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A

Project Report

On

AN ANALYSIS OF RECRUITMENT AND SELECTION PROCESS IN J.K.CEMENT

A report Submitted to Dr. VSIPS as a partial fulfillment of Master in BusinessAdministration (MBA)

MASTER IN BUSINESS ADMINISTRATION

Submitted to: Submitted by:

Mr. .Rajesh Sharma Manvendra Dwivedi

H. R. (Manager) Roll No: - 960770028

J K Cement Kanpur Batch 2009-2011

Dr. Virendra Swarup Institute of Professional Studies,

Affiliated to UPTU, Lucknow

K- Block Kidwai Nagar, Kanpur.

(0512)2611997, www.vsipskanpur.com

ACKNOWLEDGEMENT


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First of all I thank God for giving me this wonderful opportunity to undertake this research

which is a part of my MBA program.

I would like to sincerely thank Mr. Rajesh Sharmafor giving me the wonderful opportunity

to work under his able guidance and support throughout my research report.

With great pleasure, I extend my deep sense of gratitude towards to Dr. Ashish Tiwari and

my project GUIDE Mr. Jitendra AwathiUnder whose valuable guidance, constant interest

and encouragement, which have devoted his ever-precious time from his busy schedule and

his thus in completing the summer training report.

And I am also thankful Ms. Garima Sengarwhose great co-operation was a source of

inspiration throughout the completion of summer training report.

MANVENDRA DWIVEDI

DECLARATION

I hereby declare that this project report entitled as An analysis of recruitment and selection

process, submitted to, Dr. Virendra Swarup Institute Of Professional Studies, Kanpur,

UPTU in partial fulfillment of the requirement of MBA is a bona fide work done byme and

it was not submitted to any other university or institution previously.

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The data and facts provided in the report are authentic to the best of my knowledge. I

solemnly declare that the work done by me is original and no copy of it has been submitted

to any other university for award of any other degree, diploma, and fellowship on similar

topic.

MANVENDRA DWIVEDI

CONTENT

1. Cover and Title page

2. Certificate

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3. Acknowledgement

4. Declaration

5. Table of content

I Chapter

6. Executive Summary

7. Objective of the study

8. Methodology

9. The chapter would contain the following things

Formulation of Hypothesis

Sources of Data

Sample size, if any

Methods of data collection

tools and techniques of analysis

II Literature review

Industries overview

Cement Industry History of origin of cement

Modern cement Top 10 player of cement industry

company overview

Strength Subsidiary Product Policy Plans

III About the project taken in the organization

IV Surveys, feedback and Data Analysis

V Suggestion/ Recommendation

VI Conclusion

VII Bibliography

Executive Summary

This report is a summary of the summer training done at cement Industry. The first few pages

of the report talk about an introduction to the cement industry & the need for specialists in

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cement independently since their incorporation & then with the profile of recruitment in

cement Industry. Hereafter the report talks about the Research i.e. Agency Development-

recruit best profiles as Employee s. Here we talk about the process of recruiting Employee

followed by principles of recruiting. In the next few pages an attempt has been made to

clarify the details & descriptions which one should know before thinking of becoming an

Employee right from the qualities & reasons for becoming an Employee to the payments

& benefits provided by J.K. Cement to its Employees.

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

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

OBJECTIVE OF STUDY

This project entitled Recruitment of Recovery agent in J.K. Cement, KANPUR aimed atstudying the recruitment of Recovery agent of any organisation are very important functions

because these decide the most suitable manpower which steers the industry to its desired

goals.

This project was undertaken as a part of the curriculum of MBA, which is compulsory for

each student to have the training in any organisation to their respective specialization, as to

gain firsthand knowledge of the organization. This exposure enables the trainees to learn

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effective and efficient ways and means to solve the real problems faced by the organization

and also to understand its dynamics.

Objective

The main objectives of this project are:

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

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

of the organization and the individual.

RESEARCH METHODOLOGY

This Research involves the collection of primary data through survey approach because data

is to be collected only by meeting people of different age groups, different segments and

different working groups who are interested in doing part time work for earning extra money.

Survey helps to know that which type of persons profile has been more interested in earning

extra money.

Approached people through various means. they did cold calling, targeted on various

segments. Invited people for COPs, a meeting that talks about the career opportunity being

provided and the benefits that Employee can avail once he starts with his work.

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

full time.

Once people are short listed and recruited, we follow a series of procedures through which

they are finally selected. The procedure is known as the selection process explained in detail.

RESEARCH INSTRUMENT

The research instrument used here for collecting primary data is questionnaire. This has

provided flexibility in substantial Information from diversified people. This survey helped to

know that how people think about extra earning sources.

1. SAMPLING PLAN:

Sampling area: Kanpur

(Qualified people of age above 25 yr from different region.)

Sample size : 100

Method used for collecting primary data is questionnaire

Sampling Procedure:

(a) Random sampling

(b) Stratified sampling

2. CONTACT METHOD:

Following contact methods through which information was gathered:

Pilot

In depth interview

3. DATA COLLECTION:

Sources of Primary and Secondary Data

One major aim of this project was to analyze the competition on retail banking market with

respect to HDFC and their products & offerings. Therefore I had to gain knowledge about the

different products of its products and their various functionalities with respect to HDFC

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

knowledge.

Primary Data:The only way this project could have been done was' by collecting primary

data from the common man For this purpose a detailed structured questionnaire was made

and tested before being put to use.

Secondary Data: I had to go through a lot of secondary data namely (Indian banking

System) HDFC Banks' Annual Report and products & services of HDFC bank collected from

internet.

III CHAPTER

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LITERATURE REVIEW

Industry overviewCement Industry

In the most general sense of the word, cement is a binder, a substance that sets and hardens

independently, and can bind other materials together. The word "cement" traces to the

Romans, who used the term opus caementicium to describe masonry resembling modern

concrete that was made from crushed rock with burnt lime as binder. The volcanic ash and

pulverized brick additives that were added to the burnt lime to obtain a hydraulic binder were

later referred to as cemented, cemented, cement and cement.

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

cements (e.g. Portland cement) harden because of hydration chemical reactions that occur

independently of the admixture's water content; they can harden even underwater or when

constantly exposed to wet weather. The chemical reaction that results when the anhydrous

cement powder is mixed with water produces hydrates that are not water-soluble. Non-

hydraulic cements (e.g. lime and gypsum plaster) must be kept dry in order to gain strength.

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The most important use of cement is the production ofmortarand concretethe bonding of

natural or artificial aggregates to form a strong building material that is durable in the face of

normal environmental effects.

Concrete should not be confused with cement because the term cement refers only to the

anhydrous powder substance (ground clinker) used to bind the aggregate materials of

concrete. Upon the addition of water and/or additives the cement mixture is referred to as

concrete, especially if aggregates have been added.

History of the origin of cement

Early uses

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

lime and a pozzolan produces a hydraulic mixture (see also: Pozzolanic reaction), but

concrete made from such mixtures was first used on a large scale by Roman engineers.[1]

They used both natural pozzolans (trass orpumice) and artificial pozzolans (ground brick or

pottery) in these concretes. Many excellent examples of structures made from these concretes

are still standing, notably the huge monolithic dome of the Pantheon in Rome and the

massive Baths of Caracalla.[2] The vast system ofRoman aqueducts also made extensive use

of hydraulic cement.[3] The use of structural concrete disappeared in medieval Europe,

although weak pozzolanic concretes continued to be used as a core fill in stone walls and

columns.

Modern cement

Modern hydraulic cements began to be developed from the start of the Industrial Revolution

(around 1800), driven by three main needs:

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

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

sea water.

Development of strong concretes.

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In Britain particularly, good quality building stone became ever more expensive during a

period of rapid growth, and it became a common practice to construct prestige buildings from

the new industrial bricks, and to finish them with a stucco to imitate stone. Hydraulic lines

were favored for this, but the need for a fast set time encouraged the development of new

cements. Most famous was Parker's "Roman cement".[4]This was developed by James Parker

in the 1780s, and finally patented in 1796. It was, in fact, nothing like any material used by

the Romans, but wasNatural cement" made by burning sectarian - nodules that are found in

certain clay deposits, and that contain both clay minerals and calcium carbonate. The burnt

nodules were ground to a fine powder. This product, made into a mortar with sand, set in 5

15 minutes. The success of "Roman Cement" led other manufacturers to develop rival

products by burning artificial mixtures ofclay and chalk.

John Seaton made an important contribution to the development of cements when he was

planning the construction of the third Eddy stone Lighthouse (1755-9) in the English

Channel. He needed a hydraulic mortar that would set and develop some strength in the

twelve hour period between successive high tides. He performed an exhaustive market

research on the available hydraulic lines, visiting their production sites, and noted that the"hydraulicity" of the lime was directly related to the clay content of the limestone from

which it was made. Seaton was a civil engineerby profession, and took the idea no further.

Apparently unaware of Seatons work, the same principle was identified by Louis Vicar in

the first decade of the nineteenth century. Vicar went on to devise a method of combining

chalk and clay into an intimate mixture, and, burning this, producedartificial cement" in

1817. James Frost, [5] working in Britain, produced what he called "British cement" in a

similar manner around the same time, but did not obtain a patent until 1822. In 1824, Joseph

Aspin patented a similar material, which he called Portland cement, because the render made

from it was in color similar to the prestigious Portland stone.

All the above products could not compete with lime/pozzolan concretes because of fast-

setting (giving insufficient time for placement) and low early strengths (requiring a delay of

many weeks before formwork could be removed). Hydraulic lines, "natural" cements and

"artificial" cements all rely upon theirbelie content forstrength development. Belie develops

strength slowly. Because they were burned at temperatures below 1250 C, they contained no

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alit, which is responsible for early strength in modern cements. The first cement to

consistently contain alit was made by Joseph Aspins son William in the early 1840s. This

was what we call today "modern" Portland cement. Because of the air of mystery with which

William Aspin surrounded his product, others (e.g. Vicar and I.C. Johnson) have claimed

precedence in this invention, but recent analysis[6] of both his concrete and raw cement have

shown that William Aspins product made at North fleet, Kent was a true alit-based cement.

However, Aspins methods were "rule-of-thumb": Vicar is responsible for establishing the

chemical basis of these cements, and Johnson established the importance of sintering the mix

in the kiln.

William Aspins innovation was counter-intuitive for manufacturers of "artificial cements",

because they required more lime in the mix (a problem for his father), a much higher kiln

temperature (and therefore more fuel), and the resulting clinkerwas very hard and rapidly

wore down the millstones, which were the only available grinding technology of the time.

Manufacturing costs were therefore considerably higher, but the product set reasonably

slowly and developed strength quickly, thus opening up a market for use in concrete. The use

of concrete in construction grew rapidly from 1850 onwards, and was soon the dominant usefor cements. Thus Portland cement began its predominant role.

Types of modern cement

1. Portland cement

Cement is made by heating limestone (calcium carbonate), with small quantities of other

materials (such as clay) to 1450 C in a kiln, in a process known as calcinations, whereby a

molecule ofcarbon dioxide is liberated from the calcium carbonate to form calcium oxide, or

quicklime, which is then blended with the other materials that have been included in the

mix . The resulting hard substance, called 'clinker', is then ground with a small amount of

gypsum into a powder to make 'Ordinary Portland Cement', the most commonly used type of

cement (often referred to as OPC).

Portland cement is a basic ingredient ofconcrete,mortarand most non-specialty grout. The

most common use for Portland cement is in the production of concrete. Concrete is a

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composite material consisting of aggregate (gravel and sand), cement, and water. As a

construction material, concrete can be cast in almost any shape desired, and once hardened,

can become a structural (load bearing) element. Portland cement may be gray or white.

Portland cement blends

These are often available as inter-ground mixtures from cement manufacturers, but similar

formulations are often also mixed from the ground components at the concrete mixing plant.

[7]

Portland blast furnace cement contains up to 70 % ground granulated blast furnace slag,with the rest Portland clinker and a little gypsum. All compositions produce high ultimate

strength, but as slag content is increased, early strength is reduced, while sulfate resistance

increases and heat evolution diminishes. Used as an economic alternative to Portland sulfate-

resisting and low-heat cements.

Portland flash cement contains up to 30 % fly ash. The fly ash is pozzolanic, so that

ultimate strength is maintained. Because fly ash addition allows lower concrete water

content, early strength can also be maintained. Where good quality cheap fly ash is available,

this can be an economic alternative to ordinary Portland cement.

Portland pozzolan cement includes fly ash cement, since fly ash is a pozzolan, but also

includes cements made from other natural or artificial pozzolans. In countries where volcanic

ashes are available (e.g. Italy, Chile, Mexico, the Philippines) these cements are often the

most common form in use.

Portland silica fumes cement. Addition of silica fume can yield exceptionally high

strengths, and cements containing 5-20 % silica fume are occasionally produced. However,

silica fume is more usually added to Portland cement at the concrete mixer.

Masonry cements are used for preparing bricklaying mortars and stuccos, and must not be

used in concrete. They are usually complex proprietary formulations containing Portland

clinker and a number of other ingredients that may include limestone, hydrated lime, air

entertainers, retarders, water proofers and coloring agents. They are formulated to yield

workable mortars that allow rapid and consistent masonry work. Subtle variations of

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Masonry cement in the US are Plastic Cements and Stucco Cements. These are designed to

produce controlled bond with masonry blocks.

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

sulfoaluminate clinkers), and are designed to offset the effects of drying shrinkage that is

normally encountered with hydraulic cements. This allows large floor slabs (up to 60 m

square) to be prepared without contraction joints.

White blended cements may be made using white clinker and white supplementary

materials such as high-purity met kaolin.

Colored cements are used for decorative purposes. In some standards, the addition of

pigments to produce "colored Portland cement" is allowed. In other standards (e.g. ASTM),

pigments are not allowed constituents of Portland cement, and colored cements are sold as

"blended hydraulic cements".

Very finely ground cements are made from mixtures of cement with sand or with slag or

other pozzolan type minerals that are extremely finely ground together. Such cements can

have the same physical characteristics as normal cement but with 50% less cement

particularly due to their increased surface area for the chemical reaction. Even with intensive

grinding they can use up to 50% less energy to fabricate than ordinary Portland cements.[11]

2. Non-Portland hydraulic cements

Pozzolan-lime cements. Mixtures of ground pozzolan and lime are the cements used by the

Romans, and can be found in Roman structures still standing (e.g. the Pantheon in Rome).

They develop strength slowly, but their ultimate strength can be very high. The hydration

products that produce strength are essentially the same as those produced by Portland

cement.

Slag-lime cements.Ground granulated blast furnace slag is not hydraulic on its own, but is

"activated" by addition of alkalis, most economically using lime. They are similar to

pozzolan lime cements in their properties. Only granulated slag (i.e. water-quenched, glassy

slag) is effective as a cement component.

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Super sulfated cements. These contain about 80% ground granulated blast furnace slag,

15 % gypsum oranhydrite and a little Portland clinker or lime as an activator. They produce

strength by formation ofettringite, with strength growth similar to a slow Portland cement.

They exhibit good resistance to aggressive agents, including sulfate.

Calcium aluminates cements are hydraulic cements made primarily from limestone and

bauxite. The active ingredients are monocalcium aluminates CaAl2O4 (Coo Al2O3 or CA in

Cement chemist notation, CCN) and kainite Ca12Al14O33 (12 Coo 7 Al2O3, or C12A7 in CCN).

Strength forms by hydration to calcium aluminates hydrates. They are well-adapted for use in

refractory (high-temperature resistant) concretes, e.g. for furnace linings.

Calcium sulfoaluminate cements are made from clinkers that include ye'elimite (Ca4

(AlO2)6SO4 or C4A3 in Cement chemist's notation) as a primary phase. They are used in

expansive cements, in ultra-high early strength cements, and in "low-energy" cements.

Hydration produces ettringite, and specialized physical properties (such as expansion or rapid

reaction) are obtained by adjustment of the availability of calcium and sulfate ions. Their use

as a low-energy alternative to Portland cement has been pioneered in China, where several

million tons per year are produced.[12] [13]Energy requirements are lower because of the lower

kiln temperatures required for reaction, and the lower amount of limestone (which must be

endothermic ally decarbonated) in the mix. In addition, the lower limestone content and

lower fuel consumption leads to a CO2 emission around half that associated with Portland

clinker. However, SO2 emissions are usually significantly higher.

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

burning argillaceous limestones at moderate temperatures. The level of clay components in

the limestone (around 30-35 %) is such that large amounts ofbelie (the low-early strength,high-late strength mineral in Portland cement) are formed without the formation of excessive

amounts of free lime. As with any natural material, such cements have highly variable

properties.

Geopolymer cements are made from mixtures of water-soluble alkali metal silicates and

aluminosilicate mineral powders such as fly ash and metakaolin.

The setting of cement

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Cement sets when mixed with water by way of a complex series of hydration chemical

reactions still only partly understood. The different constituents slowly hydrate and

crystallize while the interlocking of their crystals gives to cement its strength. Carbon

dioxide is slowly absorbed to convert the Portland (Ca (OH) 2) into insoluble calcium

carbonate. After the initial setting, immersion in warm water will speed up setting. In

Portland cement,gypsum is added as a compound preventing cement flash setting.

Environmental impacts

Cement manufacture causes environmental impacts at all stages of the process. These include

emissions of airborne pollution in the form of dust, gases, noise and vibration when operating

machinery and during blasting in quarries, and damage to countryside from quarrying.

Equipment to reduce dust emissions during quarrying and manufacture of cement is widely

used, and equipment to trap and separate exhaust gases are coming into increased use.

Environmental protection also includes the re-integration of quarries into the countryside

after they have been closed down by returning them to nature or re-cultivating them.

CO2 emissions

Cement manufacturing releases CO2 in the atmosphere both directly when calcium carbonate

is heated, producing lime and carbon dioxide, and also indirectly through the use of energy,

particularly if the energy is sourced from fossil fuels. The cement industry is the second

largest CO2 emitting industry behind power generation. The cement industry produces about

5% of global man-made CO2 emissions, of which 50% is from the chemical process, and

40% from burning fuel. The amount of CO2 emitted by the cement industry is nearly 900 kg

of CO2 for every 1000 kg of cement produced.

In certain applications, lime mortar, reabsorbs the CO2 chemically released in its

manufacture, and has a lower energy requirement in production. Newly developed cement

types from Novice and Eco-cement can absorb carbon dioxide from ambient air during

hardening.

Heavy metal emissions in the air

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In some circumstances, mainly depending on the origin and the composition of the raw

materials used, the high-temperature calcinations process of limestone and clay minerals can

release in the atmosphere gases and dust rich in volatile heavy metals, ago, thallium,[19]

cadmium and mercury are the most toxic. Heavy metals (To, Cod, Hg,) are often found as

trace elements in common metal sulfides (pyrite (FeS2), zinc blended (Zones), galena

(Pubs),) present as secondary minerals in most of the raw materials. Environmental

regulations exist in many countries to limit these emissions.

Heavy metals present in the clinker

The presence of heavy metals in the clinker arises both from the natural raw materials and

from the use of recycled by-products or alternative fuels. The high pH prevailing in the

cement pore water (12.5 < pH < 13.5) limits the mobility of many heavy metals by

decreasing their solubility and increasing their sorption onto the cement mineral phases.

Nickel, zinc and lead are commonly found in cement in non-negligible concentrations.

17
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TOP TEN PLAYERS OF CEMENT INDUSTRY

Name

Production

Installed Capacity

Net Profit (Quarter ended

Name

Production

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Name

Production

Installed Capacity

Net Profit (Quarter ended

Name

Production

Installed Capacity

Net Profit (Quarter ended on

Name

Installed Capacity

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COMPANY OVERVIEW

J.K. Cement is an affiliate of the J.K. Organization, which was founded by Lela Kampala

Singhania. The J.K. Organization is an association of industrial and commercial companies

and has operations in a broad number of industries.

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

Nimbahera in the state of Rajasthan. At Nimbahera, we started with a single kiln with a

production capacity of 0.3 million tons. They added a second kiln in 1979 with production

capacity of 0.42 million tons, and a third kiln in 1982 with a production capacity of 0.42

million tons. They added a precalciner with a capacity of 0.4 million tons in 1988, which

increased capacity at Nimbahera to 1.54 million tons. During the years 1998 through 2003,

we continued to implement modifications to each of kilns, which increased aggregate

capacity at Nimbahera to 2.8 million tons as of September 30, 2005.

They commissioned a second grey cement plant at Mongrel plant in 2001, with a production

capacity of 0.75 million tons. As of September 30, 2005, we had an aggregate production

capacity of 3.55 million tons per annum of grey cement. White cement plant was completed

in 1984 with a capacity of 50,000 tons. Continuing modifications to the plant have increased

its production capacity to 300,000 tons as of September 30, 2005.

Today, J. K. Cement Ltd. is one of the largest cement manufacturers in Northern India. They

are also the second largest white cement manufacturer in India by production capacity. While

the grey cement is primarily sold in the northern India market, the white cement enjoys

demand in the export market including countries like South Africa, Nigeria, Singapore,

Bahrain, Bangladesh, Sri Lanka, Kenya, Tanzania, UAE and Nepal.

Access to high quality limestone reserves that are suitable for production of white cement

provides us with a competitive advantage. Based on geological surveys conducted by

independent agencies on mines between 1996 and 2001, limestone reserves for both grey and

white cement are expected to meet existing and planned limestone requirements of 4.0 Manta

of grey cement and 0.4 Manta of white cement, for approximately 40 years.

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Backed by state-of-the-art technology and highly skilled manpower against the backdrop of

Indias infrastructural growth in an overdrive, we are upbeat about the future. they are

confident of contributing heavily in Indias new of development. They see a world of

concrete ideas on the horizon.

Chairman

Dr. Singhania, Chairman, holds a Master of Arts degree in Economics and a PhD degree in

Economics from Agra University. He has corporate experience spanning 50 years. He has

been associated with the Company as its Promoter Director and has led Company since its

inception in 1994. He is also the Chairman of JKSL, Jugular Kampala Cotton Spy. & Wag.

Mills Company Limited and J.K. Traders Limited. He has held the position of Chairman of

the Merchant Chambers of Uttar Pradesh and Employers Association of Northern India.

He has also been the president of Uttar Pradesh Stock Exchange Association Limited. He has

been a director of Pradeshiya Industrial Investment Corporation of Uttar Pradesh, Uttar

Pradesh State Industrial Development Corporation and the Uttar Pradesh State Sugar

Corporation. Currently, he is also the chancellor of Dayan and Shish Sans than and the

president of Kanpur Education Society.

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STRENGTH

Enjoy a numberof key competitive advantages, which have helped maintain position as one

of the leading cement manufacturers in the Northern Indian cement market. Principal

strengths and competitive advantages are as follows:

Leading position in attractive Northern India grey cement market.

Based on CMA data, Northern Indian cement manufactures have consistently operated at the

highest levels of capacity utilization among Indias five regions. They believe this reflects

the strong demand in Northern India for cement products relative to supply. Further, based

on capacity expansions announced by cement manufacturers, theyexpect cement plants in

Northern India to continue to operate at high utilization levels and anticipate continued

strong demand for grey cement products in the near and medium-term.

They believe that we are well positioned to take advantage of this demand, as the largest grey

cement manufacturer in Northern India, and the largest grey cement manufacturer in the state

of Rajasthan.

One of the Leading white cement producer in India

White cement accounted for 16.6% of total cement revenue and 35.2% of adjusted EBITDA

from cement operations in fiscal 2005, and 15.5% of revenues and 26.7% of adjusted

EBITDA from cement operations in the six months ended September 31, 2005. Unlike grey

cement, the white cement industry in India is highly concentrated with the two largest players

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accounting for the substantial majority of Indias production capacity. Consequently, prices

of white cement have been relatively less volatile and sales of white cement have generated

more stable cash flows for the even during industry downturns in grey cement. They also

believe position as the second largest producer of white cement in India, together with

nationwide delivery network, significantly enhances the overall brand image of JK Cement.

Proximity and access to large reserves of high quality limestone

The company has access to large reserves of limestone for both grey and white cement

operations, which we believe are sufficient to sustain operations well into the future. Based

on independent geological surveys of different mines during 1996 to 2001, the believe that

limestone reserves are sufficient to support current and planned capacity for approximately

40 years for both grey and white cement. (Put in risk - assuming we are able to renew

existing leases upon their expiry) As one of the first cement producers in Northern India,

they were able to choose limestone reserves in an area with high quality limestone. In

addition to allowing us to produce white cement, which requires high quality limestone, it

also provides us with a cost advantage, as they are not required to purchase sweeteners to

improve the quality of limestone. Further, manufacturing plants are in close proximity tolimestone reserves, resulting in lower transportation costs. Finally, mines that supply white

cement plant at Gotten also have a supply of white clay, an important additive necessary for

white cement production.

Quality of products and strong brand name

Believe that brand name and reputation are important to retail purchasers of cement in India.

They have built a strong reputation among cement purchasers by consistently providing high

quality products. They believe that there is strong customer awareness of brands, JK Cement

(Sarvashaktiman), for grey cement in principal market in Northern India, and JK White

(Camel), for white cement across India. Further, they believe that brand name and

reputation for consistently supplying high quality products provide us with a competitive

advantage in ensuring that cement dealers carry products.

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Extensive marketing and distribution network

They have a wide distribution network for grey cement in Northern India. They also have a

strong all-India distribution network for white cement. Distribution network for grey cement

products consists of 44 feeder depots serviced by seven regional sales offices in Delhi,

Haryana, Uttar Pradesh, Punjab, Rajasthan, Madhya Pradesh and Gujarat. White cement

network comprises 20 feeder depots serviced by 13 regional sales offices in Delhi,

Chandigarh, Uttar Pradesh, West Bengal, Andhra Pradesh, Tamil Nadu, Karnataka, Kerala,

Maharashtra, Gujarat, Madhya Pradesh and Rajasthan. In addition, we have more than 4,000

retail stores that stock grey and white cement products, as well as 22 sales promoters and

handling agents. They believe that the extent of this network, and relationships with dealers,

enables to market and distribute cement widely and efficiently.

Experience and technical know-how

They have 30 years of experience in the Indian cement industry, which they believe provides

us with the skills to maximize production efficiency, expand production capacity quickly and

reduce costs. Over the years, we believe that they have developed long-term customer

relationships and a strong reputation for quality. In addition, we have a proven track record

of upgrading and modernizing production capabilities efficiently, having increasedproduction capacity at Nimbahera by more than 80%, from 1.54 million tons in 1998 to 2.8

million tons as of September 30, 2005. Further, they have a stable and experienced middle

and senior level management team, many of whom have been working in cement operations

for more than 20 years. Nimbahera manufacturing facility was chosen by the World Bank

and the Danish International Development Agency as one of the f training centers in India to

serve as the Regional Training Center for Northern India. There are only f regional training

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centers for the cement industry in India, and we believe operation of the training center

provides us with access to state of art training aids, live working models, and technical

expertise developed by well known national and international cement producers.

REGIONAL TRAINING CENTRE

Over the years, we have developed long-term customer

relationships and a strong reputation for quality. In

addition, they have a proven track record of upgrading andmodernizing production capabilities efficiently, having

increased production capacity at Nimbahera by more

than 80%, from 1.54 million tons in 1998 to 2.8 million

tons as of September 30, 2005.they have a stable and

experienced middle and senior level management team, many of whom have been working in

cement operations for more than 20 years.

Nimbahera manufacturing facility was chosen by the World Bank and the Danish

International Development Agency as one of the f training centers in India to serve as the

Regional Training Center for Northern India. There are only f regional training centers for

the cement industry in India, and we believe operation of the training center provides us with

access to state of art training aids, live working models, and technical expertise developed by

well known national and international cement producers.

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SUBSIDIARY

JAYKAYCEM LTD.

Jaykaycem Ltd., a wholly owned subsidiary of J.K.Cement Ltd. is setting up

Greenfield Grey Cement plant with split grinding unit in the state of Karnataka.

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

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

up at Bellary.

Substantial Land for factory & colony has been acquired and the entire factory &

mining land will be procured by March07.

Orders have been placed for main plant & equipment, gear boxes and other long

delivery items Foundation stone laying ceremony was held on 8th Dec.06 and civil

work has started.

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

Grinding Unit (Phase II) would be commissioned after 612 months of Phase-I.

PRODUCTS

The produce grey cement and white cement. Grey cement produced by us consists of

Ordinary Portland Cement (OPC) and Portland Pozzolana Cement (PPC). OPC has three

principal grades that are differentiated by their compressive strengths, and consist of 53-

grade, 43-grade and 33-grade OPC.

All products comply with the quality standards specified by the Bureau of Indian Standards

(BIS). Cement products are marketed under the brand names J.K. Cement and

Sarvashaktiman for OPC products, J.K. Super for PPC products and J.K. White and Camel

for white cement products, which we believe are well known brands.

J .K. WALL PUTTY

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

Type of cement

Grey Cement

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

market that we do.

White Cement

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

Water Proof

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

PRODUCT RANGE

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

is produced using a different quality of limestone and is distinguished from grey cement by

its white color. Each ton of white cement requires approximately 1.33 tons of limestone, 0.02

tons of gypsum and 0.2 tons of additives including white clay, feldspar and fluorspar.

JK Water proof is another product from JK Cements Ltd. which is ISI approved. Its a water

repellent material in powder form which specially formulated and designed to prevent

passage of water through pore and capillaries of the concrete, thereby imparting to concrete

an efficient, dependable and durable water proofing protection against rain, ground water,

moisture, dampness, humidity etc. JK Water proof is free from chlorides and is based on

material which disperses rapidly and makes a homogenous mix with cement.

POLICY

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Technologies change, needs change, and in turn products change. What remain unchanged,

are values and ideas that propel any entity forward. Ideas that are concrete and unwavering,just like their outcome. At JK Cement we are crossing milestones, one after another,

propelled by the following concrete ideas:

To provide products that fully comply with technical specifications committed to

customers, at the most competitive price.

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

other partners.

To operate manufacturing facilities in such a way, that they help sustain the

environment & provide new opportunities for the underprivileged in that region.

To ensure that every department of every office enc ages new & better ideas and

freedom of expressing the same, and cultivate a work environment that rewards

excellence in every employees chosen area of work leading to a harmonious &

fulfilling atmosphere.

To motivate every team member to challenge his last best performance and out do

it continually.

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

customers.

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PLANTS

they manufacture grey cement in two facilities located at Nimbahera and Mangrol in the state

of Rajasthan in Northern India. White cement is produced at facility at Gotan in the state of

Rajasthan. plants have obtained many accolades and recognition, the most noteworthy

being : ISO-9001:2000 QMS and ISO-14001:2004 EMS for the grey cement facility at

Nimbahera and ISO-9001:2000 QMS, ISO-14001:1998 EMS & OHSAS-18001:2005

Occupational Health and Safety for the white cement facility at Gotan. The construction of

first most modern dry cement plant began in 1970 in Nimbahera in Rajasthan.

The following table shows a breakdown of production of the Nimbahera, Mangrol and

Gotten cement facilities for the periods indicated

PRODUCTION (IN METRIC TONS)

Fiscal

2006

Fiscal

2007

Fiscal

2008

Six months ended

September 30, 2009

Nimbaher

a

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

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

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

Nimbahera Unit

Mongrel Unit

Gotten Unit

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Mnufacturing Process

The production process for cement consists of drying, grinding and mixing limestone and

additives like bauxite and iron ore into a powder known as raw meal. The raw meal is then

heated and burned in a pre-heater and kiln and then cooled in an air cooling system to form a

semi-finished product, known as a clinker. Clinker (95%) is cooled by air and subsequently

ground with gypsum (5%) to form Ordinary Portland Cement (OPC). Other forms of

cement require increased blending with other raw materials. Blending of clinker with other

materials helps impart key characteristics to cement, which eventually govern its end use.

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

The basic differences between these processes are the form in which the raw meal is fed into

the kiln, and the amount of energy consumed in each of the processes. In the dry process, the

raw meal is fed into the kiln in the form of a dry powder resulting in energy saving, whereas

in the wet process the raw meal is fed into the kiln in the form of slurry. There is also a semi-

dry process, which consumes more energy than the dry process but lesser than the wet

process.

Dry Process

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

All J.K. Cement plants are dry process plants. Limestone is crushed to a uniform and usable

size, blended with certain additives (such as iron ore and bauxite) and discharged on a

vertical roller mill, where the raw materials are ground to fine powder. An electrostatic

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precipitator deducts the raw mill gases and collects the raw meal for a series of further stages

of blending. The homogenized raw meal thus extracted is pumped to the top of a preheated

by air lift pumps. In the presenters the material is heated to 750C. Subsequently, the raw

meal undergoes a process of calcinations in a precalcinator (in which the carbonates present

are reduced to oxides) and is then fed to the kiln. The remaining calcinations and

clinkerization reactions are completed in the kiln where the temperature is raised to between

1,450C and 1,500C. The clinker formed is cooled and conveyed to the clinker silo from

where it is extracted and transported to the cement mills for producing cement. For producing

OPC, clinker and gypsum are used and for producing Portland [Pozzolana] Cement (PPC),

clinker, gypsum and fly ash are used. In the production of Portland Blast Furnace Stag

Cement (PSC), granulated blast furnace slag from steel plants is added to clinker.

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Corporate Social Responsibility

White Cement Unit

Concrete Road with proper drainage system at Gotten village

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Sponsorship of annual Eye camps at Gotten

Street Light for Gotten village

Tree plantation along the road leading to Gotten

Organizing Social event for residents of Local area

Funding & Technical support for Infrastructure projects of Local Community

Tube Well to provide drinking water for villagers

Temple (Renovation of two old temples)

Dharamshala (Inn) at Gotten Village

Free education to the wards of Cargill war heroes

Free bus service for students of nearby villages

Building for girls school at Gotten village

Grey Cement Unit

Construction of Hospitals

Sponsorship in eye camps

Construction of Dharamshalas

Construction of Panchayat building

Construction of Temple in township

Construction of school buildings in nearby villages

Construction of roads connecting with the highways

Provide drinking water facilities in nearby villages by bore wells

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Operating an Industrial Training Institute affiliated with National Council for

Vocational Training, Govt. of India

Running two schools: Pad is Vida Vicar- from K.G. to Vetch Class & Kailas Vida

Vicar From Vita to XII affiliated with Central Board of Secondary Education

(CBSE) Govt. of India. More than 1000 students study in these schools

Environmental Concern

Environmental Clearance of Expansion of Cement Grinding Unit

To feed the required limestone to cements plants, they hold f mining leases at Airport,

Maliakhera, Kaunda and Tilakhera where mining is carried out using deep whole drilling and

blasting. But a lot of care has been taken to negate the ill effects of this ecology affecting

activity.

To begin with, they have converted the dry drilling into wet drilling, water is sprinkled on the

haul roads, dense plantation has been cultivated around the working pit, Sequential Blasting

Machine and down the hole delay are being used to reduce noise, vibration and fly rock.

Water is kept stored in the forth bench for use during summer as it also helps recharge the

ground water table.

Forestation is carried out at all the f mines as a part of the mining process. Till date, a total of

2, 85,396 plants have been planted covering a total area of over 65 hectares. Necessary

arrangement for watering these plants, ensuring their survival, has also been done in the form

of construction of 6 water tanks combined with the facilitation of direct water supply

pipelines and water tankers.

They have also focused on the Waste Dump Management. The generation of waste material

along with mining of limestone at all mines, is almost negligible. However, some waste like

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Interstitial Clay, when generated, is excavated separately and dumped at the specified places.

These waste dumps are being properly leveled which are then covered with black cotton soil

scraped from other parts of the pit only. This forms the bed for plantation or forestation. The

heights of the dumps are kept only 5 to 6 marks. So that there will be no chance of

destabilizing of these dumps after plantation in the long run.

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

Secondary Schools, Industrial Training Institutes, Institutes of Management & Research,

Institute of Medicine, Institute of Cardiology, Institute of Radiology & Cancer Research and

Dr. Gaur Hair Singhania Academy of Productivity Science & Environmental Engineering.

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V CHAPTER

Surveys, feedback and Data Analysis

Findings & DATA Analysis

The data gathered was analyzed qualitatively. The analysis was aimed to figure the ideal type

of Employee to make the distribution chain more effective.

Data getting from questionnaire categorized into f category as:

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

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

to profile.

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

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Data Analysis

1. People interested in joining Company (unemployed people)

a) 45% yes

b) 24% no

c) 31% cant say

Data Interpretation:

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

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2. Age group of the Employee

Year

a) 15-18 = Nil

b) 19-25 = 36%

c) 26-30 = 28%

d) 31-40 = 28%

e) More than 40 = 8%

Analysis:

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

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

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

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5. What is y last academic qualification?

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

Other ________________________________________________

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

MBA = 16% C.A = Nil

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

Full time = 44% Part time = 56%

Analysis:

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

work

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

Student = 30%

Private Employee = 45%

Govt. Employee = 10%

Business = 10%

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

Yes ( ) No ( )

Yes = 85% No = 15%

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9. What inspire you for hard working?

A. Motivational session ( )

B. Joint field visit ( )

C. Commission, incentive and reward ( )

A. Motivational session = 28%, B. Joint field visit = 12%, C. Commission, incentive andreward = 60%

10.What was y achievement in last three month?

A. In no. of policy ______________

0-5 = 36%

5-10 = 48%

Above 10 = 16%

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

Yes ( ) No ( )

Yes = 65% No=35%

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Data Interpretation

The data shows that to recruiting an Employee varies according to persons profile. Most

of the unemployed person want to get a job with salary. Only few persons were

interested in doing job on commission basis. But it was very difficult to convince

them that they can earn more money in comparison with their fixed salary (ranges

from Rs. 5,000-10,000) and get a wonderful growth path.

Unemployed dont have any kind of job. They just want to do something which can givethem a position in corporate world. Since the work profile of an agent is to interacting with

the people and convincing them for purchasing the insurance policy.

Private employees whose salary within Rs 15,000, are highly interested to become a

financial Employee. They just want to make money. Age also matters here; most of the

private employee who was showing their interest is under the age of 40 yrs. The persons, age

above 40 yrs were showing their little interest. Hence they have the higher percentage among

all the Employee s.

Government employees : since any government employee cant do other job except their

job. Hence initially they refused the proposal of Employee. But when they informed that they

can do it on the behalf of any one from their family, who should be 12th pass. The more

positive answer came.

With introduction of the cement sector in the field of J.k.Cement, it has become extremely

competitive. Cement involves tiring field work and tale contacting, the prospective customers

to persuade them and convince them about future benefits.

The J.K. CEMENT a multinational concern is busy in recruiting and selecting Employee s

tactfully, skillfully and with expertise. In view of the competition, especially in the private

sector, the J.K. CEMENT makes efficient sales team effort with expertise and acumen to

create excellent customer relationship management with great online support and personal

contacts.

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The J.K. CEMENT is one of the most prominent companies with international expertise and

experience. Employee s is extensively trained in understanding customers needs. With a

dedicated work force behind it, the J.K. CEMENT success story is a result of the unique

vision of the company.

Hence recruitment of Employee s is one of the most important jobs. Inefficient Employee s is

burden for the company. Hence only the capable people who have desire to earn and work

hard are selected.

The intensive market research shows that most of the respondents are showing their interest

in J.K.Cement. They are looking for high commission slab and marvelous career growth

path.

During my summer training I took the help of the above described things. Consequently I

became able to recruit maximum Employee within 8 weeks.

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THE PROCESS OF

RECRUITING EMPLOYEE

Prospecting

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

insurance Employee s with J.K. Cement. Random sampling or market visits, tale- calling,

existing databases or references do this. These people can be anybody ranging from an

unemployed seeking an opportunity or anyone who is already working but desires to have an

extra s cue of income or someone who has extra time & wants to pursue it as a part time &

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earning along with it. Anybody, a housewife, a businessman, a professional or a student can

take up this opportunity.

Suspecting

This consists of judging such people whether they would be fit for being an

insurance Employee with respect to their qualifications, skills, confidence, etc. After doing

so the next step is fixing appointments with them to give all the information & completing

the formalities.

Sales pitch

This involves the Business Opportunity Presentation (BOP) that gives the prospective

Employee all the information about the companys background & history, the job profile,

payments & benefits, the skills required, the training requirements & options, the formalities

to be completed, & any other information they wish to know.

Formalities

Once the above is done, the next step is to complete all the formalities of Insurance

Employee Form filling along with all the necessary & important documents which are 7

passport size photographs, a DD of Rs.1,000, Age proof, Education proof & Address proof.

Depositing the form

The completed form along with all the required documents is deposited for processing &

recording the data after which the candidate can start the training.

REASONS WHY ONE SHOULD J.K. CEMENTRewarding career

As a J.K. Cement employee, one will help people realize their dreams by fulfilling their

financial goals. The difference an employee makes to their lives is more rewarding &

satisfying than one can ever imagine.

A successful team

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By joining J.K. Cement, an Employee becomes a part of the countrys finest team of life

insurance Employee. J.K. Cement is the No.1 private player. Recently it has been adjudged

the Best for yr 2003

Attractive remuneration

J.K. Cement offers one of the best remuneration systems in the industry that not only takes

care of an Employees current earnings, but also guarantees earnings for the future. Whats

more, an Employee can set his own income targets with a potential to earn as much as one

wants for the rest of his life.

Independence

As an Employee, one will be a true entrepreneur. One has the freedom to be his own boss,

work for himself, choose his own clients & make his own money. All of this, without making

any initial capital investment.

World-class training

J.K. Cement provides you with the best-in class training system, since that is what

differentiates J.K. Cement Employee s from the rest. Even if one doesnt have previous

experience in selling, their multi-dimensional training program conducted by their qualified

in-house training personnel, will make you a specialist in life insurance sales. Their training

program is conducted.

Commitment to career agency system

Their Commitment to career agency system means that, they support their Employee s &

their efforts not just today but at every stage of their business. They believe in enc aging

their Employee s to strive towards the highest level of success, throughout their careers.

Infect, depending on the performance, they offer a management career option with the

company.

Infrastructure support

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They have invested in creating a state-of-the-art infrastructure at each of their offices.

Employees have access to the necessary tools, technology & people support that will enable

you to build a profitable long-term business.

Complete & diversified product portfolio

An Employee can offer their customers over 400 product combinations of unique products &

riders, to help them meet all their financial goals. In order to give you a greater competitive

edge, they are also continuously working on newer & more innovative products.

Sales & marketing support

J.K. Cement supports their Employee s with innovative sales & marketing tools. The sales,

promotions & marketing collaterals that they provide will help the Employee s take their

business to new heights.

Financial strength

J.K. Cement offers the Employee s & the customers unmatched financial strengths &

solidity. Their paid-up capital of Rs.190 core is higher than the norms stipulated by the

regulatory authority in India.

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RECRITMENT AND SELECTION PROCESS

WITH J.K. CEMENT

RECRUITEMNT AND SELECTION PROCESS WITH J.K. CEMENT

The successful associates at J.K. Cement come from a diverse spectrum of discipline &

academic backgrounds. Although they are different, however, they have certain qualities in

common. These are the qualities J.K. Cement is looking for in its Employee s.

Personal Integrity

They seek people with strong principles of honesty & integrity. They must be able to live up

to the J.K. Cements tradition of fairness & honorable dealings with its people, customers &

the suppliers

A clear liability & responsibility to lead

J.K. Cement needs & wants people who can direct & motivate others & influence their way

of thinking. They must show their empathy & sensitivity in helping others & develop their

abilities & skills.

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A strong drive to achieve & to excel

J.K. Cement wants people who set demanding, long term personal goals & consistently

achieve them. They must be persistent in overcoming obstacles & getting the best results in a

competitive environment.

The ability to work well with others

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

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

The ability to communicate effectively

J.K. Cement wants people who can organize & express their thoughts clearly, concisely &

confidently & are able to sell their ideas persuasively while at the same time remaining

receptive to others

SUPPORT PROVIDED TO THE EMPLOYEE S

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

Enriching training program

An intensive training program before you commence y new career. This would equip you

with all the information & knowledge about life insurance, its benefits & the products. This

would you perform y job better & meet y goals. You would also enjoy the benefits of

continuous training & mentoring programs that are designed to update you, apart from

enhancing y selling skills

Mentoring

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

from industry experts

Flexibility

You are free to decide y own working h s & earning goals. Its only y imagination that can

act as a limiting factor.

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Satisfaction

You will help people manage their assets & plan their financial security, & experience deep

satisfaction from making a positive difference in others lives. You act as strategist in

annuities, business insurance, estate planning & personal investment, providing both short

term & long term solutions to financial risk

Freedom

You can continue with y present job occupation if you so desire & treat this as a parallel s

cue of income. This allows you with the time to decide if you want to take the job of aninsurance Employee as a full time activity or only as a part time.

Earnings

You are entitled to a percentage of premiums as commission till the lifetime of the policies

sold by you as well as bonus commissions.

Attractive additional benefits for high performers

Apart from earnings, you are also awarded for y high performance. Which might include

palmtops, planners, leather portfolio bags, offsite conferences, foreign trips & sales

promotion schemes & much more?

THE IMPORTANCE OF AN EMPLOYEE

J.K. Cement aspires to provide state of the art customer service and opportunities and

avenues for enterprising people to grow and prosper. The company wise to grow

exponentially that is backed by the latest technology, hence offering its customers.

Complete and diversified product portfolio

Faster and more accurate service

Multi-channel distribution systems

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

service

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It is in the above mentioned areas of personnel specialization were the importance of an

adviser clearly stands out. The adviser not only contribute in bringing in new business for the

company, but also plays an important part in offering world class pre and post sales service

to the client with the support of the organization. But the company in its principle clearly

states out that an adviser to means "Much more than a sales man or sales women, we at J.K.

Cement recognized or adviser as the ambassadors of organization in the market place and

we consider the adviser force would be biggest differentiating factor in the coming year.

The adviser is an important asset not only for the organization from the business point of

view but also to the society on the hole as he/she is someone who provides valuable service

to the community by helping people attain financial security and build funds for their future

needs thereby assisting them in getting their financial freedom.

If looked from the other side of the business where the company is operating the competitive

Indian market and more so in the business of life insurance where the customer looks for

self-belief and faith then adviser certainly hold the vital link in the overall business

proposition. They represent the company's face und words on which the customer can trust

because the customer knows that face. The adviser helps to create a web for the business togrow and driving the customer to come to the company with complete trust and faith.

Recruit the Best

Experts in knowing what exactly their customer wants the company is well versed in spotting

the talents from the pool and recruiting only whose who have the intellect, energy drive and

the passion to initiate new beginning and even lot of changes if they feel so. The incumbents

are treated as winners and the 'customer hiring' principle necessitates the factor of having the

right person at the right place with the right work. And definitely-no compromises onexpertise and competencies

Personal Responsibility

The company believes that it is the prerogative of the company to create the team that it

wants. Therefore it aims at providing the learning and development conduits to employees to

enhance the domain of knowledge the important leadership and learn skills.

Empowered Team

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Each employee is a stakeholder in the organization and its growth. It is the one of the

important specialty here that the responsibility comes with a degree of autonomy and,

accountability. The area of operation and growth is to be decided by the individual himself.

But the communication is across channels and ranks where by the targets are sent and the

corrective measures and rewards also come to them. The most important factor is the

employee participation and empowerment.

Reward and Recognition

The reward in the company is directly proportional to the work and target achieved and gone

beyond. You work hard - you earn more. The contributions done are recognized in the most

objective and transparent manner and on the demonstrated competence level. But yes there is

certainly an extra for the people who go beyond then what is expected to them.

Shared vision and Purpose

The company focuses on having the organization towards a common goal, which is easily

done through the effective communication and work channel. Large-scale interactive process

at the organization and group level helps in getting the employees know of what is expected

of them and how has been achieved. This factor encompasses through all the critical

interventions by the team member or the mentor of the team.

THE WORKING ENVIRONMENT

The company is in a continuous search for the best of talents in the market, which align with

the vision and mission of the organization. The company states out its working culture in

certain important factors for the interested incumbents

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

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

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

Opportunity to earn commission, Bonus and Incentives

Unlimited earnings-directly proportional to y efforts

Most important- the chance of a Flexible Career

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The company is aware of the current trends in the market and the essential factor of

increasing the personal and human feeling to the business. Thus the company has got some

underlying t_1ts and reasons for the working a specified manner.

The company gives the space and time required to grow, achieve and to seek new domains

and opportunities. The changing dynamics business makes it evident that the new

opportunities will come from the gaps and needs in the market. Therefore the need is to be

alert enough to notice these new happenings and tap them as and when they arise.

The people in the company are its most important asset but the real focus should be on

delivering on the promises undertaken. The company also stresses out that the incumbents

should have that inner urge and self belief so that they are confident enough of driving the

innovation and change drives that they think are essential. The company believes in being

innovative and tenacious enough to open new domains and horizons of horizons of business

and hence regularly in the process of developing new products and offering state of art

services to all its clients, brokers and agents in the business. Further with the growing

symbiosis of technology in the business. The company also focuses on this aspect in the

sense that it takes e-commerce and technology on a very high priority with increasing res

cues being targeted at the new business economy and the Internet.

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THE PROFILE OF EMPLOYEE

Qualification

1. Age should ideally be between 25-60 years

2. Minimum educational qualification is 10+2

3. Good convincing and communication skills

4. Capacity to build an impressive network

5. Engaged in gainful business or occupation

6. Willing to undergo extensive training and development programs

7. Pleasing personality.

Skills and Competencies

As quoted Insurance the company is always on a lookout for people who have the following

skills and competencies that we require in business are:

Actuarial skills

Investment Management skills

Core Operations skills

Core Underwriting skills

Relationship management skills

Research Management skills

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Leadership and Team Skills

A person for achieving results

High energy levels and infectious enthusiasm

Open to ideas

Strong team players High caliber and ability

And, above all, unyielding

JOB PROFILE

As an Employee for the company the role of the individual is no way limited to sell the

policies of the company. But the role basically starts from the basic of explaining the life

insurance aspects and the potential benefits to the customers. Further he is required assists

them in deciding upon the plan that suits them best in terms of finance and security provided.

Therefore the opportunity provided to the Employee is no way and the typical benefits can be

mentioned as following:

There is absolutely no need of a startup capital

There is the benefit of flexible working h s

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

The unlimited earning benefits in from of remuneration and incentives

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

The role of an Employee is multifaceted in the sense that his work scope is in no way limited.

But ill a nutshell the expectation from an Employee has been laid down by the management

in the following manner under two main headings.

1. Providing continuous financial advice for clients

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Identifying prospective clients

Making appointments

Conducting reviews with the prospects/existing clients

Closing the sales contracts

Getting more referrals so as to increase the network

Providing pre and post sales service to client

2. The Employee is also required to regularly follow the internal sales and the internal

reporting system so as to get the feedback and further leads for the prospective areas of

business and improvement.

BENEFITS AND SUPPORT PROVIDED

The benefits have already been mentioned very often in the previous section but its

necessary to look into them as a comprehensive criterion. The main benefits sand supports

that an Employee would be availing of are the distinct J.K. CEMENT Advantages.

Rewarding Career

The job profile as mentioned earlier is unlimited and an Employee will help people realize

their dreams and provided them the financial and psychological security and faith. The

ultimate rewards will be the difference maid to all these lives and that would be most

satisfying in the real sense.

Successful Team

Being at J.K. Cement gives the opportunity to be a part of India's best team life

insurance Employee s. The company is Numero-uno among the private players in the

industry and has won numerous recognition and award that give it the international edge.

Attractive Remuneration

J.K. Cement offers the most competitive remuneration benefits at present in the industry,

which proves to be very useful from a long term perspective of financial security. There is

absolutely no limit to one's earning added incentive just help an Employee to get more then

what he/she expects.

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Independence

At J.K. Cement the Employee is a boss in himself and in the real sense. There is the freedom

to choose the workplace, the timings and the amount ofearning one wants to have.

Moreover there is no need of any initial capital investment, yet one can become an

entrepreneur in the most unexpected manner.

World-Class Training

The company leverages on the international linkages that it has got to provided the best

training available in the industry at the present. The company aims to impart the necessary

skills and competencies to all even if there is no previous experience with the individual. The

presence of trained in-house trainers and professional provide the necessary aspects of

training required. Moreover the training is being provided with the he

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