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PART-I



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COMPANY HISTORY

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COMPANY HISTORY
November 20, 1811
Establishment of the cast steel factory by Friedrich Krupp.
The new melting shop built in 1818/19 at the Fried. Krupp cast steel factory in Essen. The
smaller building was initially used as an overseer's cottage, then as a house for the Krupp
family.
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On November 20, 1811 Friedrich Krupp established a factory with two partners for the making
of English cast steel and all products therefrom. After he succeeded in making high-quality cast
steel (crucible steel) in 1816, he begins production of tanner's tools, coining dies and unfinished
rolls. In 1817 the Imperial Mint in Dsseldorf confirmed the quality of Krupp cast steel. In 1818
Krupp supplied his first coining die to the Prussian mint head office in Berlin.
1871
Establishment of Thyssen & Co. in [Mlheim an der Ruhr-]Styrum.

Colored drawing of the Testhyssen & Co. baling hoop rolling mill in [Mlheim-]Styrum from
the 1896 jubilee album.

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Together with his father as co-owner, on April 1, 1871 August Thyssen established the firm of
Thyssen & Co. in Styrum near Mlheim an der Ruhr. On October 2, 1871 the company produced
its first hoop iron. After the death of his father in 1877 August's younger brother Joseph (1844 -
1915) joined the firm. At first Thyssen & Co. only operated a steel and hoop iron rolling mill. In
the course of time the brothers added a steelmaking shop, a tube mill and plate mill with
galvanizing shop, a foundry and a machine shop. The latter became well-known for the
manufacture of large gas machinery. Today the works belongs to Mannesmannrhren-Werke
AG.
1969
Specialization through cooperation.

Under an agreement with Mannesmann AG, in 1970 the production plants of Thyssen
Rhrenwerke AG were transferred to Mannesmannrhren- Werke AG, which in the same year
supplied large-diameter pipes to the Soviet Union among others.

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In the final phase of the horizontal diversification August Thyssen-Htte AG attained
specialization through cooperation. In 1969 Mannesmann AG and August Thyssen-Htte AG
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agree a division of responsibilities along the lines of "tubes to Mannesmann, rolled steel to
Thyssen". Steel tube and pipe production, which came to August Thyssen-Htte AG through the
acquisition of Phoenix-Rheinrohr AG Vereinigte Htten- und Rhrenwerke, was carried out
jointly with Mannesmann AG in Mannesmannrhren-Werke AG, which was initially 1/3 owned
by August Thyssen-Htte AG and 2/3 by Mannesmann AG. In return Mannesmann AG
transferred its rolled steel production to August Thyssen-Htte AG.
1973
Growth into a conglomerate focused on steel, capital goods, trading and services.

Production locations of Rheinische Stahlwerke in Germany taken from a 1964 brochure.

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The acquisition of Rheinstahl AG in 1973 broadened the business base and at the same time
reduced dependency on the cyclical steel sector. Rheinstahl AG was mainly engaged in
manufacturing.
The merger of August Thyssen-Htte AG and Rheinstahl AG strengthened production and
processing capacities for iron, steel and stainless steel and at the same time established an
extensive capital goods base with activities in locomotives, engineering, shipbuilding, wagon
building and construction and heating equipment. The wide-ranging activities of Rheinstahl AG
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were combined with the corresponding Thyssen businesses in four new business groups Capital
Goods and Manufactured Products, Trading and Services, Stainless Steel, and Steel.
The structural change is reflected in a change of name in 1977 from August Thyssen-Htte AG
to Thyssen Aktiengesellschaft vorm. August Thyssen-Htte, which is shortened to Thyssen
Aktiengesellschaft in 1997. To document to the outside world that Rheinstahl AG represents the
manufacturing business of the Thyssen group, in 1976 its name was changed to Thyssen
Industrie AG, which, augmented by Krupp activities, became ThyssenKrupp Industries in 1999.
1999, 17. Mrz

ThyssenKrupp AG officially registered.

Cover of the 1st issue of the company merger update magazine "Fusion aktuell" in March 1998.

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The idea of a merger was not a new one. It had been addressed by generations of managers in the
preceding decades. With globalization advancing in the late 1990s, Thyssen and Krupp were
ready to agree to a merger.
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They commenced talks on further cooperation in August 1997 after establishing a joint flat
carbon steel company.
The strategic opportunities and potential synergies offered by a full merger were found to be
huge. ThyssenKrupp AG was officially registered on March 17, 1999 and commenced operations
with economic effect on October 1, 1998.
The activities of the new company were initially combined in 23 different business units
allocated to the five segments Steel, Automotive, Industries, Engineering and Materials &
Services.

MEDIA
Mega project: ThyssenKrupp Elevator teams up with the MTR Corporation for the
worlds largest underground rail terminus
Hong Kong to get Express Rail Link to the National High-speed Rail Network in Mainland
China
ThyssenKrupp Elevator has been awarded a contract by the MTR Corporation to supply
equipment for the West Kowloon Terminus project in Hong Kong (China). ThyssenKrupp will
supply a total of 73 escalators and 8 moving walks. With a total area of over 380,000 square
meters, the gigantic rail terminus, the majority of it located underground, will be larger than most
airport terminals. Its capacity, too, will be exceptional the terminus will be capable of handling
around 99,000 passengers per day. The first trains are expected to run from 2015. The Hong
Kong section of the Express Rail Link operating at up to 200km/hour will connect Hong Kong
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with the capital Beijing over 2,000 kilometers away, passing via Shenzhen, Guangzhou and
Wuhan.
To provide daylight to the multi-storey terminus with its duty-free shops, restaurants and waiting
lounges, architect Andrew Bromberg of Aedas chose a special design: the walkable glass and
steel roof structure spans the building below like a futuristic helmet. The design was a winner in
the 2010 World Architecture Festival and also won a 2012 MIPIM Award, one of the most
prestigious international property awards.
The 81 escalators and moving walks from ThyssenKrupp Elevator will smoothly and efficiently
transport travelers and visitors throughout the new multi-level terminus and to the stations 15
platforms. All installations will feature an eco-friendly energy saving system that reduces the
speed whenever there are no passengers. Depending on passenger volumes this can create energy
savings of up to 60%.
For ThyssenKrupp Elevator this latest order represents a further success in connection with the
expansion of the Chinese rail network. At the end of 2010 the company won its biggest ever
contract to supply passenger transportation systems for train stations in China: a total of 234
elevators and 637 escalators will be installed at 96 stations in cities including Beijing, Shanghai,
Guangzhou and Shenzhen.
The Elevator Technology business area brings together the ThyssenKrupp Group's global
activities in passenger transportation systems. With more than 46,000 employees, sales of 5.3
billion Euros in fiscal 2010/2011 and customers in 150 countries, ThyssenKrupp Elevator is one
of the world's leading elevator companies. The company's portfolio includes passenger and
freight elevators, escalators and moving walks, passenger boarding bridges, stair and platform
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lifts as well as tailored service solutions for all products. 900 locations around the world provide
an extensive sales and service network to guarantee closeness to customers.
Contact
Martina Behrend
Business Area Elevator Technology
ThyssenKrupp AG
Corporate Communications
Telephone +49 201 844-538414
E-mail: martina.behrend@thyssenkrupp.com
www.thyssenkrupp-elevator.com / www.thyssenkrupp.com


ThyssenKrupp Elevator investing in the future: Neuhausen site to be expanded
Executive Board resolves extensive growth plan
ThyssenKrupp Elevators Neuhausen plant near Stuttgart is to be expanded into a state-of-the-art
technology park. To safeguard the plants competitiveness both now and in the future, the
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Executive Board of ThyssenKrupp Elevator AG has decided to invest 81 million euros in an
extensive growth plan. In addition to upgrading the production facilities and optimizing
processes, the investment also includes the construction of a modern sales and customer center.
Building a technology park in Neuhausen with around 1,200 employees will be key to
implementing our growth strategy, says Dr. Olaf Berlien, Executive Board Chairman of
ThyssenKrupp Elevator AG. Central to this will be the development center for our high-speed
elevators. And our new customer center will provide the right framework for our innovative
elevator systems. At the same time we will create a safe and attractive working environment for
our employees. Work will commence before the end of 2012, with the expansion of the site
proceeding step by step.
The Elevator Technology business area brings together the ThyssenKrupp Group's global
activities in passenger transportation systems. With more than 46,000 employees, sales of 5.3
billion euros in fiscal 2010/2011 and customers in 150 countries, ThyssenKrupp Elevator is one
of the world's leading elevator companies. The company's portfolio includes passenger and
freight elevators, escalators and moving walks, passenger boarding bridges, stair andplatform
lifts as well as tailored service solutions for all products. 900 locations around the world provide
an extensive sales and service network to guarantee closeness to customers.


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ThyssenKrupp Elevator wins mega project in Middle East: 143 units for Abu Dhabis
biggest shopping center
Modern technology will connect 235,000 square meters of shopping and leisure space
ThyssenKrupp Elevator has won a contract to supply and install a total of 95 elevators, 38
escalators and ten moving walks for the Yas Mall project in Abu Dhabi, a 235,000 square
meter shopping and leisure complex that will feature over 450 shops and restaurants, a 14 screen
multiplex cinema as well as various entertainment facilities for children and adults. Boasting
around 10,000 parking spaces, the Yas Mall will be Abu Dhabis biggest shopping center and the
second-biggest in the United Arab Emirates. Completion of the complex, being built in the direct
vicinity of the Formula 1 circuit and the new Ferrari World theme park, is scheduled for the
end of 2013.
The 143 ThyssenKrupp Elevator units will be fitted with the latest technology to control and
guide visitor flows through the building. The 95 machine-room-less elevators some of them
panoramic will ensure very high reliability and availability. They will each be powered by a
gearless drive machine, located at the top of the shaft, featuring compact dimensions, high
efficiency and low maintenance requirements. The interiors of the passenger elevators are
tastefully designed: Clear or back-painted glass and stainless steel paneling in combination with
energy-efficient LED lighting will provide a fitting ambience as passengers travel to the various
floors.
Passenger transportation in the new shopping center will be made even more flexible by the
similarly styled escalators and moving walks, taking passengers to their destinations comfortably
and without waiting times. One particularly efficient feature is that the units will stop when not
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in use, reducing energy consumption in standby mode to a minimum. Escalators, moving walks
and all elevators will be remote-monitored by a central monitoring system. Permanent analysis of
operating data will ensure accurate diagnoses, optimize service call-outs and eliminate
unnecessary trips.
The Elevator Technology business area brings together the ThyssenKrupp Group's global
activities in passenger transportation systems. With more than 46,000 employees, sales of 5.3
billion euros in fiscal 2010/2011 and customers in 150 countries, ThyssenKrupp Elevator is one
of the world's leading elevator companies. The company's portfolio includes passenger and
freight elevators, escalators and moving walks, passenger boarding bridges, stair andplatform
lifts as well as tailored service solutions for all products. 900 locations around the world provide
an extensive sales and service network to guarantee closeness to customers.

First training truck of ThyssenKrupp Elevator (China) embarks on its cross-country
training mission
A unique and ingenious new training approach debuts in China
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The first training truck of ThyssenKrupp Elevator (China) has recently completed its maiden
training voyage to six of the companys branches in the East and North regions of China, visiting
Hefei, Zhengzhou, Shijiazhuang, Beijing, Yantai and Qingdao. During its stopovers, more than a
hundred local service technicians from the respective branches attended theoretical and practical
training courses. After a short maintenance period, the truck will soon begin its second round trip
to branches in the Northwest and Southwest regions of China.
ThyssenKrupp Elevator (China) is the first Group Company in Asia, and second after
ThyssenKrupp Elevator (Germany), to own such a unique training facility. With the drivers cab
and chassis imported from Mercedes-Benz, and the exterior of its custom-made body displaying
the latest branding artwork of ThyssenKrupp Elevator Asia Pacific, the 17m long double-deck
truck operates like a real-life Transformer: its height retracts to 3.9m while being driven and is
expandable to almost 7m high when it is stopped for training. Its interior is equipped with all
essential training devices on the first floor, including ThyssenKrupps latest and most
widely used components in the China market, such as traction machines, control and door
systems. The retractable second level is used as a multi-media classroom. The truck is also
outfitted with a GPS and remote video monitoring system to ensure that SEED Campus Asia
Pacific, the companys training campus in Shanghai, can track its exact location and training
activities at all times.
This compact yet complete mobile training facility has pioneered a unique and ingenious training
approach in China: Instead of engineers and technicians travelling to the training campus at
company headquarters from distant locations, the truck can now deliver trainers, classroom and
training facilities to their doorstep. This not only raises the technicians skill levels throughout
the branches, cuts down staff travel costs and reduces lost working time, but also provides a
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mobile platform for the company to get closer to the local customers and the general public
around the country. The training truck fully exemplifies ThyssenKrupps innovative, customer-
centric and sustainable vision.
The Elevator Technology business area brings together the ThyssenKrupp Group's global
activities in passenger transportation systems. With more than 46,000 employees, sales of 5.3
billion euros in fiscal 2010/2011 and customers in 150 countries, ThyssenKrupp Elevator is one
of the world's leading elevator companies. The company's portfolio includes passenger and
freight elevators, escalators and moving walks, passenger boarding bridges, stair and platform
lifts as well as tailored service solutions for all products. 900 locations around the world provide
an extensive sales and service network to guarantee closeness to customers. ThyssenKrupp
Elevator (China) is active in the local market with a dense network of branches and offices
offering new installation, modernization and service business for the complete product range.
Social Media
Get the latest news from the ThyssenKrupp Group quickly and conveniently.
You can follow these users:

The ThyssenKrupp Press Office informs the media about news from the ThyssenKrupp Group.
(German only)
twitter.com/thyssenkrupp_pr
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ThyssenKrupp Investor Relations provides information on current financial figures and
investor relations activities.
twitter.com/thyssenkrupp_ir

ThyssenKrupp Career tweets about jobs and career news. (German only)
twitter.com/thyssenkruppjob

ThyssenKrupp Quartier tweets news from the ThyssenKrupp Quarter (German only)
twitter.com/thyssenkrupp_q

ThyssenKrupp Career on Facebook.
facebook.com/ThyssenKruppCareer
What is Twitter?
Twitter is a micro-blogging service where users can receive and/or publish short messages
("tweets"). Tweets can have a maximum length of 140 characters.
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Further information can be found at: support.twitter.com.
What is Facebook?
Facebook is a community platform which connects people with their friends, colleagues, fellow
students and others. Anyone who creates a Facebook profile can share their knowledge, photos,
contacts and personal milestones with other users.

New Construction
ThyssenKrupps reputation for customer-centric solutions has come about through our focus on
solving the challenges of designing, selecting and installing people transportation systems for the
wide variety of buildings designed today.
Whether your current project is an office building, shopping centre or apartment block, each
building presents a different set of challenges but, by using our long experience, wide range of
products and hi-tech design tools, we have been able to delight our customers time and time
again.
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For more information on the correct solution for your new project, please click on the relevant
building type shown above. If you need our help with any projects not listed above, please
contact us on tkehq@elevator-in-thyssenkrupp.com.
TWIN Infographic
You may have heard about our TWiN system before and how it saves valuable shaft space in
buildings by fitting two lift cars in one shaft. Or you may have unwittingly already ridden on one
in one of the many reference buildings we have around the world. So to help you better
understand the surprising benefits of this unique system, we've put together the
following infographic.
If you would like to know more about TWiN, please ask for our TWiN brochure or read
the article published in Elevator World India.
Recent references
We invite you to discover the fascinating facets of how ThyssenKrupp Elevator serves the
world's well-recognized and significant buildings with its diverse product range.
ThyssenKrupp Elevator Overview
The Elevator Technology business area brings together the ThyssenKrupp Group's global
activities in passenger transportation systems. With sales of 5.7 billion euros in fiscal 2011/2012
and customers in 150 countries, ThyssenKrupp Elevator is one of the world's leading elevator
companies.
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ThyssenKrupp Elevator India is part of ThyssenKrupp Elevator Asia Pacific which is active in
the Asia Pacific market with a large network of branches and offices offering new installation,
modernization and service business for the complete product range.
Company organization
ThyssenKrupp Elevator AG
The Elevator Technology business area brings together the ThyssenKrupp Group's global
activities in passenger transportation systems. With sales of 5.7 billion euros in fiscal 2011/2012
and customers in 150 countries, ThyssenKrupp Elevator is one of the world's leading elevator
companies. With more than 47,000 skilled employees, the company offers innovative and
energy-efficient products designed to meet customers individual requirements.
The portfolio includes passenger and freight elevators, escalators and moving walks, passenger
boarding bridges, stair and platform lifts as well as tailored service solutions for all products. 900
locations around the world provide an extensive sales and service network to guarantee closeness
to customers.
The business is organized in five operating units, four of which concentrate on the regional
elevator business (Central/Eastern/ Northern Europe, Southern Europe/Africa/Middle
East,Americas and Asia/Pacific). The other one, which operates globally, is: Access
solutions (passenger boarding bridges/chair, service and platform lifts, as well as home
elevators).

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ThyssenKrupp Elevator Asia Pacific
ThyssenKrupp Elevator Asia Pacific is active in the Asia Pacific market with a dense network of
branches and offices offering new installation, modernization and service business for the
complete product range.
Our manufacturing factories are located in the following areas:
Songjiang Elevator Plant in Shanghai, China
Zhongshan Elevator Plant in Guangdong, China
Cheonan Elevator Plant, Korea
Zhongshan Escalator and Passenger Boarding Bridge Plant in Guangdong, China
Access Plant in Shanghai, China
ThyssenKrupp AG in brief
ThyssenKrupp has 150,000 employees in around 80 countries work with passion and expertise to
develop solutions for sustainable progress. Their skills and commitment are the basis of our
success. In fiscal year 2011/2012 ThyssenKrupp generated sales of 40 billion.
Innovations and technical progress are key factors in managing global growth and using finite
resources in a sustainable way. With our engineering expertise in the areas of "Material",
"Mechanical" and "Plant", we enable our customers to gain an edge in the global market and
manufacture innovative products in a cost and resource efficient way.
Sustainable practices for a future worth living
ThyssenKrupp Elevator is a global player: We have production sites worldwide serving all the
major markets, we operate a tight-knit network of sales and service outlets, and with our
innovative mobility solutions we keep people moving all around the globe.
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ThyssenKrupp Elevator is also a global thinker. Sustainable practices for the benefit of the
community are the basis of our philosophy. For us that means achieving a balance between
human and environmental needs on the one hand and business interests on the other.

ThyssenKrupp Elevator is doing a great deal to protect the environment, using resources
efficiently and behaving as a good corporate citizen. Our products help save energy, reduce
emissions and create eco-friendly buildings. Our production sites worldwide comply with the
latest international environmental standards. And with 'sustainable efficiency' we have initiated a
program that embraces the entire company every product, every process, every employee. The
aim is to focus our strengths and make effective use of our know-how for the environment, for
people, for the future.

Our commitment to environment
ThyssenKrupp Elevator is committed to developing and implementing sustainable efficiency
solutions for the entire lifecycle of its products and processes worldwide.
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That means identifying and addressing key social and environmental opportunities to make a
positive contribution to the well being of the planet.
Our aim is to create long term value and sustainable efficiency as a way of life for generations to
come.
(Executive Board of ThyssenKrupp Elevator AG)
sustainable efficiency our way
Sustainability is a long word. Only by translating it into concrete action can we build and
safeguard the foundations of our society. ThyssenKrupp Elevator has long pursued a sustainable
business policy. With sustainable efficiency we have created a program that puts our worldwide
efforts on a global platform. Sustainable efficiency brings everything we do into line with the
needs of people, the environment and business.
Sustainable efficiency permeates every level of our corporate culture. Eco-conscious products,
resource-friendly production processes, energy-saving projects, forward-looking training for our
employees, social commitment in the communities in which we operate at ThyssenKrupp
Elevator sustainability has many faces.
Sustainable efficiency means consistent and far-sighted environmental management. Our
processes are systematically reviewed and will be reported according to the standards of Global
Reporting Initiative (GRI). Our goal is to ensure that all our equipment, components, processes
and services meet the highest environmental standards along the entire value chain.

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The Sustainability Cycle
To practice sustainable efficiency, the entire value chain must be in harmony with the needs of
people and the environment. Thats why all ThyssenKrupp Elevator products are based on a
holistic sustainability cycle.

From resource-efficient material selection and environmentally friendly production sites to
energy-saving operation and eco-conscious maintenance services right the way through to
recycling at every stage of their lifecycle our products are the focus of a wide-ranging
sustainability management system.
Our global sustainable efficiency program is an important part of this, helping us save energy
reduce CO2 emissions and avoid waste even more effectively. We have set ambitious targets for
this, which we will achieve not least through a continuous reporting system. By 2020* in our
production sites worldwide we will
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- reduce energy consumption by 52 percent
- reduce water consumption by 50 percent
- reduce waste volumes by 54 percent
To this end, all new systems and components for elevators, escalators and moving walks will
undergo Life Cycle Assessment (LCA) to ensure sustainable efficiency over the whole life cycle
of each and every product.
* FY 2007/08 baseline

Safety
We are committed to keeping people moving safely. Employing more than 44.000 employees
and moving millions of people each day we at ThyssenKrupp Elevator integrate safety into every
product, system and process.
The Global Safety Manual (GSM) is the foundation of our safety first commitment. Our
objective is to not simply avoid accidents but instead prevent them. Integrated tools like the Risk
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Traffic Light and Hazard and Risk Assessments aid in identifying safety risks that can be
eliminated.
Safety first is not just a slogan. All of our staff are constantly trained to our high safety standards
and expectations. Our goal is that everyone returns home safely each day.


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PRODUCTS









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PRODUCTS
SUGAR PLANT & MACHINERY
Record of installing and commissioning 10 sugar plants in a single season 131 plants and
over 4040 sugar centrifugal machines Exports to over 20 countries
MINING & BULK MATERIAL HANDLING
Access to World Class Technology of Krupp, Buckau Wolf, PHB, PWH, O&K, Demag
Lauchhammer , Weserhutte & Robins. More than 23 complete material handling plants with
repeat orders in India and Abroad. Repeat orders from Neyveli Lignite Corporation (NLC) for
specialized mining equipment.
CEMENT PLANT & MACHINERY
Supplied 30 integrated Cement Plants - capacity range 650 TPD to 7200 TPD Serving Customers
in India, Asia, Africa and Middle East Proven capabilities in system engineering,manufacturing,
technical assistance and guidance for installation & commissioning, after sales services,
upgrades and conversions
BOILER & POWER PLANT
Complete Thermal Power Plants on EPC Basis. CFBC boilers. Stocker fired boilers. Waste heat
recovery boilers. Oil/Gas fired boilers.


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Refineries

ThyssenKrupp Industries supplies both Integrated and stand alone refineries consisting of Raw
Sugar Handling and Conveying, Affination, Melting, Clarification, Filtration, Decolorisation,
Crystallization, Recovery, Sugar drying and bagging, Steam and Power generating plants.
The clarification processes offered are:
Melt Phosphitation
Melt Carbonation
The decolonization processes offered are:
Powder Activated Carbon ( PAC)
Granular Activated Carbon ( GAC)
Ion Exchange Resins (IER)
The refinery capacity ranges from 100 Tons per day onwards.


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Fiberizer

Fixed or Swing Type
Hammers with replaceable tips
Four arm type integral, specially designed rotor discs eliminate failure against shocks
Hammer shanks of fixed hammers tenoned into machined pockets and fastened with high
tensile bolts which reassure a close fit, and eliminate shear. Swing hammers are hinged on
axles with bush bearings. Hammers are staggered to cover entire rotor width
Rotor supported in generously designed heavy duty bearings, housed in solid cast steel
bearing blocks with water cooling jacket
Oil mist or circulating oil lubrication for bearing
Anvil of pocketed construction, hard faced to 500 BHN for improved and uniform cane
preparation
Floating flap provided over feed cane blanket achieves effective air seal and reduces
excessive windage and consequently reduce noise, loss of sugar through mist formation and
saves power



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Shredder

Features
Swing hammers with replaceable tips
Swing hammers hinged in axles with bush bearings and staggered to cover entire width of
rotor
Rotor supported in generously sized heavy duty bearings, housed in solid cast steel bearing
blocks with water cooling jacket
Oil mist or circulating oil lubrication for bearing
Anvil grid assembly provided with wide depockets formed by grid bars. Cushion of
compacted fibre builds up and shredding takes place on this apparently - "Self-setting" layer
i.e. concept of shredding cane on cane. This greatly reduces wear on the grid bars. Grid bars
can be quickly reversed to renew the edge or easily exchanged
Optional hydraulically operated "Hammer exchange device" can be provided for quick
exchange of hammers




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Rotary Screen

Features
Sizes available from 1000 x 2400 to 1800 x 4800 mm catering to capacity rate up to 12000
TCD.
Slot sizes 0.35 mm and 0.5 mm
Two Roller Mill With Under Feed Roller

The major differences between the Two Roller Mill and the conventional mill are,
It is a trash plate less design
Hence power saving
Lower investment cost

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Features
Robust heavy-duty housing design for improved rigidity and stability to handle higher
throughput
Individual fine mill setting and speed control on each crushing
Inbuilt provision in design for more roller wearing allowance
Advantages
Low final bagasse moisture
Reduction in civil foundation cost
Easy assembly and dismantling
Low maintenance and spares cost
Drive Options
Versatile and simple drive options like Hydraulic or Electric can be offered

Three Roller Mill
Features
Robust heavy-duty housing design for improved rigidity and stability to handle higher
throughput
The pin-type construction makes it easy to assemble or dismantle. The side caps provide a
platform for rapid emergency maintenance


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- Crushers

TKII offers a wide range of crushers specially designed for crushing different types of materials
from soft coal to very hard iron ore. Each type of crusher is available in various sizes, the
selection being based on the requirement of particular capacity, feed and crushed product size.
They can be offered for both stationary and mobile applications.
Product Range
Roll Crushers
Hammer Crushers
Impact Crushers
Ring Granulators
Rotary Breakers
Jaw Crushers
Hammer Mills
Gyratory Crushers
Cone Crushers
Feeder Breakers


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- Bucket Wheel Excavators

ThyssenKrupps large bucket wheel excavators, for the continuous process of surface mining, are
specially designed and built for each application. These machines are manufactured in wide
ranging capacities suitable for removing overburden and mining lignite, coal, phosphate, bauxite
and other ores. The unique advantage of ThyssenKrupp excavators lies in their compactness and
ruggedness.
High capacity bucket wheel excavators supplied by ThyssenKrupp are working satisfactorily for
over two decades in the Indian mining sector.

Mobile Transfer Conveyors

Mobile Transfer Conveyors of TKII are used as a mobile link between the excavators and
conveyors in continuous open pit mining. They are designed to bridge the varying gaps and
changes in height so that the conveyor need not be moved often, resulting in reduction of idle
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time for repositioning the conveyor. TKII manufactures mobile transfer conveyors with one or
two conveyors that are tailored to customers particular needs.

- Transport Crawlers

ThyssenKrupp transport crawlers are the result of vast experience in moving large and heavy
mining equipment such as conveyor drive stations of shiftable conveyor systems / mobile
crushing station. They are designed to travel over uphill and downhill slopes and they cope up
with uneven terrain. TKIIs mobile crushing stations and transport crawlers are designed in such
a way that these machines are capable of relocation in a short period of time, economically and
with ease.

Material Handling Equipment and Systems

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ThyssenKrupp Industries India, (TKII) offers the widest range of equipment for material
handling systems.
Backed by cutting edge technology from ThyssenKrupp Fordertechnik (an amalgamation of
worldwide technology of Krupp, Buckau Wolf, PHB, PWH, O&K, Demag Lauchhammer,
Weserhutte and Robins), TKII is emerging as the leader and preferred vendor in turnkey material
handling plants.
Having executed as many as 23 high capacity material handling plants, TKII today, is executing
coal/lignite handling plants for ultra mega power projects.

Product Range
Non Slewing-Luffing Stackers / Slewing & Luffing Stackers
Twin Boom Stackers
Rail / Crawler Mounted Bucket Wheel Reclaimers
Combined Stacker-Reclaimers
Bridge-Type Scraper Reclaimers for circular and longitudinal stores,Side Scraper Reclaimer
Portal and Semi-Portal Scraper Reclaimers
Bridge Type Bucket Wheel Reclaimers
Drum Reclaimers
Paddle Feeders for Track Hoppers
Wagon Tipplers and Side Arm Chargers
Travelling Trippers for Bunkers

36

Wagon Tipplers

TKII manufactures a wide range of tipplers including side discharge tipplers and rotary tipplers
for railway wagons. The tipplers can handle wagons of various widths, heights and lengths.
Side discharge tipplers are available with both mechanical and hydraulic tippling drive.
Rotary tipplers unload the wagons turning through 180 degrees. A hydraulic holding system
secures the wagons during the tippling process.
Six clamps holding systems ensure positive clamping inspite of irregularities of the wagon
surface.
TKII has developed a hydraulically operated side arm charger with positive rack and pinion
mechanism. This proven design ensures accurate positioning of the wagon.
TKII has developed new generation side discharge type wagon tipplers fulfilling new RDSO
requirement and side arm charger with upto 60T pull for pulling full rake of 58 wagons.

- Shiploaders

37

TKIIs ocean going shiploaders come in many different versions: long travelling with slewing
and luffing jibs; radial travelling with a fixed pivot point; and in various other customised
designs.
Shiploaders for inland waterway ships differ from those for sea-going ships only in their smaller
dimensions and lower throughput rates.
Shiploaders with slewing and luffing booms are especially suited to terminals with short quays.
The ability to slew, raise, lower and also telescope the boom and its feed belt means that the
system can be matched to any size of ship and method of loading. The installation of such
loaders on a finger pier where ships can quickly unload on both sides of the quay ensures even
higher efficiency and economy.
Two of TKIIs state-of-the-art ship loaders of 4000 T/Hr. capacity are currently working in
tandem at Pradip Port Trust, India an example of advanced German technology combined with
high quality Indian manufacturing.

Raw Material Preparation
Cement manufacturing begins with the extraction and preparation of the raw material a process
section covering all activities from quarrying of limestone to the feeding of raw meal into
preheater. The optimum raw material preparation process depends on precise knowledge of the
material used and proper selection of a suitable production process which include
Crushing
Bulk material storage/Blending
Conveying/Metered feeding
38

Grinding/Drying
Separating/Collecting
Material analysis/Raw material
Blending/Storing
Conveying/Metered feeding
Coal grinding/Fuel preparation

Clinker Production
In modern cement plants, the burning process is performed in a chain of three systems. In the
multistage cyclone preheater with calciner, the raw meal is preheated to about 800 to 900 C and
decarbonated by kiln exhaust gases. In the rotary kiln itself, a temperature of approx. 1450 C
causes sintering a chemical/mineralogical process, during which the cement clinker is formed.
The clinker formed is then cooled in clinker cooler. The exhaust air from the cooler which
contains the recuperated heat is used in the kiln as combustion air. The products offered for
entire clinker production process are divided as -
Material Analysis / Upstream of Kiln feed
Preheating
Calcining
Material analysis/Hot meal
Burning
Cooling
Material analysis/Clinker
39

Cement Manufacturing
In the final process stage of cement manufacturing, the cement clinker is extracted from the
clinker stores or silos and finely ground together with gypsum as a setting regulator and possibly
with other hydraulic materials also added. The fineness determines the grade of cement and thus
the strength of the cement are stored in separate silos and then discharged into loading systems.
Storing
Grinding
Conveying/ Metered feeding
Material analysis/ Finished product after separation
Storing/ Silos
Material analysis/ Finished product for dispatch

Factory Automation (Products Cement)
Due to the outstanding properties of cement as a building material and to the fact that it is
recognized as being ecologically safe, the number of available types will continue to grow and
specialized highly effective products will establish themselves on the market. This demands
production plants with excellent quality assurance systems and a high degree of automation. The
range of products supplied by Polysius include
Laboratory automation system POLAB ACT
Laboratory automation system POLAB AMT
Automatic sample preparation module POLAB APM
40

Master process control system POLCID NT
Expert system POLEXPERT
Adaptive mixture control
Sampling systems
Kiln Temperature Scanner KTS
Information management system IMS

Grinding Plants
Grinding plants can be supplied for any diverse ores whether it is gold, diamond, copper,
platinum, nickel or iron ore. The process-wise sub-division is
Wet grinding plants
Dry grinding plant

Pyroprocessing Systems
Pyro-processing systems offered to the minerals industry include drying, preheating and cooling
powdery and lumpy bulk materials, pre-reducing of ores, direct reducing of ores, calcining and
burning lime, dolomite, magnesite, gypsum, clay, alumina, bauxite, kaolin, titanium oxide, soda,
chrome ore, phosphate, metallic hydroxides, chemical products, coke, coal and oil shale,
sintering magnesite and dolomite, processing metallurgical residues, nickel ore dusts, substitute
raw materials, plumbic raw materials, red mud products and manufacturing expanded clay and
flooring plaster.
41

Lime burning
Drums
Rotary Kilns
Single stage cyclone systems
Multistage cyclone systems
High Temperature Technology
Additional systems

Factory Automation (Products Minerals)
Today's strict demands on product quality and operating economy necessitate a high degree of
plant automation. Our scope covers systems for monitoring, control, regulation and optimization
of the process, as well as for assuring constant product quality.
POLAB APM
POLCID NT

Complete Thermal Power Plants on EPC Basis


42

Power Plants on EPC Basis
We have organizational capabilities and resources to design, engineer, manufacture, procure,
supply, erect and commission on turnkey basis the complete Power Plants with its accessories.
We have a well-established design & engineering set up for:
Systems engineering for complete plant
Mechanical systems including boilers, auxiliaries, structurals, piping, etc.
Electrical systems design and engineering of electrical equipment
Instrumentation and control systems for field and control room
Civil work
We have dedicated teams for procurement of indigenous/imported equipment and raw material,
Manufacturing, Quality assurance, Services (Including erection, commissioning and training),
spares management etc. Moreover we have developed reliable quality contractors and suppliers
for carrying out certain work as per our standards.
Listed below are some of the prestigious turnkey projects in power plants executed and under
various stages of execution by ThyssenKrupp.
Aditya Cement Limited: 2x25 MW Thermal power plant at Chittorgarh Rajasthan. The
scope includes 2 boilers, 2 nos. 25 MW turbine generators, air cooled condenser, balance
of plant equipment(Water treatment plant, coal handling plant, ash handling plant),
electricals, complete instrumentation and civil works.
Ultratech Cement Limited: 2x25 MW Thermal power plant at Tadipatri Andhra Pradesh.
The scope includes 2 boilers of 115 TPH capacity, turbine-generators,2 nos. 25 MW,water
43

cooled condenser, balance of plant equipment, electricals, complete instrumentation and
civil works.
Tata Chemicals Limited: We have executed 1x50 MW Thermal Power plant for TCL at
Mithapur Gujarat. Scope includes boiler of 220 TPH capacity, extention of existing co-
generation facility, balance of plant equipments, plant electricals, complete field
and control room instrumentation.
The India Cements Limited: We have recently obtained order for 1x50 MW power plant
for The India Cement Limited at Sankarnagar Tamilnadu. This project comprises of
2CFBC boilers, 50 MW turbine-generator package, balance of plant equipment, complete
instrumentation and Civil works.
ANRAK Aluminium Limited: We are executing 2x75 MW thermal power plant at
Vishakapatnam, Andhra Pradesh for their Alumina plant. The project comprises ofDesign,
engineering, manufacturing and supply of 2 CFBC boilers of 315 TPH capacity, 2 nos. 75
MW turbine-generators and associated equipments

CFBC Boilers

CFBC Boilers
Type: Circulating Fluidized Bed Combustion boiler
44

ThyssenKrupp Industries India offers a wide range of world-class circulating fluidized bed
combustion boilers. A proven concept in steam generators, these state-of-the-art systems are
designed and manufactured for a wide range of upto 550 TPH.
Description:
Water tube, Tower type, Natural Circulation, Single-drum, Top Supported, Balanced draft,
equipped with Economiser / Airheater as backend heat traps.
Highlights:
o 26 Boilers commissioned and operating successfully.
o 18 boilers under various stages of execution.
o Boilers operating on a variety of fuels like coal (Indigenous/Imported),
Lignites,Petcoke, Washery Rejects, Char etc. duly meeting the pollution control norms.
o Repeat orders from all existing customers.
o In-house capabilities for turnkey projects.
Features:
o Multi-fuel firing ability Proven for inferior quality fuels.
o Reliable operation year after year With High Availability.
o High thermal efficiency Low operation cost.
o Low emission levels.
o Low unburnt carbon in fly ash.


45

Waste Heat Recovery Boilers

Waste Heat Recovery Boilers System Description
The WHR boilers supplied by ThyssenKrupp Industries India is a natural circulation boiler
well proven in many plants and under difficult conditions. They distinguish themselves by
arobust and clear design best fitted for the demands of power stations or industrial
applications.
WHR boilers are designed and built for low maintenance and high reliability.
The pressurized body is made of a stable framework. Down comers, headers and tube walls
are welded together to a gas-tight tube cage.
This tube cage with it's heating surface and convection banks stand on the ground. It is self-
supported by down comers in all four corners of the boiler (corner tubes). Other boiler types
WHR boilers are set up in the way that they can expand from the ground level to all
directions.
Features
Quick start-up
Self-supporting construction
Low pressure variations at turndown
Good fit to space requirements
46

Reference
We have recently executed a large capacity 120 TPH waste heat recovery boiler.

Oil / Gas Fired Boilers

Oil & Gas Fired Boilers
ThyssenKrupp Industries India is in manufacturing of single drum, natural circulation, natural
draft, self supporting oil and gas fired boilers. The fuel used for oil and gas fired boiler can be
natural gas, light diesel oil, low sulphur high speed diesel etc. For oil and gas fired boilers we
have tied up with M/S EckRohr Kessel who have done engineering of over 6000 installations
throughout the globe.
Features
1. The ThyssenKrupp ERK boiler design is based on a truly superior technology and
following are the salient features that translate into definite advantages that the user can derive.
Optimized design: The boiler design has originated from our German Principals M/s
EckRohrKessel. The design is tailor made for your specific requirements thus ensuring
perfect compatibility. Moreover the design has evolved after going through all theoretical
design possibilities and practical experience of our Principals for similar boiler installations
world over. Thus the design offered is -
o An optimized design
47

o With all safety aspects built into design itself
o Has high reliability
Robust & stable construction
Single drum design: The boiler has only one drum i.e., steam drum which has certain unique
advantages.
Low maintenance no boiler refractory
Steam pre-separation
Quick start up
2. Support from ERK: We are one of the exclusive licensee of EckRohrKessel in India. They
support us right from basic process design to final commissioning of the boilers.



48










PART-II
49







INTRODUCTION TO THE TOPIC




50

INTRODUCTION TO THE TOPIC

Introduction:-
Once the required number and kind of human resources are determined, the management has to
find the places where required human resources are/will be available and also find the mean of
attracting them towards the organization before selecting candidates for jobs. All process is
generally known as recruitment.
Recruitment is the discovering of potential applicants for actual or organizational Vacancies.

MEANING OF RECRUITMENT: -
Recruitment is the process of searching for prospective employees and stimulating and
stimulating and encouraging them to apply for jobs in an organization.
By: - Mr. Flippo

Recruitment is a process to discover the sources of manpower to meet the requirements of the
staffing schedule and to employee effective measures for attracting that manpower in adequate
number to suitable effective selection of an efficient working force.
By: - Mr. Yoder
It is the process of finding and attracting capable applicants for employment. The process begins
when new recruits are sought and ends when their applications are submitted. The result is a pool
of applicant's form which new employees are selected.
51

RECRUITMENT PROCESS
PLANNING
STREATEGY DEVELOPMENT
SEARCHING
SCREENING

EVALUATION AND CONTROL

52

SELECTION

Selection means selection of right kinds of people for various jobs. It is a negative
process as it involves rejection of unsuitable candidates. Selection is a part of recruitment
function. It is a process of choosing people by obtaining and assessing information about the
applicants (age, qualifications and qualities) with a view to match these with the job requirement
and picking suitable candidates. The choices are made by elimination of the unsuitable at
successive stage of the selection process.

SELECTION PROCEDURE

The selection procedure should be devised in such a manner that all relevant information
concerning the applicant is made available. Organization differs as to the complexity of their
selection systems. Some organizations make a strategic decision to fill positions quickly and
inexpensively by scanning application forms and hiring individuals based on this information
alone. Other organization however makes a strategic decision to choose the best person possible
by having an elaborate and sometimes costly selection system. These systems may require
potential employees to fill out application forms and provide information for a background
check, take a number of job related tests, and perform well through a series of interviews. Most
organizations have. More than one selection process.



53


STEPS IN SELECTION PROCEDURE
There is no rigid sequence of steps in selection procedure. It will depend upon the nature of job
to be filled and the financial budget for selection. Steps, which are basically followed in
selection procedure by any organization may be as given below:
1. Preliminary interview.
2. Application blank.
3. Scrutiny application.
4. Employment tests.
5. Employment interview.
6. Checking references.
7. Medical examination.
8. Appointment letter and placement.







54








RESEARCH METHODOLOGY











55

RESEARCH METHODOLOGY

The research part of the project involves the following steps:
Step 1: - PROBLEM FORMULATION
To study the issue and facts and people's awareness regarding recruitment process and selection
procedure in THYSSENKRUPP.
Step 2: - TYPE OF RESARCH (Or RESARCH DESIGN)
Descriptive type of research has been used. It includes survey and fact finding enquiries of
different kinds. The main purpose of descriptive research is to describe the state of affairs. The
survey methods included observation and questionnaire.
Step 3: - DATA RESOURCES
There are two sources through which data is collected.
Primary Data:- Primary data is collected through observation and Questionnaire.
Secondary Data: - Books, reports were used as a source of secondary data.
56

Step 4: - DATA COLLECTION METHOD
By Observation: - This method implies the collection of information by way of investigators
own observation without interviewing the respondent.
Questionnaire: - It is the most effective method of generating data. A detailed questionnaire
comprising of 16 questions covering several an aspect of Recruitment Process in Thyssenkrupp
was designed. It is illustrated in the Annexure part.
Secondary Data: - All the data, which is already available. The reference of data, which has
already been collected and analyzed by someone else i.e. Books, Reviews, Manuals, Annual
reports of Thyssenkrupp.
Step 5: - SAMPLING
A process of obtaining information about an entire population by examining only a part of it is
amp ling. In this research random sampling is used. The implications of random sampling is that
it gives each element in the population equal probability of getting, selected and all choices are I
independent of one another
57


Research Methodology is a way to systematically solve the research problem involving a study of various
steps that are adopted by the researcher in studying his/her research problem.
Research Descriptive
Research Approach Survey
Contact Method Personal Interview
Sample Size 40
Sample Criteria Workers, Staff Members, Managers
Research Instrument Questionnaire
Area of Research Noida (U.P.)
Types of Data Collected Primary Data
Secondary Data



58





OBJECTIVE


59

OBJECTIVE OF THE STUDY
To analysis the recruitment and selection procedure in Thyssenkrupp.
To analyse the recruitment policies in Thyssenkrupp.
To determine the satisfaction of employees regarding recruitment and selection in
Thyssenkrupp.

60






DATA ANALYSIS AND
INTERPRETATION






61

DATA ANALYSIS AND INTERPRETATION
Q.1 Are you satisfied from the recruitments selection process in Thyssenkrupp?

Response Percentage of response
Strongly Agree 62%
Agree 38%
Slightly Agree 0%
Disagree 0%



Analysis:
62% employees are clear about recruitment process in Thyssenkrupp.

62%
38%
The recruitment process in Thyssenkrupp is
clear to employees
Storngly Agree
Agree
Slightly Agree
Disagree
62

Q.2 Is the more emphasis should be given to the internal sources of selection for various posts?

Responses Percentage of responses
Strongly agree 37%
Agree 25%
Slightly Agree 38%
Disagree 0%


Analysis:
37% of employees are strongly agreed while 25% of employees are agreeing with the option that
more emphasis should be given on internal sources of selection.


37%
25%
38%
0
more emphasis should be given to the
internal sources of selection for various
posts.
Strongly Agree
Agree
Slightly Agree
Disagree
63

Q.3 Is the recruitment done on the basis of recommendation and suggestion made by exiting
employees?
Responses Percentage of responses
Strongly Agree 37%
Agree 13%
Slightly Agree 37%
Disagree 13%


Analysis:
37 % of employees are strongly agreed while 13% of employees are agreed with the option that
recruitment should be done on the basis of suggestion and recommendation made by exiting
employees.

37%
13%
37%
13%
recruitment should done on the basis of
recommendation and suggestion made by exiting
employees.
Strongly agree
agree
slightly agree
disagree
64

Q.4 Is the recruitment to higher post done exclusively by internal sources?
Responses Percentage of responses
Strongly Agree 50%
Agree 25%
Slightly Agree 25%
Disagree 0%


Analysis:
Majority (50%) feel that recruitment to higher posts should be done exclusively by internal
sources.

50%
25%
25%
0%
Recruitment to higher post done exclusively by
internal sources
Strongly Agree
Agree
Slightly Agree
Disagree
65

Q.5 Is the recruitment process fulfilling the objectives of recruitment?
Responses Percentage of responses
Strongly Agree 75%
Agree 25%
Slightly agree0% 0%
Disagree 0%


Analysis:
Many (75%) feel that recruitment process is fulfilling the objectives of recruitment.

75%
25%
0%
The recruitment process fulfilling the objectives
of recruitment
strongly agree
agree
Slightly agree
disagree
66

Q.6 Is the rate of recruitment being proportional to the actual need within the origination?
Responses Percentage of responses
Strongly agree 62%
Agree 38%
Slightly agree 0%
Disagree 0%


Analysis:
62% of employees are strongly agree and 38% of employees are agree that rate of recruitment is
proportional to actual need within the organization.
62%
38%
0%
The recruitment process fulfilling the objectives
of recruitment
strongly agree
agree
Slightly agree
disagree
67

Q.7 Are you taken any special training after your recruitment?
Responses Percentage of responses
Strongly agree 95%
Agree 5%
Slightly agree 0%
Disagree 0%


Analysis:
This graph shows that most of the employees (95%) are getting training after recruitment.

95%
5%
0%
0%
employees taken any special training after their
recruitment.
Strongly agree
agree
slightly agree
disagree
68

Q.8 Are you satisfied with the planning system of the company?
Responses Percentage of responses
Strongly agree 90%
Agree 10%
Slightly agree 0%
Disagree 0%


Analysis:
Graph shows that most of the employees (90%) are satisfied with the planning system of the
company.

90%
10%
0%
0%
Employees satisfy with the planning system of
the company.
strongly agree
agree
Slightly agree
Disagree
69

Q.9 Are you satisfied with your work in the company?
Responses Percentage of responses
Strongly agree 95%
Agree 5%
Slightly agree 0%
Disagree 0%


Analysis:
Mostly all the employees (95%) are satisfied with their work in the organization.

95%
5%
0%
0%
Employees satisfy with their work in the
company.
strongly agree
agree
Slightly agree
Disagree
70

Q.10 Are you satisfied with your pay packages in the company?
Responses Percentage of responses
Strongly agree 85%
Agree 15%
Slightly agree 0%
Disagree 0%


Analysis:
Graph shows that 85% employees are satisfied with their pay package..


85%
15%
0%
0%
Sales
strongly agree
agree
Slightly agree
Disagree
71

Q.11 Are you getting support from your supervisors?
Responses Percentage of responses
Strongly agree 87%
Agree 13%
Slightly agree 0%
Disagree 0%


Analysis:
Graph shows that 87% of employees are getting support from their supervisors.


87%
13%
0%
0%
Sales
strongly agree
agree
Slightly agree
Disagree
72








CONCLUSION








73

CONCLUSION

After analyzing the data collected from various sources following can be concluded :
THYSSENKRUPP Recruitment and selection procedure is the successful procedure. The present
procedure is very effective and I hold a greater satisfaction to a large extent.
1. I have given various options for joining of the candidates in the organization in the
questionnaire. Also I got more options from the employees while interacting with them.
Most of the employees have mentioned the salary package as a reason for joining the
organization. While some of the employees have mentioned or pointed it out the working
environment as the reason for joining the organization. So I can say salary package and
career growth opportunity are the more attractive to the employees.
2. From the analysis of recruitment and selection procedure it is clear that for recruiting
employees both the companies following government procedures that consist of mainly
written examination followed by interview. Written exam is mandatory for mainly all
types of recruitment. For selection of the technical candidates they have to go through
three mandatory interviews, out of which two are technical interviews and one is the
interviews with the Human Resource head.
3. The procedure of recruitment is done through employment exchanges, advertisement and
management institutes for unskilled, semi-skilled, supervisors and apprentices. Corporate
and non-corporate cadre like group discussion, psychologist, in the interview. The
procedure of recruitment is done through employment exchanges, advertisement and
management institutes for unskilled, semi-skilled, supervisors and apprentices. Corporate
and non-corporate cadre like group discussion, psychologist, in the interview.
74





LIMITATIONS


75

LIMITATIONS

Awareness level regarding recruitment policies was less.
People took a lot of time to fill the questionnaire. In same cases 4 visits were required to
collect there responses due to which training period extended.
Sufficient information was not available regarding the recruitment process due to
confidentiality.
This project report is based on the information given by the head or unit manager of the
centers. The information is also collected through some newspapers and e-mails. Some
respondents were not interested in giving answers as they were appearing to be busy.
In fact, this project report involves human processing and analysis. Therefore, there are
chances of human error.
One of the major limitations is time boundness
Trainees are not being treated as part of the organization.


76




RECOMMENDATION

77

RECOMMENDATION
Organization are made up to people and function through people. Without people
organization can not exist. The resources of men, money, materials and machinery are
collected, coordinated and utilized through people. No organization can be successful in the
long run without having the right number and right kind of people doing the right job at right
time. Some of the recommendations are :

1. Before selecting the right man for the right job, it becomes necessary to determine the
quality and quantity of people required in an organization.
2. Availability of required skills and competencies is considered in recruitment.
3. There should be properly planned and systematic recruitment policy in an organization
which is necessary to minimize disruption of work due to changes in employees.
4. Recruitment policy should provide employees with job security and continuous
employment
5. It should integrate organization needs and employee needs.
6. It should be flexible enough to meet the changing needs of the organization.
7. Systematic recruitment leads to greater productivity, higher morale, reduction in labour
turnover and better reputation of the concern.

78





BIBLIOGRAPHY


79

BIBLIOGRAPHY

WEB SITE
www.thyssenkrupp.com
www.google.com
www.hrms.com
www.hr.topics.com
www.wikipedia.com

BOOKS :
Dr. C.B. Gupta, Human Resource Management, sultan chand and sons, Education
Publisher, New Delhi.
Rao, P. Subba, Human Resource Management and Industrial Relation, Himalaya
Publication House, New Delhi.
Aswathapa, Human Resource Management, Himalaya Publishing, Edition 5

80





QUESTIONNAIRE


81

QUESTIONNAIRE

NAME _______________________________________
AGE (a) 10-25 (b) 26-40 (c) 41 and above
SEX (a) Male (b) Female
INCOME (a) Up to 2 lakhs (b) 2-5 lakhs (c) 5 lakhs and above (d) N.A.
PROFESSION (a) Service (b) Business (c) Student (d) Any other

Q.1 Is the Recruitment process in Thyssenkrupp, Clear to you ?
(a) Strongly agree ( ) (b) agree ( )
(c ) Slightly agree ( ) (d) disagree ( )

Q.2 Are the methods of recruitment process satisfactory ?
(a) Strongly agree ( ) (b) agree ( )
(c ) Slightly agree ( ) (d) disagree ( )


82


Q.3 Is the more emphasis given to the internal sources of selection for various posts ?
(a) Strongly agree ( ) (b) agree ( )
(c ) Slightly agree ( ) (d) disagree ( )

Q.4 Is the recruitment done on the basis of recommendation and suggestion, made by the
existing employees ?
(a) Strongly agree ( ) (b) agree ( )
(c ) Slightly agree ( ) (d) disagree ( )

Q.5 Is the recruitment to higher post done exclusively by internal sources ?
(a) Strongly agree ( ) (b) agree ( )
(c ) Slightly agree ( ) (d) disagree ( )

Q.6 Is the recruitment process fulfills the objective of recruitment ?
(a) Strongly agree ( ) (b) agree ( )
(c ) Slightly agree ( ) (d) disagree ( )

83

Q.7 Is the rate of recruitment being proportional to the actual need within the organization ?
(a) Strongly agree ( ) (b) agree ( )
(c ) Slightly agree ( ) (d) disagree ( )

Q.8 Are you taken any special training after your recruitment ?
(a) Strongly agree ( ) (b) agree ( )
(c ) Slightly agree ( ) (d) disagree ( )

Q.9 Are you satisfy with the planning system of the company ?
(a) Strongly agree ( ) (b) agree ( )
(c ) Slightly agree ( ) (d) disagree ( )

Q.10 Are you satisfy with your work in the company ?
(a) Strongly agree ( ) (b) agree ( )
(c ) Slightly agree ( ) (d) disagree ( )


84

Q.11 Are you satisfy with your pay packages in the company ?
(a) Strongly agree ( ) (b) agree ( )
(c ) Slightly agree ( ) (d) disagree ( )

Q.12 Are you getting support from your supervisor ?
(a) Strongly agree ( ) (b) agree ( )
(c ) Slightly agree ( ) (d) disagree ( )