REPORT ON INDUSTRIAL VISIT TO ANJANI PORTLAND CEMENT FACTORY

SUBMITTED BY R. Prazgna M. Kirti K.Viswadha P.Divya

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ACKNOWLEDGEMENT
We have taken efforts in this project. However, it would not have been possible without the kind support and help of many individuals and organizations. We would like to extend our sincere thanks to all of them. We are highly indebted to Mr. N. Venkat Raju, AVP Works for his guidance and constant supervision as well as for providing necessary information regarding the project & also for his support in completing the project. We would like to express our gratitude towards our parents & member of Anjani Portland Cement for their kind co-operation and encouragement which helped us in completion of this project. We would like to express our special gratitude and thanks to industry persons for giving us such attention and time. Our thanks and appreciation also goes to people who have willingly helped us out with their abilities in developing our project.

INDEX

A glimpse on cement industry Contribution of various sectors towards demand of cement Excise duty on cement Research and Development About Anjani Portland Cement Ltd. Process Mining Highlights of Anjani Cement Corporate Social Responsibilities Environmental Responsibilities Pollution Control Measures Objectives of the report Learnings

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A GLIMPSE ON THE CEMENT INDUSTRY

Today cement industry comprises of 183 cement plants and more than 360 mini cement plants. 98% of the capacity is in the private sector and the rest in public sector. Global cement production has expanded at an average rate of 6.4% in the last five years from 2568 million tonnes to 3294 million tonnes. China and India have been the drivers of growth in global cement output. India is the second largest cement producer in the world after China. The turnover of cement industry was found to be nearly US $25billion in 2010-11. Cement being a low value high volume output has a very limited international trade.

MAJOR CEMENT IMPORTERS:

Bangladesh, Nigeria, USA, Iraq, Afghanistan and Singapore.

MAJOR CEMENT EXPORTERS:

Turkey, China, Thailand, Japan, Pakistan, Germany and India.

GLOBAL CEMENT PLAYERS:

o o o o o Lafarge Holcim Heidelberg Cemex Italcementi

INDIAN CEMNT PLAYERS:

o ACC o Ultratech o JP Association o Ambuja Cement o India Cement The industrys average consumption is estimated to be about 725 kcal/kg clinker thermal energy and 80 k Wh/t cement electrical energy. In India, the permissible stack dust emissions from various sources for existing cement plants is 150mg/Nm and 100mg/Nm for plants located in critically polluted areas. However, the limit for new plants in our country is 50mg/Nm.

The Government of India decided to increase its investment in infrastructure to US $1trillion in the 12th five year plan as compared to US $514billion in the 11th five year plan.

CONTRIBUTION OF VARIOUS SECTORS TOWARDS THE DEMAND OF CEMENT:

Defence-4%

Infrastructure15%

Roads-5%

1st Qtr 2nd Qtr 3rd Qtr

Housing-53% Irrigation-23%

4th Qtr 5th Qtr

EXCISE DUTY ON CEMENT:

Cement is a highly taxed commodity in India. The overall rate of tax on cement is estimated to be 30% (19% in China). Thus, the tax burden on cement industry must be lowered suitably. Excise duty on cement is currently being levied at mixed rates, i.e. ad-valorem (on transaction value) + specific (specific rate to be charged on the basis of MRP). There is no import duty for the import of cement into the country.

R&D: The R&D expenditure in India as a percentage of GDP is 0.8%.

The cement industry in India is generally seen as divided into 5 geographical regionsNorth, South, East, West and Central. Cement has virtually no substitutes and there is hardly any credible threat to the sector from other products with similar uses.

ANJANI PORTLAND CEMENT LIMITED

HISTORY: Anjani Cement Portland Limited (APCL) is a decade old company. The genesis of Anjani
was inspired and motivated by the pioneer in cement industry Padma Bhushan Dr.BV Raju.

It took over an ailing company called M/S Shez Cement Pvt. Ltd. In 1999 and set the
beginning of its onerous journey to the top.

COMPANY PROFILE:
It is a popular brand in South India. Started with an initial production capacity of 0.3 million tonnes per annum and has now achieved a quantum shift in its production capacity to 1.2 million tonnes per annum.

VISION:
Vision is to achieve a production level of 3.5 million tonnes per annum by 2015. MISSION: To be among the top five market leaders in South India. To establish a dominant position in the neighboring states

VERTICALS OF APCL:
o Hitech Print Systems o Vennar Ceramics

PRODUCTS OF APCL:
o o o o OPC 43 Grade OPC 53 Grade PPC Test Certificate

PROCESS

MINING:Started Lease Area Area used : : : 1999 142.14 acres 25 acres (till now) 20years Chintalapalem Mellacheruvu Nalgonda

Lease Period : Village Mandal District : : :

In mines, the procurement of limestone is done through benches. There are 4 benches now and the height of each bench is about 6 metres, arranged in three steps. From mines to factory, each lorry carries around 17.5 tonnes. Shavel is used to load the material into tipper. Dumpers are used to load heavy, bulk materials. Safety equipment is provided to the workers.

Blasters:
Electrical Detonators are used for blasting. The length of a detonator is usually 33-55mm. The diameter of detonators: Inner diameter 3mm and Outer diameter 9mm. A Detonator is made up of PETN [PENTA ERYTHRIDO TETRA NITRATE]. Detonators are of two types : Milliseconds Electrical Prime Detonators use Boost Katali, in which Ammonia Nitrate is used. For 100kgs ammonia nitrate, 7 litres of diesel is mixed. Now a days, latest blasters used are: Defies reel coil Non- electrical detonators
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PROCESS
The cement manufacturing process begins in the mines where the raw material, i.e. Limestone is collected and then transported to the factory. Next in the factory, the limestone is crushed in the primary and secondary crusher and sent to the raw mill. The raw mill carries nearly 130 tonnes of material, where the crushed material is converted into raw meal (i.e., semi-powder). This raw meal is then transferred to the pre-heater, which has 5 cyclones, each with different temperatures. From the pre-heater, the material is passed into kiln which is 48 metres long. Here the material is heated up at 1400C by using coal and oil resources. Then the material turns into a larva which is further passed in to the cooler. The cooler has nine fans which together cool the larva from 1300-1400C to 100C. The cool material is then passed to the cement mill. The Cement mill carries about 80 tonnes of material. Here the material is converted into fine powder called cement. In the mill, along with the material, about 3% gypsum is added for all grades of cement. If it is PPC, fly ash is added directly in the cement mill. Then cement thus formed is stored as a stock pile, from where cement is passed into the packing plant. From this plant, cement bags are dispatched.

MINES

PRIMARY CRUSHER

SECONDARY CRUSHER

KILN PRE-HEATER

RAW MILL

COOLER

CEMENT MILL

PACKING PLANT

Figure: Manufacturing process

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HIGHLIGHTS OF ANJANI CEMENT

Awards and Rewards:

IMC RAMAKRISHNA BAJAJ NATIONAL QUALITY AWARD 2011 Anjani Portland Cement Ltd. (APCL) has been selected by the renowned IMC Ramakrishna Bajaj National Quality Awards 2011. The Company has been awarded the Commendation Certificate 2011 for the Manufacturing Sector. Anjanis moment of pride Anjani Portland Cement Limited has set up an English Medium School within two years of its operation in Nalgonda District and spends annually `Rs. 40 lakhs, provided 400 shelters to poor families free and gives them health-education, supplies drinking water, subsidized food grains and cement for dwelling units to the poor Anjani Portland Cement Limited also takes up construction and maintenance of roads, culverts, parks, temples. It donated rupees one crore worth of cement to support the AP Governments effort Housing Scheme. In recognition of their praiseworthy work in discharging Corporate Social Responsibility, the FAPCCI Excellence Award 2009-2010 for Excellence in Corporate Social Responsibility is awarded to Anjani Portland Cement. Mines Awards Anjani Portland Cement Limited has received the following awards at the 17th MINES ENVIRONMENT AND MINERALS CONSERVATION WEEK conducted by the Indian Bureau of Mines, Hyderabad (zone) on the 22nd of December 2010. The following award was presented by Mr. C.S. Gundeswar, Controller General of Mines (India) to Mr. K. Ganga Raju [GM-Mines] and Mr. J. Srinivas Raju [DM Mines] on behalf of Anjani Portland Cement Limited: Overall 2nd Prize for Anjani Limestone Mines.s The following awards were presented by Mr. R. K. Sinha, Controller of Mines (India) to Mr. K. Ganga Raju [GM-Mines] on behalf of Anjani Portland Cement Limited:
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o 1st Prize for Publicity & Propaganda for Anjani Limestone Mines. o 1st Prize for Water Quality Management for Anjani Limestone Mines. The Construction World Award - "Fastest Growing Cement Company" Anjani is ranked as 'Numero Uno' in a study conducted by ASAPP, and was awarded the "Fastest Growing Cement Company" in India at 7th Construction World Annual Awards 2009 Mumbai. The Award was given away by Hon'ble Union Minister for Roads, Transport & Highways Shri. Kamal Nath, at the function held at Mumbai on the 8th of October 2009. 225th Position amongst Indias 500 best-performing Anjani Portland Cerment Limited awarded Certificate of Acheivement for, Demonstrating Exceptional innovation and Perseverance in attaining the 225th Position amongst Indias 500 best-performing mid-sized Enterprises by Inc. India (9.9 Media Initiative) and the award was received by Sri. PS Raju (Group General ManagerHR&MS) in New Delhi.

Supply Chain Leader Award

o Anjani Portland Cement Limited has received Supply chain leader award in the Cement segment on March 3rd 2010 from 9.9 Media.

World Environment Day - 2009

o Anjani Cement has been receiving the environmental award regularly from AP Pollution Control Board for maintaining a Green and Eco-friendly atmosphere at the plant and surrounding areas.

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CORPORATE SOCIAL RESPONSIBILITY:

Anjani is most popular with the working community of Nalgonda the cement district of AP for its community services to all Anjani employees and in all the neighboring villages.

Donated for the cause of poor, rupees one crore worth of cement towards construction of houses under Indiramma Housing Scheme. The company spends more than 10 crores for the development of villages in the neighborhood of Anjani cement plants at Nalgonda District. Comprehensive community development always takes precedence in the activities of Anjani management. Anjani is a responsible corporate with 'Best Employee Practices'. Anjanis trees shelter more than 400 happy families and considers their health education and development as its priority. The company constructed Smt. Sita Memorial School near the factory for the children of employees and neighboring villages. The children are being happily educated from preprimary to class X.

ENVIRONMENTAL RESPONSIBILITY
Environmental Commitment is no more a neighborhood issue; it is a global concern where every organization in some way has become environmentally more responsible. For Anjani Cement, Environmental Responsibility is not merely a concept to enhance the brand equity; it is a commitment. Anjani has taken an oath to protect the environment, in and around the cement plant and ever since, has never stepped back.

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MEASURES TAKEN BY ANJANI CEMENT TO CONTROL POLLUTION

Optimum use of natural resources is the companys top priority. Persistent efforts are made to restore and maintain the eco-balance and greening process. The RABH technology is used here to maintain dust and pollution free atmosphere. Efforts are also being made towards greening the environment by planting and nurturing trees and other flora in the cement plant vicinity.

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OBJECTIVES OF THE REPORT

To study the cement manufacturing process. To understand the working of various functional departments. To study distribution channel of the company.

LEARNINGS
SOFTWARE:
Siemens PCS7 is the software used to control the plant activities. It is used to contol temperatures at various stages of manufacturing and also to detect errors in the process immediately.

LOGISTICS:
It is a part of supply chain management. It is defined as the flow of goods, information and money. It is of 3 types 1) Inbound Logistics 2) Manufacturing Logistics and 3) Outbound Logistics. 1) Inbound Logistics: It involves the transportation of company requirements like raw materials, shoes to employees etc. 2) Manufacturing Logistics: It involves the transportation required during manufacturing process. 3) Outbound Logistics: It involves the transportation of output.

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HOW TO SELECT A TRANSPORTER:

Selection of a transporter is done by considering DTRT. D- Door to Door delivery T-Time Limit R-Reliability T-Tracking and Tracing.

HR ACTIVITIES:
1) SELECTION AND RECRUITMENT 2) TRAINING AND DEVELOMENT 3) PERFORMANCE APPRAISAL 4) EMPLOYEE RETENTION 5) EXIT INTERVIEWS 6) HEALTH AND SAFETY 7) PAY STRUCTURE 8) COMPENSATION AND BENEFITS

SELECTION AND RECRUITMENT:

Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. The process of identifying and hiring the best-qualified candidate (from within or outside of an organization) for a job vacancy, in a most timely and cost effective manner.

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TRAINING AND DEVELOMENT:

Training and development is the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal. Individual Objectives help employees in achieving their personal goals, which in turn, enhanc0es the individual contribution to an organization. Organizational Objectives assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives maintain the departments contribution at a level suitable to the organizations needs. Societal Objectives ensure that an organization is ethically and socially responsible to the needs and challenges of the society. Training is given for short term whereas development is for long term

PERFORMANCE APPRAISAL:
It is a method of evaluating the behavior of employees in work spot, normally including both the quantitative and qualitative aspects of job performance. It can also be defined as the systematic description of an employees job relevant strengths and weaknesses. 360 degree feedback: It is also known as 'multi-rater feedback'. It is the most comprehensive

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appraisal where the feedback about the employees performance comes from all the sources that come in contact with the employee on his job.

360 degree appraisal has four integral components: 1. Self appraisal 2. Superiors appraisal 3. Subordinates appraisal 4. Peer appraisal.

180 Degree feedback: It is one of the method by which feedback of an employee can be judged and measured. Here two people are involved in the feedback process; one is the employee himself and his immediate boss. Anjani cements follow this type of appraisal. 90 Degree feedback: 90 degree = one person review (self or another, e.g., the boss)

EMPLOYEE RETENTION:
Employee retention refers to the ability of an organization to retain its employees. Employee retention can be represented by a simple statistic (for example, a retention rate of 80% usually indicates that an organization kept 80% of its employees in a given period). However, many consider employee retention as relating to the efforts by which employers attempt to retain employees in their workforce. In this sense, retention becomes the strategies rather than the outcome. In order to retain employees and reduce turnover managers must meet the goals of employees without losing sight of the organization's goals, thereby creating a "win-win" situation. Valance and expectancy theories provided some of the earlier guidance for retaining employees.
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EXIT INTERVIEWS:
An exit interview is an interview conducted by an employer of a departing employee. They are generally conducted by a relatively neutral party, such as a human resources staff member, so that the employee will be more inclined to be candid, as opposed to worrying about "burning bridges". Exit interviews are conducted by paper-and-pencil forms, telephone interviews, in-person meetings, or online through exit interview management systems. Some companies opt to employ a third party to conduct the interviews and provide feedback.

HEALTH AND SAFETY:

In many organizations, health and safety responsibilities are within the human resources department. In order to meet these responsibilities, human resources professionals must: Understand the health and safety responsibilities of employers, managers, supervisors and employees within the organization; Implement personnel management policies to ensure that everyone in the workplace is aware of his/her responsibilities; Ensure that employees fulfill their health and safety responsibilities as outlined in the organizational policies and programs PAY STRUCTURE: Basic Salary (In general minimum of 50% but in Anjani it is 60%) D.A (In general minimum of 10% but in Anjani it is 20%) H.R.A (In Anjani 5%) Special allowances Transport.

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COMPENSATION AND BENEFITS:

Employee compensation and benefits are basically divided into four categories: 1. Guaranteed pay monetary (cash) reward paid by an employer to an employee based on employee/employer relations. The most common form of guaranteed pay is the basic salary. 2. Variable pay monetary (cash) reward paid by an employer to an employee that is contingent on discretion, performance or results achieved. The most common forms are bonuses and sales incentives. 3. Benefits programs an employer uses to supplement employees compensation, such as paid time-off, medical insurance, company car, and more. 4. Equity-based compensation a plan using the employers share as compensation. The most common examples are stock options.

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