A

Project Study Report

On
Summer Internship Project in HR at WONDER CEMENTS LIMITED Nimbahera,
Chittorgarh, Raj.
Submitted for partial fulfillment toward the award of the degree in
Master of Business Administration

JAIPUR NATIONAL UNIVERSITY

(A Venture of the Seedling Group of Educational Institutions)

Submitted to:

Submitted by:

Prof. Rajesh Mehrotra

Atul Rai

Director of

M.B.A (DUAL)

School of Business Management

2nd year

ACKNOWLEDGEMENT

We sincerely thank the Prof. Rajesh Mehrotra Director of School of Business

Management. We also thank to Mentor Ms. Niharika Maheshwari for providing
permission for SIP.

We would like to thank WONDER CEMENTS LIMITED, Nimbahera,

Chittorgarh, (Raj.) for providing us Summer Internship Project training in HR
department. We heartily thank to Mr.AKHILESH SIR and MR. DINBANDHU SIR,
HR Manager, for guiding us all the time and rendered their help during the period of our
training there. We also wish to express our gratitude to the officials and other staff
member of Wonder Cements Limited who helped us all the way they can.

PREFACE

Summer Internship Project provides a chance to students to a come across the deep
knowledge of business environment. It also provides opportunity to study a company. It
provides knowledge of preparing a report. This is a reason why industrial visit is
required. SIP training also provides knowledge of how to work with group and
coordination & combination with group or team members.

This report prepared on WONDER CEMENTS LTD.s HR department on the topic

Recruitment gives all knowledge of one of the important function of HR department.
It is cement manufacturing plant,part of RK Group,running their business in India since
2012successfully.

DECLARATION
I undersigned Mr. Atul Rai student of School of Business and Management (M.B.A.) II
Semester hereby declare that the report for Summer Training Project entitled
3

Recruitment from 1st June, 2015 to 15th July 2015 is my own work and has been
carried out by student of School of Business and Management (M.B.A), Jaipur National
University, Jaipur in WONDER CEMENTS LTD., NIMBAHERA
This has not been submitted to any other university for securing in any examination.

Atul Rai
Date:
Place: Nimbahera

`
Table of content
TITLE

PAGE.NO

INTRODUCTION
COMPANY PROFILE
COMPANY OVERVIEW
4

RECRUITEMENT
PROCESS OF RECRUITEMENT
OBJECTIVE OF RECRUITEMENT
RESARCH METHODOLOGY
DATA ANALYSIS
FINDINGS
CONCLUSION
SUGGESTION
BIBLOGRAPHY
ANNEXURE

Introduction
An Overview of Cement Industry

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
Company. 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.
5

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 Company, 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.

Mr. Ashok Patni

Chairman, Wonder Cement

Wonder Cement came into being with a dream to build a better placefor the youth,
their families and the nation at large. Not only did we dream of being India's number
one cement manufacturer, but transformed this dream into a reality by setting up one
of the first fully-automated plants in India. We invested in the state-of-the-art German
technology and were one of the first to introduce new standards of quality control.
Cement is the foundation upon which we construct our lives-our homes, our schools,
our roads and our societies. Our structures will not only serve the generations of
tomorrow, but will also carry our legacy as they stand the test of time.
6

We have come a long way and have always strived to blur the thin line between
dreams and realities. Today, Wonder cement's sister concern, R K Marble, is a
thriving brand in India. Since dreams and possibilities arise with every new
beginning, Wonder Cement's promise to you is Ek Perfect Shuruaat.
In conclusion, I would like to extend my gratitude to all employees, customers,
suppliers, financial institutions, advisors and other stakeholders, for their dedication
and undying support. Our central focus is and will always be to create value for our
stakeholders. As long as we are committed to improving the quality of our product
and services, I am sure we will soon achieve to become India's most respected
cement producing company.

BOARD OF DIRECTOR

(Mr. Vimal Patni

Prasad Somani
Vice Chairman)
Director)

( Vikas Patni
Joint Managing Director)

(Mr. Dwarka
Managing

( Mr. Ibrahim Ali

(Mr. Vivek Patni

(Mr. Jagdish Chandra

Toshniwal
Whole Time Director )

Director)

Executive Director)

Technology Up-gradation

Cement industry in India is currently going through a technological change as a lot of

upgradation 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 environmentfriendly. Only the rest 7% uses old wet and semi-dry 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. N 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:
Company

Production

Installed Capacity

ACC

17,902

18,640

Gujarat Ambuja

15,094

14,860

Ultratech

13,707

17,000

Grasim

14,649

14,115

India Cements

8,434

8,810

JK Group

6,174

6,680

Jaypee Group

6,316

6,531

Century

6,636

6,300

Madras Cements

4,550

5,470

Birla Corp.

5,150

5,113

Mergers and Acquisitions in Cement Industry in India

UltraTech Cement is going to absorb its sister concern Samruddhi Cement to

become biggest cement company in India.

World's leading foreign funds like HSBC, ABN Amro, Fidelity, Emerging Market
Fund and Asset Management Fund have together bought 7.5% of India Cements (ICL) at
a cost of US$ 124.91 million.

Cimpor, a Cement company of Portugal, has bought 53.63% stake that Grasim
Industries had in Shree Digvijay Cement.

10

French cement company Vicat SA bought 6.67% share of Sagar Cement at a cost
of US$ 14.35 million.

Holcim now holds 56% stake of Ambuja Cement. Previously it held 22% of stake.
The company utilized various open market transactions to increase its stakes. It invested
US$ 1.8 billion for that.

Recent Investments in the Indian Cement Industry

In a recent announcement, the second largest cement company in South India,

Dalmia Cement declared that it's going to invest more than US$ 652.6 million in the next
2-3 years to add 10 MT capacity.

11

Anil Ambani-led Reliance Infrastructure is going to build up cement plants with a

total capacity of yearly 20 MT in the next 5 years. For this, the company will invest US$
2.1 billion.

India Cements is going to set up 2 thermal power plants in Andhra Pradesh and
Tamil Nadu at a cost of US$ 104 billion.

Anil Ambani-led Reliance Cementation is also going to set up a 5 MT integrated

cement plant in Maharashtra. It will invest US$ 463.2 million for that.

Jaiprakash Associates Ltd has signed a MoU with Assam Mineral Development
Corporation Limited to set up a 2 MT cement plant. The estimated project cost is US$
221.36 million.

Rungta Mines (RML) is also planning to invest US$ 123 million for setting up a 1
MT cement plant in Orissa.

Map Showing Indian Cement Plant Locations

12

COMPANY PROFILE
Company Name:

Wonder Cement Ltd.

13

Address:

Phachar Aheeran, Rajasthan 312601

Location:

Nimbahera, Chittorgarh (Rajasthan)

OUR VISION:
1. The Company desire to make enduring contributions to social development as a
valued and trusted member of society by enriching people's life and making social
contributions.
2. To ensure economic growth with ecological and social responsibility.

3. To imbibe the best corporate practices at the factory - promoting a clean and green
environment and fostering a work culture comparable to the best in the industry.

4.
FOCUS AREA:
1. Eradicating hunger, poverty and malnutrition, promoting preventive health care
and sanitation including contribution to the Swach Bharat Kosh set-up by the
Central Government for the promotion of sanitation and making available safe
drinking water.
2. Promoting education including special education and employment enhancing
vocation skills specially among children, women, elderly and differently able and
livelihood enhancement projects
3. Promoting general equality, empowering women, setting up homes and hostels for
women and orphans; setting up old age homes, day care centers and such other
facilities for senior citizens and measures for reducing inequalities faced by
socially and economically backward groups
4. Ensuring environmental sustainability, ecological balance, protection of flora and
fauna, animal welfare and agro forestry, conservation of natural resources and
maintaining quality of soil, air and water including contribution to the Clean
Ganga Fund set-up by the Central Government for rejuvenation of river Ganga.
5. Protection of national heritage, art and culture including restoration f buildings
and sites of historical importance and works of art; setting up public library;
promotion and development of traditional art and handicrafts
6. Training to promote rural sports, nationally recognized sports, Paralympics sports
and Olympic sports;
14

7. Rural Development Projects.

8.

Company Overview
Wonder Cement is a cutting-edge cement manufacturing company with an ambition to
establish itself as a leading player in the industry. Enriched with the heritage of R.K.
Marble, a leading name in the marble industry, our corporate culture is built on the values
of quality, trust and transparency. An emphasis on technological superiority enables us to
differentiate our offering through impeccable quality and effective communication. With
an extensive network of dealers, we endeavor to earn a place in the premium segment of
the market.

15

Our first cement plant, located in Nimbahera, District Chittorgarh, in Rajasthan, has a
capacity to produce 3.25 Million Tons per annum. The state of the art manufacturing unit
was established in technical collaboration with ThyssenKrupp and Pfeiffer Ltd. of
Germany, the world leaders in cement technology, and it produces cement at par with
international standards. Special effort was taken to ensure that the plant upholds the latest
environmental norms and with the help of a reverse air bag house, ESP and a number of
nuisance bag filters, the plant remains clean & dust free.
Within two years of commencement of the First Plant we have started work on expansion
to double the capacity. The expansion production is expected by December 2015.
Wonder Cement has ambitious plans to further expand its current capacity to 10 Million
tons by setting up a third production line for which land and layouts are ready.

RECRUITMENT
Recruitment is hiring of employees from outside. Recruitment has been regarded as

the

most important function of the HR department , because unless the right type of people
are hired, even the best plans, organization chart and control system would not do much
good.
16

Recruitment is the discovering of potential applicant for actual or anticipated

organizational vacancies. Accordingly the purpose of recruitment is to locate sources of
manpower to meet the job requirements and job specification.
It is defined as a process to discover the sources of manpower to meet the requirements
of staffing schedule and to apply effective measures for attracting the manpower to

adequate number to facilitate effective selection of an effective workforce

Yoder points out that recruitment is a process to discover the sources of manpower to
meet the requirement of the staffing schedule and to employee effective measures to
attracting that manpower in adequate number to facilitate effective selection of an
effective workforce.

Edwin B Flippo defines recruitment as the process of searching for prospective

employees and stimulating them to apply for the jobs in the organization.
It is the process of finding and attracting capable applicants for employment.
The
process begins when new recruits are sought and ends when their application are

submitted. The result is a pool of applicants from which new employees are selected.

17

Methods of Recruitment
Dunn and Stephens summaries the possible recruiting methods into three categories,
namely

1:

Direct method

2:

Indirect method

3:

Third party method

DIRECT METHOD

The direct method includes sending of the recruiters to different educational and
professional institutions, employees contact with public, and mannered exhibits. One of
the widely used methods is sending the recruiters to different colleges and technical
schools. This is mainly done with the cooperation of the placement office of the college.
Sometimes, firms directly solicit information form the concerned professors about
student with an outstanding records.
Other direct methods include sending recruiters to conventions and seminars, setting up
exhibits at fairs, and using mobile offices to go the desired centers.

INDIRECT METHOD

Indirect method involves mainly advertising in newspapers, on the radios, in trade and
professional journals, technical magazines and brochures.

18

Advertisements in newspapers and or trade journals and magazines are the most
frequently used methods. Senior post is largely filled with such methods. Advertising is a
very useful for recruiting blue color and hourly worker, as well as scientific, professional,
and technical employees.
Local newspaper can be good sources of blue collar workers, clerical employees, and
lower level administrative employees.
The main point is that the higher the position in the organization the more dispersed
advertisement is likely to be. The search for the top executive might include
advertisement in a national periodical, whereas the advertisement of the blue color jobs
usually confine to the daily newspaper.

According to the Advertisement tactic and strategy in personnel Recruitment, three

main points need to be borne in the mind before an advertisement in inserted.
First, to visualize the type of applicants one is trying to recruit.
Second, to write out a list of advantages the company offers, or why should the reader
join the company.
Third, to decide where to run the advertisement , not only in which area, but also in
which newspaper having a local, state or a nation- wide circulation.

RECRUITMENT PROCESS IN MADRAS CEMENT LTD.

The source of method is known
Learning :Reasons or need for recruitment they are major reason for conducting
recruitment in the organisation. One is to replace the available vacant position and
other is to fill the new recruitment of organisation.
Replacement will be done when an employees leaves the job. This vacancy caused
due to recruitment, death of relieving of an employee.
New Recruitment When the organisation plan to expand the unit or to under- take
more project then the available employee will not be sufficient enough to satisfy the
work force thus the recruitment will took place.
Hall.
SOURCES
HRP will helps the HR to find the HR recruitment , then the HR job is to find the
employee suitable for recruitment . Then main to reach the large no of job seekers,
there by getting the best talent. Thus to reach the mass group of job seekers used
ore as follows.
Job Portals, Naukari, Monster, Consultants, Advertisement (done if only required),
Employee Reference, through applications received, Job replacement.
PROCESS The organisation deals the process of recruitment differently between the
freshers and the experience person. Initially written test received to the subject will
be conducted. Then the winner of the above test will be taken for second written
test which consist of general knowledge , reasoning, numerical ability, in general
called as apptitude test.
If it is took place in the campus of the college. Then the selected person from
written exam will undergo Group discussion. If the recruitment took place in
corporate office then the selected person from written exam will skip the Group
discussion and directly enter to the direct interview.
EXPERIENCE
No written exam will conducted.
INTERVIEW
Second interview will take place in the factories and the final level will take place in
the corporate office.

THRID PARTY

These include the use of commercial or private employment agencies, state agencies, and
placement offices of schools colleges and professional associations recruiting firms,
management consulting firms, indoctrination seminars for college professors, and friends
and relatives.
Private employment agencies are the most widely used sources. They charge a small fee
from the applicant. They specialize in specific occupation; general office help, salesmen,
technical workers, accountant, computer staff, engineers and executives.

State or public employment agencies are also known as the employment or labour
exchanges, are the main agencies for the public employment. Employers inform them of
their personnel requirement, while job seekers get information for them about the type of
job are referred by the employer.
Schools and colleges offer opportunities for recruiting their student. They operate
placement services where complete biodata and other particular of the student are
available.
Professional organization or recruiting firms maintain complete information records about
employed executive. These firms maintain complete information records about employed
executives. These firms are looked upon as the head hunters , raiders, and
pirates by organization which loose their personnel through their efforts.

Evaluation of the recruitment method

The following are the evaluation of the recruitment method
1: Number of initial enquires received which resulted in completed application forms
2: Number of candidates recruited.
3: Number of candidates retained in the organization after six months.

4: Number of candidates at various stages of the recruitment and selection process,

especially those short listed.

Objective of recruitment
1: To attract with multi dimensional skills and experience that suite the present and future
organization strategies.
2: To induct outsider with new perspective to lead the company.
3: To infuse fresh blood at all levels of organization.
4: To develop an organizational culture that attracts competent people to the company.
5: To search or headhunt people whose skill fit the companys values.
6: To seek out non-conventional development grounds of talent
7: To devise methodology for assessing psychological traits.
8: To search for talent globally not just with in the company.
9: To design entry pay that competes on quality but not on quantum.
10: To anticipate and find people for position that doesnt exists yet.

Recruitment represents the first contact that a company makes with potential
employees. It is through recruitment that many individuals come to know about the
company and eventually decide whether they wish to work for it.
The recruitment process should inform qualified individuals about the job so that
applicant can make comparison with their qualification and interest.

Factors affecting Recruitment

There are two types of factors that affect the Recruitment of candidates for the company.

1: Internal factors: These includes

-

Companys pay package

Quality of work life

Organizational culture

Companys size

Companys product

Growth rate of the company

Role of trade unions

Cost of recruitment

2: External factors: These include

-

Supply and demand factors

Employment rate

Labour market condition

Political, legal and government factors

Information system

Factors to be undertaken while formulating recruitment policies

The following factors should be undertaken while formulating the policies -

Government polices

Recruitment sources

Recruitment needs

Recruitment cost

Organizational and personal policies

Theories Regarding Recruitment

Recruitment is two way street: it takes a recruiter has a choice whom to recruit, same
way the prospective employee also has taken the decision whether or not to apply for
the given job vacancy. The individual take the decision usually on three different basic:

1: The objective factors

2: The critical contact
3: The subjective factor

The objectives theory views that the process of organizational choice as being one
of weighing and evaluating set of measurable characteristic of employment offers,
such pay, benefits , location, opportunity for advancement, the nature of job to
performed, and education opportunities.
Whereas, the critical contact theory suggests that the typical candidates is unable to

make a meaningful differentiation of organizations offers in terms of

objective or
subjective factors, because of his limited or very short contact with the organisation.
Choice can be made only when applicant can readily perceive the factors such as the
behaviour of the recruiters, the nature of the physical facilities, and such as the
efficiency in processing paper work association with the application.

On the other hand, the subjective theory emphasizes the congruence. Here the
choices are made on highly personal and emotional basis.

REASERCH METHODOLOGY
In everyday life human being has to face many problems viz. social, economical,
financial problems. These problems in life call for acceptable and effective solutions
and for this purpose, research is required and a methodology applied for the solutions
can be found out.
Research was carried out at Wonder Cement to find out the Recruitment process.

DATA COLLECTION:
Primary Data:

Primary data was collected through survey method by distributing questionnaires to

branch manager and other sales manager. The questionnaires were carefully designed
by taking into account the parameters of my study.

Secondary Data:
Data was collected from books, magazines, web sites, going through the records of the
organisation, etc. It is the data which has been collected by individual or someone else
for the purpose of other than those of our particular research study. Or in other words
we can say that secondary data is the data used previously for the analysis and the
results are undertaken for the next process.

DATA ANALYSIS

QUESTION: What are the sources for recruitment ?

Internal
9%
External
18%

Both
73%

About 75% of the manager say that they prefer both internal as well as external source
for recruitment where as only 9% go for internal source and 18% go for external
sources.

Question: Which method do you mostly prefer for recruitment preferred

way of recruitment?

Third
party
3%

Indirect
32%

Direct
65%

About 65% of the mangers go for direct recruitment and 32% go for

indirect and only 3 % go for third party recruitment way.

Question: When do you prefer to go for manpower planning?

2
0
%

30%

Yearl
y
Quat
erly
No fixed
Time

50
%

Around 50% of the managers go for Quarterly manpower

planning and 20 % do not

follow any pattern they dont have any fixed time where as 20%

go for yearly.

Question: What are the sources for external recruitment are

preferred?

25%
34%

33%

8%

Campus
interviews
Placement
agencies
Data bank
Casual
applicants

In AVIVA 34% of manager go for campus interviews, 33% go for data bank, 25% from the
casual application that are received and only 8% go for any placement agencies.

Question: What form of interview did you prefer?

10%

20%

40%

Personal
Interviews
Telephonic
interview
Video
Confrencing
Other

30%

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews
where as only 20% go for video conferencing and rest 10% adopt some other means of
interviews

Question: How do you rate the HR practices of the company?

10%
30%
20%

Very Good
Good
Average
Bad

40%

50% of the managers feel that HR department is good where and 30%say thats its
very
good where as 20% says its average and only 10% manager feel its bad.

FINDINGS

In Wonder cement most of the employees feel thats the HR depa rtment is good. About
75% of the managers says that they prefer both internal as well as external source for
recruitment and selection. About 65% of the mangers go for direct recruitment and less
number for mangers prefer indirect or third party. Mostly the manpower planning is done
Quarterly and 20 % do not follow any pattern they dont have any fixed time. Aviva
prefers to go for campus interviews and even casual application that are received for
recruitment but they hardly prefer placement agencies.

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews
where as only 20% go for video conferencing and rest 10% adopt some other means of
interviews

CONCLUSION
This presents the summary of the study and survey done in relation to the
Recruitment in Wonder Cement The conclusion is drawn from the study and
survey of the company regarding the Recruitment process carried out there.

The recruitment process at Wonder cement. to some extent is not done objectively
and therefore lot of bias hampers the future of the employees. That is why the search
or headhunt of people should be of those whose skill fits into the companys

values.

Most of the employees were satisfied but changes are required according to the
changing scenario as recruitment process has a great impact on the working of the
company as a fresh blood, new idea enters in the company.
Process is good but it should also be modified according to the requirements and
should

SUGGESION

Manpower requirement for each department in the company is identified well

in advance.

If the manpower requirement is high and the recruitment team of the HR

department alone cannot satisfy it, then help from the placement agencies is
needed.

Time management is very essential and it should not be ignored at any level
of the process..

The recruitment and selection through placement agencies as the last resort
and is utilised only when need.

The recruitment procedure should not to lengthy and time consuming.

The candidates called for interview should be allotted timings and it should
not overlap with each other.

BIBLOGRAPHY

C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases.
Himalaya Publication.

K.Aswahthappa (2001),Human Resource and Personnel Management

Human Resource Management, (2005), Dr.P.C. Pardeshi

C.B Gupta (2005)

www.avivaindia.com

www.google.com

ANNEXURE
QUESTIONNAIRE FOR THE RESEARCH

1: When are the resources need and forecasted?

Quarterly

Monthly

Annually

Not fixed

2: How is the resource need forecasted?

.
3: How do you rate the recruitment procedure?

Short

Average

Long

Very Long

Cant say

4: What is the process you follow for recruitment ? People explain the same in brief?

5: Which method do you mostly prefer from the following for recruitment ?

Direct Method

Indirect Method

Third Party

6: What sources you prefer for recruitment ?

Internal sources

External sources

Both

7: What are the sources for internal sourcing among the following -:

Present permanent employees

Present temporary employees

Retrenched / Retired / employees

Deceased / disabled / employees

9: What are the sources for external recruitment among the following

Campus interviews

Placement agencies

Private employment agencies

Public employment agencies

Professional associations

Data bank

Casual applicants

Other, if any please mention

10: Which is the most successful method for recruitment?

11: How many rounds of interviews are conducted?

1-3

3-5

More than 5

12: Are you satisfied with round of interviews conducted?

Yes

No

To some extent

Cant say

13: What form of interview did you prefer?

Personal Interview

Telephonic Interview

Video Conferencing
Any two (then tick those two)
All three

14: Are you satisfied with the interview process?

Yes

No

To some extent

15: If no then what is the reason? And suggest the measures to be taken for
improvement?

16: Are you satisfied with the present method being followed by the company for
recruitment and selection?

Yes

No

17: If no, what steps would you prefer, to make improvement?

18: Are the aptitude test conducted?

Yes

No

Till some extent

Cant say

19: If yes then it is for

Fresher

Executives

Other (specify)

20: Do you conduct any of these test?

Psychometric test

Medical test

Reference test check

Other (specify)

21: How do you rate the HR practices of the company?

Very Good

Good
Average
Bad