Beruflich Dokumente
Kultur Dokumente
CHAPTER I
CENTURY RAYON is a division of Century Textiles & Industries Limited, which belongs to
B. K. Birla Group of Companies, one of the largest industrial houses in India. The division is
situated at Shahad, about 60 Kms, North of Mumbai, on the bank of Ulhas River.
Rayon division at Shahad commenced its operations in 1956 with an industrial production
capacity of 5.5 Tons of Viscose filament yarn per day. Today, it is the largest producer of
viscose filament yarn in the country, having the capacity of 45 tons per day.
Century Rayon commenced Caustic Soda production for its captive consumption way back in
the year 1964 with 30 TDP mercury cell plant. In the year 1993, the company installed
pollution free membrane cell plant and discontinued mercury cell plant. Today, it produces 55
TDP of Caustic Soda & allied chemicals. Century Rayon also produces Carbon-disulphide,
Sulphuric Acid which are the basic raw materials for producing viscose filament yarn.
Its now one of the largest manufacturer & exporter of Viscose Filament Pot Spun Yarn,
Continuous Spun Yarn, & Tyre Yarn. All these plants are accredited with ISO 9001: 2000
Certification. Century Rayon commands 28% of the Indian Viscose Filament Yarn market.
The financial annual turnover exceeds INR 400 crores (approx US $ 90 Million).
PLANT
Rayon (Estd.1056)
PRODUCT
CAPACITY
6,500 MT/annum
2.500 MT/annum
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installed.
advantages over conventional pot spun viscose filament yarn. The plant was expanded to
capacity of 7 TPD in year 2003.
Rayon is one of the most peculiar fabrics in commercial use today. Strictly speaking it is not
an artificial fiber, because it is derived from naturally occurring cellulose. It is not, however, a
natural fabric because cellulose requires extensive processing to become RAYON. Rayon is
usually classified as manufactured fiber and considered to be Regenerated Cellulose.
colored
Spinning syndicate Silks.Rayon is the oldest manufactured fiber, having been in production
since the 1880s in France, where it was originally developed as a cheap alternative to silk.
DuPont Chemicals acquired the rights to the process in the 1920s and quickly turned rayon
into a household world, churning out yards of the cheap, versatile fabric. Rayon drapes well,
is easy to dye, and is highly absorbent, although it tends to age poorly. Many rayon products
yellow with age and pill or form small balls and areas of roughness where the fabric is most
heavily worn.Rayon is a manufactured regenerated cellulose fiber, because it is produced
from naturally occurring polymers, it is neither a truly synthetic fiber nor a natural fiber; it is
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USES OF RAYON
Some major rayon fiber includes apparel (E.g. Blouses, Dresses, Jackets, Lingerie, Linings,
Scarves, Suits, Ties, Hats, and Socks) furnishings (E.g. Bed spreads, Blankets, Window
Treatments, Upholstery, Slipcovers) industrial uses (E.g. Medical surgery products, Non
woven products, tire cord), and other uses (E.g. Yarn, Feminine hygiene products, Diapers)
A sample of rayon from skirt, blouse, shirt with different texture.
HISTORY:Nitrocellulose
The fact that Nitrocellulose is soluble in organic solvents such as Ether & Acetone, made it
possible for Georges Audemars to develop the first Artificial Silk about 1885, but his
method was impractical for commercial use. The commercial production started in 1891, but
it was flammable, and more expensive than acetate or cuprammonium rayon. Because of this,
production was stopped before World War I, for example in Germany. Briefly, it became
known as Mother-in-law silk. Nathan Rosenstein invented the spunize process by which he
turned rayon from hard fiber to a fabric. His allowed Rayon to become a popular raw material
in textiles.
Acetate method:
Paul Schutzen berger discovered that cellulose can be reacted with acetic anhydride to form
cellulose acetate. The triacetate is only [citation needed] soluble in chloroform making the
method expensive. The discovery that hydrolyzed cellulose acetate is soluble in less polar
solvents, like acetone, made production of cellulose acetate fibers cheap and efficient.
Cup ammonium Method:
The German chemist Eduard Scheweizer discovered that tetra amine copper dihydroxide
could dissolve cellulose. Max Fremery & Johann Urban developed a method to produce
carbon fibers for use in light bulbs in 1897. Production of Rayon for textiles started in 1899
in the Vereinigte Galanzstofffariken AG in Oberbrunch. Improvement by J. P. Bamberg AG in
2004 made the artificial silk a product comparable to real silk.
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Steeping:
The cellulose sheets are saturated with a solution of caustic soda (or sodium hydroxide) and
allowed to steep for enough time for the caustic solution to penetrate the cellulose and
convert some of it into Soda cellulose the sodium salt of cellulose. This is necessary to
facilitate controlled oxidation of the cellulose chains and the ensuing reaction to form
cellulose Xanthate.
Pressing:
The soda cellulose is squeezed mechanically to remove excess caustic soda solution.
Shredding:
The soda cellulose is mechanically shredded to increase surface area and make the cellulose
easier to process. This shredded cellulose is often referred to as White crumb.
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Xanthation:
The properly aged white crumb is placed into a churn, or other
mixing vessels, and treated with gaseous carbon disulfide. The soda
cellulose reacts with carbon disulfide to form Xanthate ester groups. The carbon disulfide
also reacts with the alkaline medium to form inorganic impurities which give the cellulose
mixture a characteristic yellow color and this material is referred to as Yellow crumb.
Because accessibility to the carbon disulfide is greatly restricted in the crystalline regions of
the soda cellulose, the yellow crumb is essentially a block co-polymer of cellulose and
cellulose Xanthate.
Dissolving:
The yellow crumb is dissolved in aqueous caustic solution. The large Xanthate substituents
on the cellulose force the chains apart, reducing the inter chain hydrogen bonds and allowing
water molecules to solvate and separate the chains, leading to solution of the otherwise in
soluble cellulose. Because of the blocks of unxanthated cellulose in the crystalline regions,
the yellow crumb is not completely soluble at this stage. Because the cellulose Xanthate
solution (or more accurately, suspension) has a very high viscosity, it has been termed
Viscose.
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Cutting:
If the rayon is to be used as staple (i.e. discreet lengths of fiber), the group of filaments
(termed TOW) is passed though a rotary cutters to provide a fiber which can be processed
in much the same way as cotton.
Yarn is a long continuous length of interlocked fibers, suitable for use in the production of
textiles, sewing, crocheting, knitting, weaving, embroidery and rope making.
Thread is type of yarn intended for sewing by hand or machine. Modern manufactured
sewing threads may be finished with wax or other lubricants to with stand the stresses
involved in sewing. Embroidery threads are yarns specifically designed for hand or machine
embroidery.
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YARN
SPOOLS OF THREAD
Structure:
Spun yarn is made by twisting or otherwise bonding staple fibers together to make a cohesive
thread. Twisting fibers in to yarn in the process called spinning can be dated back to the upper
Paleolithic, and yarn spinning was one of the very first processes to be industrialized. Spun
yarns may contain a single type of fiber, or be blend of various types. Combining synthetic
fibers (which have high strength, artificial luster, and fire retardant qualities) with natural
fibers (which have good water absorbance and skin comforting qualities) is very common.
The most widely used blends are cotton-polyester and wool-acrylic fiber blends. Blends of
different natural fibers are common too, especially with more expensive fibers such as
Angora and Cashmere.
Yarns are made up of a number of plies, each ply being a single spun yarn. These single plies
of yarn are twisted in the opposite direction (plied) together to make a thicker yarn.
Depending on the direction of this final twist, the yarn will be known as S TWIST or Z
TWIST. For a single ply, the direction of the final twist is the same as its original twist.
Filament yarn consists of filament fibers twisted together. Thicker monofilaments are
typically used for industrial purposes rather than fabric production or decoration. Silk is a
natural filament, and synthetic filament yarns are used to produce silk-like effects.
Texturized yarns are made by a process of air texturizing (sometimes referred to as
taslanizing), which combines multiple filaments yarns into a yarn with some of the
characteristics of spun yarns.
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In pulper, pulp + caustic are mixed properly to form alkali cellulose slurry.
2. HOMOGENISER TANK:
The homogenizer tank is surrounded by jacket through which hot water is circulated
to maintain temperature of slurry at 470C
The liquid caustic and dissolved impurities removed from the Grasim drum press can
be reused.
4. SHREDDER:
Alkali cellulose mat gets cut here into pieces to form filthy crumbs.
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Long chain polymers are converted into short chain polymers by air oxidation.
6 .HOPPER:
7 .XANTHATOR:
Here, alkali cellulose is converted into sodium cellulose Xanthate which is in the form
of sticky balls.
To dissolve the Xanthate balls chilled NaOH ( 8OC-24GPL) is added to 5500 liters.
8. DISSOLVER:
Xanthate slurry from simplex form raw viscose for further purposes.
The impurities present the slurry mainly contains air bubbles, particles and maturity.
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12. B TANK:
13 .FLASH DEAERATOR:
Viscose is passed by feed pump to flash deaerator where air bubbles are removed to
avoid breaking of filament.
14. F.D.BLENDER:
The viscose is metered by a viscose metering pump for each spinning position.
The metering pump action ensures constant and regular delivery of viscose to the
candle filter and spinning jet.
Any change in the speed of pump drive will change the deiner of the yarn. (Denier is
wt. in Gms of 9000m length of a yarn.)
The acid spin bath contains 3 main acids , H2SO4 , ZnSO4 & Na2SO4 respectively
Spinneretes (jets) are made up of an alloy of noble metals like gold, platinum and
rhodium. It has 24 holes having diameter of 250 microns.
As the viscose sol. Passes through spinnerets into the acid bath it solidifies into
filaments.
Cake formation takes place due to Bakelite spinning pot which rotates at about 7800
rpm.
17 .WASHING:
Washing of cake is done by soft water and by using various chemicals like EDTA,
FSS etc.
19. DRYING:
In C.C.Room cakes are kept in 65% humid atmosphere to retain moisture and become
soft and conditioned.
21. CONNING:Page 15
The viscose fiber industry requires huge amount of water of which only a small fraction is
incorporated in the product the remainder fined the ways into the water ways as effluent
water. Principally two types of wastes originate in the viscose Rayon plant-acidic and
alkaline.The acid water also discharged from the industry contains chiefly sulfuric acid,
sodium, and sulphate and zinc sulphate. The alkali wastes contain sodium hydroxide soluble
hemi cellulose of row pulp, residual viscose, sodium polysulphides and sodium thiosulphate.
Effluent flow of 27000m3/day is being neutralized by addition of lime solution on the way of
equalization tank. Hydraulic system has been provided into the tank for equalizing effluent
quality and to keep the solids in suspension.
EXISTING EFFLUENT TREATMENT SYSTEM
There is automatic addition of lime near CS 2 plant as the effluent coming is highly acidic.
There is pH meter present to detect the pH of the effluent. There is another automatic lime
addition sensor near ETP inlet were the automatic lime addition is done in order to increase
the pH. This effluent further goes to neutralizer equalization tank
1. NEUTRALISER EQUALISATION TANK (NET) FOR NORMAL EFFLUENT.
Total effluent from acid plant, boiler house rayon plant and tyre cord plant gets collected in
neutralization tank. This effluent contains soda, ash, charcoal, and ash-dust. The normal
effluent flow in equalization tank 22000m3/day.In order to prevent settlement of (soda, ash,
charcoal, ash-dust) the circulatory motion of water is maintained by used of hydraulic pump.
3 hydraulic pumps are present out of which 2 are 24 hr in working position and 1 pump is in
spare. The effluent water from neutralizer equalization tank (NET) is pumped to flash mixer
were coagulant is added for removal of small particles and colloids and also for reducing
BOD and COD to some extent. From flash mixer the effluent water is pumped to
clariflocculator with the help of NEP pump. (Neutralizer equalization pump). Incoming
effluent in (NET) is almost neutralized by inlet auto control value by addition of lime. In
certain times the concentration of effluent is highly acidic which is not neutralized by outlet
inlet control valves. In such condition two additional auto control valves with lime are given
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HR Planning
HR STRUCTURE
PRESIDENT
HR CEO
ENTITY
CORPORATE HR
HR
CIRCLE
HR
CORPORATE HR: Activities taken up by Corporate HR are
Policy making
Strategic planning
Recruitment
Appointment
Training
Payroll
Employees issues
HR FUNCTIONS
TALENT ACQUASITION
Sourcing activity
TALENT DEVELOPMENT
Training
Carrier planning
Suggestion planning
TALENT MANAGEMENT
Operation HR
RECRUITMENT PROCESS
STEP1MANPOWER PLANNING.
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INTERNAL SORCING
Employee Reference
EXTERNAL SOUCING
Campus Recruitment
STEP 3: APPROVAL.
ELIGIILITY CRITERIA:
Education Qualification MBA with any specialization
Not frequent job changes
Tenure of last job should at least be 1.5 2 yrs
OTHER REQUIREMENTS:
Reference check is usually done for High level job
The recruitment may differ with the current position of the business
INTERNAL SOURCING
In the event of an open position in Reliance Communication, suitable candidates are first
searched internally within the organization. This is based upon in-house talent which could be
redeployed.
Advertisement for internal vacant position is done by following two ways:
Through sending mail to all Reliance Infocomm employees across all locations including
DAKC (Dhirubhai Ambani Knowledge City)
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Written Test i.e. (MAT) Mental Ability Test is taken for those candidates who has got
aggregate 60% in all semesters.
GD (Group Discussion) is conducted for those candidates who had successfully pass
MAT.
At last PI (Personal Interview) is conducted for those candidates who had passed out
GD and Personal Interview is taken by respective head of department and HR Head.
For filling up position for GET (Graduate Engineering Trainee), following procedure is
followed by Reliance Communication:
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Written Test i.e. (MAT) Mental Ability Test is taken for those candidates who has got
aggregate 60% in all semesters.
MT position includes candidates having Educational qualification in MBA and GET Position
includes candidates having Educational qualification in BE (E&C, Electronics).
MT is placed in either of the following departments:
Prepaid
Postpaid
PCO
Customer Care
Commercial
HR
Web world
MODE OF INTERVIEW
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Time savings
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EXPERIENCE: 17 20 + years
EXPERIENCE: 11 15 + years
EXPERIENCE: 5 11 + years
EXPERIENCE: 2 4 + years
EXPERIENCE: Fresher
REFERENCE CHECK
Once the hiring decision is taken, the candidate is contacted and informed about the decision
to conduct a reference check with the referees whose names have been provided in the
personal history form. Many employers request names, addresses and telephone numbers of
references for the purpose of verifying information and perhaps gaining additional
background information on an applicant. References are checked for following reasons:
To check whether or not the applicant was truthful about his or her employment
history.
SELECTION DECISION
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Cost all perquisites and benefits to an employee and make the employee appreciate
the total costs incurred by the company on such benefits
Enable the company realize and recognize the hidden payroll costs incurred on such
benefits
As per the Indian Income Tax Rules the total Basic Salary paid to the employee is
taxable.
CTC SRUCTURE
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C T C
BASE PAY
( 40 % O f CTC)
C H O IC E P A Y
( 60 % O f CTC)
The following are the main components to CTC structure. The CTC structure includes
costing of all components of Compensation and Benefits an employee is entitled to.
BASE PAY
This constitutes up to 40% o the total annual compensation and it includes
Basic Salary
BASIC SALARY
PROVIDENT FUND
Provident fund is to provide Social Security Benefit to the employee after retirement. PF is
deducted from the first day of employment. The Company deducts 12% of the employees
basic salary and makes an equal contribution. The employee can take loans for specific
purposes against his/her provident fund accumulation.The employee is also covered under an
Insurance Scheme, which provides for a payment of Rs. 37,000 / - in case of his /her death.
GRATUITY
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All employees who have completed 1 year continuous service with the company are
eligible to get gratuity on separation from the company.
CHOICE PAY
This constitutes up to 60% o the total annual compensation and it includes
Gift Coupons
Conveyance Allowance
Food Coupons
Medical Expense
Superannuation
Company will arrange the house through an authorized real estate agent as per the
choice of the employee.
10% Perquisite Tax would be charged to the employee on his taxable income.
No deposit no interest.
Security Deposit
To get the tax exemption the employee has to produce the rental agreements and
rental receipts of the house.
The employee cant claim this benefit if He/She has his own house.
Attire (2) Ties (3) Shoes (4) Socks (5) Tailoring charges
An Employee can block two months of Basic Salary as Leave Travel Allowance.
In case of air travel-economy class fare is exempted and in case of rail travel second
class AC fare is exempted.
CAR
The EMI that will be charged would be Rs. 2095/- per Lac per month.
INFORMATION:-
Organizations
generally
maintain
computerized
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JOB SPECIFICATION
STRATEGIC CHOICES:With regard to job analysis, an organization is required to make at least five choices;
1. The extent of employee involvement in job analysis.
2. The level of details of the analysis.
3. Timing and frequency of analysis.
4. Past-oriented versus future oriented job analysis.
5. Sources of job data.
INFORMATION GATHERING:Page 34
Observation
ii.
Interview
iii.
Questionnaire
iv.
Checklists
v.
Technical conference
vi.
Diary methods
ii.
Supervisors
iii.
Job incumbent
Each of these alternatives has its own merits and demerits. Trained analysts, for example, will
lend objectivity and standardization to the data collected but they , implicitly, mean outflow
of money. Supervisors and job holders provide information with no extra cost, but the data
may not be objective and standardized. It may be stated that the individuals who collect job
related data determine the accuracy , speed and cost of information.
The selection of a particular method of collecting job-analysis information and of the
person(s) to be involved depends on two important factors
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ii.
With regard to the purpose of job analysis, it may be sated the programme is useful in overall
PM/HRM. Specifically, job analysis , as stated earlier, provides information to develop job
descriptions and job specifications, and to conduct job evaluations. These, in turn, are useful
in helping managers identify the kinds of individual they should recruit ,select, and develop,
as well as providing guidance for decision about training and career development,
performance appraisal, and wage and salary administration.
Speaking about the status of the job analysis programme ,there are two possibilities. First, a
given company may not have such programme. Two , the firm may have a well-established
job- analysis programme. When the programme is non-existent, the company must appoint a
consultant who will select a method for data collection, supervise its administration and
analyse the information, and write the job description and specifications.
For organizations with a well established job analysis programme, it should be remembered
that job-analysis information provides only a snapshot of a particular job. Jobs change over a
period of time due to technological innovations, organizational restructuring and changes in
products, among other reasons. Thus, well-administered job analysis programmes provide a
built in system for periodically reassessing jobs. This reassessment may be done,
expeditiously, through observations, interviews, or by keeping the programme up-to-date is a
much less expensive and less time-consuming endeavour.
INFORMATION PROCESSING
Once the job information has been collected, it needs to be processed, so that it would be
useful in various personnel functions. Specifically, job related data would be useful to prepare
job description and job specification.
JOB DESCRIPTION DESCRIBES JOBS NOT JOB HOLDERS
Human Resource management includes a variety of activities , and key among them is
deciding what staffing needs you have and whether to use independent contractors or hire
employees to fill these needs ,recruiting and training the best employees ,ensuring they are
high performers ,dealing with performers issues and ensuring your personnel and
management practices conform to various regulations .A task is a typically defined as a unit
of work, that is ,a set of activities needed to produce some result. Complex positions in the
organization may include a large number of tasks, which are sometimes referred to as
functions. Job Description are lists of the general tasks .or functions, and responsibilities of a
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Understandably, employers do not want their much written words to restrict their right
to direct what workers do o the job or how they do it. The legendry, thats not in my
job description, however, need not to be a problem to any employer making
reasonable assignments to workers.
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In fact the employee who does not have a written Job description may be more likely
to feel that a supervisors directive is overstepping rightful bounds.
Finally, and perhaps most typically, many employers do not use written job
description because the task of developing them looms too large or uncertain.
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YES
NO
TOTAL
EMPLOYEES
23
17
40
57.5
42.5
100
YES
43%
NO
58%
INTERPRETATION
The above diagram shows that 57% says yes that they know about job description while
43% says no that they dont know about job description.
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YES
NO
TOTAL
13
40
32.5
100
67.5
33%
YES
NO
68%
INTERPRETATION:The above diagram shows that 67% says yes that they have knowledge about job description
while 33% says no that they dont know about job description.
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3 Performance of Employees
RESPONSE
YES
EMPLOYEES
PERFORME BETTER
PERCENTAGE
NO
TOTAL
CAN 26
14
40
65
35
100
PERFORMANCE OF EMPLOYEES
35%
YES
NO
65%
INTERPRETATION:The above diagram shows that 65 % says yes that job description will help in performance
while 35% says no that they dont think that job description will help them in performance
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YES
NO
TOTAL
EMPLOYEES
28
12
40
PERCENTAGE
70
30
100
EMPLOYEES SATISFACTION
30%
YES
NO
70%
INTERPRETATION:The above diagram shows that 70% says yes that job description will provide satisfaction
while 43% says no that think that job description will provide job description
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YES
NO
TOTAL
EMPLOYEES
30
10
40
PERCENTAGE
75
25
100
25%
YES
NO
75%
INTERPRETATION:The above diagram shows that 75% says yes that there should be implementation of job
description while 43% says no that they dont want implementation of job description.
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