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In the 70 years of its existence, ACC has been a pioneer in the manufacture of
cement and concrete and a trendsetter in many areas of cement and concrete
technology including improvement in raw material utilization, process improvement,
energy conservation and development of high performance of high performance
concretes. ACC's brand name is synonymous with cement and enjoys a high level of
equity in the Indian market. It is the only cement company that figures in the list of
Consumer Super Brands in India.
ACC has rich experience in mining, being the largest user of limestone, and it
is also one of the principal users of coal. As the largest cement producer in India, it is
one of the biggest customers of Indian Railways, and the foremost user of the road
transport network services for inward and outward movement of materials and
products.
ACC has also extended its services overseas to the Middle East, Africa, and
South America, where it has provided technical and managerial consultancy to a
variety of consumers, and also helps in the operation and maintenance of cement
plants abroad
ACC's Heritage ACC's heritage and formation is that of an Indian corporate saga.
ACC was formed in 1936 when 11 existing cement comptogether under one umbrella
in a historic merger - the country's first notable merger at a time when the term merger
and acquisitions was not even coined. ACC stands out as the most successful merger
in Indian business history one has survived and retained it's position of leadership
in industries. This unique foundation has given the company it's rich blend of culture,
tradition, values, spanning different parts of the country.
ACC Today
The Company manufactures Port Land Cement for general constructions and
Blend cement including fly ash and slag based cement. It makes cement for special
applications such as low alkali, low heat, sulphate resisting and oil well cements and
certain concrete repair had grouting materials. ACC was the first to introduce bulk
cement distribution and the manufacturer of ready mixed concrete in India. ACC's
RMC concrete is supplied in variety of grades and composition to meet specific
deans of customized applications. ACC were suppliers of Ready Mixed concrete to
may prestigious projects in the country.
ACC is the only cement producer in India with it's own in house research and
development facility located at Thane. This Centre is well known for it's innovative
research and specialized technological services.
ACC is well known for its efforts in training man power for the cement
industry as well as certain specialized trades for other industries. The Regional
Training Centre at Jamul, in Chhattisgarh, trains cement industry professionals while
the Sumant Moolgaokar Institute at Kymore specialized training courses are
recognized through out the year, by the training development at Head Office and at
RCD Thane for employees and outsiders.
ACC Building the Nation
ACC cement has played major roll in building a modem India. No other
cement company has the special distinction of having been major supplier to many of
the prestigious projects in the country starting from Dams, Power Plants, Oil Wells
and Air Force to Bridges and express ways. ACC cement and other products for
specialized applications have been sort by the Defense, ONGC, and Railways and
used by the Indian Exploration team at Antarctica.
Environment Protection
ACC was formed in 1936 when ten existing cement companies came together
under one umbrella in a historic merger the countrys first notable merger at a time
when the term mergers and acquisitions was not even coined. The history of ACC
spans a wide canvas beginning with the lonely struggle of its pioneer F E Dinshaw
and other Indian entrepreneurs like him who founded the Indian cement industry.
Their efforts to face competition for survival in a small but aggressive market mingled
with the stirring of a countrys nationalist pride that touched all walks of life
including trade, commerce and business. The first success came in a move towards
cooperation in the countrys young cement industry and culminated in the historic
merger of ten companies to form a cement giant. These companies belonged to four
prominent business groups Tatas, Khataus, Killick Nixon and F E Dinshaw groups.
ACC was formally established on August 1, 1936. Sadly, F E Dinshaw, the man
recognized as the founder of ACC, died in January 1936. Just months before his
dream could be realized.
Heritage
The house of Tata was intimately associated with the heritage and history of
ACC, right from its formation in 1936 upto 2000. Between the years 1999 and 2000,
the Tata group sold all 14.45 per cent of its shareholding in ACC in three stages to
subsidiary companies of Gujarat Ambuja Cements Ltd (GACL), who are now the
largest single shareholder in ACC. This has enabled ACC to enter into a strategic
alliance with GACL, a company reputed for its brand image and cost leadership in the
cement industry. Barely three years later, the fledgling company was catapulted into
the fiery cauldron of World War II, and resources were geared to meet that onslaught.
Soon after, India gained her independence. ACC was there - more than an eyewitness
to history. Helping to make history. Helping to build the new India, waiting in the
wings changing the landscape, the very face of the country.
Over the years, ACC realized that people are as different as they are similar.
Different needs, different lives, different dreams. With its depth of knowledge and
width of experience ACC, today, is poised to fulfill the hopes and aspirations of
people across the length and breadth of the country.
For decades now, ACC has been forging a pioneering path making cement. Along the
way, it sharpened its expertise on the cutting edge of the latest processes and
technologies: learning/adapting - not just transplanting - to meet the specifics of local
operating parameters. In the process - setting standards, innovating, not just meeting
needs, but anticipating them.
A Strategic Alliance
The house of Tata was intimately associated with the heritage and history of
ACC, right from its formation in 1936 upto 2000. Between the years 1999 and 2000,
the Tata group sold all 14.45 per cent of its shareholding in ACC in three stages to
subsidiary companies of Gujarat Ambuja Cements Ltd (GACL), who are now the
largest single shareholder in ACC. This has enabled ACC to enter into a strategic
alliance with GACL, a company reputed for its brand image and cost leadership in the
cement industry.
A new association was forged between ACC and the Holcim group of
Switzerland in 2005. In January 2005, Holcim announced its plans to enter into a
long-term strategic alliance with the Ambuja Group by acquiring a majority stake in
Ambuja Cements India Ltd. (ACIL), which at the time held 13.8 per cent of the total
equity shares in ACC. Holcim simultaneously announced its bid to make an open
offer to ACC shareholders, through Holdcem Cement Pvt Limited and ACIL, to
acquire a majority shareholding in ACC. An open offer was made by Holdcem
Cement Pvt. Limited along with Ambuja Cements India Ltd. (ACIL), following which
the shareholding of ACIL increased to 34.69 per cent of the Equity share capital of
ACC. Consequently, ACIL has filed declarations indicating their shareholding and
declaring itself as a Promoter of ACC. Holcim is the world leader in cement as well as
being large suppliers of concrete, aggregates and certain construction-related services.
Holcim is also a respected name in information technology and research and
development. The group has its headquarters in Switzerland with worldwide
operations spread across more than 70 countries. Considering the formidable global
presence of Holcim and its excellent reputation, the Board of ACC has welcomed this
new association.
PRODUCTS :: CEMENT
OPC 43 Grade
OPC 53 Grade
Blended Cements
ACC Cement is the most commonly used cement in all constructions including
plain and reinforced cement concrete, brick and stone masonry, floors and plastering.
It is also used in the finishing of all types of buildings, bridges, culverts, roads, water
retaining structures, etc.
53 Grade Cement
ACC 53 Grade OPC provides high strength and durability to structures because
of its optimum particle size distribution, superior crystalline structure and balanced
phase composition. It is available in
BLENDED CEMENTS
strength Ordinary Portland Cement clinker with high quality processed fly
ash based on norms set by the company's R&D division. This unique, cements. It is
available in specially designed 50-kg bags.
ACC Fly-ash based PPC is made by intergrinding high strength clinker with
specially processed flyash. This imparts a greater degree of fineness to ACC Fly-ash
based PPC cement, improved workability properties while -nixing, and makes
concrete more corrosion resistant and impermeable. All of this makes for better long-
term strength and improved corrosion resistance and therefore, greater life for your
constructions. ACC Fly-ash based PPC is an eco-friendly cement
ACHIEVEMENTS
Year Achievements
1955 ACC Sindri uses waste material - calcium carbonate sludge from
fertilizer factory at Sindri to make cement
1961 Blast furnace slag, (a waste by-product from steel) from TISCO used at
ACC Chaibasa to manufacture Portland Slag Cement.
1966 ACC inducts use of pollution control equipment and high Efficiency
sophisticated electrostatic precipitators for its cement plants and captive
power plants decades before it becomes mandatory to do so.
1978 Introduction of the energy efficient pre-calcination technology for the first
time in India.
1982 Commissioning of the first I MTPA (million tonne per annum) plant in
the country at Wadi, Karnataka.
2001 Commissioning of the new Wadi plant of 2.6 MTPA capacity in Karnataka,
the largest in India, and among the largest sized kilns in the world.
Jamnalal Bajaj Uchit Vyavahar Puraskar - Certificate of Merit by Council for Fair
Business Practices
Meaning Of Recruitment
ANTICIPATED
Anticipated needs are those movements in personnel, which an organization can
predict by studying trends in internal and external environment.
UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs.
The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the competitive
strength and the recruitment strategic advantage for the organisations. Recruitment
process involves a systematic procedure from sourcing the candidates to arranging
and conducting the interviews and requires many resources and time. A general
recruitment process is as follows:
The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These contain
Posts to be filled
Number of persons
Duties to be performed
Qualifications required
MANAGING
THE RESPONSE
ADVERTISING
SHORT-
THE VACANCY LISTING
Recruitment
Process
PREPARE JOB ARRANGE
DESCRIPTION INTERVIEWS
AND PERSON
SPECIFICATION
CONDUCTING
IDENTIFY INTERVIEW
VACANCY AND DECISION
MAKING
RECRUITMENT CHALLENGE
The objective of the recruitment process is to obtain the number and quality
of employees that can be selected in order to help the organisation to achieve its goals
and objectives. With the same objective, recruitment helps to create a pool of
prospective employees for the organisation so that the management can select the right
candidate for the right job from this pool.
Recruitment acts as a link between the employers and the job seekers and
ensures the placement of right candidate at the right place at the right time. Using and
following the right recruitment processes can facilitate the selection of the best
candidates for the organisation.
In this is competitive global world and increasing flexibility in the labour
market, recruitment is becoming more and more important in every business.
Therefore, recruitment serves as the first step in fulfilling the needs of organisations
for a competitive, motivated and flexible human resource that can help achieve its
objectives.
External Sources Of Recruitment
1. PRESS ADVERTISEMENTS
Advertisements of the vacancy in newspapers and journals are a widely used source of
recruitment. The main advantage of this method is that it has a wide reach.
2. EDUCATIONAL INSTITUTES
Various management institutes, engineering colleges, medical Colleges etc. are a
good source of recruiting well qualified executives, engineers, medical staff etc. They
provide facilities for campus interviews and placements. This source is known as
Campus Recruitment.
3. PLACEMENT AGENCIES
Several private consultancy firms perform recruitment functions on behalf of client
companies by charging a fee. These agencies are particularly suitable for recruitment
of executives and specialists. It is also known as RPO (Recruitment Process
Outsourcing)
4. EMPLOYMENT EXCHANGES
Government establishes public employment exchanges throughout the country.
These exchanges provide job information to job seekers and help employers in
identifying suitable candidates.
5. LABOUR CONTRACTORS
Manual workers can be recruited through contractors who maintain close
contacts with the sources of such workers. This source is used to recruit labour
for construction jobs.
6. UNSOLICITED APPLICANTS
Many job seekers visit the office of well-known companies on their own. Such
callers are considered nuisance to the daily work routine of the enterprise. But
can help in creating the talent pool or the database of the probable candidates
for the organisation.
Many organisations have structured system where the current employees of the
organisation can refer their friends and relatives for some position in their
organisation. Also, the office bearers of trade unions are often aware of the
suitability of candidates. Recruitment Management can inquire these leaders for
suitable jobs. In some organizations these are formal agreements to give priority
in recruitment to the candidates recommended by the trade union.
4. COST
Recruitment incur cost to the employer, therefore, organizations try to employ that
source of recruitment which will bear a lower cost of recruitment to the
organization for each candidate.
Organizational objectives
Recruitment Home Recent Trends in Recruitment The following trends are being
seen in recruitment:
OUT SOURCING
In India, the HR processes are being outsourced from more than a decade now.
A company may draw required personnel from outsourcing firms. The outsourcing
firms help the organisation by the initial screening of the candidates according to the
needs of the organisation and creating a suitable pool of talent for the final selection
by the organisation. Outsourcing firms develop their human resource pool by
employing people for them and make available personnel to various companies as per
their needs. In turn, the outsourcing firms or the intermediaries charge the
organisations for their services.
E-RECRUITMENT
Many big organizations use Internet as a source of recruitment. E-recruitment is
the use of technology to assist the recruitment process. They advertise job
vacancies through worldwide web. The job seekers send their applications or
curriculum vitae i.e. CV through e mail using the Internet. Alternatively job
seekers place their CVs in worldwide web, which can be drawn by prospective
employees depending upon their requirements.
Recruitment Vs Selection
Recruitment Home Recruitment Vs Selection Both recruitment and selection are
the two phases of the employment process. The differences between the two are:
1. The recruitment is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organisation WHEREAS selection involves
the series of steps by which the candidates are screened for choosing the most suitable
persons for vacant posts.
2. The basic purpose of recruitments is to create a talent pool of candidates to enable
the selection of best candidates for the organisation, by attracting more and more
employees to apply in the organisation WHEREAS the basic purpose of selection
process is to choose the right candidate to fill the various positions in the organisation.
3. Recruitment is a positive process i.e. encouraging more and more employees to
apply WHEREAS selection is a negative process as it involves rejection of the
unsuitable candidates.
4. Recruitment is concerned with tapping the sources of human resources WHEREAS
selection is concerned with selecting the most suitable candidate through various
interviews and tests.
5. There is no contract of recruitment established in recruitment WHEREAS selection
results in a contract of service between the employer and the selected employee.
Research Methodology
Research design can be thought of as the structure of research -- it is the "glue" that
holds all of the elements in a research project together. It is often described as a design
using a concise notation that enables us to summarize a complex design structure
efficiently. There are many ways to get information. The most common research
methods are:
Literature searches,
Focus groups,
Personal interviews,
Telephone surveys,
Mail surveys,
Internet surveys.
For the Project the Personal Interview Technique is used to explore the views &
and Ideas of the sample size decided. Personal interviews are a way to get in-depth
and comprehensive information. It involves one person interviewing another person
for personal or detailed information. Typically, an interviewer will ask questions from
a written questionnaire and record the answers verbatim. Sometimes, the questionnaire
is simply a list of topics that the research wants to discuss with an industry expert.
A questionnaire was prepared keeping in view the need sets of different sample
size taken in the survey. The questionnaire is been interviewed to the sample, while
their responses are recorded then and their at the interview performed during survey.
Objectives of Research
ACC Limited
Tves of Research
RESEARCH PROBLEM
A research problem is one which requires a researcher to from out the best
solution for the given problem, i.e., to find out by which course of action the
objective can be attained optimally in the context of a given
RESEARCH DESIGN
sample design
I. Type of universe
2. Sampling unit
3. Source list
4. Size of sample
5. Parameters of interest
6. Budgetary constraint
7. Sampling procedure
ANALYSIS OF DATA
25
20
15
21
10
5
5
3
1 0
0
Strongly Agree Undecided Disagree Strongly
Agree Disagree
Through the survey we found that 21 managers were agreed that the recruitment
process program at ACC delivered as an effective way to learn the matters.
Whereas 5 managers were strongly disagreed, while 3 managers were strongly
agreed and I manager didn't give any response.
Table 2
Q.2 Do you agree that enough time was provided to learn about the subject
covered in the recruitment process?
PARAMETER NO. OF RESPONDENTS PERCENTAGE (%)
NO. OF RESPONDENTS
20
15
10 20
5
3 2 3
1
0
Strongly Agree Agree Undecided Disagree
Strongly disagree
Through the survey 20 managers were agreed that the enough time is provided to learn
the subject matters covered at recruitment process program but 3 managers were
disagreed with the statement. 4 managers were strongly agreed while 1 manager was
strongly disagreed and 2 managers didn't give any response.
Table 3
Q.3 Do you think that the recruitment process leads to enhancement of your skill?
PARAMETER NO. OF PERCENTAGE
RESPONDENTS (%)
80
70
60
50
53.33
40 Series2
30 36.66 Series1
20
10
6.66
3.33
0 0
Stay Agree Agree Undecided Disagree Strongly
Disagree
Through the survey 16 managers were agreed that the recruitment process leads to
enhancement of skill and 11 managers were strongly disagreed but 1 of them was
disagreed and 2 of them strongly disagreed.
TABLE - 4
Q.4 To what extent change in moral attitude and behavior was noticeable as
a result of the recruitment process function?
Undecided 03 10.00
Disagree 00 0.00
NO. OF RESPONDENTS
16
14
12
10
8 16
6
9
4
2 3 2
0 0
Strongly Agree Undecided Disagree Strongly
agree Disagree
Through the survey 16 managers were agreed that the change in moral attitude
and Behaviour was noticeable as result of recruitment process function. 09
managers were strongly agreed with the statement. While 02 managers were
strongly disagreed.
TABLE 5
Agree 18 60.00
Undecided 05 16.66
Disagree 00 0.00
90
80
70
60
50 60
40 Series2
30 Series1
43.33
20
10 16.66
10
0 0
Strongly Agree Undecided Disagree Strongly
agree Disagree
Through the survey 18 managers were agreed that the recruitment process program
contribute to the company goal and employees goals.4 managers were strongly agreed
with the statement, while 3 managers were strongly disagreed and 5 managers didn't
give any response.
TABLE - 6
Q.6 Do you think that freedom is given to you to show your skills and
knowledge recruitment process program?
RESPONDENTS RESPONDENTS RESPONDENTS
Undecided 06 20.00
Disagree 01 3.33
Strongly Disagree 00 00.00
16
14
12
10
8 15 Series1
6
4 8
6
2
1 0
0
Strongly Agree Undecided Disagree Strongly
agree Disagree
Through the survey it is found that 15managers agreed that the recruitment
process skill and knowledge but 8 managers strongly agreed with the
statement. I manger was disagreed and 6 managers didt give any
Table -7
Undecided 06 20.00
Disagree 01 3.33
Strongly Disagree 01 03.00
No of respondents
12
10
8
6 12
10
4
6
2
1 1
0
Strongly Agree Undecided Disagree Strongly
agree Disagree
Through the survey it is found that 12 managers agreed that the trainees have
a good co-operation from their superiors during program but 10 managers
were strongly agreed with the statement, 1 manager was disagreed while 1
manager was strongly disagreed and 6 manager didn't give any response.
TABLE-8
Q.8 Do you think that ACC develop employee through need based recruitment
process program?
RESPONDENTS RESPONDENTS RESPONDENTS
Undecided 03 10.00
Disagree 02 6.66
Strongly Disagree 02 6.66
No of respondents
12
10
8
6 11 12
4
2 3 2 2
0
Strongly Agree Undecided Disagree Strongly
agree Disagree
Through the survey it is found that 12 managers were agreed that ACC develop
employee through need based recruitment process program but 11 managers were
strongly agreed with the statement. 2 managers were disagreed while 2 managers were
strongly disagreed and 3 manager didn't give any response.
TABLE 9
Q9.Most important parameter for more sale of ACC cement
Price Quality Service Advertisement
Undecided 7 00.00
Disagree 2 4.00
Strongly Disagree 1 3.00
No of respondents
16
14
12
10
8 15
6
4 7
5
2 2 1
0
Strongly Agree Undecided Disagree Strongly
agree Disagree
Through the survey it is found that 5managers were agreed that ACC is a learning
organization for the employee but 15 managers were strongly agreed with the
statement. 1 manager was disagreed while 1 managers was strongly disagreed.
Table 10
Q.10.Do you think that ACC is a learning organization for the employee?
Parameter No of respondents Parentage
Strongly agree 18 60.00
Agree 10 33.33
Undecided 00 00.00
Disagree 01 3.33
Strongly Disagree 01 3.33
No of respondents
18
16
14
12
10 18
8
6 10
4 No of respondents
2 1 1
0 0
Through the survey it is found that 10 managers were agreed that ACC is a learning
organization for the employee but 18 managers were strongly agreed with the
statement. 1 manager was disagreed while 1 managers was strongly disagreed.
Finding
1. Study shows that quality is most important parameter for more sale of
ACC cement and then consumers consider price.
2. While visiting the shop we came to know that quality is most important
parameter, which is affect on more sales of Acc cement
4. . We came to know that while visiting the shop, Acc cement is most
preferable brand for because of their quality.
5. While visiting the shop we know that Acc Cement is gives high profit
margin as compare to other competitors.
6. While visiting the shop Consumers suggested that after sales service is
most important factor, which contributes towards the sales.
Recommendations & Suggestion
1. Manager should recruit those employee who are suitable for the post.
2. Manager should get full freedom to show their skills in recruitment
process.
3. Salary of the recruited employee should be fair.
4. All facilities should be available in the company.
5. Working atmosphere should be good.
6. Employee should learn something new every day in the company.
7. Make learning one of the fundamental values of the company let this
philosophy percolate down to all employee in the organization
8. create a system to evaluate the development of recruit
9. There must be a sound communication between trainer and trainee.
10.During the training Employee should be totally released from there work
11.There should be a proper need analysis for training
Limitations
There could be a limit for reduction in the price as ACC uses best composition
of raw material for its cement as compared to competitors.
ACC have too many strength to overcome its weaknesses, there are also many
opportunities on which it can bank upon to improve its market capitalization. There
are only one or two companies which are just behind ACC. The organization is
running many such programs which are provided only by ACC, no other player is
doing same thing in the market. The only problem here is that of lack of publicity of
such programs which could brings good fortune to the company. Just little more heed
for such program could bring about a major increment in the growth of ACC in the
market.
In a very near future ACC Ltd will emerge as country leader for cement
industry, leaving others players back far behind.
Bibliography
www.acclimited.com
www.google.com
www.wikipedia.org
Asnnexure
Q.3Do you think that the recruitment process leads to enhancement of your skill?
Q.4 To what extent change in moral attitude and behaviour was noticeable as a
result of the recruitment process function?
Q5.To what extent recruitment process program contributes to the company goal and
employees' individual goals?
Q.6 Do you think that freedom is given to you to show your skils and
knowledge recruitment process program?
Q10 Do you think that ACC is a learning organization for the employee?
1. INTRODUCTION
2. COMPANY PROFILE
3. TOPIC DESCRIPTION
5. ANALYSIS OF DATA
6. FINDINGS
7. RECOMMENDATIONS
8. LIMITATION
9. CONCLUSION
10. BIBLIOGRAPHY
11. ANNEXURE