DEPARTMENT OF SOCIOLOGY AND

SOCIAL WORK
University of Kashmir

Fieldwork report

on

Human resource management

in

Jammu and Kashmir Cements limited.

Submitted to:

Mr. SARFARAZ BHAT

Lecturer :

Department of Sociology and Social Work

University of Kashmir
SUBMITTED BY

QYSAR AFZAL

MSW 4th Semester

Roll No. 7800

ACKNOWLEDGEMENT

I first extend my gratitude to the department of

Sociology and Social work Kashmir University which made
it possible for me, to have the honor of completing our
placement through a highly reputed corporation The
Jammu and Kashmir cements Ltd. I would also like to
thank the managing director of J&K cements Ltd. for
giving us a wonderful opportunity to work as a trainee in
the corporation.

We would also like to thank manager personnel and

administrative department of J&K cements Mr.
Mohammad Afzal who acted as a mentor and guided us
throughout our whole fieldwork making the whole
exercise an unforgettable learning.

I would also like to extend my gratitude to our faculty

members especially Mr. Sarfaraz Bhat our field supervisor
who showed faith in my abilities and allowed me to carry
out my assignments and made every possible
arrangement to make the whole exercise fruitful.

Last but not the least I would like to thank the whole
staff of J&K cements for sharing their experiences and
supporting me throughout the entire fieldwork.
Jammu And Kashmir Cements Limited Production
Unit Khrew.
 Introduction
The field work is an important part of our curriculum.
This time we were supposed to get involved with any
organization to understand the nature of Human Resource
Management, organizational behavior and assessment of
welfare benefits for workers. This is to understand the
organizational effectiveness and be capable enough to
understand the importance of the human resource and
try to eradicate the problems of the same in future.

I was placed in the valleys only government

organization, Jammu And Kashmir Cements Ltd. which
contributes significantly in providing the constructional
cement product from time to time and that too of
meeting the standards and appreciated quality, Jhelum
Brand.

As per the management of JKCL, it is on course to the

bright and profitable future. JKCL works under the
supervision of Chief Minister

Location:
 The head office of the JKCL is located at Zero Bridge
Srinagar with its branch office in Jammu, which looks after
the management of JKCL. The JKCL plant is situated at
Khrew of district Pulwama which is about 23KMs away
from Srinagar.

ESTABLISHMENT:

JKCL was established in early 1970's. Its foundation stone was laid
down by the then Chief Minister of the state Late Mir Qasim in1976
and was inaugurated by Late Shiekh Mohammad in 1981 and started
functioning from October 1982 . It was incorporated as fully owned
government company in December , 1974 with an investment of RS 38
crores out of which J&K government contributed RS 15 crores in the
shape of equity share capital and rest of amount was arranged as term
loan from various financial institutions. The installation work of the
plant was completed in October, 1981. The company is manufacturing
ordinary Portland cement 43 grade with registered trade mark as
JEHLUM BRAND .during the initial period ,the company has seen
many ups and downs. And latter on achieved significant production in
the 80s but with the onset of present turmoil in the late 80,s and early
90s ,the production of the company dipped to 20% of its capacity
utilization .however ,during the last number of years , the company has
been brought back on track and has shown encouraging results in its
production as well as profitability .the turn over of the company
increased from Rs 12.93 crores in 1996-97 to Rs 92.50 crores in the year
2009-10. The company has liquidated in term loan raised during the
initial period and has been running in profit for the last number of
years .in the view of profitability ,the company has also started payment
of dividend to the government on its equity shares from the financial
year 2001-02 .during the year, 2009-10, the company has earned a real
profit of Rs 4.86 crores against the profit of Rs 3.70 crores during the
previous year .the company is meeting all its expenses including salary
to migrant employees out of its own recourses and without any
budgetary support from the government. Nothing is outstanding against
electricity duties, royalty and other levies as on 31-03-2010.

In view of huge gap between demand and supply of cement in the

state and increase of per capita consumption of cement, the company has
provided expansion capacity by installing additional production unit of
600 metric tons per day capacity plant at a cost of Rs 87.50 crores. The
government of j & k state has contributed Rs 26.27 crores for this plant
in the shape of equity share capital and the rest amount has been raised
as term loan from j &k bank . till date an amount of Rs 83.97 crores
inclusive of taxes has been spent on the project .against the sanctioned
term loan of Rs 61.25 crores ,the company availed Rs 41.00 crores only
till date and Rs 16.70 crores has been spent from its own resources
.presently the project is complete and in operation .

The company is also going to install a grinding cum-packing unit

of 300 Tonnes per day capacity plant at samba industrial growth centre,
Jammu land for the same has been acquired and the construction of
boundary wall is in progress.

Recent changes within the organization:

Contract laborers: it is the recent change within the JKCL for

employment generation. In this, the contractors are providing the
day waged laborers whenever there is demand from JKCL.

Measures for pollution control: in order to reduce the intensity of

pollution the management of JKCL has now installed two new
technologies ESP and RPJ at a cost of Rs 6 Crore. The instruments
have also increased the profit and production of organization as
they have reduced the flow cement. it is believed that the
technology is more than 90% efficient.

Chartered Accountant: For the effective management of the

accounts and evaluation they have recruited on roll Chartered
Accountant.
Organizational Design
Organizational design is the process of reshaping organization structure
and roles. It is the alignment of structure, process, rewards, metrics and
talent with the strategy of the business. Organizational design is a
formal, guided process for integrating the people, information and
technology of an organization.
TYPES OF ORGANIZATIONAL DESIGN
SIMPLE ORGANIZATIONAL DESIGN.
BUREAUCRATIC ORGANIZATONAL DESIN.
MATRIX ORGANIZATIONAL DESIGN.
VIRTUAL ORGANIZATIONAL DESIGN.
BOUNDARYLESS ORGANIZATIONAL STRUCTURE.
1. Simple structure is defined as a design with low
departmentalization, wide span of control, centralized authority
and little formalization.
2. Matrix structure is one that assigns specialists from different
functional departments to work on one or more projects. In this
type different projects are going on at the same time.
 3. Boundary less organization is one in which its design is not
defined by or limited to, the horizontal, vertical or internal
boundaries imposed by a predefined structure. This structure is
more flexible because there is no boundary to deal with such as
chain of commands, departmentalization and organizational
hierarchy.
4. Bureaucratic organization is simply an organization run by the
Government. The organizational structure of the Jammu and
Kashmir cement limited a public sector undertaking is bureaucratic
as through the personal observations the way different works
within the different departments are accomplished is evidently
showing such pattern. For instance a single file has to pass through
tables of various officers and their subordinates for its completion
as a result the work that will take a day in its completion takes two
or three days or even a week or months for the completion. Thus
one can definitely observe an age old adage (Parkinsons Law) i.e.
work expands so as to fill the time available for its completion in
the bureaucratic set up of JKCL.
SPAN OF CONTROL:
Span of control implies the number of subordinates reporting directly, to
a superior. In JKCL the manging director is the ultimate decision making
authority in the organization and complete power is vested in him. A
manager can attend and concentrate only a few people at a time. Thus
managing director directly controls six persons including personnel
secretary, technical officer, manager mines, engineering, personnel and
administration (P&A) and finance and accounts (F&A). Span of control
is an important aspect of the organizational structure. In JKCL the
different sections are controlled by their heads that inturn are controlled
by the officers at higher ranks. The wide span creates more efficient
design of organization. Functional foremanship and proper span of
control in the organization ensures the growth and development of
human and capital resource of the organization.
COORDINATION:
Coordination is the process of bringing activities or groups of
activities into proper relation with each other to make sure that
everything that needs to be achieved is achieved and that no two people
are trying to do the same job.
VERTICAL COORDINATION:
Vertical coordination refers to coordination among the activities
of a manager and his subordinates.
HORIZONTAL COORDINATION:
Horizontal coordination refers to coordination among peers-
employees working at the same level in organizational hierarchy and
among various departments.
DIAGONAL COORDINATION:
Diagonal co ordination appears in organizations which establish
centralized service units such as centralized information system and
froth.

COORDINATION IN JKCL:
Jammu and Kashmir cement limited has an inbuilt co ordination
system. They have set procedures for procurement, sale production,
planning, etc. In corporate sector the efficient and developmental
attitude of the workforce is largely influenced by the coordination
aspect. JKCL, being a profitable industry of the state has good
relationship among the seniors and subordinates. The coordinated efforts
of the employees are responsible for its improvement in the quality and
quantity of the production, Comprising of various section VIZ:
administrative section, finance and accounts, procurement and
purchasing, mines section and technical sections, coordination is
necessary for accomplishment of the tasks. With the coordinated and
collaborative efforts of the work force the organization is functioning
smoothly.
Whether it is horizontal, vertical or diagonal coordination
everyone is existent in the organization. Coordination among employees,
coordination between employees and the managers, coordination
between the managing director and his immediate subordinates is
satisfactory. Its the coordination between various organizational cells
that makes it possible for organization in locating the loopholes if any,
and a cordial communication between these cells cements the
coordination.

SUPERVISION:
Supervision is a process by which workers are helped b a designated
staff member to learn according to their needs to make the best use of
their knowledge and skills and to improve their abilities so that they do
their jobs more effectively and with increasing satisfaction to themselves
and the agencies
The heads of the different sections takes care of the works of the
employees and provides valuable guidelines to them. In personnel and
administrative section the general manager takes the responsibility of
supervising the work of the employees. Chief engineer assess the work
of his subordinates and provides them valuable guidelines.
The profitable turnover of the organization is due to the great work
done by the employees in general and providing them necessary
guidelines by the supervisors in particular.

AUTHORITY AND RESPONSIBILITY

Authority is the right in a managerial position, which enables the
manager occupying that managerial position to command the
subordinates to take decisions and to use organizational resources all for
the purpose of facilitating and ensuring the attainment of enterprise
objectives. Authority lies with managerial positions and not in managers
in their personal capacities. Authority is the key to managers job which
no manager is enabled to command and instruct subordinates, for
ensuring the attainment of enterprise objectives. The extent or amount of
authority goes on declining as we come down the management
hierarchy.
 Responsibility is the reverse of authority. It is the obligation or duty or
liability owned by a subordinate to the superior for the proper and
efficient discharge of the job, for which authority has been granted to the
subordinates. When a subordinate is granted authority by a superior, the
subordinate is answerable to the superior for the non performance or
poor performance of the assigned job. The assance of responsibility is a
duty of explaining ones performance to ones superior.
CENTRALISATION:
Centralization of authority implies concentration of decision making
power at the top of managerial hierarchy. In a centralized organization
like JKCL decision making is located at the top of the managerial
hierarchy, it is the systematic and consistent reservation of authority at
centre. Due to centralization in JKCL there is uniformity in policy
formulation and action, utilizing the skills of top most officials and
specialized experts. It reduces the risks and errors by subordinates who
may have less information and technical capability. it serves as a binding
force between the various parts of the organization.
HUMAN RESOURCE PLANNING IN JKCL

Assessment:
Getting and keeping good people is critical to the success of every
organization whether it be public or private; the solution to such critical
situation within the hands of an organization is an effective, and need
based human resource planning as an integral part of human resource
management. It helps an organization in meeting the fresh demands
within the changing organizational adaptability.
Human resource planning is the process, which ensures that the
organization has right number and kind of people at the right time,
capable of effectively and efficiently completing those tasks that will
help the organization in achieving its overall objectives, human resource
or manpower planning is the process of acquiring and utilizing human
resources in the organization, has the right number of employees in the
right place at the right time.
By human resource planning (HRP) plans for future opening can be
formulated on the basis of analysis of positions expected to be vacant. It
includes training of personnel, to make them capable and as a motivating
agent in doing the work with enthuiasism and importance. It ensures the
optimal utilization of labour force and maximizes the profit for any
organization.
Jammu and kashmir cements limited(JKCL),one of the leading profit
making public sector undertaking(PSU) in the state, does not lack behind
in human resource planning process although it does not meet the
professional standards so for as human resource planning as a separate
department is concerned.HRP in the organization (JKCL) comes under
personnel and administration department(due to lack of separate human
resource management department , P&A is headed by Mr. sheikh Gulam
Nabi. and MH ANDRABI at production plant. They have a very good
system of HRP despite not meeting the professional standards; the
reason is that they are not facing the tough competition from other
cement industries of the state as they are the sole distributors for public
sector works. But with the changing demands of the time and latest
technologies adopted by the private sector industrial units of the state
makes the necessity of establishing HRM as a separate department, HRP
is an important tool of HRM as it acts as a link between business
strategies and operational strategies.HRP follows different procedures
including the need to asses the impact of technological changes on new
jobs and new skills. Scope is more evident in the newly established fully
computerized plat of 6 hundred metric tons (MTs) which utilizes the
services of advanced technology. As HRP minimizes the risks of losing
by forecasting needs of technical and other human resources. Delay in
recognizing human resource might be costly and expensive in the future.
Human resource planning (HRP) is important for planning the
investment in the development and utilization of human resource. Any
investment that an organization makes in the HR activities is considered
as the future growth and development of the organization. For such
things to happen in a positive way the organization has to approach the
researchers and experts, who will locate the loopholes and come up with
innovative strategies and creative ideas. The reports highlighting
positives and negatives of the organization submitted by the students of
social work and engineering colleges are helpful in efficient functioning
and development of management system of the organization. There
suggestions are of utmost importance so far as establishment of separate
human resource management is concerned.

RECRUITMENT:
The process of generation of applications for specific positions through
advertisements in local dailies, state employment agencies and the
existing employees of the organization.
In JKCL a public sector undertaking a recruitment is done mostly
through advertisements in newspaper, electronic media, public service
commission etc with the required qualifications, experiences and skills
except in case of mines section where manager mines is authorized to
some extent for recruiting supervisors and persons with specialized
training in mines and blasting below engineering cadre, who are being
recruited by the proper approval from mines board. JKCL generally
publishes advertisements for vacant posts in daily newspapers,
repeatedly for 10 days. For non technical cadre internal recruitments are
done on the basis of merit cum seniority basis with seniority having an
edge. The top executives, general manager, personnel secretary,
secretary are recruited through public service commission (PSC).the
managing director (MD) is recruited by the state. Internal promotions are
always due on need basis, and specializations are mostly in case of the
recruitment of medical officers and engineers.

SELECTION:
It is the process of choosing most prospective candidates from the
screened list of candidates. After receiving a number of applications
candidates are selected on the basis of merit, qualification, skills and
experiences as per the requirements of the job.
The candidates have to pass through a series of tests and interviews,
short listed candidates are sometimes delayed for further duration.
Finally most suitable candidates are selected.
PLACEMENT:
The selected candidates are assigned the respective jobs in case of
technical cadres as per the specializations and supervised by seniors for
a period of one year to eighteen months. Thus placement is the suitable
accommodation or employment for applicants and it is a contact (an
interaction) between applicants and prospective employees.

INDUCTION:
Induction refers to introduction of newly appointed employees about
policies, programmes, rules and regulations of the organization this
process of induction brings a feeling of belongingness among employees
towards the organization. Induction process in JKCL takes place in
certain cases especially in technical cadre, clerical jobs, in these jobs
newly appointed employees gives orientation trainings progress before
training than routine jobs.

PROBATION:
It is the time or period which an employee occupies certain posts in the
organization. The probation period for different posts in JKCL varies
according to the posts occupied, experiences and performance of
employee. The probation period for newly appointed engineers
(appointed as trainees) is one year for clerks and managers. For machine
attendants is eighteen months.
TRAINING:
It is an organized activity for increasing the knowledge and skill of
people for a definite purpose. It involves systematic procedures for
transferring technical knowhow to the employees so as increase their
knowledge and skill for doing specific job with proficiency. JKCL
undertakes various refresher training courses for its employees. So that
its employees get acquainted with jobs and also increase their attitudes
and skills and knowledge for newly appointed workers. It is more
beneficial as it makes them more productive in less time. various courses
and workshops are conducted at plant. On the job training focuses the
technical cadre whereby the employee/trainee learns in the actual work
environment. On the job training is mostly preferred for lower technical
staff as it is relatively cheaper and less time consuming. Off the job
training is imparted to higher order technical staff and nontechnical staff
to enhance their knowledge and skills in doing certain jobs usually
computer training is given to non technical staff. Employees are send to
institute of management and personnel administration (IMPA) , National
institute of technology and sometimes outside state to national council
for cement building material(NCCBM) Delhi. During the current year
not many workshops have conducted due to summer unrest of 4 months
in the state but a satisfactory number of workshops were conducted at
the production site and a very good number of people have been deputed
for specialized training by the organization.

PERFORMANCE APPRAISAL:
It is the process of determination /identification of gap between the
level of desired performance and level of actual performance. The
performance appraisal system is not satisfactory as they follow the
old/outdated and rigid method of performance appraisal, annual progress
report (APRs) keeping the appraisal reports as confidential report. The
employees are not aware about the performance as the appraisal report is
not shown to them as a result there is no fun of doing the appraisal of
employees. Employees consider the appraisal report as exploiting agent
for them

CAREER PLANNING AND DEVELOPMENT:

Career is the sequence of jobs a person holds over a life time. Career
planning and development is an integral part of human resource
management (HRM). Human resource planning (HRP) cannot be
effective without proper and adequate career planning. As for as career
planning in jammu and kashmir cements is concerned the scope of
career planning and development is only limited to internal promotion
that are given on the basis of seniority basis . the promotion act as a
strong motivating agent for employees .
WAGE AND SALARY ADMINISTRATION
 BRIEF STUDY

In JKCL the wage policy has to be kept under control and up-to-
date for the effective decision making, to maintain good public image
and to attract talented personal.

J&K government has enacted legislative measures to protect the

wage earners rights and to emphasis managerial obligation in this regard,
and so as central government also enacted different Acts different time
for the welfare of the people working in different organizations. These
Acts are as follows:

The Payment of wages Act 1936

The Minimum wages Act 1948

The Payment of bonus Act 1965

In any organization the wage and salary level are dependent on

four major factors, given the assumption that an organization wants to
secure and retain a productive work force. They are:

Wage enactments of the central and state government, sometimes

modified by courts.

Wage rates in the community or the similar in industries.

Influence of the workers.

Corporate philosophy on wages.

Existing scales revised pay structure
S.No. existing pay scale

In JKCl there exist two types of wage payment.

Payment by time.

Skill evaluation pay plan.

Payment by time: This age old method also exists in JKCL where
the employ selling his services for a time span to the employer, the
employee is paid for the time he works rather for the outputs.

The skill evaluation pay plan: Employees are paid on considering

the job handled by them in the organization rather considering the
job done by the
 No new methods of performance appraisal are applied. A simple
form is given to the boss to appraise the performance person at the
given time. of his/her sub-ordinate at the end of the year

Wage and salary structure in JKCL.(previous)

Annexture `1

S.No. Designation Pay Scale

1 Managing Director 35000-40000(since 1982)
2 General Manager 15450-450-20400
3 D.G.M 12375-375-16875
4 Manager/ secretary 12375-375-16500
5 Deputy Manager 10950-350-15500

10000-350-15250
6 Chief Burner Senior10000-350-15250
Engineer Geologist
7 Plant Engineer 7600-325-13450
8 Assistant Manager 7300-300-11800
9 Security and vigilance7300-300-11800
officer
10 Chief draftsmen 6700-220-10760
11 Sales and purchase officer 6600-275-10450
12 Medical officer 7300-300-11800
13 Draftsmen 6500-250-10250
14 Junior chemist 6500-250-10250
15 Section officers 6400-225-10000
16 Senior assistant 4650-160-7050
17 Operators 6400-225-10000
18 Laboratory technician 6400-225-10000
19 Tracer 4650-160-7050
20 Medical Assistant 6400-225-10000
21 Drivers 4000-110-6090
22 Junior Assistant 3050-90-3680-95-4820
23 Telephone Operators 4650-160-7050
24 Magazine In charge 4650-160-7050
25 Machinery Attendants 4000-110-6090
26 Magazine Keeper 4000-110-6090
27 Unskilled Workers 2550-55-2660-64-3300
28 Security Guards 2550-55-2660-64-3300

. Statement showing the existing pay scale of state public service

undertakings (PSUs) ,(as per revised pay rules,1998) and the
 revised version W.E .F 1-1-2006

Annexture 2.

Existing scale Revised pay scale

S Existing scale Name of theCorresponding payCorrespo

No. pay band band nding
grade pay
1 (2) (3) (4) (5)
1. 2550-55-2660-64- 1300
3300
1S 4440-7440 1400
2. 2610-70-3170-75-
3695

3. 3000-85-4020-90-
4560
4. 3050-90-7680-95- 5200-20200 1800
4820
5. 4000-110-6090 PB-1
6 4200-110-5080-120- 5200-20200 2400
6040
7.. 4650-160-7050
8. 6400-225-10000
9300-34800 2800
9. 6500-250-10250 PB-2

10. 6600-275-10450 9300-34800 4200

11. 6700-290-10760

12. 7300-300-11800

13. 7600-325-13450 9300-34800 4400

14. 10000-350-15250 9300-34800 4600

15. 10950-350-15500 6600

7000
16. 12375-375-16500 PB-3 15600-39100

12375-375-16875 7200
17.
18. 12000-400-17300 7400
PB-3

19. 15450-450-20400
PB-4 37400-67000 8700.

Allowances in JKCL:

. Dearness allowance.
. City compensation
. Washing allowance
. Heating allowance
. Medical allowance.
. Housing rent allowance.
. Dust allowance.
. Travelling allowance
. Jaggery allowance
. Oil allowance.

BONUS AND EXCRATIA IN JKCL

The payment of bonus is an annual issue. The employees in JKCL were
also benefited with this service . employees having salary below than
3500 hundred gets the bonus of 8.3% per annum and employees having
the salary less than 2500 were able to get the excreta. Departmental
insurance and subsidy is not allocated to the employees in jammu and
kashmir cements limited (JKCL).

Labor welfare in JKCL

As JKCL is providing certain provisions under the respective Acts

to the working force but is not well aware with the concept of labor
welfare. As the aim or object of welfare activities is partly
humanitarian--

-To enable workers to enjoy a fuller and richer life, --- and
partly economic.

-To improve the efficiency of the workers, - --also partly

civic.

-To develop among them a sense of responsibility and dignity

and thus make them worthy citizens of the nation. But as far
as JKCL is concerned, they provide welfare service with the
aim as best motivating agent, to reduce labor absenteeism can
be the factor that the organization is dealing with the
production and could not bear the absence of work force.

Statutory Provisions in JKCL:

Only few welfare provisions are provided to workers and many are
lacking.
 Washing facilities:

Organization seldom provides the washing facilities like soaps

and detergents to wash uniforms and jerseys, but sometimes
organization lacks in providing such facility, there could be the reason
that organization well know that they workmen hardly wear the
uniform and jerseys.

The contractors working in the organization who bring workers on

wage basis to load and unload the cement bags don't bother to provide
the washing facility to the laborers which as per the Section 18(c)
contract Labor (Regulation and Abolition) Act is important, and
contractors have to provide separate and adequate screening facilities,
suitable washing facility under the Act.

The organization also does not provide any store room facility for
workmen.

First Aid Appliances:

The higher officials told our group that first aid appliances are
available and ambulance facility is also available, whenever there is any
emergency the organization can handle it well, but the workmen at site
said they are not aware whether such facility is available or not.

Canteen Facility:-

The facility is available both at head office as well as at the

factory, but the factories canteen is not well maintained, it is small and
there is no ventilation.

Workers are provided with lunch and tea free of cost and the things other
than such are at the subsidy rates.

Crche:

There is no such facility in the organization as there is very less

number of working women in the organization.

Welfare Officer:

There is no welfare officer recruited who can the three areas of

man power management.

Labor welfare (welfare functions)

Labor administration (personal functions)

Labor relations (Conciliation functions)

Labor Welfare Officer can timely give advice and assistance in

implementing legislative provisions relating to health, safety, and
welfare hours of work, leave, formation of welfare committees and more
over organizational discipline, safety and medical administration, liaison
wage and salary administration, education of workers and settlement of
grievances.

Voluntary welfare measures at JKCL:

Organization lacks in providing educational facilities and adult

education to work force which should be provided according to Royal
Commission on Labor in report of 1931.

Medical Facility

The JKCL takes the following preventive measures for health of

workers at the factory:-

Chest X-ray:

Of the workers annually, if there is a chest involvement due to

cement dusts. So far not any contagious or any serious industrial disease
has been found caused by the cement dust. Besides blood sugar, ECG
and ultrasound facilities are made available to workers as and when
required.

Those workers who unfortunately suffer from any life consuming

disease and need the treatment outside the state, they are being sent on
corporation expenses along with one attended after they get a referral
letter from SKIMS, Principal Medical College or Director Health
Services as per the medical attendance rules in vogue in the state
government.

Transport Facility.

Transport facility to workers residing at a long distance is provided

to relieve them from strain and anxiety. As per DGM projects of JKCl;
such facilities also provide greater opportunity for relaxation and
recreation and help in reducing the rate of absenteeism.
 Recreational Facility:

No such recreational facility like vacations, and there is no concept

of holidays except Sundays, shopping offers are provided but festival
bonanza of Rs 2000/= are given as incentives to the laborers.

Various Acts implemented in JKCL are as under:-

According to Factories Act 1948, cleanliness, maintenance of

walls, proper drainage system, bathroom facility, proper flooring
are provided as per Chapter 13.

Canteen facilities are provided to workers.

Women and children are prohibited to work on site plant.

Medical examination is annually done under the supervision of

Chief Medical Officer.

The facilities like rest rooms, nursing hours are available.

There is no fencing done around the machines but electrical

appliances are well maintained.

500gms of mustard oil was provided per month to every worker for
applying it to the exposed part of the body to prevent from the
dryness of the skin which was later discontinued on the demand of
the workers union and is being paid in cash since then, except
workers working in packing plant who in addition to cash get
mustard oil also.
 Half Kg of Gur was issued to every worker monthly. This was also
discontinued on demand of the union and is now paid in cash.

Safety goggles/belts are being issued to the employees who are

working in packing plant and general workshop and also to the
welders as protective measures for their eyes.

Ear guards are being provided to all eligible employees who are
working in noisy areas, which are raw mill, cement mill, coal mill
and compressor house.

Safety and electrical shoes are being provided to all the employees
every year and electric shock proof shoes are provided to
employees who work in electric section to avoid electric shock.

Both winter and summer uniforms including jerseys are being

provided to the employees every year.

Winter uniform for the quarry staff like rain coats are also provided
to prevent them from chilly and cold winters.

According to Workmens Compensation Act 1923 compensation is

given to the diseased, injured workers of and in course of their job.
We can say Workmens Compensation Act 1923 is fully
implemented in the organization.

Maternity Benefit Act 1961 also is working in the organization.

Maternity leave of 2 months before and 2 months after delivery is

 give to the pregnant working women. All the provisions with
respect to the Act are provided.

Security Measures:

employees of JKCL gets sufficient amount as gratuity

Welfare funds: Contributions are made by the employees and at

the time of retirement certain amount is given to the employees in
order to ensure

Contributory provident fund (C P) is raised by the union of JKCL

and given to retired employees.

Enhancement fund of Rs. 4000/= is given from JKCL to its

employees

Cost of living allowances (COLA) is given to the eligible

employees.
UNIONISM:

JKCL has a union in the name of JKCL employees association under

the chairmanship of Abdul Rashid Regoo, which was formed in 1975
under registration number 455 under the Industrial Disputes Act.
Which timely work for the betterment of employees.

Role played:

In 2003 JKCL employees association took the step towards

improving efficiency through motivation of workers. The J&K
government decided on their recommendations to create a retirement
fund for workers in JKCL besides increasing the number of days for
leave encashment and enhance the zero absentee allowance. The
board of directors agreed in creation of retirement fund in which
money is pooled by charging 1 rupee/bag of cement.

One more step in their direction was the profitability

allowance was increased to Rs. 4000/=

The union played an important role in 1997 when all

employees went on the strike for 31 days against the
extension of the retirement of an executive official.

By the active role of union his retirement order was canceled,

 all employees resumed their duty.

The effectiveness of union is clear from the fact that there has
been no dispute among employers and employees till date.

POLLUTION CONTROLLING MEASURES:

In order to provide clean and eco-friendly services, the company

successfully upgraded its all pollution controlling devices in recent past.
In the year 2002-2003, the outdated dust collectors were replaced by
more efficient and latest reverse pulse jet system. Excellent results were
immediately achieved. The localities as well as armed forces in the
vicinity are satisfied with the efforts.

In the year 2002-2003, the organization undertook major

improvements/repairs for stabilization of the plant.

There are two ESP's (electrostatic precipitators along with gas

conditioning towers), one for each kiln. New anti pollution devices on
all the remaining stacks. Therefore R P J is a latest in anti-pollution
devices having German technology, were installed and commissioned on
all but one section in the year 2002-03.

Contribution in the development of the state:

The organization is providing direct and indirect employment to more
than 500 unskilled, skilled, semiskilled, specialized and super
specialized persons in addition about 70% distributors are engaged in the
sale of the products. The company plays a significant role in the
development of the state various hydel- power projects, water treatment
plants, canals, factories use Jehlum brand cement. The company is
supplying bulk quantities to Leh, Kargil, defense services and all the
state and central government projects in the state. Recently the Railway
project has also approved the JKCL cement.

. Appraisal is
Findings and discussions of interview schedule

To study the above objectives of the organization through the method of

observation and interview schedule, as tools of data collection , the
tabulated data with inferences are as under:
Q1. What was eligibility for recruitment?
Eligibility No. of respondents %age
Advertisement 24 80
Qualification 6 20
Vocational training - -
Skills - -
Total 30 100
Inferences: 80% of the employees are recruited by means of
advertisement and 20% on the qualification basis.
Q 2.What was the criteria for selection ?
Criteria No. of respondents %age
Written test 2 6.7
Interview 26 86.7
Group interview 2 6.7
Total 30 100.
Inferences: Majority of the employees I,e 86% were selected by
conducting interview and few ones I,e 6% were selected through written
tests and group interviews, each.
Q 3.Are you satisfied with the recruitment ?
Satisfaction No. of respondents %age
Yes 26 86.7
No 4 13.3
Total 30 100.
Inferences: 86.7% of the employees are satisfied with the prevalent
 policy of recruitment in the establishment. 13.3% of the employees feel
that internal recruitments are more prevalent, which is the main cause of
their dissatisfaction.
Q4. Have you got any training through the organization?
Responses No. of respondents %age
Yes 22 73.3
No 8 26.7
Total 30 100
Inferences: Out of total respondents,73.3% said that they have got
training through the organization in relation to their role and
status.26.7% said that they have not got any training because of
unawareness, un-accessibility, etc.
Q5. Have you been evaluated after training?
Responses No. of respondents %age
Yes 13 43.3
No 17 56.7
Total 30 100
Inferences: 43.3% of the respondents said that after receiving training
they were evaluated by giving certain practical work , assignments and
56.7% said that no progress report was analyzed after the training
process.
Q5. Is there any performance appraisal system in the organization.

Responses No. of respondents %age

Yes 21 70
No 9 30
Total 30 100.
Inferences: Those who said that performance appraisal system is existant
in the organization,comprises a population of 70% of the employees.
The process is carried out through APRs (Annual progress report) of the
employees . 30% of the respondents said that performance appraisal is
not existent in the establishment.
Q6. Are you satisfied with prevailing system of promotion?
Response No. of respondents %age
Yes 19 63.3
No 11 36.7
Total 30 100
Inferences: Majority of the employees i,e 63.3%are satisfied with the
promotions done on the basis of seniority I,e after every five(5) years
an employee gets promotion . The meager percentage i,e 36.7% said that
promotion should be done on the basis of qualification and merit . They
thought that many times unskilled and incapable persons are getting the
positions ,which are not of their standard.

Q7.Do you have any supervision in the organization ?

Response No. of respondents %age
Yes 30 100
No - -
Total 30 100
Inferences: cent percent of the respondents believe that high quality
supervision is responsible for the profitable endeavors of the
organization. seniors of various sections performing the duty of
supervising the whole work behavior.
Q8.How do you rate senior-subordinate relationship?
Response No. of respondents %age
Good 20 66.7
Satisfactory 6 20
Compromising 4 13.3
Bad - -
Total 30 100
Inferences: 66% of the respondents said that the relations between
different standards of employees is good. Good relationship boosts the
success and progress of the organization. Lesser percentage of the
respondents feel some strains in the relationship between/with their
senior and subordinate.
Q9. Which factors do you feel responsible for good performance?
Response No. of respondent %age
Good salary 20 66.7
Incentives 5 16.7
Allowances 4 13.3
Job in public sector 1 3.3
Total 30 100
Inferences: 66.7% respondents said that the handsome salaries provided
by the organization to the employees are responsible for the good
performance . Incentives and allowances also play a commendable role
in the motivation of the employees to accomplish the work with great
ease.
Q10.Are you satisfied with the salaries?
Response No. of respondents %age
Yes 25 83.3
No 5 16.7
Total 30 100
Inferences: 83.3% of the respondents are satisfied with the salaries
provided to them by the organization.
Q11.Are you satisfied with the incentives provided by the
organization?
Responses No. of respondents %age
Yes 23 76.7
No 7 23.3
Total 30 100
Inferences: Out of total percentage76.7% of the respondents are satisfied
with the incentives, bonuses, allowances provided by the
organization.23.3%of the respondents believe that these incentives
should be increased in order to come up with the changing demands.
Q12. Are the various social security legislations implemented by the
corporation?
Response No. of respondents %age
Yes 26 86.7
No 4 13.3
Total 30 100
Inferences: 89.7% of the respondents said that various social security
 legislations like Workmans compensation act, Maternity Benefit act,
Factories act etc, are implemented by the authorities at the time of
respective needs.
Q13. In case of any injury or fatal accident, are you being compensated
for that and are you satisfied with these measures?
Response No.of respondents %age
Yes 29 96.7
No 1 3.3
Total 30 100
Inferences: 29 respondents (96.7%)said that every employee, facing any
injury(during working time) gets compensation amount for the treatment
of the injury, by the organization and same percentage responded that we
are satisfied with the compensation measures.
Q14. Do you have any trade union in the organization? Are you the
member of the of the union. Are you satisfied with the activities of the
union
Measures No. of respondents No. of respondents
Yes %age Yes %age
Trade union 29 96.7 1 3.3
Membership 13 43.3 17 56.7
Satisfied with the25 83.3 5 16.7
activities
Inferences: majority of the respondents are aware about the existence of
trade union in the organization i,e 96.7%,few among the respondents
were the members of the union and most of the respondents said that the
union addresses our grievances and demands . we are very much
satisfied with the union.
Q15. Does the organization work for the betterment of the society?

Response No. of respondents %age

Yes 27 90
No 3 10
Total 30 100
Inferences: 90% of the respondents agree that the corporation has
benefited the adjacent locality . the company provides funds for the local
areas for development works, hospitals, provided ambulance. Provides
cement to them on subsidized prices. Constructed a school building in
the area.
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OBSERVATIONS:

JKCL has got the personal department bearing the responsibility of

human resource planning. Thus it is the department where the
process of recruitment, selection and training etc takes place. But
the problem lies with this department that they are devoid of the
HR personal staff. So, this department is sick in the sense that they
are unable to apply the various HRM techniques effectively.

Employees are not involved in decision making. As the decision

making is important for the betterment and survival of the
organization, it is only the process of decision making which
dictates the change in the organization. For the effective decision
making it is important to involve the most important asset that is
the common employees in this process. In JKCL any decision
regarding the organization is taken by higher management alone.

Due to higher demand JKCL feels it is unnecessary to go for

advertising. JKCL produces about 600 metric tones of the
cement/day and whole of the product gets sold on the same day.
Thus it is reason that JKCL is devoid of the storage house. Due to
 higher demand of the product the organization feels it unnecessary
to go for advertising. For them they think it is only wastage of time
and money. But if the same trend will continue it will cause the
pathology within the organization, because other cement industries
like Saifco, Khyber, etc are advertising their products and are
growing fast.

Workers are not using the safety measures. As it is clear that in

Factories Act 1948 provisions have been kept for the safety of
workers, working in the hazardous conditions, although in JKCL
the workers are provided with various safety measures, like masks,
helmets, shoes, uniforms, etc so, as to protect them from accidents.
But we have observed that it is the complete negligence on the side
of workers that they are not using the safety measures.

Corporate social responsibility services are confined to Khrew area

only.

Grievance cell is not working properly. The work of the grievance

cell is to look after the grievances of employees. Thus it is a way
out to solve the problems of the employees within the organization.
Although JKCL has got a grievance cell, but after the interaction
with many employees it was revealed that the cell is not working
properly.

The common people of the valley do not take the full benefits of
 JKCL. As the most of the raw materials used for the production of
the cement comes from within the valley like gypsum from Uri,
clay from surrounding areas of factory. There is less transport
facility for raw materials. So, as a result the market prize of the
final product is less, compared to cement imported from outside
the valley.

As JKCL sells its maximum part of the production to the

government projects forcing the people of the valley to be
dependent upon the costly cement imported from outside the
valley.

The above discussed observations show the weaknesses of JKCl

but there are also some positive things which should be
highlighted.

The employees have the good transport facility.

There is no sign of child labor in the factory.

Maximum numbers of employees are satisfied with their jobs.

Workers are getting the benefits under various Acts like

Workmens Compensation Act, Maternity Benefit Act, Mines Act,
etc.

Workers get the salary in time with all other incentives.

There is good canteen facility at the head office.

 There is also rule of over time wage in JKCL.

The workers get festival bonuses.

Suggestions:

JKCL should develop a healthy Human Resource Cell.

JKCL should focus on development of the healthy Human

Resource Cell along with competent Human Resource
Professionals, so that it will facilitate in identifying the right type
of people. Socializing them in the most appropriate way, training
them, and developing them in the right direction, assigning the
tasks which are best suited for every individual. So as to bring out
their best, motivating them to make their best contribution and
creating conditions for the people to enjoy their life.

The performance appraisal system should be changed in the

corporation. They maintain the performance appraisal report as
confidential report. The whole process of evaluating the
performance of employees goes wasted as the employees are not
informed about the results. This system should be changed.
 There is no thrust on creation of second line employees. If a person
is retiring from the job within 6 months, there must be proper
planning to replace the vacancy created.

There must be proper advertisement of the posts vacant through

electronic or print media.

. The new plant has very less workers. The workers in new plant feel
that they are over burdened with the work. So there is an urgent need of
making new recruitments in new plant.

There is no website of JKCL presently. Creating a website could be

fruitful for the corporation as it will be easy to get the information
regarding any matter about the organization

Professionals should be recruited.

JKCL should take more steps towards the protection of

environment. Although JKCL has installed RPJs and ESPs to
reduce the harmful pollution, but this is not enough and JKCL
needs to take more steps towards the protection of environment by
various processes like a forestation.

Need of Labor Welfare Officer. After interacting with workers we

came to know that they are unaware about various legal factory
rights, thus there is a dire need of Labor Welfare Officer in JKCL.

Union should work effectively for the betterment of workers. As

 we know that for the protection of workers against oppression or
exploitation by capitalist organizations, the institution of trade
union is powerful weapon of defense In JKCL a union has been
established under Industrial Disputes Act, this union should work
effectively for the betterment of workers.

Rest rooms should be provided to workers.

As in Factories Act 1948 there is provision for rest rooms. Workers

in JKCL are lacking this facility so, they should be provided rest
rooms, which is a basic need as well as an important tool of
motivation.

For the stress management there is the need to have a professional

psychologist.

Scenario of Cement Industry a Decade Back and Currently.

In Kashmir overall we have 10 cement industries and currently the

total production is 6-7 lakh tons of cements annually. Since we
have a demand of more than 12-13 lakh tons annually, we are
importing cement from other states despite having a large reserves
of raw material unexplored. Before turmoil there were just two
cement factories in Kashmir that belonged to JK cements. Until
2000 the production level was just 60,000 tons but later things
changed that saw the production level touching 7 lakh ton marks
each year.
 Cement industry as an important sector in Kashmirs economy

It is becoming an important part of Kashmirs economy. Because

presently we are importing cement worth not less than Rs 500
crores annually from other states. If we work on it we can not only
satisfy valleys demand, but importing will stop. Tourism we
believe generates revenue, our local cement industry will stop
revenue going out.

Comparatively we lack basic infrastructure which is essential for

every sector of economy including tourism and it is expected that
cement industry will consolidate the total infrastructure in Jammu
and Kashmir.

It reduces the cost of projects for the local government as it

provides cement to the government at low price as compared to the
private cement industries.

Still only 1.5 million tons of lime stone out of 4000 million tons
have been utilized. It is believed that if the percentage is increased
by one more percent it will fetch Rs 2500 crores of revenue to
Kashmir region alone.

As far as the capital investment in cement industry is concerned

Banks are very supportive. It is not only that state investors are
supportive but the investors from all over the country always show
 the interest. As said by the DGM JK Cements, we are supported
and it is not only here but across India that banks dont show any
reservations.

Cement industry if promoted at strategic level as an attack on

ailing J&K economy by establishing special industrial zones for
cement sector in J&K.

Cement industry has a huge Capacity to absorb people by

providing Direct as well as indirect employment.

As said by DGM, 20,000 families are directly or indirectly related

with this trade, so every time something bad happens, everybody is
hits. We have experienced it when our plants remained suspended
for two months during economic blockade on the valley.

Corporate Social Responsibility and measures of JK

Cements in this Field:

Corporate social responsibility (CSR) is a concept whereby

organizations consider the interests of society by taking
responsibility for the impact of their activities on customers,
suppliers, employees, shareholders, communities and other
stakeholders, as well as the environment
This obligation is seen to take steps to improve the quality of life
for employees and their families as well as for the local community
and society at large.
The practice of CSR is subject to much debate and criticism.
Argument is that there is a strong business case for CSR, in that
corporations benefit is considered in multiple ways.
 CSR in JK Cements Ltd.

The idea of CSR in view of the authorities of JKCL is totally in

consideration of social setup of the particular area.

The authorities believe in developing the areas like that of:

1. Education

2. Health

3. Infrastructure

They have established a 10 bed hospital for the people of Khrew.

Quarters for the doctors are constructed.

They have constructed a laboratory in the school near Khrew.

More classrooms have been constructed for the comfort of girl

students in Girls High school

Playground has been developed for the recreation of the students.

The authorities are working on the development of link road from

Pampore to Khrew.

As per the authorities the policy of CSR is confined only to the

area around the plant, as they want to compensate to the loss that is
caused because of the pollution from the cement plant.

The management also stresses on the recruitment of local people as

employees.
 The management have also installed ESP and RPJ as the pollution
control devices

The local people are getting the cement on subsidized rates.

CONCLUSION

Jammu & Kashmir Cements Ltd is having a big hand in the

development of the state. The corporation is progressing through
leaps and bounds. It is the only corporation of the state that is running
in profit. But because of the indefinite hand of government and its
wrong policies, its condition is believed to deteriorate. The
management of JKCL has decided to open a grinding unit in Jammu.
The raw material for grinding purpose will be supplied form Kashmir
to that plant. Majority of employees believe that it will be a great
wastage of resources to move raw material from here to Jammu. The
grinding unit of JKCL khrew claims that if they will be given one
new shovel and three more tippers, they can double there production
but the management is not giving an ear to this fact. Need of the hour
is to understand the importance of the establishment and develop
feasible strategies for its proper acceleration towards growth and
development. The market for the cement industry is really very wide.
As JKCLs product is really very good and widely accepted, but the
need is to take the benefits really to the common man of Kashmir, by
making more availability of cement for the common man of the state.

With this we are concluding this report. This was a

great experience to work with the Jammu & Kashmir cement ltd. We
did not experienced any problem on the field because of cordial
support of the staff of JKCL..