Documents
Culture Documents
INTRODUCTION:-
Definition:
In other words, HRM is concerned with getting better results with the
collaboration of people. It is an integral but distinctive part of
management, concerned with people at work and their relationships
within the enterprise. HRM helps in attaining maximum individual
development, desirable working relationship between employees and
employers, employees and employees, and effective modeling of
human resources as contrasted with physical resources. It is the
recruitment, selection, development, utilization, compensation and
motivation of human resources by the organization.
The early part of the century saw a concern for improved efficiency
through careful design of work. During the middle part of the century
emphasis shifted to the employee's productivity. Recent decades have
focused on increased concern for the quality of working life, total
quality management and worker's participation in management. These
three phases may be termed as welfare, development and
empowerment.
FUNCTIONS OF HRM:
To retain good staff and to encourage them to give of their best while
at work requires attention to the financial and psychological and even
physiological rewards offered by the organization as a continuous
exercise.
As staffing needs will vary with the productivity of the workforce (and
the industrial peace achieved) so good personnel policies are
desirable. The latter can depend upon other factors (like environment,
welfare, employee benefits, etc.) but unless the wage packet is
accepted as 'fair and just' there will be no motivation.
(a) Workers (and their informal and formal groups, i. e. trade union,
organizations and their representatives);
(b) Employers (and their managers and formal organizations like trade
and professional associations);
The forms this welfare can take are many and varied, from loans to the
needy to counseling in respect of personal problems.
The location of the health and safety function within the organization
varies. Commonly a split of responsibilities exists under which
'production' or 'engineering' management cares for the provision of
safe systems of work and safe places and machines etc., but HRM is
responsible for administration, training and education in awareness
and understanding of the law, and for the alerting of all levels to new
requirements.
DEFINITIONS:
MOTIVATIONAL FACTORS:
EXTRINSIC FACTORS:
Job Expectation:
Salary:
Comparison of outputs:
Persons tend to compare his out comes with the other persons out
comes. The out comes consists of primarily of rewards such as pay,
status, promotion and intrinsic interest in the job. Comparison is mainly
with ratio of the inputs or he puts in and ratio is equal he will be satisfied
otherwise the person in an effort to restore equity may after the inputs or
outcomes, cognitively distort the inputs or out comes, leave the field, act
on the other, or change the other.
Job security:
Performance appraisal:
As the performance appraisal is linked to promotions, rewards,
feedback it has its effect on the employee satisfaction. If the appraisal is
not proper employee will be dissatisfied.
INTRINSIC FACTORS:
Human beings are self centered and long for praise. They want to
be recognized and praised for their work. They expect their superiors to
recognizer their efforts and be praised rewarded. This will increase their
job satisfaction and make them more active.
Autonomy or Freedom:
Participative management:
Belongingness:
It is the complete identification of the employee with the company.
He should regard goals of the company as his own goals. If he has high
belongingness it shows that an employee is satisfied with his job.
Career advancement:
Achievement:
Job significance:
Job variety:
Job monotony:
It refers to the identity that an employee has as his contribution
after performing a complete piece of work.
Challenging:
Liaison:
Contribution to groups:
Feedback:
Contribution to society:
Subtractive models:
Ross and Zander (1957) and Morse (1953) have proposed
subtractive model this model assumes that need satisfaction is a function
the difference between the extent to which a need is met in work
situation and the strength of the need. Accordingly, in determining the
amount of need satisfaction they subtract an individual report concerning
conditions in his work role from his report concerning the strength of a
parallel motivation.
Multiplicative models:
Occupational level:
The higher the level of the job the greater the satisfaction of the
individual, this is because higher-level jobs carry greater prestige and self
control. This relationship between occupational level and job satisfaction
stems from social; reference group theory in that our society values some
jobs more than others. People in higher-level job find most of their needs
satisfied than when they are in lower level ones.
Job content:
Greater the variation in job content and the less repetitiveness with
which the tasks must be performed, the greater the satisfaction of the
individuals involved.
Considerate Leadership:
Personal Variables:
AGE:
Holding factors like occupational level constant indicates that this is
generally a positive relationship between the age & job satisfaction up to
the pre-retirement years and then there is a sharp decrease in
satisfaction an individual aspires better and more prestigious jobs in later
years of his life. Finding his channels for advancement blocked his
satisfaction declines.
EDUCATIONAL LEVEL:
SEX:
PROCESS:
EFFORT:
Performance:
There are 3 basic aims for the job attitude researches i.e,
1 Economic aim,
2 Humanistic aim and
3 Theoretical aim.
Economical aim: -
Humanistic aim: -
The humanistic aim of the job attitude research is to make the work
house as pleasurable & as meaningful as possible.
Theoretical aim: -
Rewards: -
1.2.COMPANY PROFILE:
The Aditya Birla Group
VISION:
MISSION:
VALUES:
Beyond Business:
But later it become apparent that Grasims aim was L&Ts cement
business when it struck a deal with L&Ts management for getting
control of the cement division.
The other major advantages that Grasim got through the deal are
The synergy between both the companies will be high as both are
under single management and is expected to save a minimum of Rs
100 crore every year
Due to this move, the three groups L&T-Grasim, Gujarat Ambuja-
ACC and India Cements control nearly half of the Indian cement
market. Some 50 companies occupy the rest of the market. This
closes the door for any multinational to gain foothold in the Indian
market.
This consolidation will give the top players, mainly Grasim and
Gujarat Ambuja-ACC, a control over the cement prices in the market.
But the MD&A report of the 2002-03 did not talk anything about these
business motives. It can be argued that revealing these moves may
spoil the party. But this was very much open secret. By not mentioning
about this intention, Grasim denied the rights of its shareholders to be
informed.
In terms of main stream criteria like sales, profits assets and market
capitalization. Ultratech ranks among top ten in Indias private sector.
The company also ranked high by less tangible yardsticks such as
intellectual capital and brand worth.
A peculiarity of APCW is that its mines fall in Kurnool district while the
plant is in Anantapur District.
The cement plant's installed capacity is 2 million tones per annum (Mt).
APCW started APCW project with a prospecting license in March 1992
followed by a mining lease in June 1993. When various formalities were
completed, action shifted from the drawing board to the project site
with the first association commencing in November 1995. Due to
excellent co-operation from the Government of AP, APCW did not face
many problems while setting up APCW.
Even the acute shortage of power in the state did not hamper the
construction activities. The construction was completed totally with the
help of diesel generating sets. In view of the expected power shortage,
APCW is provided with two diesel generator sets of 24.6 MW (i.e.,
2x12.3 MW), which is around 60% of total power requirement of the
plant.
APCW caters to the cement users in the southern part of India. It is
ideally located as far as the market is concerned.
This Plant has been set up by APCW itself with the coordinated efforts
of all its business groups, which minimized the problems during the
execution stage.
2087acre
Mines
s
9.00
STP
Acres
169.00
Railway
acres
Townsh
173 acres
ip
Cement Machinery:
Complete range from crushing to packing plants are supplied by
APCW machinery division in Collaboration with F.L.Smitdth & co.,
Denmark, extends over three decades Over 50 plants supplied a
major market share in India
Man power:
The total employees in APCW are368 cover all departments. There are
nearly 600 contract labors working every day.
What is cement?
Cement is a generic term used for all powdered material which, when
mixed with water, has a plastic form, but becomes a solid structure
within a few hours. The structure gains strength and bonding
properties with age. Cement in one form or the other has been there
for ages and has been used as a building material since ancient times -
examples, which stand out, are the classic structures in Rome and
pyramids in Egypt. Evidence also exists of its usage in the Indus
civilization of Mohenjo-Daro. Credit for the invention of cement goes to
an Englishman, Joseph Aspadin, who first manufactured cement in
1824 by burning limestone and clay. It was termed as 'Portland
Cement' because the color of hardened cement paste had a strong
resemblance to Portland stone found in Portland, England. In 1875, an
American named David Saylor improved the mix design of limestone
and clay resulting in a much more superior quality of cement.
What is Clinker?
When limestone, along with various additives of defined chemical
composition, is burnt under controlled conditions, at a temperature
ranging between 1400 to 1600 degrees centigrade, the calcium oxide
present in the limestone reacts with alumina oxide, iron and silica. The
hot semi solid mass is subjected to sudden cooling, forming nodules of
10 to 20 mm. The black nodules thus formed are called clinker.
Carefully measured quantities of the various raw materials are fed, via
raw mill feed silos, to mills where steel balls grind the material
to a fine powder called raw meal. Homogenizing silos are used
to store the meal where it is mixed thoroughly to ensure that the
kiln feed is uniform, a prerequisite for the efficient functioning of
the kiln and for good quality clinker.
Burning
The most critical step in the manufacturing process, takes place in the
huge rotary kilns. Raw meal is fed into one end of the kiln via a
preheated system, and pulverized coal is burnt at the other end.
The raw meal slowly cascades down the inclined kiln towards
the heat and reaches a temperature of about 1 450 C in the
burning zone where a process called clinkering occurs. The
nodules of clinker drop into coolers and are taken away by
conveyors to the clinker storage silos. The gas leaving the kiln is
passed through the Reverse Air Bag House prior to discharge
into the atmosphere.
Cement milling
The Cement mills use steel balls of various sizes to grind the
clinker, along with other raw materials to a fine powder to get
designated grade of cement.
Along with clinker, gypsum is added to get Ordinary Portland
Cement.
Along with gypsum and clinker, fly ash is added to get Pozzolona
Portland Cement.
TYPES OF CEMENT:
Strategy-projects are carried out under the aegis of the "Aditya Birla
Centre for Community Initiatives and Rural Development", led by Mrs.
Rajashree Birla. The Centre provides the strategic direction, and the
thrust areas for our work ensuring performance management as well.
Focus areas-Our rural development activities span five key areas and
our single-minded goal here is to help build model villages that can
stand on their own feet.
Health care:
Awareness building
Education
Balwadis (pre-school)
Adult education
Non-formal education
Continuing education
Self-help groups
SGSY - dairy, readymade garments, jute project, basket making,
aggarbati making, bee keeping, durries making.
Check dam
Irrigation
Land development
Pasture development
COMPETITORS OF ULTRATECH CEMENT:
The Indian cement industry is the second largest in the world after
China, in terms of quality, productivity and efficiency it compares with the
best anywhere.
Cement like steel is one basic material for the technical development
of the country. Cement industry is one of the major and oldest established
manufacturing industry in the modern sector of Indian economy.
A new impetus to the cement industry was provided during the post
independence period through setting up of targets for cement production.
PRODUCTION PROCESS:
RAW MATERIALS:
EXPORTS:
Apart from meeting the entire domestic demand, the industry is also
exporting cement and clinker. The export of cement during 2001 02 and
2003-04 was 5.14 million tones and 6.92 million tones. Major exporters
were Gujarat Ambuja cements Ltd and Ultra Tech Ltd.
TECHNOLOGICAL CHANGE:
METHODOLOGY:
Methodology can be defined as-
Research process:
Research Design:
below:
PRIMARY DATA:
for the first time and thus happen to be original in character. However,
there are many methods of collecting the primary data; all have not
been used for the purpose of this project. The ones that have been
used are:
Structured Questionnaire
Observation
SECONDARY DATA
collected through:
Information on Websites
Articles
Journals
The main statistical tools used for the collection and analyses of data
Tables
3.4.SAMPLE SIZE
As the sample size was only 100 of the entire manpower, this
analysis will not reflect entire Ultra Tech Cement Ltd.,
Scatter plots
Correlations
Cross- tabulations
Types:
Several analyses can be used during the initial data analysis
Univariate statistics
INTERPRETATION:
Convenient Inconvenient
Observation 96 4
Percentage 96% 4%
Table.4.2- opinion on job timings
INTERPRETATION:
INTERPRETATION:
4. Are you satisfied with your recognition you get from the
management for your work?
a) Highly satisfied b) Satisfied c) Dissatisfied d) Highly
dissatisfied
Highly Satisfied Dissatisfied Highly
satisfied dissatisfied
Observatio 40 60 0 0
n
Percentage 40% 60% 0% 0%
Table.4.4-employee satisfaction with the management
recognition
INTERPRETATION:
5. Are you satisfied with your salary is comparable with the market?
a) Highly satisfied b) satisfied c) no opinion d) highly
dissatisfied
INTERPRETATION:
Yes No
Observation 100 0
Percentage 100% 0%
Table.4.6-whether the job is related to the educational qualification or
not
INTERPRETATION:
INTERPRETATION:
INTERPRETATION:
From the above graph it is clear that 84% of the
employees agreed that autonomy in their job is good and 16% of the
employees agreed that autonomy in their job is fair.
INTERPRETATION:
From the above graph it is clear that 88% of the
communication between the employer and employee in the
organization is good, and 12% of the communication is fair to the
employees in the organization.
INTERPRETATION:
11. How far you are satisfied with the organizational norms
INTERPRETATION:
INTERPRETATION:
INTERPRETATION:
INTERPRETATION:
5.1. FINDINGS:
5.2. SUGGESTIONS:
CONCLUSION:
From the above study I concluded that the employees
who are working in the organization are satisfying not only
with their job but also other factors such as self esteem,
level of communication and norms of the organization. In
other words it is clear that the management is favorable to
the employees with out any bias.
BIBLIOGRAHY:
Name of the author Title of the
Book
WEBSITES:
www.adityabirla.co.in
www.google.com
www.freemba.in
www.scribd.com
www.hrminfo.in
QUESTIONNAIRE ON JOB SATISFACTION:
4. Are you satisfied with your recognition you get from the
management for your work
(a) Highly Satisfied (b) satisfied (c) No Opinion (d) Highly
Dissatisfied
6. Do you feel the job which you are doing is related with your
education qualification
(a) Yes (b) No
11. How far you are satisfied with the organizational norms
(a) Highly Satisfied (b) Satisfied (c) No Opinion (d) Highly
Dissatisfied