CHAPTER-1

INTRODUCTION OF JOB ANAYLSIS:

In a country like India, jobs are very important to individuals. They help to determine standards
of living, places of residence, status and even one’s sense of self-worth. They are important to
organizations also because they are the means of accomplishing organizational objectives.
Traditionally, organizations used to define jobs in a rigid way.
MEANING OF JOB ANALYSIS:
Job analysis is a systematic and detailed examination of jobs. It is the process of collecting
information about a job — that is, the knowledge, skills, and the experience needed to carry out a
job effectively. The jobholder is supposed to possess job-related knowledge useful to carry out
the job easily.
DEFINATION TO JOB ANALYSIS:
1.According to Edwin B. Flippo – “Job analysis is the process of studying and collecting
information relating to the operations and responsibilities of a specific job. The immediate
products of this analysis are job descriptions and job specifications.”
2. Further, David A. De Cenzo and Stephen P. Robbins has defined “job analysis is a systematic
exploration of the activities within a job. It is a basic technical procedure, one that is used to
define the duties, responsibilities and accountabilities of a job.”

3.Herbert G. Hereman III has said “A job analysis is a collection of tasks that can be performed
by a single employee to contribute to the production of some product or service provided by the
organization . Each job has certain ability requirements (as well as certain rewards) associated
with it. It is the process used to identify these requirements.”

FEATUES OF JOB ANALYSIS:

From the definitions in the preceding section, we can list out the features of job analysis as
follows:
1.Job analysis is a process of gathering relevant information about various aspects of a job and is
concerned with the identification of tasks required to be performed as part of it.

2.It approaches the task of defining the role, context, conditions, human behavior, performance
standards, and responsibilities of a job systematically.

3.It helps in establishing the job’s worth to an organization. In other words, it measures the value
and contribution of a job to the growth of the organization.

4.It establishes job-relatedness, which is a crucial input for HR decisions involving recruitment,
selection, compensations, training, health, and safety.

IMPORTANCE OF JOB ANALYSIS:

1.Planning and organizing of program.

2.Obtaining current information.

3.Conducting needs research.

4.Establishing priorities.

5.Collecting job data.

6.Preparing job description.

7.Developing job specification.

8.Maintaining and updating the job description and job specification.

9Job analysis helps in analyzing the resources and establishing the strategies to accomplish the
business goals and strategic objectives. Effectively developed, employee job descriptions are
communication tools that are significant in an organization's success.

10.The main purpose of conducting job analysis is to prepare job description and job
specification which would help to hire skilled workforce. Job description is a statement of
information about duties and responsibilities of a particular job

11.Job Analysis can be used to identify areas where an employee needs training, since job
analysis make it clear  to understand about core duties and responsibilities of a job.

PROCESS OF JOB ANALYSIS:

Step 1- Identify Purpose of Job Analysis:
First of all we should identify the purpose of job analysis. Otherwise we will not be able to
collect all the pertinent information concerning job analysis and job analysis methods.
Step 2- Selection of Analyst:
We have to choose analyst to whom responsibilities will be assigned for job analysis. The
analysts will be taken from professional human resource, line managers, incumbents or
consultants.
Step 3- Selection of Method:
We will select representative positions to analyze because it may not be necessary to analyze all
jobs and there may be too many similar jobs to analyze. After selecting representative jobs we
must identify the appropriate method which is the best one in order to analyze a particular job.
Step 4 -Train the Analyst:
If we use internal analyst then we have to give them appropriate training so that they can use the
selected methods of job analysis in an efficient and effective way.
Step 5- Preparation of Job Analysis:
It includes communicate the project in the organization and preparing the documentation.
Step 6- Collection of Data:
Job analysts will collect data relating to job activities, employee behaviours, working conditions,
human traits and abilities to perform the job, etc.
Step 7- Review and Verify:
Analysts must verify the collected data to confirm that the information is factually correct and
complete.
Step 8- Develop a Job Description and Job Specification:
Develop a job description and job specification from the job analysis information. A job
description is a written statement that describes the activities and responsibilities of the job,
working conditions, safety and hazards. A job specification summarizes the personal qualities,
traits, skills, and background required for getting the job done.
ADVANTAGES OF JOB ANALYSIS:
Job analysis is an important element of human resource management. Most information can be
taken by human resource manager with the help of job analysis.
The main advantages of job analysis are given below:
1.Job analysis helps the personnel manager at the time of recruitment and selection of right man
on right job;
2.It helps human resource manager to understand extent and scope of training required in that
field;
3.It helps in evaluating the relative worth of different jobs;
4.It also helps to chalk out the compensation plans for the employees;
5.It also helps the personnel manager to undertake performance appraisal effectively in a
concern;
6.Job analysis reveals unhealthy and hazardous environmental and operational conditions in
various jobs;
7.Job analysis provides pertinent information to both management and trade unions for
collective bargaining;
8.Job analysis provides necessary information for effective human resource planning.

DIS ADVANTAGES OF JOB ANALYSIS

1.Tiresome and lengthy:
The drawback which discourages most people from doing a job analysis is the lengthy procedure
and unnecessary time-consumption and time-wastage during the interviews or observations.

2. Involves personal liking and biases:

Though job analysis is a very efficient method of understanding the job requirements when done
properly; but most often the analysis is distorted by personal likes and dislikes.

3. Both the basis of information and supply is small:

The size and source of the data is mostly insignificant and small as the sample size is small. This

makes the source of data small and only the information collected from a few workers who may

even be influenced by their own personal opinions is recorded and analyzed. Then this

information of job analysis is portrayed as significant and consistent.

4. Need immense amounts of hard work and dedication:

The methods for job analysis require immense dedication and hard work for the proper

completion of the analysis .It becomes all the more difficult and complex since all the different

jobs has different demands and requirements in no single outline. So the same method of job
analysis and the same questions and evaluation systems will not suffice for the different jobs;

tailor-made questions are required for the different jobs for their proper job analysis.

5. The reviewer or the job analyst may not be suitable:

Often it occurs that the analyst himself is not worthy of doing the analysis work; with an

unworthy analyst, a proper job analysis is impossible to do .He may be unaware of the goals and

aims of the job on which the job evaluation is being done. If this is the case then the job analysis

is nonsense and misuse of time, effort and when the analyst is not properly trained he should

never be given the duty of doing job analysis; he should be rigorously trained with real and

authentic information to get the sense of the real world.

6. No one can analyze mental potential through Job Analysis methods:

The last drawback seen in job analysis is that the mental aptitudes like intelligence, sentiments,

knowledge and wisdom, propensity, patience and stamina are never to be seen as these are

intangible characteristics of each individual .During the questioning in job analysis, the complete

mental analysis can never be done as people respond differently in diverse circumstances. Hence

one can never standardize the mental ability requirements in any given job.

METHODS OF JOB ANALYSIS:

1.Observation Method :
Three methods of Job Analysis are based on observation. These are- Direct Observation; Work

Method Analysis, including time and motion studies and micro-motion analysis; and critical

incident method.

2.nterview Method :
It involves discussions between job analysis and job occupants or experts. Job analysis data from

individual and group interviews with employees are often supplemented by information from

supervisors of employees whose jobs are to be analysed.

3. Daily Method :
It requires the job holders to record in details their activities on a daily basis.

4. Technical Conference Method :

In this method, services of the supervisors who possess extensive knowledge about a job are used

with the help of a conference of the supervisors. The analyst initiates discussion which provides

details about the job.

5. Functional Job Analysis (FJA):
It is a method that uses precise terminology and a structured job analysis “schedule” to record
information regarding the job content. It is especially useful to the recruiting and selection
functions.
6. Questionnaire Method:
These can be filled out by the employees on an individual basis or by job analysts for a group of
employees.
7. Job Inventories or Checklists:
These are structured questionnaires that require a respondent to check or rate behaviour and/or
worker character necessary to a particular job or occupation. Job inventories can either be
Task/Job Oriented or Qualifications/Worker oriented.

CHAPTER-2
RESERCH METHODOLOGY:-
Research methodology is a way to systematically solve the problem. It may be understood has a
science  of studying how research is done scientifically. In it we study the various steps that all
generally adopted  by a researcher in studying his research problem along with the logic behind
them.  The scope of research methodology is wider than that of research method. 
Meaning of Research 
Research is defined as “a scientific & systematic search for pertinent information on a specific
topic”.  Research is an art of scientific investigation.Research is a systemized effort to gain new
knowledge. It is  a careful inquiry especially through search for new facts in any branch of
knowle dge. The search for  knowledge through objective and systematic method of finding
solution to a problem is a research.

OBJECTIVES OF THE STUDY 

1.To review the human resources department. 
2.Analysis of the functionalities of human resources department. 
3 To do a comparative analysis of the organization with the other in the same business  and
capacity . 
4.Finding out the weaknesses, short comings, strengths and beauties of the human  resource
department. 
5.To put some suggestions & recommendations for the development and polishing of the  human
resource department.  
6.To know the process of job analysis of an organization. 
7.To study the system and the method of job analysis in SaiSun Group of Company. ∙ To study
the impact of job analysis on employee job
 
 In developingJob
Descriptions and Job
Specifications. “The interviews
show that job
descriptions are considered
important in the company‟.
(Bodnarchuk, 2012, pp.41)
 In screening application
forms for the minimum
qualification (MQ‟s), which
are the
required KSAO‟s for successful
performance on the job.
 In developingJob
Descriptions and Job
Specifications. “The interviews
show that job
SAMPLING DESIGN 
Sampling may be defined as the selection of some part of an aggregate on the basis of which a 
judgment or inference about the total is made. Sampling design is the process of obtaining
information  about the population by examining the part of it. 
Sampling Method 
Judgment and convenient sampling is used in this study as ASDC has chosen on the basis of
past  study of skills possessed by the employees. Convenient sampling is used as ASDC has
chosen the  employees who are working in day shift. 
Sampling Unit  
It defines the target population that will be sampled. It is answer who is to be sampled. It
answers  who is to be surveyed. In this study, the sampling unit is the employees in the
production  department. 
Sample Size 
It indicates the number of people to be surveyed. Large sample gives more reliable results than 
small sample. But in this study, the sample size is not so large. The sample size is restricted to
100  respondents (Employees).  
DATA COLLECTION 
For any study there must be data for analysis purpose. Without data there is no means of study. 
Data collection plays an important role in any study. It can be collected from various sources. I
have  collected the data from two sources which are given below: 
1. Primary Data 
a .Personal Investigation 
b .Observation Method 
c .Information from correspondents 
d .Information from superiors of the organization 
2. Secondary Data 
1.Published Sources such as Journals, Government Reports, Newspapers and Magazines etc. ∙
Unpublished Sources such as Company Internal reports prepare by them given to their analyst & 
trainees for investigation. 
2.Official Websites, some other sites are also searched to find data.

LIMITATIONS OF THE STUDY 

1. The study is based on the information gathered from the people in company. Therefore in
such  case it is possible that the information supplied might be biased because the company
might have  shown partiality towards their information. 
2. Since the survey was limited to 100 people, it is rather difficult to give a precise conclusion
but I  have tried to the best of my capability to give the conclusion on a comprehensive manner.
3. Job is not based on job analysis in some cases. 
4. People are not aware about the job analysis procedure and its relation to their performance 
appraisal. 
5. Sometime other qualities of employees fulfill their job expectation rather than the job analysis 
specifications. 
6. Even after the job description give many people doesn’t follow it they just focus on
completion of  work.

 
 CHAPTER-3
INDUSTRY &COMPANY PROFILE:-
INDUSTRY PROFILE:-

The history of the cement industry in India dates back to the 1889 when a Kolkata-based
company started manufacturing cement from Argillaceous. But the industry started getting the
organized shape in the early 1900s. In 1914, India Cement Company Ltd was established in
Porbandar with a capacity of 10,000 tons and production of 1000 installed. The World War I
gave the first initial thrust to the cement industry in India and the industry started growing at a
fast rate in terms of production, manufacturing units, and installed capacity. This stage was
referred to as the Nascent Stage of Indian Cement Industry. In 1927, Concrete Association
of India was set up to create public awareness on the utility of cement as well as to propagate
cement consumption. The cement industry in India saw the price and distribution control
system in the year 1956, established to ensure fair price model for consumers as well as
manufacturers. Later in 1977, government authorized new manufacturing units (as well as
existing units going for capacity enhancement) to put a higher price tag for their products.

 
A couple of years later; government introduced a three-tier pricing system with different
pricing on cement produced in high, medium and low cost plants. Cement industry, in any
country, plays a major role in the growth of the nation. Cement industry in India was under full
control and supervision of the government. However, it got relief at a large extent after the
economic reform. But government interference, especially in the pricing, is still evident in
India. In spite of being the second largest cement producer in the world, India falls in the list of
lowest per capita consumption of cement with 125 kg. The reason behind this is the poor rural
people who mostly live in mud huts and cannot afford to have the commodity. Despite the fact,
the demand and supply of cement in India has grown up. In a fast developing economy like
India, there is always large possibility of expansion of cement industry. 
DOMESTIC PLAYERS: 
While the Cement Corporation of India, a central public sector undertaking, comprises 10 units;
the various State governments own 10 large cement plants. Among the leading domestic
players in terms of large cement manufacturing are: Ambuja Cement, 13 Aditya Birla Group
(which owns UltraTech Cement), ACC Ltd, Binani Cement , India Cements and J K
Cement. They are not the foremost producers of cement but also enjoy a high level of equity in
the market. Despite a slowdown in most sectors of the economy, the Aditya Birla group, the
country’s largest cement maker, has seen a sharp rise in cement sales in December. According
to figures released by the conglomerate, sales by the group are up 13.36 percent at 2.82 MT,
compared to last year. The Birla group’s production of cement for December also rose, by
14.85 percent to 2.27 MT. The other large cement maker, ACC, too saw a jump in sales in
December, despite the slowdown in the realty sector. ACC reported a marginal rise in its
cumulative production for the January-December period to 20.84 MT, from 19.92 MT last
year; sales rose to 20.86 MT from 19.88 MT last year. Ambuja Cements Ltd, India’s third-
largest cement maker, too saw an increase in shipments in December 2008. Shipments rose
11.8 per cent to 16.62 MT from 14.86 MT, a year earlier. 
Cement companies in India: Fast rising Government Expenditure on Infrastructure
sector in India has resulted in a higher demand of cement in the country. In the same direction,
participation of larger companies in the sector has increased. For raising efficiency in the
sector, the Planning Commission of India in the 10

 
plan has formed a ‘Working Group on Cement Industry’. There are a total number of 125 large
cement plants and more than 300 small cement plants operating in India presently. 
Cement Production and Growth: Domestic demand plays a major role in the fast
growth of cement industry in India. In fact the domestic demand of cement has surpassed the
economic growth rate of India. The cement consumption is expected to rise more than 22% by
2009-10 from 2007-08. In cement consumption, the state of Maharashtra leads the table with
12.18% consumption, followed by Uttar Pradesh.
In terms of cement14 production, Andhra Pradesh leads the list with 14.72% of production,
while Rajasthan remains at second position. The production of cement in India grew at a rate of
9.1% during 2006-07 against the total production of 147.8 MT in the previous fiscal year.
During April to October 2008-09, the production of cement in India was 101.04 MT comparing
to 95.05 MT during the same period in the previous year. During October 2009, the total
cement production in India was 12.37 MT compared to a production of 11.61 MT in the same
month in the previous year. The cement companies are also increasing their productions due to
the high market demand. The cement companies have seen a net profit growth rate of 85%.
With this huge success, the cement industry in India has contributed almost 8% to India's
economic development. 
Technology Up-gradation: 
Cement industry in India is currently going through a technological change as a lot of up
gradation and assimilation is taking place. Currently, almost 93% of the total capacity is based
entirely on the modern dry process, which is considered as more environment-friendly. Only
the rest 7% uses old wet and semidry process technology. There is also a huge scope of waste
heat recovery in the cement plants, which lead to reduction in the emission level and hence
improves the environment 
Major players in Indian cement industry. 
There are a number of players prevailing in the cement industry in India. However, there
are around 20 big names that account for more than 70% of the total cement production in
India. The total installed capacity is distributed over around 129 plants, owned by 54 major
companies across the nation. Following are some of the major names in the Indian cement
industry: 

STATE OF TECHNOLOGY AND ENERGY CONSERVATION -

ENVIRONMENTAL POLLUTION TECHNOLOGY:- 
Cement Industry has been in existence in India for over eight decades. From the initially
available wet process technology the industry has traveled through semi-dry and the latest
energy efficient dry process technology. Recent plants have been erected with state-of-art
technology comparable to those available in the world. The earlier cement plants that came into
existence were mostly of small kiln capacities of 300 to 600 tpd based either on wet or dry
process; however, the new plants set up later were of the order of 3000 tpd or more exclusively
of dry process. Kilns of the capacities 5000 to 7000tpd are also in operation now. At present
91% of the total kiln capacity comprise dry process, 7% wet process and the remaining 2% on
semi-dry process based technologies. The average kiln capacities under each of these categories
are 2358 tpd, 421 tpd and 609 tpd respectively. About 72% of the industry’s capacity comes
from the plant with a total capacity of one million tones and above at a single location. 
Indian cement industry has been actively pursuing various avenues to improve its productivity
and energy efficiency. There has been all-around up gradation of technology in all sections of
the plant like mining, process, equipment and machinery, packaging and transportation.
Adoption of modern techniques like photo grammetry and remote sensing has enabled the
industry to discover virgin limestone. Advanced equipment like hydraulic excavators, surface
miners, large wheel loaders and mobile crushers have helped the industry in increasing its
productivity considerably. The modern raw material evaluation and management system starts
from computerized mine planning through on-line bulk material analysis to automated X-ray
analysis and process computers to control the weigh feeders. 
Expert systems based on ‘fuzzy logic’ are used to control the operation of kilns and mills to
ensure that the process systems operate at optimum levels of energy efficiency all the time.
Energy efficient technologies are being adopted for a new as well as for retrofits,
modernization and expansion of existing plants. 
ENERGY CONSERVATION: 
The cement industry is an energy intensive industry by virtue of high temperature reactions and
various physical operations involved in its manufacture. The industry uses both coal and power
as energy inputs. The cost of energy accounts for about 45% of the total production cost.
Energy management in modern cement plants in India meets the standards comparable with the
best in the world. Energy studies of cement plants are being 16 carried out in a large number of
plants on a continuing basis by the National Council for Cement & Building Materials (NCB).
NCB has a mobile energy diagnostic unit (Energy Bus) equipped with necessary
instrumentation and on-board computer with relevant software for conducting the energy
studies on systematic and accurate manner. NCB has been giving National Awards for
Energy Efficiency in Indian Cement Industry to the best performing cement plants on annual
basis since 1986. Based on the recent data of 51 participating plants, the weighted average
energy consumption. 

POLLUTION CONTROL: 
The main source of pollution in cement industry is dust emission. The industry’s achievement
in controlling particular emission has been quite satisfactory. Considerable progress has been
made in.installing Electrostatic Precipitators(ESP’s) and bag houses / fabric filters in various
sections of cement plants, especially after the promulgation of the environment legislation in
1981 and 1986. The Central Pollution Control Board has fixed standards for particulate
emissions from stacks as under: 
QUALITY CONTROL AND ASSURANCE: 
In order to ensure quality, effective control has to be experienced throughout the process
of production. The control procedure covers all aspects of cement manufacture from quarry
operation, handling, mixing and grinding to packing. In order to achieve quality assurance,
most of the cement plants have established facilities for sophisticated controls. Some of the
important controls introduced in the cement industry as follows:- Computerized mine planning
and deposit evaluation to enable optimum use of raw material. Online X-ray fluorescence
spectrometer for raw material control and raw mix design. Better aided instrumentation and
process measurements using X- ray analysis, gas analyzers, temperature and pressure
measuring devices, etc. .Centralized kiln control system in conjunction with expert control
systems for process and operation control Continuous monitoring of quality in production by
plants as well as by the certifying agency, namely, Bureau of Indian Standards (BIS) under
compulsory Certification Schemein India is well recognized for producing vast varieties of
cement that conform to Bureau of Indian Standards (BIS).Some of the types of cement in India
that boast of good demand in the market are: 
Varieties of Cement in India 
There are some varieties in cement that always find good demand in the market. To know
their characteristics and in which area they are most required, it will be better to take a look at
some of the details given below. 
Portland Blast Furnace Slag Cement (PBFSC): 
The rate of hydration heat is found lower in this cement type in comparison to PPC. It is most
useful in massive construction projects, for example - dams. 
Sulphate Resisting Portland Cement: 
This cement is beneficial in the areas where concrete has an exposure to seacoast or sea water
or soil or ground water. Under any such instances, the concrete is vulnerable to sulphates attack
in large amounts and can cause damage to the structure. Hence using this cement one can
reduce the impact of damage to the structure. This cement has high demand in India. 

Rapid Hardening Portland Cement: 

The texture of this cement type is quite similar to that of OPC. But, it is bit more fine than OPC
and possesses immense compressible strength, which makes casting work easy. 
Ordinary Portland Cement (OPC): 
Also referred to as grey cement or OPC, it is of much use in ordinary concrete construction.in
the production of this type of cement in India, Iron (Fe2O3), Magnesium (MgO), Silica (SiO2),
Alumina (AL2O3), and Sulphur trioxide (SO3) components are used. 
Portland Pozolona Cement (PPC): 
18 As it prevents cracks, it is useful in the casting work of huge volumes of concrete. The rate
of hydration heat is lower in this cement type. Fly ash, coal waste or burnt clay is used in
the production of this category of cement. It can be availed at low cost in comparison to OPC. 
Oil Well Cement: 
Made of iron, coke, limestone and iron scrap, Oil Well Cement is used in constructing or
fixing oil wells. This is applied on both the off-shore and on-shore of the wells. 
Clinker Cement: 
Produced at the temperature of about 1400 to1450 degree Celsius, clinker cement is needed in
the construction work of complexes, houses and bridges. The ingredients for this cement
comprise iron, quartz, clay, limestone and bauxite. 
White Cement: 
It is a kind of Ordinary Portland Cement. The ingredients of this cement are inclusive of
clinker, fuel oil and iron oxide. The content of iron oxide is maintained below 0.4% to secure
whiteness. White cement is largely used to increase the aesthetic value of a construction. It is
preferred for tiles and flooring works. This cement costs more than grey cement. .Apart from
these, some of the other types of cement that are available in India can be classified as: Low
heat cement High early strength cement 
How to Make Cement : 
Cement is everywhere around us and it is easy to make. Since ages, humans have been using a
binding material to make brick walls and firm structures to dwell in. Limestone was the earliest
binder and the quest to obtain desirable characteristics, derived the cement, the ultimate binding
material. It is a substance which not only sets fast but, also hardens as time passes. It also has
most noteworthy quality of binding almost any material. The word 'cement' has a Roman
descent. They described the structures made from crushed rock binded with burnt lime, by the
term 'opus caementicium'. But, the procedure of 19 making the modern day cement involves
using some state of art techniques. How to make cement blocks. Let us try to find some of
these answers.
The Process of Making Cement : 

As said earlier, the procedure of making cement is a complex one and is done using some
latest technology. Here are the various chemical and thermal processes which are important to
know how to make cement from scratch. 
Raw Material Mining: 
Limestone, sand and clay are three main raw materials required to make cement. They contain
the four essential mineral elements required in making cement - calcium, silicon, aluminum and
iron. Limestone and clay is mined from quarries by drilling or setting off explosions in to the
rock. Large sized limestone rocks and boulders are fragmented in to smaller pieces and
transported to the cement making plant using either huge dump trucks or high capacity
conveyor belts. 
Crushing: 
These medium sized rocks now go through the first process in the plant. Here, they are first put
in to heavy crushers who break down the rocks in marble sized pieces (approx 1½ inch in size) 
Pre homogenization: 
It is a process of proportionally mixing the different raw materials. The limestone pieces are
added to a blender where they are mixed with other raw materials in the required proportion. 
Raw Material Milling: 
A vertical steel mill is made use of in this process which further grinds the blended material
using the pressure exerted by three conical rollers 

Raw Material Milling: 

A vertical steel mill is made use of in this process which further grinds the blended material
using the pressure exerted by three conical rollers. The rolling of these three rollers on the
turning milling table crushes the blend in fine powder. Sometimes, horizontal crushing mills
are also used in this process. 
Calcinations: 
This is the must know core process if you want to learn how to make cement. In the process
of calcinations, the crushed and blended raw material goes into a huge, extremely hot, rotating
kiln to undergo a process called sintering. In this phase, the raw blend turns in to sort of
partially molten state. The raw materials reach about 2700° F (1480°C) inside the furnace. This
state facilitates some chemical and physical processes in the raw material. The resultant coming
out of the furnace is small, dark gray, red-hot nodules called clinker, which are 1-2 inches in
diameter. 
Cement Milling: 
These clinkers are cooled and grounded into a fine gray powder. To extend the cement's setting
time, small amount of gypsum is added during this process as this powder makes its way
through the mill's two chambers. This is now the finished product and is called Portland cement
or simply cement. 
PACKAGING: 
Cement is stored in dry storage silos, from where it is extracted and packed in sacks on
demand. It can be shipped by rail, road or ships, but extreme care is taken to maintain dryness.
Cement is one of the most important commodity today and its production and consumption
is constantly on the rise. China is the largest manufacturer of cement in the world and accounts
for about 45% of the world's cement. India and the US are distant 2nd and 3rd respectively with
6.5% and 4.5% of world’s cement production respectively. Cement manufacturing also has its
environmental effects. The cement industry is responsible for emitting about 5% of the global
CO2 emissions. Nearly 900 kg of CO2 is emitted for every 1000 kg of cement produced. The
burning of fossil fuels produces other polluting gases as well.
TARGET AND PRODUCION 
During the 8Plan period (1992-97), cement industry has recorded an average growth rate of
7.4%. In 1996-97, actual production was 76.22 million tones against a target of 76 million
tones. The growth rate achieved was 9.46%. In 1997-98, the target set was 81 million tones.
The Industry has been able to meet its target with a production of 83.16 million tones with a
growth rate of 9.11%. In 1998-99 the industry has achieved production of 87.91 million tones
with a growth rate of a 5.70%, in spite  21 sluggish market throughout the year. In 1999-2000,
actual production was 100.45 million tones against a target of 94 million tones. The growth rate
achieved was 15%. 
EXPORT OF CEMENT: 
The country had been facing acute shortage of cement till a few years back and it had to import
cement till the middle of 1980’s for meeting the gap in demand and supply. However, after a
number of liberalization measures taken by Government, the position was totally reversed and
the country started exporting cement. The export of cement and clinker are mainly to
Bangladesh, Nepal, Sri Lanka, Maldives, Mauritius, Africa, Seychelles, Burma, UAE,
Singapore etc. 

Company profile
Zuari Cement is part of the worldwide Heidelberg Cement Group, a global construction
material major, which is Number 1 in aggregates, number 2 in cement, and number 3 in ready-
mixed concrete globally. Zuari Cement has a total cement manufacturing capacity of 7.1
million tons in India, which includes two integrated manufacturing units at Sitapuram and
Yerraguntla, along with two grinding centres at Chennai and Solapur respectively and a cement
terminal at Kochi, Kerala. This makes Zuari Cement a formidable brand in the South Indian
Cement Market. The states of Karnataka, Andhra Pradesh, Telengana, TamilNadu & Kerala
form the core markets for Zuari Cement with notable footprint in Maharashtra, Orissa &
Chattisgarh. Gulbarga Cement Limited and Sitapuram Power Limited are of Zuari Cement
Limited. Zuari Cement is part of the worldwide Heidelberg Cement Group, a global
construction material major, which is Number 1 in aggregates, number 2 in cement, and
number 3 in ready-mixed concrete globally.
Zuari Cement has a total cement manufacturing capacity of 7.1 million tons in India, which
includes two integrated manufacturing units at Sitapuram and Yerraguntla, along with two
grinding centres at Chennai and Solapur respectively and a cement terminal at Kochi, Kerala.
This makes Zuari Cement a formidable brand in the South Indian Cement Market. The states of
Karnataka, Andhra Pradesh, Telengana, TamilNadu & Kerala form the core markets for Zuari
Cement with notable footprint in Maharashtra, Orissa &Chhattisgarh. Gulbarga Cement
Limited and Sitapuram Power Limited are of Zuari Cement Limited

Vision & mission: 

Vision: To be a world class local business building a better and sustainable future for all our
stakeholders. 
Mission: To create value in the building materials sector through the innovative and
sustainable use of natural resources for the benefit of our communities and clients. 

OUR HISTORY: 
Zuari entered the Cement business in 1994 to operate the Texaco Cement Plant. In 1995,
Texaco's Plant at Yerraguntla was taken over by Zuari and a Cement Division was formed. The
fledging unit came into its own in the year 2001 when Zuari Industries entered into a Joint
Venture with the Heidelberg Group, the 5th largest producer of  Cement in the world ,Zuari
Cement Limited was born. Zuari Cement took over Sri Vishnu Cement Limited in 2002.
Today, the Company is amongst the topmost cement produces in South India. 
CORE VALUES: 
Excellence in all respects of the company. 
Honesty, integrity and ethical business. 
People as the source of strength. 
Taking challenges and solving problems. 
Respect for the individual and personal growth. 
Continued self improvement never being satisfied. 
STRENGTH: 
Zuari Cement is one of the leading cement producers in South India. A fully owned subsidiary
of the Heidelberg Group, Commitment to customer satisfaction has seen Zuari Cement grow
from a modest 0.5 million tone capacity in 1995 to almost 6 million tons in 2010, and earned a
place among the most reliable cement producers in the country. 
LOCATIONS: 
CORPORATEOFFICE : Bangalore. 
WORK STATIONS : Sitapuram, Nalgonda.Yerraguntla, Kakapo 
REGIONAL MARKETING OFFICES: 
KARNATAKA 
ANDHRA PRADESH 
TAMIL NADU 
KERALA 

Heidelberg Group at a glance: 

With an annual production capacity of approximately75 million tons of cement, Heidelberg
Group is the world’s fifth largest cement producer. The Parent Company, Heidelberg is P. A. is
one of Italy’s 10 largest industrial companies and is listed on the Italian Stock Exchange.
Heidelberg Group’s companies combine the expertise, knowhow and cultures of 22 countries
in 4 Continents boasting an industrial network of 59 cement plants, 11 grinding centre’s, 5
terminals, 350 concrete batching units and 90 aggregates quarries. In 2010 the Group had
sales amounting to about 4.8 billion Euros. Heidelberg, founded in 1864, achieved important
international status with the take-over of Cements François in 1992.Following a period of re-
organization and integration that culminates in the adoption of a single corporate identity for all
Group subsidiaries, the newly-born Heidelberg Group began to diversify geographically
through a series of acquisitions in emerging countries such as Bulgaria, Morocco, Kazakhstan,
Thailand and India, as well as operating in North America As part of the plan to further
enhances its presence in the Mediterranean area, in 2005 the Group boosted its investments in
Egypt becoming the market leader. In 2006 Heidelberg acquired full control of the activities in
India and signed an agreement to strengthen its position in Kazakhstan while, in 2007, it further
strengthened its presence in Asia and the Middle East through the operations in China, Kuwait,
Saudi Arabia. At the beginning of 2011 sold the Turkish subsidiary Set Group to Lime
Holding. As a member of the World Business Council for Sustainable Development
(WBCSD) Heidelberg Group has signed the Cement Sustainability Initiative’s Agenda for
Action, the first formal commitment that binds a number of world cement industry leaders. To
further confirm its commitment on these issues, the Group has taken over the co-Chairmanship
of the Cement Sustainability Initiative for the period 2006-2007.
Moreover, Heidelberg has been included in “The Sustainability Yearbook 2011”, the most
comprehensive publication on corporate sustainability released yearly by SAM (Sustainable
Asset Management), and has adhered to the UN Global Compact, a strategic initiative
promoted by the United Nations to align companies operations and plans with universally
accepted principles in the areas of human rights, labor, environment and ethics. Our charter of
values states our commitment in respect of the following principles. Honesty, fairness,
integrity, transparency and mutual respect in managing the company and in its relations with
stakeholders and markets; dialogue and listening to community needs in order to create value
and widespread opportunities; protecting the individual by valuing diversity and cultural
identity, professional growth and safety at work; safeguarding of the environment by pursuing
the harmonious integration of each industrial plant with its landscape and developing
innovative technologies to save natural resources and use renewable energy sources; promoting
innovation aimed at industrial growth and sustainable development 

OUR PLANTS: 
Technology: The culture of quality that has always prevailed in Zuari Cement's
manufacturing facilities is best exemplified in the process technology employed. 
CENTRALIZED ONLINE PROCESS CONTROL: 
advanced technology methods are used to ensure that a high level of quality is attained and
sustained right through the manufacturing process. Yet, these high standards are constantly
improved upon by an experienced and dedicated R&D team to attain performance oriented
cement. The process Technology Advantages: Complete homogenization of limestone is
achieved by stacking the limestone in stock-plies with the use of stackers and reclaiming it
through declaimers. The optimum ratio of raw mix is attained by the use of X-ray analyzer and
automatic weigh feeder which are linked to the centralized computers control room. Reduced
variability in kiln feed and complete homogenization of raw meal is attained through
Continuous Flow Silo. This ensures that every grain of cement is of consistent quality. The
totally computerized monitoring system enables quality clinkerisation. It dictates the optimum
retention time in the procalciner and the kiln. Equipped with a six stage double stream pre-
heater cyclone system, the precalciner only adds to the quality. The modern closed grinding
units have a high efficiency separator that produces finer particles of cement. This yields
cement matrix with a lower pore diameter. This in turn gives concrete of higher density and
lower permeability. 
Ventomatic Electronic Packing: 
Zuari Cement employs Ventomatic packers to ensure that the customer gets exactly 50 kgs per
bag. To minimize damages during transport, advanced loading techniques are used. These steps
reflect Zuari Cement's commitment to offer the best quality and correct quality toits customers. 
Environment-Friendly Technology: 
To minimize dust emission, Zuari Cement has installed the latest pollution control equipment
such as electrostatic precipitators in the kiln, raw mills, coal mills and cement mills. This
environmental friendly aspect of Zara's process technology has resulted in abundance of
greenery and clean air in the factory premises. 
Zuari Cement -Yerraguntla Works: 
Zuari cement is 3km away from yerraguntla Railway station. Yerraguntla is one of the leading
industrial towns in the rayalaseema region in kakapo district of Andhra Pradesh. The present
plant capacity is 46lac TPA. Plant was commissioned in March 1985 and expanded in August
1998. Zuari Cement works is producing OPC 43 Grade and 53 Grade and PPC and PRIMO
Concrete cement catering to every construction need -be it residential, commercial and multi-
storied buildings and complexes etc. The company believes in customer satisfaction through
continuous quality improvement. This belief reflects in the group's Quality Management
System that complies with ISO 9001:2000standards.The best quality cement grade limestone
goes into the manufacturing of our cement which is sourced from the nearby mining area. The
limestone is selected with a suitable mix of other additive such as Laterite, Bauxite and Ion
Ore. Our Cement contains tri calcium silicate to give added strength to structures. 
State-of-the-art technology: 
Located at Yerraguntla, kakapo District of Andhra Pradesh, Zuari Cement Works uses the
latest dry process technology, and state-of-the-art control equipment like Programmed Logic
Control and Procalcinor for strong cement with a consistent quality through every batch. The
advanced technology used in Zuari Cement ensures the quality of the cement. 
QUALITY: 
Heidelberg believes in customer satisfaction through continuous quality improvement. This
belief reflects in the group’s Quality Management System that complies with ISO 9001:2000
standards. This system covers all the processes, across all the group companies, to ensure that
the end product delivered to customers is nothing short of world class. Every bag of Zuari
cement goes through a stringent technological process. In fact, Zara's drive for quality begins
with the raw material itself. Add to this a superior workforce, cutting edge technology and a
strict quality assurance system which ensures, from raw material to finished product stage, a
product that bears the unmistakable stamp of Zara's quality, making it the finest and toughest
cement available in India today. 
It's quality that builds enduring relationship: 
Finer particles of cement hydrates yields cement matrix with a lower pore diameter. This
interm give concrete higher density and lower permeability. Very low free lime content and
high proportion of silicates, providing silicate gels of high permeability makes our Cement
extremely resistant to acids, alkalis, chlorine and sulpur. Lowest magnesia content ensures
reduces tensile cracks. fig 3.4.1 : manufacturing process
 OUR PRODUCTS: 
Zuari Cement manufactures and distributes its own main product lines of cement.We aim to
optimize production across all of our markets, providing a complete solution for customer's
needs at the lowest possible cost, an approach we call strategic integration of activities. Cement
is made from a mixture of 80 percent limestone and 20 percent additives. These are crushed
and ground to provide the "raw meal”, a pale, flour-like powder. Heated to around 1450° C
(2642° F) in rotating kilns, the “meal” undergoes complex chemical changes and is transformed
into clinker. Fine-grinding the clinker together with a small quantity of gypsum produces
cement. Adding other constituents at this stage produces cements for specialized uses.
  

Zuari Blended Cement the eco-friendly, user-friendly cement : 

Zuari Blended Cement has been developed in response to today’s need for environment-
friendly products that are cost-effective, durable and have minimal by-products. Durability is a
very important property in concrete. And durability here means concrete that ensures the long
life span of structures like homes and residences that are lifetime investments. Since distress of
concrete and early failure of structures is a common phenomenon, research over a period of
time helped develop various remedial measures that improved durability and cost economics.
One of them being blended Portland Cement, with complementary pozzolanic and
cementations’ materials like fly ash, blast furnace slag, etc. And Zuari Blended Cement is a fine
example of it. 
Factors that make Zuari Blended cement more durable: 
Lower heat of hydration 
Increased bulk volume 
Improved water tightness 
Improved Corrosion resistance 
Increased ultimate Strength 
Increased compressive Strength 

PORTLAND CEMENT: 
Zuari OPC is high quality cement prepared from the finest raw material. Owing to optimum
water demand, it contributes to a very low co-efficient of permeability of the concrete prepared.
This improves the density of the concrete matrix and increases the durability of the concrete.
Zuari OPC is high performance cement far exceeding the coal requirement of BIS. It is this
very durability that translates into long - lasting residential and commercial constructions of a
wide variety
Zara's edge: 
With these unique advantages, Zuari Cement comes to you in three grades 
43 Grade OPC 
53 Grades OPC. 
Superfine cement 
Zuari OPC is high quality cement prepared from the finest raw material. Owing to optimum
water \demand, it contributes to a very low co-efficient of permeability of the concrete
prepared. This improves the density of the concrete matrix and increases the durability of the
concrete. Zuari OPC is high performance cement far exceeding the codal requirement of BIS. 
Zuari 43 & 53 Grade Ordinary Portland cement (OPC) – 
Strong cements for long-lasting constructions: 
Higher compressive strength 
Better soundness 
Lesser consumption of cement for M-20 grade concrete and above 
Faster de shuttering of form work 
PRIMO CONCRETE CEMENT -CONCRETE REDEFINED 
The success story In 2007 Zuari Cement launched its high-strength cement under the
brand name 'Primo Concrete Cement'in Bangalore City. 'Primo'improves the density of the
concrete matrix and increases the durability of the concrete, making it an immediate hit among
construction and infrastructure projects undertaken in and around Bangalore. Recently Primo
was also launched in Kochi and Chennai. An extensive marketing and distribution network
across south India concretes Zuari Cement's success story. New products, on the line of the
extremely successful 'Primo'launch, will play a significant role in key markets Primo concrete
cement is high quality cement prepared from the finest raw material. Owing to optimum water
demand, it contributes to a very low co-efficient of permeability of the concrete prepared. This
improves the density of the concrete matrix and increases the durability of the concrete. Primo
is a high performance cement far exceeding the coal requirement of IS 12269-1987. It is this
very durability that translates into long-lasting residential and commercial constructions of a
wide variety, such as dams, canals, highways, roads and flyovers. Zuari Cement is aware of its
social role and promotes socially responsible behavior among all its 
employees and subsidiaries. We believe that Sustainable Development, as a combination of
economic prosperity, environmental protection and social responsibility, is the basis of our own
future. Heidelberg considers business leadership to be a catalyst for change towards
sustainability, in particular by promoting the roles of eco-efficiency, innovation and social
responsibility. 
Heidelberg strongly believes in values, such as: 
• responsibility as long term commitment to sustainability 
• integrity as ethical behavior at the heart of its business 
• efficiency as operational excellence through continuous improvement 
• innovation in product, application and management 
• diversity of local identities as a source of value 
• Focuses its growth strategy on: 
• renewal and expansion of its existing industrial network 
• small/medium size acquisitions and partnerships in emerging and high growth markets 
• vertical integration with ready-mixed concrete and aggregates 
• development of innovative building products, applications and services 
• initiatives in renewable energy sector 
• MediaCenter: 
Zuari entered the Cement business in 1984 to operate the Texaco Cement Plant. In 1995,
Texaco's Plant at Yerraguntla was taken over by Zuari and a Cement Division was formed. The
fledging unit came into its own in the year 2001 when Zuari Industries entered into a Joint
Venture with the Heidelberg Group and Zuari Cement Limited was born. In 2002, the
Company took over Sri Vishnu Cement Limited, a 1.2 Million Tone capacity plant at
Sitapuram. It was in 2006, when the Birla Group exited the cement business that Zuari Cement
Limited became a 100% subsidiary of the Heidelberg Group. In 2007, Sri Vishnu Cement
Limited merged into Zuari and the same year a total production capacity of 3.5 Million Tones’
was achieved. In 2010,we have expanded the production capacity at our yerraguntla plant by
installing a second burning line with a designed production capacity of 2.3 million tons of
cement per year and adopting top-of-range technical solutions with a particular focus on energy
performance. By this the production is almost doubled and a grinding center at Chennai of 1
million ton capacity is under construction, to be commissioned in early 2011. A captive power
plant with a capacity of 43 MW has already been set up at the Company's cement
manufacturing facility at Sitapuram. With over 5% market share in the south Indian cement
market and sales of about Euro 166 million in 2010, Zuari Cement has chalked out ambitious
plans for the future. Today, the Company is amongst the topmost cement produces in South
India. 

COMPETITORS: 
• Coramandal Cement 
• Maha Cement 
• Nagarjuna Cement 
• Lanco Cement and other.
 CHAPTER-4
DATA ANALYSIS:-
1. Gender wise classification of respondents. 
Gender  No. of Respondents  % of Respondents
Male  89  89%

Female  11  11%

Total  100  100%

% of Respondents
Female 
11%

Male 
89%
 INTERPRETATION: From the above table, it can be inferred that 89% of the
respondents are male  and 11% of the respondents are female.

2.Age wise classification of respondents. 

Age  No. of Respondents  % of Respondents

20-25 25  25%

Age 

30-35 33  33%

Age 

40-45 30  30%

Age 

Above 45 12  12%

Age 

Total  100  100%

 Respondents AGE
33%
30%
25%

12%

20-25 Age  30-35 Age  40-45 Age  Above 45 Age 

INTERPRETATION: 

From the above table, it can be inferred that 33% of the respondents are in the age of 30-35,
30% of  the respondents are in the age of 40-45, 25% of the respondents are in the age of
20-25 and 12% of  the respondents are in the age above 45.

3.Experience Wise Classification respondents.

Experience  No. of Respondents  % of Respondents

Below 5years  28 28%

5-10 years  54 54%

10-15 years  18 18%

Above 15 years  - -

Total  100 100%

INTERPRETATION: From the above table, it can be inferred that 54% of the
respondents are having  5-10years experience persons, 28% of the respondents have
below 5Years of experience persons,  18% of the respondents are having 10-15years of
experience and no respondents have experience  more than 15years.
 4.Educational qualifications of respondents. 
Educational   No. of Respondents  % of Respondents
Qualification
UG Degree  49  49%
PG Degree  19  19%
Engineering  04  04%
Other IT  28  28%
Total  100  100%
 % of Respondents

49%

28%

19%

4%

Qualification UG Degree  PG Degree  Engineering  Other IT 

INTERPRETATION: From the above table, it can be inferred that 49% of the
respondents are UG  degree holders, 28% of the respondents are some others (ITI), 19%
of respondents are PG degree  holders and 4% of the respondents are engineering
graduates.

5.How long you are working in the organization ? 

Respondents No. of % of Respondents
(From)  Respondents 
2 year  25  25%
5 year  50  50 %
10 year  20  20%
20 year  5  5%
Total  100  100%
 JOB EXPERRIENCE
20 year 
5%

2 year 
10 year  25%
20%

5 year 
50%
INTERPRET
ATION: 

Out of 100 Respondent 9% were not satisfied with Recruitment process, whil e 91% respondent
were 

6.is you feel the training procedure are making you effective relating to
the organization?
Response  No. of Respondents  % of Respondents
Yes  91  91%
No  9  9%
Total  100  100%
 No 
9%

Yes 
91%

INTERPRITATION:
Out of 100 Respondents 9% were not satisfied with recruitment process,
While 91% Respondents were

7.You are satisfied with your organization salary increment ? 

Response  No. of Respondents  % of Respondents
Yes  76  76%
No  24  24%
Total  100  100%
 No 
24%

Yes 
76%

INTERPRETATION: 

Out of 100 Respondent 24% were not satisfied with Recruitment process, while 76%
respondent were  satisfied. 

8. Is you feel your job related to your skills? 

Response  No. of Respondents  % of Respondents
Yes  70  70%
No  30  30%
Total  100  100%
 30%

Yes 
No 

70%

Interpretation 

According to the above interpretation the 70% of the respondents

got their job  according to their skills while the remaining doesn’t. 

9. Is you feel your work is related to job analysis ? 

Response  No. of Respondents  % of Repondents
Yes  55  55%
No  45  45%
Total  100  100%
 45%
Yes 
No 
55%

Interpretation  

According to the above interpretation the 55% of the respondents think that
their work is  related to the job analysis while the remaining 45% respondent
thinks that their work is  not according to the job analysis. 

10. Is job analysis and required skill sets are the basis of performance
appraisal ? 
Response  No. of Respondents  % of Respondents
Yes  80  80%
No  20  20%
Total  100  100%
 20%

Yes 
No 

80%

Interpretation 

According to the above interpretation the 80% of the respondent thinks that
the job  analysis leads to the performance appraisal which is mandatory part
for the performance  appraisal while the remaining doesn’t think so. 

11.Is the job profile made clear to the employees at the time of joining? 
Response  No. of % of Respondents
Respondents 

Yes  60  60%

No  20  20%

Sometimes  20  20%

Total  100  100%

 20%

Yes 
No 
Sometimes 
20% 60%

Interpretation 
According to the above interpretation the 60% of the respondents made clear about the  job
profile at the time of joining, 20% respondent said sometimes. 

12. Is proper job description given to the employees before joining? 

Response  No. of Respondents  % of Respondents
Yes  55  55%
No  30  30%
Sometimes  15  15%
Total  100  100%
 15%

Yes 
No 
55% Sometimes 
30%

  
  

  Interpretation  
According to the above interpretation the 55% of the respondents said that before joining R&
D  department give job description to become familiar with the environment 15% respondents
said  sometimes and the remaining 30% respondents said they doesn’t get a proper job
description  before joining. 
 

13. Which is the best way of evaluation? 

Response  No. of Respondents  % of Respondents

Written test  20  20%

On the Job  70  70%

Interview  10  10%

Total  100  100%

 10%
20%

Written test 
On the Job 
Interview 

70%

INTERPRITATION;ccording to the above interpretation 20% of the respondents

said written test is the best way for  evaluation, 70% of the respondents refer on the
job while the remaining 10% respondents refer  interview. 

14. While selection is the employees informed about their career growth path ? 
Response  No. of % of Respondents
Respondents 

Yes  60  60%

No  15  15%

Sometimes  25  25%

Total  100  100%

 25%

Yes 
No 
Sometimes 
60%
15%

INTERPRITATION:ccording to the above interpretation 60% of the

respondents knows about their career  growth, 25% respondents said
sometimes and the remaining 15% respondents doesn’t  know about their
career growth. 

15. Is job analysis improves the other HR policies of your organization? 

Response  No. of Respondents  % of Respondents

Yes  70  70%

No  30  30%

Total  100  100%

 30%

Yes 
No 

70%

Interpretation  

According to the above interpretation the maximum number of respondents said that
job analysis  improves the HR policies. 

CHAPTER-6

FINDINGS
 1. The job analysis system followed by the organization is very effective as majority of
employees are  satisfied and have given positive responses. 

2. Good performance leads to annual increments and promotions.

3. Employee satisfy with their job because they get work according

to their skills. 4. Some employees work related to job analysis were

some not. 

5. Job analysis system are also help the employees to appraise their

performance. 6. Job profile help to select employees according to

their job. 

7. More than half employee agree that job description given to employees at the

time of joining. 8. Job analysis system motivate the employees for their career

advancement. 9. Job analysis always work to improve other HR policy in the Saisun

group of company.

BIBLIOGRAPHY 

BOOKS; 
 ∙ Kothari, C.R., Research Methodology, WishwaPrakashan, India.
 Kotler, Philip, Marketing
 Management, Prentice hall India.
 ∙ K.Aswathappa., H.R and P.M Third Edition
 Tata McGraw-Hill Publishing Company .ltd. 

Websites 
∙ www.google.co 
∙ www.learningmail.com 
∙ www.saisungroupofcompany.com 
∙ www.jobanalysis.com