A

Project Report
On
“AN ANALYSIS OF RECRUITMENT AND SELECTION PROCESS IN J.K.
CEMENT”

A report Submitted to Dr. VSIPS as a partial fulfillment of Master in Business

Administration (MBA)
MASTER IN BUSINESS ADMINISTRATION

Submitted to: Submitted by:

Mr. .Rajesh Sharma Manvendra Dwivedi
H. R. (Manager) Roll No: - 960770028
J K Cement Kanpur Batch 2009-2011

Dr. Virendra Swarup Institute of Professional Studies,

Affiliated to UPTU, Lucknow

K- Block Kidwai Nagar, Kanpur.

(0512)2611997, www.vsipskanpur.com

ACKNOWLEDGEMENT
First of all I thank God for giving me this wonderful opportunity to undertake this research
which is a part of my MBA program.

I would like to sincerely thank Mr. Rajesh Sharma for giving me the wonderful opportunity
to work under his able guidance and support throughout my research report.

With great pleasure, I extend my deep sense of gratitude towards to Dr. Ashish Tiwari and
my project GUIDE Mr. Jitendra Awathi Under whose valuable guidance, constant interest
and encouragement, which have devoted his ever-precious time from his busy schedule and
his thus in completing the summer training report.

And I am also thankful Ms. Garima Sengar whose great co-operation was a source of
inspiration throughout the completion of summer training report.

MANVENDRA DWIVEDI

DECLARATION

I hereby declare that this project report entitled as “An analysis of recruitment and selection
process”, submitted to, Dr. Virendra Swarup Institute Of Professional Studies, Kanpur,
UPTU in partial fulfillment of the requirement of MBA is a bona fide work done by me and
it was not submitted to any other university or institution previously.

2
The data and facts provided in the report are authentic to the best of my knowledge. I
solemnly declare that the work done by me is original and no copy of it has been submitted
to any other university for award of any other degree, diploma, and fellowship on similar
topic.

MANVENDRA DWIVEDI

CONTENT

1. Cover and Title page

2. Certificate

3
 3. Acknowledgement
4. Declaration
5. Table of content
I Chapter
6. Executive Summary
7. Objective of the study
8. Methodology
9. The chapter would contain the following things
○ Formulation of Hypothesis
○ Sources of Data
○ Sample size, if any
○ Methods of data collection
○ tools and techniques of analysis
II Literature review
○ Industries overview
➢ Cement Industry
➢ History of origin of cement
➢ Modern cement
➢ Top 10 player of cement industry
○ company overview
➢ Strength
➢ Subsidiary
➢ Product
➢ Policy
➢ Plans
III About the project taken in the organization
IV Surveys, feedback and Data Analysis
V Suggestion/ Recommendation
VI Conclusion
VII Bibliography
Executive Summary

This report is a summary of the summer training done at cement Industry. The first few pages
of the report talk about an introduction to the cement industry & the need for specialists in

4
cement independently since their incorporation & then with the profile of recruitment in
cement Industry. Hereafter the report talks about the Research i.e. Agency Development-
recruit best profiles as Employee s. Here we talk about the process of recruiting Employee
followed by principles of recruiting. In the next few pages an attempt has been made to
clarify the details & descriptions which one should know before thinking of becoming an
Employee …right from the qualities & reasons for becoming an Employee to the payments
& benefits provided by J.K. Cement to its Employees.

The rest of the pages give details of forms, formalities & other documents involved.

The last pages constitute of the findings of the Research & the conclusion.

OBJECTIVE OF STUDY
This project entitled Recruitment of Recovery agent in J.K. Cement, KANPUR aimed at
studying the recruitment of Recovery agent of any organisation are very important functions
because these decide the most suitable manpower which steers the industry to its desired
goals.

This project was undertaken as a part of the curriculum of MBA, which is compulsory for
each student to have the training in any organisation to their respective specialization, as to
gain firsthand knowledge of the organization. This exposure enables the trainees to learn

5
effective and efficient ways and means to solve the real problems faced by the organization
and also to understand its dynamics.

Objective
The main objectives of this project are:

• To study the Recruitment and selection process used at J.K. Cement, Kanpur.

• To analyze the effectiveness of this very important function in terms of development

of the organization and the individual.

RESEARCH METHODOLOGY
This Research involves the collection of primary data through survey approach because data
is to be collected only by meeting people of different age groups, different segments and
different working groups who are interested in doing part time work for earning extra money.
Survey helps to know that which type of persons’ profile has been more interested in earning
extra money.

Approached people through various means. they did cold calling, targeted on various
segments. Invited people for COPs, a meeting that talks about the career opportunity being
provided and the benefits that Employee can avail once he starts with his work.

6
they mainly approached people ones who seemed to be on a look out for a job, part-time or
full time.

Once people are short listed and recruited, we follow a series of procedures through which
they are finally selected. The procedure is known as the selection process explained in detail.

RESEARCH INSTRUMENT

The research instrument used here for collecting primary data is questionnaire. This has
provided flexibility in substantial Information from diversified people. This survey helped to
know that how people think about extra earning sources.

1. SAMPLING PLAN:
• Sampling area: Kanpur
(Qualified people of age above 25 yr from different region.)

• Sample size : 100

• Method used for collecting primary data is questionnaire

• Sampling Procedure:

(a) Random sampling

(b) Stratified sampling

2. CONTACT METHOD:
Following contact methods through which information was gathered:

• Pilot

• In depth interview

3. DATA COLLECTION:
Sources of Primary and Secondary Data
One major aim of this project was to analyze the competition on retail banking market with
respect to HDFC and their products & offerings. Therefore I had to gain knowledge about the
different products of its products and their various functionalities with respect to HDFC

7
Bank and how the other banks are doing well in the same aspect. In order to accumulate this
knowledge.

Primary Data: The only way this project could have been done was' by collecting primary
data from the common man For this purpose a detailed structured questionnaire was made
and tested before being put to use.

Secondary Data: I had to go through a lot of secondary data namely (Indian banking
System) HDFC Banks' Annual Report and products & services of HDFC bank collected from
internet.

III CHAPTER

8
 LITERATURE REVIEW

Industry overview
Cement Industry

In the most general sense of the word, cement is a binder, a substance that sets and hardens
independently, and can bind other materials together. The word "cement" traces to the
Romans, who used the term opus caementicium to describe masonry resembling modern
concrete that was made from crushed rock with burnt lime as binder. The volcanic ash and
pulverized brick additives that were added to the burnt lime to obtain a hydraulic binder were
later referred to as cemented, cemented, cement and cement.

Cement used in construction is characterized as hydraulic or non-hydraulic. Hydraulic

cements (e.g. Portland cement) harden because of hydration chemical reactions that occur
independently of the admixture's water content; they can harden even underwater or when
constantly exposed to wet weather. The chemical reaction that results when the anhydrous
cement powder is mixed with water produces hydrates that are not water-soluble. Non-
hydraulic cements (e.g. lime and gypsum plaster) must be kept dry in order to gain strength.

9
The most important use of cement is the production of mortar and concrete—the bonding of
natural or artificial aggregates to form a strong building material that is durable in the face of
normal environmental effects.

Concrete should not be confused with cement because the term cement refers only to the
anhydrous powder substance (ground clinker) used to bind the aggregate materials of
concrete. Upon the addition of water and/or additives the cement mixture is referred to as
concrete, especially if aggregates have been added.

History of the origin of cement

Early uses

It is uncertain where it was first discovered that a combination of hydrated non-hydraulic

lime and a pozzolan produces a hydraulic mixture (see also: Pozzolanic reaction), but
concrete made from such mixtures was first used on a large scale by Roman engineers.[1]
They used both natural pozzolans (trass or pumice) and artificial pozzolans (ground brick or
pottery) in these concretes. Many excellent examples of structures made from these concretes
are still standing, notably the huge monolithic dome of the Pantheon in Rome and the
massive Baths of Caracalla.[2] The vast system of Roman aqueducts also made extensive use
of hydraulic cement.[3] The use of structural concrete disappeared in medieval Europe,
although weak pozzolanic concretes continued to be used as a core fill in stone walls and
columns.

Modern cement

Modern hydraulic cements began to be developed from the start of the Industrial Revolution
(around 1800), driven by three main needs:

• Hydraulic render (stucco) for finishing brick buildings in wet climates.

• Hydraulic mortars for masonry construction of harbor works, etc ..., in contact with
sea water.

• Development of strong concretes.

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In Britain particularly, good quality building stone became ever more expensive during a
period of rapid growth, and it became a common practice to construct prestige buildings from
the new industrial bricks, and to finish them with a stucco to imitate stone. Hydraulic lines
were favored for this, but the need for a fast set time encouraged the development of new
cements. Most famous was Parker's "Roman cement".[4] This was developed by James Parker
in the 1780s, and finally patented in 1796. It was, in fact, nothing like any material used by
the Romans, but was”Natural cement" made by burning sectarian - nodules that are found in
certain clay deposits, and that contain both clay minerals and calcium carbonate. The burnt
nodules were ground to a fine powder. This product, made into a mortar with sand, set in 5–
15 minutes. The success of "Roman Cement" led other manufacturers to develop rival
products by burning artificial mixtures of clay and chalk.

John Seaton made an important contribution to the development of cements when he was
planning the construction of the third Eddy stone Lighthouse (1755-9) in the English
Channel. He needed a hydraulic mortar that would set and develop some strength in the
twelve hour period between successive high tides. He performed an exhaustive market
research on the available hydraulic lines, visiting their production sites, and noted that the
"hydraulicity" of the lime was directly related to the clay content of the limestone from
which it was made. Seaton was a civil engineer by profession, and took the idea no further.
Apparently unaware of Seaton’s work, the same principle was identified by Louis Vicar in
the first decade of the nineteenth century. Vicar went on to devise a method of combining
chalk and clay into an intimate mixture, and, burning this, produced”artificial cement" in
[5]
1817. James Frost, working in Britain, produced what he called "British cement" in a
similar manner around the same time, but did not obtain a patent until 1822. In 1824, Joseph
Aspin patented a similar material, which he called Portland cement, because the render made
from it was in color similar to the prestigious Portland stone.

All the above products could not compete with lime/pozzolan concretes because of fast-
setting (giving insufficient time for placement) and low early strengths (requiring a delay of
many weeks before formwork could be removed). Hydraulic lines, "natural" cements and
"artificial" cements all rely upon their belie content for strength development. Belie develops
strength slowly. Because they were burned at temperatures below 1250 °C, they contained no
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alit, which is responsible for early strength in modern cements. The first cement to
consistently contain alit was made by Joseph Aspin’s son William in the early 1840s. This
was what we call today "modern" Portland cement. Because of the air of mystery with which
William Aspin surrounded his product, others (e.g. Vicar and I.C. Johnson) have claimed
precedence in this invention, but recent analysis[6] of both his concrete and raw cement have
shown that William Aspin’s product made at North fleet, Kent was a true alit-based cement.
However, Aspin’s methods were "rule-of-thumb": Vicar is responsible for establishing the
chemical basis of these cements, and Johnson established the importance of sintering the mix
in the kiln.

William Aspin’s innovation was counter-intuitive for manufacturers of "artificial cements",

because they required more lime in the mix (a problem for his father), a much higher kiln
temperature (and therefore more fuel), and the resulting clinker was very hard and rapidly
wore down the millstones, which were the only available grinding technology of the time.
Manufacturing costs were therefore considerably higher, but the product set reasonably
slowly and developed strength quickly, thus opening up a market for use in concrete. The use
of concrete in construction grew rapidly from 1850 onwards, and was soon the dominant use
for cements. Thus Portland cement began its predominant role.

Types of modern cement

1. Portland cement

Cement is made by heating limestone (calcium carbonate), with small quantities of other
materials (such as clay) to 1450 °C in a kiln, in a process known as calcinations, whereby a
molecule of carbon dioxide is liberated from the calcium carbonate to form calcium oxide, or
quicklime, which is then blended with the other materials that have been included in the
mix . The resulting hard substance, called 'clinker', is then ground with a small amount of
gypsum into a powder to make 'Ordinary Portland Cement', the most commonly used type of
cement (often referred to as OPC).

Portland cement is a basic ingredient of concrete, mortar and most non-specialty grout. The
most common use for Portland cement is in the production of concrete. Concrete is a
12
composite material consisting of aggregate (gravel and sand), cement, and water. As a
construction material, concrete can be cast in almost any shape desired, and once hardened,
can become a structural (load bearing) element. Portland cement may be gray or white.

Portland cement blends

These are often available as inter-ground mixtures from cement manufacturers, but similar
formulations are often also mixed from the ground components at the concrete mixing plant.
[7]

Portland blast furnace cement contains up to 70 % ground granulated blast furnace slag,
with the rest Portland clinker and a little gypsum. All compositions produce high ultimate
strength, but as slag content is increased, early strength is reduced, while sulfate resistance
increases and heat evolution diminishes. Used as an economic alternative to Portland sulfate-
resisting and low-heat cements.

Portland flash cement contains up to 30 % fly ash. The fly ash is pozzolanic, so that
ultimate strength is maintained. Because fly ash addition allows lower concrete water
content, early strength can also be maintained. Where good quality cheap fly ash is available,
this can be an economic alternative to ordinary Portland cement.

Portland pozzolan cement includes fly ash cement, since fly ash is a pozzolan, but also
includes cements made from other natural or artificial pozzolans. In countries where volcanic
ashes are available (e.g. Italy, Chile, Mexico, the Philippines) these cements are often the
most common form in use.

Portland silica fumes cement. Addition of silica fume can yield exceptionally high
strengths, and cements containing 5-20 % silica fume are occasionally produced. However,
silica fume is more usually added to Portland cement at the concrete mixer.

Masonry cements are used for preparing bricklaying mortars and stuccos, and must not be
used in concrete. They are usually complex proprietary formulations containing Portland
clinker and a number of other ingredients that may include limestone, hydrated lime, air
entertainers, retarders, water proofers and coloring agents. They are formulated to yield
workable mortars that allow rapid and consistent masonry work. Subtle variations of

13
Masonry cement in the US are Plastic Cements and Stucco Cements. These are designed to
produce controlled bond with masonry blocks.

Expansive cements contain, in addition to Portland clinker, expansive clinkers (usually

sulfoaluminate clinkers), and are designed to offset the effects of drying shrinkage that is
normally encountered with hydraulic cements. This allows large floor slabs (up to 60 m
square) to be prepared without contraction joints.

White blended cements may be made using white clinker and white supplementary
materials such as high-purity met kaolin.

Colored cements are used for decorative purposes. In some standards, the addition of
pigments to produce "colored Portland cement" is allowed. In other standards (e.g. ASTM),
pigments are not allowed constituents of Portland cement, and colored cements are sold as
"blended hydraulic cements".

Very finely ground cements are made from mixtures of cement with sand or with slag or
other pozzolan type minerals that are extremely finely ground together. Such cements can
have the same physical characteristics as normal cement but with 50% less cement
particularly due to their increased surface area for the chemical reaction. Even with intensive
grinding they can use up to 50% less energy to fabricate than ordinary Portland cements.[11]

2. Non-Portland hydraulic cements

Pozzolan-lime cements. Mixtures of ground pozzolan and lime are the cements used by the
Romans, and can be found in Roman structures still standing (e.g. the Pantheon in Rome).
They develop strength slowly, but their ultimate strength can be very high. The hydration
products that produce strength are essentially the same as those produced by Portland
cement.

Slag-lime cements. Ground granulated blast furnace slag is not hydraulic on its own, but is
"activated" by addition of alkalis, most economically using lime. They are similar to
pozzolan lime cements in their properties. Only granulated slag (i.e. water-quenched, glassy
slag) is effective as a cement component.

14
Super sulfated cements. These contain about 80% ground granulated blast furnace slag,
15 % gypsum or anhydrite and a little Portland clinker or lime as an activator. They produce
strength by formation of ettringite, with strength growth similar to a slow Portland cement.
They exhibit good resistance to aggressive agents, including sulfate.

Calcium aluminates cements are hydraulic cements made primarily from limestone and
bauxite. The active ingredients are monocalcium aluminates CaAl2O4 (Coo · Al2O3 or CA in
Cement chemist notation, CCN) and kainite Ca12Al14O33 (12 Coo · 7 Al2O3, or C12A7 in CCN).
Strength forms by hydration to calcium aluminates hydrates. They are well-adapted for use in
refractory (high-temperature resistant) concretes, e.g. for furnace linings.

Calcium sulfoaluminate cements are made from clinkers that include ye'elimite (Ca4
(AlO2)6SO4 or C4A3 in Cement chemist's notation) as a primary phase. They are used in
expansive cements, in ultra-high early strength cements, and in "low-energy" cements.
Hydration produces ettringite, and specialized physical properties (such as expansion or rapid
reaction) are obtained by adjustment of the availability of calcium and sulfate ions. Their use
as a low-energy alternative to Portland cement has been pioneered in China, where several
million tons per year are produced.[12] [13] Energy requirements are lower because of the lower
kiln temperatures required for reaction, and the lower amount of limestone (which must be
endothermic ally decarbonated) in the mix. In addition, the lower limestone content and
lower fuel consumption leads to a CO2 emission around half that associated with Portland
clinker. However, SO2 emissions are usually significantly higher.

"Natural" cements correspond to certain cements of the pre-Portland era, produced by

burning argillaceous limestones at moderate temperatures. The level of clay components in
the limestone (around 30-35 %) is such that large amounts of belie (the low-early strength,
high-late strength mineral in Portland cement) are formed without the formation of excessive
amounts of free lime. As with any natural material, such cements have highly variable
properties.

Geopolymer cements are made from mixtures of water-soluble alkali metal silicates and
aluminosilicate mineral powders such as fly ash and metakaolin.

The setting of cement

15
Cement sets when mixed with water by way of a complex series of hydration chemical
reactions still only partly understood. The different constituents slowly hydrate and
crystallize while the interlocking of their crystals gives to cement its strength. Carbon
dioxide is slowly absorbed to convert the Portland (Ca (OH) 2) into insoluble calcium
carbonate. After the initial setting, immersion in warm water will speed up setting. In
Portland cement, gypsum is added as a compound preventing cement flash setting.

Environmental impacts

Cement manufacture causes environmental impacts at all stages of the process. These include
emissions of airborne pollution in the form of dust, gases, noise and vibration when operating
machinery and during blasting in quarries, and damage to countryside from quarrying.
Equipment to reduce dust emissions during quarrying and manufacture of cement is widely
used, and equipment to trap and separate exhaust gases are coming into increased use.
Environmental protection also includes the re-integration of quarries into the countryside
after they have been closed down by returning them to nature or re-cultivating them.

CO2 emissions

Cement manufacturing releases CO2 in the atmosphere both directly when calcium carbonate
is heated, producing lime and carbon dioxide, and also indirectly through the use of energy,
particularly if the energy is sourced from fossil fuels. The cement industry is the second
largest CO2 emitting industry behind power generation. The cement industry produces about
5% of global man-made CO2 emissions, of which 50% is from the chemical process, and
40% from burning fuel. The amount of CO2 emitted by the cement industry is nearly 900 kg
of CO2 for every 1000 kg of cement produced.

In certain applications, lime mortar, reabsorbs the CO2 chemically released in its
manufacture, and has a lower energy requirement in production. Newly developed cement
types from Novice and Eco-cement can absorb carbon dioxide from ambient air during
hardening.

Heavy metal emissions in the air

16
In some circumstances, mainly depending on the origin and the composition of the raw
materials used, the high-temperature calcinations process of limestone and clay minerals can
release in the atmosphere gases and dust rich in volatile heavy metals, ago, thallium,[19]
cadmium and mercury are the most toxic. Heavy metals (To, Cod, Hg,) are often found as
trace elements in common metal sulfides (pyrite (FeS2), zinc blended (Zones), galena
(Pubs),) present as secondary minerals in most of the raw materials. Environmental
regulations exist in many countries to limit these emissions.

Heavy metals present in the clinker

The presence of heavy metals in the clinker arises both from the natural raw materials and
from the use of recycled by-products or alternative fuels. The high pH prevailing in the
cement pore water (12.5 < pH < 13.5) limits the mobility of many heavy metals by
decreasing their solubility and increasing their sorption onto the cement mineral phases.
Nickel, zinc and lead are commonly found in cement in non-negligible concentrations.

17
 TOP TEN PLAYERS OF CEMENT INDUSTRY

Name
Production
Installed Capacity
Net Profit (Quarter ended Sep 30
Name 18

Production
Name
Production
Installed Capacity
Net Profit (Quarter ended Sep 30
Name
Production
Installed Capacity
Net Profit (Quarter ended on Sep 3
Name
Production 19

Installed Capacity
 COMPANY OVERVIEW
J.K. Cement is an affiliate of the J.K. Organization, which was founded by Lela Kampala
Singhania. The J.K. Organization is an association of industrial and commercial companies
and has operations in a broad number of industries.

Cement operations commenced commercial production in May 1975 at first plant at

Nimbahera in the state of Rajasthan. At Nimbahera, we started with a single kiln with a
production capacity of 0.3 million tons. They added a second kiln in 1979 with production
capacity of 0.42 million tons, and a third kiln in 1982 with a production capacity of 0.42
million tons. They added a precalciner with a capacity of 0.4 million tons in 1988, which
increased capacity at Nimbahera to 1.54 million tons. During the years 1998 through 2003,
we continued to implement modifications to each of kilns, which increased aggregate
capacity at Nimbahera to 2.8 million tons as of September 30, 2005.

They commissioned a second grey cement plant at Mongrel plant in 2001, with a production
capacity of 0.75 million tons. As of September 30, 2005, we had an aggregate production
capacity of 3.55 million tons per annum of grey cement. White cement plant was completed
in 1984 with a capacity of 50,000 tons. Continuing modifications to the plant have increased
its production capacity to 300,000 tons as of September 30, 2005.

Today, J. K. Cement Ltd. is one of the largest cement manufacturers in Northern India. They
are also the second largest white cement manufacturer in India by production capacity. While
the grey cement is primarily sold in the northern India market, the white cement enjoys
demand in the export market including countries like South Africa, Nigeria, Singapore,
Bahrain, Bangladesh, Sri Lanka, Kenya, Tanzania, UAE and Nepal.

Access to high quality limestone reserves that are suitable for production of white cement
provides us with a competitive advantage. Based on geological surveys conducted by
independent agencies on mines between 1996 and 2001, limestone reserves for both grey and
white cement are expected to meet existing and planned limestone requirements of 4.0 Manta
of grey cement and 0.4 Manta of white cement, for approximately 40 years.

20
Backed by state-of-the-art technology and highly skilled manpower against the backdrop of
India’s infrastructural growth in an overdrive, we are upbeat about the future. they are
confident of contributing heavily in India’s new of development. They see a world of
concrete ideas on the horizon.

Chairman
Dr. Singhania, Chairman, holds a Master of Arts degree in Economics and a PhD degree in
Economics from Agra University. He has corporate experience spanning 50 years. He has
been associated with the Company as its Promoter Director and has led Company since its
inception in 1994. He is also the Chairman of JKSL, Jugular Kampala Cotton Spy. & Wag.
Mills Company Limited and J.K. Traders Limited. He has held the position of Chairman of
the Merchant Chambers of Uttar Pradesh and Employers Association of Northern India.

He has also been the president of Uttar Pradesh Stock Exchange Association Limited. He has
been a director of Pradeshiya Industrial Investment Corporation of Uttar Pradesh, Uttar
Pradesh State Industrial Development Corporation and the Uttar Pradesh State Sugar
Corporation. Currently, he is also the chancellor of Dayan and Shish Sans than and the
president of Kanpur Education Society.

21
 STRENGTH
Enjoy a number of key competitive advantages, which have helped maintain position as one
of the leading cement manufacturers in the Northern Indian cement market. Principal
strengths and competitive advantages are as follows:

Leading position in attractive Northern India grey cement market.

Based on CMA data, Northern Indian cement manufactures have consistently operated at the
highest levels of capacity utilization among India’s five regions. They believe this reflects
the strong demand in Northern India for cement products relative to supply. Further, based
on capacity expansions announced by cement manufacturers, they expect cement plants in
Northern India to continue to operate at high utilization levels and anticipate continued
strong demand for grey cement products in the near and medium-term.

They believe that we are well positioned to take advantage of this demand, as the largest grey
cement manufacturer in Northern India, and the largest grey cement manufacturer in the state
of Rajasthan.

One of the Leading white cement producer in India

White cement accounted for 16.6% of total cement revenue and 35.2% of adjusted EBITDA
from cement operations in fiscal 2005, and 15.5% of revenues and 26.7% of adjusted
EBITDA from cement operations in the six months ended September 31, 2005. Unlike grey
cement, the white cement industry in India is highly concentrated with the two largest players

22
accounting for the substantial majority of India’s production capacity. Consequently, prices
of white cement have been relatively less volatile and sales of white cement have generated
more stable cash flows for the even during industry downturns in grey cement. They also
believe position as the second largest producer of white cement in India, together with
nationwide delivery network, significantly enhances the overall brand image of JK Cement.

Proximity and access to large reserves of high quality limestone

The company has access to large reserves of limestone for both grey and white cement
operations, which we believe are sufficient to sustain operations well into the future. Based
on independent geological surveys of different mines during 1996 to 2001, the believe that
limestone reserves are sufficient to support current and planned capacity for approximately
40 years for both grey and white cement. (Put in risk - assuming we are able to renew
existing leases upon their expiry) As one of the first cement producers in Northern India,
they were able to choose limestone reserves in an area with high quality limestone. In
addition to allowing us to produce white cement, which requires high quality limestone, it
also provides us with a cost advantage, as they are not required to purchase sweeteners to
improve the quality of limestone. Further, manufacturing plants are in close proximity to
limestone reserves, resulting in lower transportation costs. Finally, mines that supply white
cement plant at Gotten also have a supply of white clay, an important additive necessary for
white cement production.

Quality of products and strong brand name

Believe that brand name and reputation are important to retail purchasers of cement in India.
They have built a strong reputation among cement purchasers by consistently providing high
quality products. They believe that there is strong customer awareness of brands, JK Cement
(“Sarvashaktiman”), for grey cement in principal market in Northern India, and JK White
(“Camel”), for white cement across India. Further, they believe that brand name and
reputation for consistently supplying high quality products provide us with a competitive
advantage in ensuring that cement dealers carry products.

23
Extensive marketing and distribution network
They have a wide distribution network for grey cement in Northern India. They also have a
strong all-India distribution network for white cement. Distribution network for grey cement
products consists of 44 feeder depots serviced by seven regional sales offices in Delhi,
Haryana, Uttar Pradesh, Punjab, Rajasthan, Madhya Pradesh and Gujarat. White cement
network comprises 20 feeder depots serviced by 13 regional sales offices in Delhi,
Chandigarh, Uttar Pradesh, West Bengal, Andhra Pradesh, Tamil Nadu, Karnataka, Kerala,
Maharashtra, Gujarat, Madhya Pradesh and Rajasthan. In addition, we have more than 4,000
retail stores that stock grey and white cement products, as well as 22 sales promoters and
handling agents. They believe that the extent of this network, and relationships with dealers,
enables to market and distribute cement widely and efficiently.

Experience and technical know-how

They have 30 years of experience in the Indian cement industry, which they believe provides
us with the skills to maximize production efficiency, expand production capacity quickly and
reduce costs. Over the years, we believe that they have developed long-term customer
relationships and a strong reputation for quality. In addition, we have a proven track record
of upgrading and modernizing production capabilities efficiently, having increased
production capacity at Nimbahera by more than 80%, from 1.54 million tons in 1998 to 2.8
million tons as of September 30, 2005. Further, they have a stable and experienced middle
and senior level management team, many of whom have been working in cement operations
for more than 20 years. Nimbahera manufacturing facility was chosen by the World Bank
and the Danish International Development Agency as one of the f training centers in India to
serve as the “Regional Training Center” for Northern India. There are only f regional training

24
centers for the cement industry in India, and we believe operation of the training center
provides us with access to state of art training aids, live working models, and technical
expertise developed by well known national and international cement producers.

REGIONAL TRAINING CENTRE

Over the years, we have developed long-term customer

relationships and a strong reputation for quality. In
addition, they have a proven track record of upgrading and
modernizing production capabilities efficiently, having
increased production capacity at Nimbahera by more
than 80%, from 1.54 million tons in 1998 to 2.8 million
tons as of September 30, 2005.they have a stable and
experienced middle and senior level management team, many of whom have been working in
cement operations for more than 20 years.

Nimbahera manufacturing facility was chosen by the World Bank and the Danish
International Development Agency as one of the f training centers in India to serve as the
“Regional Training Center” for Northern India. There are only f regional training centers for
the cement industry in India, and we believe operation of the training center provides us with
access to state of art training aids, live working models, and technical expertise developed by
well known national and international cement producers.

25
 SUBSIDIARY
JAYKAYCEM LTD.
• Jaykaycem Ltd., a wholly owned subsidiary of J.K.Cement Ltd. is setting up
Greenfield Grey Cement plant with split grinding unit in the state of Karnataka.

• In Phase – I, Integrated plant of 2.5 million tons would be set up at Muddapur,

dust. Bagalkot and in Phase – II, split grinding unit of 1.0 million tons would be set
up at Bellary.

• Substantial Land for factory & colony has been acquired and the entire factory &
mining land will be procured by March’07.

• Orders have been placed for main plant & equipment, gear boxes and other long
delivery items Foundation stone laying ceremony was held on 8th Dec.’06 and civil
work has started.

• Integrated Unit (Phase – I) will be completed in Oct. - Dec.’08 quarter and

Grinding Unit (Phase – II) would be commissioned after 6–12 months of Phase-I.

PRODUCTS
The produce grey cement and white cement. Grey cement produced by us consists of
Ordinary Portland Cement (“OPC”) and Portland Pozzolana Cement (“PPC”). OPC has three
principal grades that are differentiated by their compressive strengths, and consist of 53-
grade, 43-grade and 33-grade OPC.

All products comply with the quality standards specified by the Bureau of Indian Standards
(“BIS”). Cement products are marketed under the brand names J.K. Cement and
Sarvashaktiman for OPC products, J.K. Super for PPC products and J.K. White and Camel
for white cement products, which we believe are well known brands.

J .K. WALL PUTTY

26
White cement based putty for luxurious and silky interior/exterior finish of y dream home.

Type of cement

Grey Cement

Grey cement produced by us consists of OPC and PPC. There are also other cements in the
market that we do.

White Cement
They manufacture white cement under the brand names J.K. White and Camel.

Water Proof

27
JK Water proof is another product from JK Cements Ltd. which is ISI approved...

PRODUCT RANGE

28
They manufacture white cement under the brand names J.K. White and Camel. White cement
is produced using a different quality of limestone and is distinguished from grey cement by
its white color. Each ton of white cement requires approximately 1.33 tons of limestone, 0.02
tons of gypsum and 0.2 tons of additives including white clay, feldspar and fluorspar.

JK Water proof is another product from JK Cements Ltd. which is ISI approved. It’s a water
repellent material in powder form which specially formulated and designed to prevent
passage of water through pore and capillaries of the concrete, thereby imparting to concrete
an efficient, dependable and durable water proofing protection against rain, ground water,
moisture, dampness, humidity etc. JK Water proof is free from chlorides and is based on
material which disperses rapidly and makes a homogenous mix with cement.

POLICY
29
Technologies change, needs change, and in turn products change. What remain unchanged,
are values and ideas that propel any entity forward. Ideas that are concrete and unwavering,
just like their outcome. At JK Cement we are crossing milestones, one after another,
propelled by the following concrete ideas:

• To provide products that fully comply with technical specifications committed to

customers, at the most competitive price.

• To ensure complete reliability in dealings with customers, distributors, suppliers &

other partners.

• To operate manufacturing facilities in such a way, that they help sustain the
environment & provide new opportunities for the underprivileged in that region.

• To ensure that every department of every office enc ages new & better ideas and
freedom of expressing the same, and cultivate a work environment that rewards
excellence in every employee’s chosen area of work leading to a harmonious &
fulfilling atmosphere.

• To motivate every team member to challenge his last best performance and out do
it continually.

• To remain abreast and imbibe the latest technological trends for the benefit of
customers.

30
 PLANTS

they manufacture grey cement in two facilities located at Nimbahera and Mangrol in the state
of Rajasthan in Northern India. White cement is produced at facility at Gotan in the state of
Rajasthan. plants have obtained many accolades and recognition, the most noteworthy
being : ISO-9001:2000 QMS and ISO-14001:2004 EMS for the grey cement facility at
Nimbahera and ISO-9001:2000 QMS, ISO-14001:1998 EMS & OHSAS-18001:2005
Occupational Health and Safety for the white cement facility at Gotan. The construction of
first most modern dry cement plant began in 1970 in Nimbahera in Rajasthan.

The following table shows a breakdown of production of the Nimbahera, Mangrol and
Gotten cement facilities for the periods indicated

PRODUCTION (IN METRIC TONS)

Fiscal Fiscal Fiscal Six months ended

2006 2007 2008 September 30, 2009

Nimbaher 2,323,283 2,272,760 2,414,196 1,256,942

a

31
 Mongrel 570,464 718,572 912,419 493,211

Gotten 200,149 215,538 224,481 99,343

Nimbahera Unit

Mongrel Unit

Gotten Unit

32
 Mnufacturing Process

The production process for cement consists of drying, grinding and mixing limestone and
additives like bauxite and iron ore into a powder known as “raw meal”. The raw meal is then
heated and burned in a pre-heater and kiln and then cooled in an air cooling system to form a
semi-finished product, known as a clinker. Clinker (95%) is cooled by air and subsequently
ground with gypsum (5%) to form Ordinary Portland Cement (“OPC”). Other forms of
cement require increased blending with other raw materials. Blending of clinker with other
materials helps impart key characteristics to cement, which eventually govern its end use.

There are two general processes for producing clinker and cement in India: a dry process and
a wet process.

The basic differences between these processes are the form in which the raw meal is fed into
the kiln, and the amount of energy consumed in each of the processes. In the dry process, the
raw meal is fed into the kiln in the form of a dry powder resulting in energy saving, whereas
in the wet process the raw meal is fed into the kiln in the form of slurry. There is also a semi-
dry process, which consumes more energy than the dry process but lesser than the wet
process.

Dry Process
The basic steps involved in the production process are set out below:

All J.K. Cement plants are dry process plants. Limestone is crushed to a uniform and usable
size, blended with certain additives (such as iron ore and bauxite) and discharged on a
vertical roller mill, where the raw materials are ground to fine powder. An electrostatic

33
precipitator deducts the raw mill gases and collects the raw meal for a series of further stages
of blending. The homogenized raw meal thus extracted is pumped to the top of a preheated
by air lift pumps. In the presenters the material is heated to 750°C. Subsequently, the raw
meal undergoes a process of calcinations in a precalcinator (in which the carbonates present
are reduced to oxides) and is then fed to the kiln. The remaining calcinations and
clinkerization reactions are completed in the kiln where the temperature is raised to between
1,450°C and 1,500°C. The clinker formed is cooled and conveyed to the clinker silo from
where it is extracted and transported to the cement mills for producing cement. For producing
OPC, clinker and gypsum are used and for producing Portland [Pozzolana] Cement (“PPC”),
clinker, gypsum and fly ash are used. In the production of Portland Blast Furnace Stag
Cement (“PSC”), granulated blast furnace slag from steel plants is added to clinker.

34
 Corporate Social Responsibility

White Cement Unit

• Concrete Road with proper drainage system at Gotten village

35
• Sponsorship of annual Eye camps at Gotten

• Street Light for Gotten village

• Tree plantation along the road leading to Gotten

• Organizing Social event for residents of Local area

• Funding & Technical support for Infrastructure projects of Local Community

• Tube Well – to provide drinking water for villagers

• Temple (Renovation of two old temples)

• Dharamshala (Inn) at Gotten Village

• Free education to the wards of Cargill war heroes

• Free bus service for students of nearby villages

• Building for girls school at Gotten village

Grey Cement Unit

• Construction of Hospitals

• Sponsorship in eye camps

• Construction of Dharamshalas

• Construction of Panchayat building

• Construction of Temple in township

• Construction of school buildings in nearby villages

• Construction of roads connecting with the highways

• Provide drinking water facilities in nearby villages by bore wells

36
 • Operating an Industrial Training Institute affiliated with National Council for
Vocational Training, Govt. of India

• Running two schools: Pad is Vida Vicar- from K.G. to Vetch Class & Kailas Vida
Vicar – From Vita to XII affiliated with Central Board of Secondary Education
(CBSE) Govt. of India. More than 1000 students study in these schools

Environmental Concern

Environmental Clearance of Expansion of Cement Grinding Unit

To feed the required limestone to cements plants, they hold f mining leases at Airport,
Maliakhera, Kaunda and Tilakhera where mining is carried out using deep whole drilling and
blasting. But a lot of care has been taken to negate the ill effects of this ecology affecting
activity.

To begin with, they have converted the dry drilling into wet drilling, water is sprinkled on the
haul roads, dense plantation has been cultivated around the working pit, Sequential Blasting
Machine and down the hole delay are being used to reduce noise, vibration and fly rock.
Water is kept stored in the forth bench for use during summer as it also helps recharge the
ground water table.

Forestation is carried out at all the f mines as a part of the mining process. Till date, a total of
2, 85,396 plants have been planted covering a total area of over 65 hectares. Necessary
arrangement for watering these plants, ensuring their survival, has also been done in the form
of construction of 6 water tanks combined with the facilitation of direct water supply
pipelines and water tankers.

They have also focused on the Waste Dump Management. The generation of waste material
along with mining of limestone at all mines, is almost negligible. However, some waste like

37
Interstitial Clay, when generated, is excavated separately and dumped at the specified places.
These waste dumps are being properly leveled which are then covered with black cotton soil
scraped from other parts of the pit only. This forms the bed for plantation or forestation. The
heights of the dumps are kept only 5 to 6 marks. So that there will be no chance of
destabilizing of these dumps after plantation in the long run.

Besides, JK Organisation, is also involved in setting up a number of Primary Schools,

Secondary Schools, Industrial Training Institutes, Institutes of Management & Research,
Institute of Medicine, Institute of Cardiology, Institute of Radiology & Cancer Research and
Dr. Gaur Hair Singhania Academy of Productivity Science & Environmental Engineering.

38
 V CHAPTER
Surveys, feedback and Data Analysis

Findings & DATA Analysis

The data gathered was analyzed qualitatively. The analysis was aimed to figure the ideal type
of Employee to make the distribution chain more effective.

Data getting from questionnaire categorized into f category as:

People who were interested in doing part time job & not satisfied with their earning.

All the data taken from the survey classified into three segments. Findings changes according
to profile.

People who were interested in doing part time job & satisfied with their earning.

39
Data Analysis
1. People interested in joining Company (unemployed people)

a) 45% yes

b) 24% no

c) 31% can’t say

Data Interpretation:

Above graph shows that max no of People interested in joining Company.

40
2. Age group of the Employee

Year

a) 15-18 = Nil

b) 19-25 = 36%

c) 26-30 = 28%

d) 31-40 = 28%

e) More than 40 = 8%

Analysis:

Above graph shows that max no of Employee s are at the age group of 19 to 25 year.

3. In which year have you joined J.K. Cement ltd as an Employee or consultant?

2007 = 20% 2008 =52% 2009 = 30%

41
 5. What is y last academic qualification?

12th ( ), Graduate ( ), Post graduate ( ), MBA ( ), C.A ( ),

Other ________________________________________________

12th = 24% Graduate = 52% Post Graduate = 8%

MBA = 16% C.A = Nil

6. At present you are working in this job as a

Full time = 44% Part time = 56%

Analysis:
The findings shows the many people join the Employee s ships for the part time
work

42
 7. If you are doing any other job beside it what is it?

Student = 30%

Private Employee = 45%

Govt. Employee = 10%

Business = 10%

8. Are you satisfied about commission and incentive structure of J.K. Cement?
Yes ( ) No ( )
Yes = 85% No = 15%

43
 9. What inspire you for hard working?

A. Motivational session ( )
B. Joint field visit ( )
C. Commission, incentive and reward ( )
A. Motivational session = 28%, B. Joint field visit = 12%, C. Commission, incentive and
reward = 60%

10. What was y achievement in last three month?

A. In no. of policy ______________

0-5 = 36%
5-10 = 48%
Above 10 = 16%

44
11. Do you think that achieving that no. and amount was easy for you

Yes ( ) No ( )
Yes = 65% No=35%

45
 Data Interpretation
The data shows that to recruiting an Employee varies according to person’s profile. Most
of the unemployed person want to get a job with salary. Only few persons were
interested in doing job on commission basis. But it was very difficult to convince
them that they can earn more money in comparison with their fixed salary (ranges
from Rs. 5,000-10,000) and get a wonderful growth path.

Unemployed don’t have any kind of job. They just want to do something which can give
them a position in corporate world. Since the work profile of an agent is to interacting with
the people and convincing them for purchasing the insurance policy.

Private employees whose salary within Rs 15,000, are highly interested to become a
financial Employee. They just want to make money. Age also matters here; most of the
private employee who was showing their interest is under the age of 40 yrs. The persons, age
above 40 yrs were showing their little interest. Hence they have the higher percentage among
all the Employee s.

Government employees: since any government employee can’t do other job except their
job. Hence initially they refused the proposal of Employee. But when they informed that they
can do it on the behalf of any one from their family, who should be 12th pass. The more
positive answer came.

With introduction of the cement sector in the field of J.k.Cement, it has become extremely
competitive. Cement involves tiring field work and tale contacting, the prospective customers
– to persuade them and convince them about future benefits.

The J.K. CEMENT a multinational concern is busy in recruiting and selecting Employee s
tactfully, skillfully and with expertise. In view of the competition, especially in the private
sector, the J.K. CEMENT makes efficient sales team effort with expertise and acumen to
create excellent customer relationship management with great online support and personal
contacts.

46
The J.K. CEMENT is one of the most prominent companies with international expertise and
experience. Employee s is extensively trained in understanding customers’ needs. With a
dedicated work force behind it, the J.K. CEMENT success story is a result of the unique
vision of the company.

Hence recruitment of Employee s is one of the most important jobs. Inefficient Employee s is
burden for the company. Hence only the capable people who have desire to earn and work
hard are selected.

The intensive market research shows that most of the respondents are showing their interest
in J.K.Cement. They are looking for high commission slab and marvelous career growth
path.

During my summer training I took the help of the above described things. Consequently I
became able to recruit maximum Employee within 8 weeks.

47
 THE PROCESS OF
RECRUITING EMPLOYEE

Prospecting

It includes identifying people who will be willing to & interested in becoming

insurance Employee s with J.K. Cement. Random sampling or market visits, tale- calling,
existing databases or references do this. These people can be anybody ranging from an
unemployed seeking an opportunity or anyone who is already working but desires to have an
extra s cue of income or someone who has extra time & wants to pursue it as a part time &

48
earning along with it. Anybody, a housewife, a businessman, a professional or a student can
take up this opportunity.

Suspecting

This consists of judging such people whether they would be fit for being an
insurance Employee with respect to their qualifications, skills, confidence, etc. After doing
so the next step is fixing appointments with them to give all the information & completing
the formalities.

Sales pitch

This involves the Business Opportunity Presentation (BOP) that gives the prospective
Employee all the information about the company’s background & history, the job profile,
payments & benefits, the skills required, the training requirements & options, the formalities
to be completed, & any other information they wish to know.

Formalities

Once the above is done, the next step is to complete all the formalities of “Insurance
Employee Form” filling along with all the necessary & important documents which are 7
passport size photographs, a DD of Rs.1,000, Age proof, Education proof & Address proof.

Depositing the form

The completed form along with all the required documents is deposited for processing &
recording the data after which the candidate can start the training.

REASONS WHY ONE SHOULD J.K. CEMENT

Rewarding career

As a J.K. Cement employee, one will help people realize their dreams by fulfilling their
financial goals. The difference an employee makes to their lives is more rewarding &
satisfying than one can ever imagine.

A successful team

49
By joining J.K. Cement, an Employee becomes a part of the country’s finest team of life
insurance Employee. J.K. Cement is the No.1 private player. Recently it has been adjudged
the Best for yr 2003

Attractive remuneration

J.K. Cement offers one of the best remuneration systems in the industry that not only takes
care of an Employee’s current earnings, but also guarantees earnings for the future. What’s
more, an Employee can set his own income targets with a potential to earn as much as one
wants for the rest of his life.

Independence

As an Employee, one will be a true entrepreneur. One has the freedom to be his own boss,
work for himself, choose his own clients & make his own money. All of this, without making
any initial capital investment.

World-class training

J.K. Cement provides you with the best-in class training system, since that is what
differentiates J.K. Cement Employee s from the rest. Even if one doesn’t have previous
experience in selling, their multi-dimensional training program conducted by their qualified
in-house training personnel, will make you a specialist in life insurance sales. Their training
program is conducted.

Commitment to career agency system

Their Commitment to career agency system means that, they support their Employee s &
their efforts not just today but at every stage of their business. They believe in enc aging
their Employee s to strive towards the highest level of success, throughout their careers.
Infect, depending on the performance, they offer a management career option with the
company.

Infrastructure support

50
They have invested in creating a state-of-the-art infrastructure at each of their offices.
Employees have access to the necessary tools, technology & people support that will enable
you to build a profitable long-term business.

Complete & diversified product portfolio

An Employee can offer their customers over 400 product combinations of unique products &
riders, to help them meet all their financial goals. In order to give you a greater competitive
edge, they are also continuously working on newer & more innovative products.

Sales & marketing support

J.K. Cement supports their Employee s with innovative sales & marketing tools. The sales,
promotions & marketing collaterals that they provide will help the Employee s take their
business to new heights.

Financial strength

J.K. Cement offers the Employee s & the customers’ unmatched financial strengths &
solidity. Their paid-up capital of Rs.190 core is higher than the norms stipulated by the
regulatory authority in India.

51
 RECRITMENT AND SELECTION PROCESS
WITH J.K. CEMENT

RECRUITEMNT AND SELECTION PROCESS WITH J.K. CEMENT

The successful associates at J.K. Cement come from a diverse spectrum of discipline &
academic backgrounds. Although they are different, however, they have certain qualities in
common. These are the qualities J.K. Cement is looking for in its Employee s.

Personal Integrity

They seek people with strong principles of honesty & integrity. They must be able to live up
to the J.K. Cement’s tradition of fairness & honorable dealings with its people, customers &
the suppliers

A clear liability & responsibility to lead

J.K. Cement needs & wants people who can direct & motivate others & influence their way
of thinking. They must show their empathy & sensitivity in helping others & develop their
abilities & skills.

52
A strong drive to achieve & to excel

J.K. Cement wants people who set demanding, long term personal goals & consistently
achieve them. They must be persistent in overcoming obstacles & getting the best results in a
competitive environment.

The ability to work well with others

J.K. Cement wants people who can establish effective relationships

With different types of people & can excite & spur them to action.

The ability to communicate effectively

J.K. Cement wants people who can organize & express their thoughts clearly, concisely &
confidently & are able to sell their ideas persuasively while at the same time remaining
receptive to others

SUPPORT PROVIDED TO THE EMPLOYEE S

As an Employee with J.K. Cement one would enjoy the following benefits:

Enriching training program

An intensive training program before you commence y new career. This would equip you
with all the information & knowledge about life insurance, its benefits & the products. This
would you perform y job better & meet y goals. You would also enjoy the benefits of
continuous training & mentoring programs that are designed to update you, apart from
enhancing y selling skills

Mentoring

Company provides training and support to meet y goals. You also get an opportunity to learn
from industry experts

Flexibility

You are free to decide y own working h s & earning goals. It’s only y imagination that can
act as a limiting factor.

53
Satisfaction

You will help people manage their assets & plan their financial security, & experience deep
satisfaction from making a positive difference in others lives. You act as strategist in
annuities, business insurance, estate planning & personal investment, providing both short
term & long term solutions to financial risk

Freedom

You can continue with y present job occupation if you so desire & treat this as a parallel s
cue of income. This allows you with the time to decide if you want to take the job of an
insurance Employee as a full time activity or only as a part time.

Earnings
You are entitled to a percentage of premiums as commission till the lifetime of the policies
sold by you as well as bonus commissions.

Attractive additional benefits for high performers

Apart from earnings, you are also awarded for y high performance. Which might include
palmtops, planners, leather portfolio bags, offsite conferences, foreign trips & sales
promotion schemes & much more?

THE IMPORTANCE OF AN EMPLOYEE

J.K. Cement aspires to provide state of the art customer service and opportunities and
avenues for enterprising people to grow and prosper. The company wise to grow
exponentially that is backed by the latest technology, hence offering its customers.

• Complete and diversified product portfolio

• Faster and more accurate service

• Multi-channel distribution systems

• Highly trained professional sales People offering high quality pre and post sales
service

54
It is in the above mentioned areas of personnel specialization were the importance of an
adviser clearly stands out. The adviser not only contribute in bringing in new business for the
company, but also plays an important part in offering world class pre and post sales service
to the client with the support of the organization. But the company in its principle clearly
states out that an adviser to means "Much more than a sales man or sales women, we at J.K.
Cement recognized or adviser as the ambassadors of organization in the market place and
we consider the adviser force would be biggest differentiating factor in the coming year.
The adviser is an important asset not only for the organization from the business point of
view but also to the society on the hole as he/she is someone who provides valuable service
to the community by helping people attain financial security and build funds for their future
needs thereby assisting them in getting their financial freedom.

If looked from the other side of the business where the company is operating the competitive
Indian market and more so in the business of life insurance where the customer looks for
self-belief and faith then adviser certainly hold the vital link in the overall business
proposition. They represent the company's face und words on which the customer can trust
because the customer knows that face. The adviser helps to create a web for the business to
grow and driving the customer to come to the company with complete trust and faith.

Recruit the Best

Experts in knowing what exactly their customer wants the company is well versed in spotting
the talents from the pool and recruiting only whose who have the intellect, energy drive and
the passion to initiate new beginning and even lot of changes if they feel so. The incumbents
are treated as winners and the 'customer hiring' principle necessitates the factor of having the
right person at the right place with the right work. And definitely-no compromises on
expertise and competencies

Personal Responsibility
The company believes that it is the prerogative of the company to create the team that it
wants. Therefore it aims at providing the learning and development conduits to employees to
enhance the domain of knowledge the important leadership and learn skills.

Empowered Team

55
Each employee is a stakeholder in the organization and its growth. It is the one of the
important specialty here that the responsibility comes with a degree of autonomy and,
accountability. The area of operation and growth is to be decided by the individual himself.
But the communication is across channels and ranks where by the targets are sent and the
corrective measures and rewards also come to them. The most important factor is the
employee participation and empowerment.

Reward and Recognition

The reward in the company is directly proportional to the work and target achieved and gone
beyond. You work hard - you earn more. The contributions done are recognized in the most
objective and transparent manner and on the demonstrated competence level. But yes there is
certainly an extra for the people who go beyond then what is expected to them.

Shared vision and Purpose

The company focuses on having the organization towards a common goal, which is easily
done through the effective communication and work channel. Large-scale interactive process
at the organization and group level helps in getting the employees know of what is expected
of them and how has been achieved. This factor encompasses through all the critical
interventions by the team member or the mentor of the team.

THE WORKING ENVIRONMENT

The company is in a continuous search for the best of talents in the market, which align with
the vision and mission of the organization. The company states out its working culture in
certain important factors for the interested incumbents

• Urge from incumbent to be a part of a world-class sales team

• The freedom of working from his/her own office or residence

• The flexibility of working h s-full time or part time

• Opportunity to earn commission, Bonus and Incentives

• Unlimited earnings-directly proportional to y efforts

• Most important- the chance of a Flexible Career

56
The company is aware of the current trends in the market and the essential factor of
increasing the personal and human feeling to the business. Thus the company has got some
underlying t_1ts and reasons for the working a specified manner.

The company gives the space and time required to grow, achieve and to seek new domains
and opportunities. The changing dynamics business makes it evident that the new
opportunities will come from the gaps and needs in the market. Therefore the need is to be
alert enough to notice these new happenings and tap them as and when they arise.

The people in the company are its most important asset but the real focus should be on
delivering on the promises undertaken. The company also stresses out that the incumbents
should have that inner urge and self belief so that they are confident enough of driving the
innovation and change drives that they think are essential. The company believes in being
innovative and tenacious enough to open new domains and horizons of horizons of business
and hence regularly in the process of developing new products and offering state of art
services to all its clients, brokers and agents in the business. Further with the growing
symbiosis of technology in the business. The company also focuses on this aspect in the
sense that it takes e-commerce and technology on a very high priority with increasing res
cues being targeted at the new business economy and the Internet.

57
 THE PROFILE OF EMPLOYEE

Qualification

1. Age should ideally be between 25-60 years

2. Minimum educational qualification is 10+2

3. Good convincing and communication skills

4. Capacity to build an impressive network

5. Engaged in gainful business or occupation

6. Willing to undergo extensive training and development programs

7. Pleasing personality.

Skills and Competencies

As quoted Insurance the company is always on a lookout for people who have the following
skills and competencies that we require in business are:

• Actuarial skills

• Investment Management skills

• Core Operations skills

• Core Underwriting skills

• Relationship management skills

• Research Management skills

58
Leadership and Team Skills

• A person for achieving results

• High energy levels and infectious enthusiasm

• Open to ideas

• Strong team players High caliber and ability

• And, above all, unyielding

JOB PROFILE

As an Employee for the company the role of the individual is no way limited to sell the
policies of the company. But the role basically starts from the basic of explaining the life
insurance aspects and the potential benefits to the customers. Further he is required assists
them in deciding upon the plan that suits them best in terms of finance and security provided.
Therefore the opportunity provided to the Employee is no way and the typical benefits can be
mentioned as following:

• There is absolutely no need of a startup capital

• There is the benefit of flexible working h s

• The freedom to work from anywhere and being one's own boss

• The unlimited earning benefits in from of remuneration and incentives

• And the privilege of being part of a world class sales team

The role of an Employee is multifaceted in the sense that his work scope is in no way limited.
But ill a nutshell the expectation from an Employee has been laid down by the management
in the following manner under two main headings.

1. Providing continuous financial advice for clients

59
 • Identifying prospective clients

• Making appointments

• Conducting reviews with the prospects/existing clients

• Closing the sales contracts

• Getting more referrals so as to increase the network

• Providing pre and post sales service to client

2. The Employee is also required to regularly follow the internal sales and the internal
reporting system so as to get the feedback and further leads for the prospective areas of
business and improvement.

BENEFITS AND SUPPORT PROVIDED

The benefits have already been mentioned very often in the previous section but it’s
necessary to look into them as a comprehensive criterion. The main benefits sand supports
that an Employee would be availing of are the distinct J.K. CEMENT Advantages.

Rewarding Career

The job profile as mentioned earlier is unlimited and an Employee will help people realize
their dreams and provided them the financial and psychological security and faith. The
ultimate rewards will be the difference maid to all these lives and that would be most
satisfying in the real sense.

Successful Team

Being at J.K. Cement gives the opportunity to be a part of India's best team life
insurance Employee s. The company is Numero-uno among the private players in the
industry and has won numerous recognition and award that give it the international edge.

Attractive Remuneration

J.K. Cement offers the most competitive remuneration benefits at present in the industry,
which proves to be very useful from a long term perspective of financial security. There is
absolutely no limit to one's earning added incentive just help an Employee to get more then
what he/she expects.
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Independence

At J.K. Cement the Employee is a boss in himself and in the real sense. There is the freedom
to choose the workplace, the timings and the amount of earning one wants to have.

Moreover there is no need of any initial capital investment, yet one can become an
entrepreneur in the most unexpected manner.

World-Class Training

The company leverages on the international linkages that it has got to provided the best
training available in the industry at the present. The company aims to impart the necessary
skills and competencies to all even if there is no previous experience with the individual. The
presence of trained in-house trainers and professional provide the necessary aspects of
training required. Moreover the training is being provided with the help of professional
institute and centers like the RINS College.

Career Agency System

J.K. Cement commitment to the Career Agency System imparts support to the Employee at
every stage of the business. The company believes in enc aging the Employee to the highest
level of success all through their career. One of the distinct factors is the opportunity and the
option of a management career option for the successful performers.

Best Infrastructure

The huge investment that the company has made to develop the state-of-the-art infrastructure
throughout the business. The infrastructure provides the necessary tools, technology and
human support that enable to build a profitable long-term relationship.

Extensive product portfolio

The company has got more than f hundred policies for its customer. This consists of the
unique individual, group and rider policies. This extensive, diversified and comprehensive
range provides the competitive edge that no other Employee would be having in the market.

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Sales and Marketing Support

The company has got unique sales and marketing tools to help and support the devisor at
every stage of the career. The sales, promotions and collaterals that the company posses help
to achieve just that.

Financial Strength

J.K. Cement offers the customer unmatched financial strength and solidity. The huge amount
of paid up capital and growing revenues are an indicator of that.

Support Provided by the Unit Managers

• Field visits for the incumbents

• Training on products and selling skills

• Regular business reviews to monitor the progress

• The UM acts both as a coach and a mentor

• The UM recognizes the high performers

• Help in becoming financially independent

THE expectations from the team

• To achieve the sales targets given

• To participate in all the meetings being placed

• Attending all the training programs being arranged

• Report for the weekly reviews at the office

• Regularly following the sales process

• And the Employee are also required to follow the weekly reporting process

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 CAREER PROGRESSION
THE PINNACLE PROGRAMME

The program is for the high achievers in the major benefits that are on offer are as following:

• A full time career as a Unit Manager

• The possibility of growth

• Greater earning potential

• The scope for personal development

The selection criteria for the pinnacle Program:

• Age 25-40 years

• At least one year of' working in the system

• Case count of average two per month

Fast track pinnacle program

The program consists of' the following features:

• Offering a fulltime career as an Unit Manager

• Opportunity of' growth within J.K. Cement

• Scope of great earning potential

• Scope for personality development

The selection Criteria for tile particular program are:

• Age 25-40 years

• At least six months of' working ill the system

• 30 issuances within six months

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THE RECOGNITION PROGRAM

• The President's Club - Rewarding the best of the best Employee

• The Achievers Club

a) India Star Club

b) presidents Club

c) Debut Star Club

d) J.K. CEMENT Club

SELECTION PROCEDURE OF BECOMING AN EMPLOYEE

J.K. Cement believes in getting people who can align with the company's principal and
beliefs well enough to, grow on their own. In the word of the management the company
believes that one becomes an Employee for the leader only and if he/she has the:

• Confidence

• Self-motivation

• Persuasion

• Presentation Skills

• Urge to be financial independent

• Relationship skills

• Hershel should always remember “only proposal is rejected but not the person”

The broad steps that best describes the procedure of becoming an Employee in the company
are Part time training - involving 27 days

• Online training - involving 2 months

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So, if we summarize the steps and formalities involved in the whole process, the formalities
for a as following:

• Confirmation of mutual interest as between the company and the individual

• Appearing and clearing the selection interview

• Profiling of the test dates between parties

• Draft payment favoring J.K. Cement Co. Ltd payable Mumbai

• Finalizing of the Training dates and venue.

The company provides for the all-round development of the individual and any previous
experience or inexperience in the related field is not an obstacle. The professional approach
of the company in the training module helps it to train the incumbent in the best possible
manner. The company has got a professional in-house training staff that is one of the best in
the practice. The company has laid down for a state-of-the-art- Training on:

• Selling skills

• Product knowledge

• Relationship skill

Tile Training is delivery through several convenient options keeping in view the requirement
of the individuals and the target of the company. The training is done at the timing and venue
decided upon by the parties concerned.

The incumbents have to complete hundred of training in any mode to choose from.

The guideline laid down for the training are as per the books. The training concept can be
classified according to very different aspects, which can be the delivery medium and the time
involved.

On the basis of the delivery medium the process can be of:

• Face to J.K. Cement training

• Online training

• Self-learning

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Online basis of the time involved the process can be or:

• Full lime training - involving 18 days

Candidate to become the Employee as per the IRDA are:

Filling up of the Employee form

Documents Required

• 12 passport size photograph

• Acceptable age proof

• Acceptable education proof

• Acceptable residence proof'

• Payment worth Rs. 1000 through the demand draft

Completion of the training

Flow for the whole process describes how the training of the Employee starts and how it
works:

Week 1

• J.K. Cement prescribed syllabus

• basics

Week 2

• Employee support system

• Customer need analysis

• J.K. Cement solution

• Employee 's career progression

• Tele-calling

Week 3

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 • Revision & mock test

The Steps involved in becoming an Employee

The goal of selection process is to produce a thorough, objective, total assessment of each
candidate’s abilities in key areas important for success at J.K. Cement. Each applicant is
evaluated using these defined criteria & given equal opportunities to show his/her
capabilities.

Steps in becoming J.K. Cement Employee:

1. Appear for an interview: Once a person has made up his mind about becoming
an Employee, the next step is to appear for an interview that assesses the person
whether he would be fit for this responsibility.

2. Fill up the Insurance Employee form: Once selected, the candidate is required to
fill up the insurance Employee form along with a Demand Draft of Rs.1, 000 &
other necessary documents.

3. Go through 100 h mandatory training: Once the form is filled & all the
compulsory documents, the candidate is required to undergo a 100 h training (50h s
for CA, CS, ICWA, MBA, GIC agents) which is made mandatory. The candidate
has an option of full time training, part time training & online training. The training
enables the candidate to learn all the legal & crucial matters & conditions as well as
communication & selling skills also the products offered.

4. Appearing for & passing the licensing examination : The next step is to appear for
the examination. It is a 100 marks exam & the candidate is required to obtain at least
50 marks to obtain. The examination can be on paper or online depending upon the
candidate’s choice. Fill up the Employee form Go through 100 h mandatory
training Appearing for & passing the licensing examination Get the license
Appearing for & passing the licensing examination Get the license Get the license

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 5. Get the license: Once the candidate passes the examination he is issued a license
after which he can start working as an Agent.

After all these steps are completed, the candidate is ready to become a part of the J.K.
Cement Employee y family. The members in this family are self-driven & passionate about
what they are building. They celebrate hard on their success & face adversity with maturity
& patience.

FINDINGS

Some of the findings of my Research are as follows:

• It is important to create awareness about the J.K.Cement & its liberalization because
even now people know about J.K. Cement & also don’t have much faith in the
private players.

• Since J.K. Cement is a brand name among people so it is an advantage for J.K.
Cement in making a good position in the market.

• People don’t want to choose this profession because of distributing the commission
with the client.

• Employed people don’t find time because of their busy schedule.

• Training centers are limited so it is difficult for people who stay away from these
places to commute.

• When we talk about popularity no doubt that J.K. Cement is No.1 among the
private players.

• People are sometimes rude & unapproachable that it makes it difficult to

communicate with them.

• The Employee who is working as a full timer is performing well Employee who is
working as a part timer.

• The aged Employee (31-40 years) is able to sell more policy then the younger (19-
25 years) Employee.

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 • The Employee who are stratified about the commission and incentive structure of
J.K. Cement Co. Ltd. Are performing well and able to sell more policy than the
Employee who is not satisfied.

• Selling more policy does not depend upon the education qualification of the
Employee.

• Instead of doing full time job they are using as side business, the reason being lesser
job satisfaction and opportunity of growth.

The rating of the inspirational factor

I. Commission, incentive and reward structure

II. Motivational session

III. Joint field visit

 Polices which are flexible and transparent are sold lesser hence the
company should concentrate on such type of policies.

 Pay package of J.K. Cement because of good marketing reputation

and good working environment.

 Employee s prefers J.K. Cement because of better job opportunity.

 Though the average sale of the Employee s having less than 1 year of
experience.

 The researcher can say that the experience does matter as the fresher
are exploiting the unit managers’ network through joint field visit.

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 VI SUGGESTION/ RECOMMENDATION
New following suggested techniques & their implementation

• Market survey for doing part time job in fastest growing sector(cement),
conducted in different region in Kanpur

• New flexible tale-calling script based on data collected by survey. It

changes according to person’s profile.

• Full exhibition of posters showing the benefits of being a Employee .

• COP Presentation to visitors has done one by one.

• Advertisement in print media.

• SMS to mobile holders about part time job.

• New designed posters and banners.

• Just dial services

• References

• Natural market

• Sticking the banners within the office and outside the office which shows the extra
benefit for becoming Employee of J.K. Cement

Utilization of following case for attracting more people towards J.K. Cement

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Print Media: Advertisements were given out in the CLASSIFIEDS section of the leading
Newspapers like Hindustan Times and Times of India stating the opportunity available and
interested people were asked to send in their resumes.

SMS: No’s of the probable prospects were taken from the classifieds sections and a SMS

was sent to them stating the opportunity.

References: they also took References from the people we interviewed regarding whom they
thought would be the best suited and willing to work and we then contacted them.

Natural Market: The easiest s cue of recruitment was tapping of natural market. they
identified the probable candidates within family or friends and contacted them and invited
them for the interview and meeting with the manager. They were also given a Booklet called
Research 365 in which we had to write 365 names and no’s of friends, family or colleagues.

Posters & Banners: they had got posters printed stating the carrier opportunity available and
posters were put up at strategic places they also had got Banners made stating the opportunity
available to have an extra earning and stood at strategic places like bus stops and public
places.

To increase the job satisfaction level of the Employee the company should concentrate
'mainly on the commission, incentive and reward structure rather than the motivation session
and joint field visit.

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 LIMITATIONS (Research Methodology)
• Most of the result that is spelt out has been of qualitative aspect.

• The analysis based on the sales in the last three months might not represent the true
picture of the Employee as the sale of insurance is highly seasonal in nature.

• Due to financial constraint the research could not be done extensively.

• Research had to be cut short because of limited time and working h s.

• Sample size was restricted by the guide to100, which might lead to improper
findings from the date gathered.

These 8 weeks at J.K. Cement Co. Ltd. have taught me a great deal. Since it was my first
experience of working, I initially had my inhibitions but all of them went away very soon.

Interacting with people, knowing their ideas & way of thinking had been quiet interesting. I
now have a slightly better understanding about people & how they behave. I met a number of
people & each of them was so different.

I have learnt a lot about the art of communication after interacting with different sets of
people.

I also have better knowledge about the J.K. Cement & its working.

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Most of all I learned that the world out there is tough & you have to work very hard to create
a niche for y self.

VII CHAPTER
Conclusions
The today’s scenario signals that there is a lot of potential for the growth of cement sector as
the people are becoming more & more Concerned about the safety & security of themselves
& their loved ones This increasing awareness & concern about the need for cement requires
the presence of expert people who can guide & advice people about insurance & suggest
them the products that fits their needs perfectly. An Employee is the one who can take up this
responsibility & help people in this It will not only be beneficial for the society but it will
also give him an opportunity to grow, to earn & achieve self-satisfaction. And with a backup
of a reputed company like J.K. Cement, there seems no barrier in achieving this .In the end; I
would like to say that it was an amazing learning experience to be a part of J.K. Cement.

73
 BIBLIOGRAPHY
Books
• MAMORIA C.B personnel management ,2000, Himalaya publishing house, New
Delhi 165-169

• Prof P.C Tripathi ,Human Red se Development , 2004, Himalaya publishing

house, New Delhi 56-68

• P.SUBA RAO Essentials Of Human Red se Management And Industrial

Relations, Vikash Publication House 2003, Kolkata, 78-83

• Marketing Management by Philip Kotler & Kevin Keller, 13th Edition, Publish By-
Dorling Kindersley (India) Pvt. Ltd. 239-247

Information Brochure of J.K. CEMENT Prudential

Product Manuals of J.K. CEMENT Prudential

Websites:-
• http://www.J.K. Cement.prulife.com
• http://www.moneycontrol.com

• http://images.google.co.in/imgres?imgurl=http://uk.dadamobile.com/images/uk-sms-
spot.gif&imgrefurl=http://power.geobot.net/index2.php&h=215&w=159&sz=5&hl=
en&start=3&tbnid=U5YGAWAkdflDSM:&tbnh=106&tbnw=78&prev=/images?
q=SMS&svnum=10&hl=en&lr=&sa=G
• http://en.wikipedia.org/wiki/Ancient_Rome
• http://www.jkcement.com/HTML/index.html
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 • http://www.indiamart.com/company/250082/#products
• http://www.globalsources.com/manufacturers/JK-White-Cement.html

QUESTIONNAIRE FOR EMPLOYEE

1. Personal Information
Name:

Sex: M/ F

Adders:

Material status:

(a) Single...........

(b) Married.....

Age group.......... (a) 15-18 (b) 19-25 (c) 26-30 (d) 31-40

(e) More than 40

1. People interested in joining Company (unemployed people)

a) Yes

b) No

c) Can’t say

2. In which year have you joined J.K. Cement Co. Ltd as a financial Employee?

Year __________________________

3. What is your last academic qualification?

12th ( ), Graduate ( ), Post Graduate ( ), MBA ( ), CA ( ),

Other___________________________

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4. At the beginning you joined in this job as a

Full time ( ), Part time ( )

5. At present you are working in this job as a

Full time ( ), Part time ( )

6. If you are doing any other job beside it, what is it?

7. Why have you preferred this job?

A. As a main s cue of income ( )

B. As a side income ( )

8. Are you satisfied about commission and incentive structure of J.K. Cement?

Yes ( ), No ( )

9. What inspire you for hard working?

A. Motivational session ( )

B. Joint field visit ( )

C. Commission, incentive and reward ()

10. What was y achievement in last three month?

A. In No. of Policy _________________________

B. In amount (Total) Rs._______________________

11. Do you think that achieving that No. and amount was easy for you?

Yes ( ), No ( )

1. If yes, then what factor made it easy?

A. Y own network and capability ( )

B. Market Demand ()

2. If no, then why?

A. You have not good network

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 B. You have not good convening power

C. You are not aware about y job

D. You did not get proper support from y organization

12. What is the demographic Profile of most of y customer?

A. Age ( ), B. Gender ( )

C. Professional ( ), D. Income level ( )

13. Are you satisfied about the various policies offered by J.K. Cement Co. Ltd.?

Yes ( ) No ()

14. What type of work is generally done?

A.__________________________________________

B.__________________________________________

C.__________________________________________

15. What type of work is easy to sale for you?

A_____________________________________________________

Why: __________________________________________________

B.____________________________________________________

Why__________________________________________________

C. ___________________________________________________

Why__________________________________________________

16. in which month / months you use to sale more in a particular year?

_______________________________________________________

Why _______________________________________________________

17. What are the things you like in y organization?

a. For commission and Incentive Structure ( )

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b. For Job Opportunity ( )

c. For Good Working Environment and Management Support ( )

d. For Good Reputation of J.K. CEMENT ( )

e. Other: ________________________________________________

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