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PRISM CEMENT LIMITED, SATNA

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CERTIFICATE

This is to certify that the work entitled “Summer Training at Prism

Cement Limited, Satna (M.P.)” is piece of project report done by MISS
HIMANSHU SINGH final year student for the degree of “M.A. (I.R.P.M.)” of
Mahatma Gandhi Kashi Vidyapith Varanasi, (U.P.) under my guidance and
supervision.

This project report has been carried out with materials, care and
analytical investigation.

I wish her all success and bright future.

Dr. A.S. Inam Shastri

Professor- Head- Dean
M.G.K.V. Varanasi (U.P.)

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CERTIFICATE

This is to certify that the work entitled “Summer Training at Prism

Cement Limited, Satna (M.P.)” is piece of project report done by MISS
HIMANSHU SINGH final year student for the degree of “M.A. (I.R.P.M.)” of
Mahatma Gandhi Kashi Vidyapith Varanasi, (U.P.) under my guidance
and supervision.

This project report has been carried out with materials, care and
analytical investigation.

I wish her all success and bright future.

Gopal Sharma
Jt.General Manager (Personnel)
PRISM CEMENT Ltd., SATNA (M.P.)

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DECLARATION

I hereby declare that the research presented in the project entitled

“Summer Training at the Prism Cement Limited, Satna (M.P.)”. I am
submitting for a award of M.A. (I.R.P.M.) is genuine has been carried out by
me at Prism Cement Ltd., Satna (M.P.) during academic session 2006-2008
of (Department of M.A. (I.R.P.M.) Social work faculty, Mahatma
Gandhi Kashi Vidyapith, Varanasi.)

I further declare that this Project work to the best of my knowledge is not
substantially the same as the one is has already been submitted for a degree
or any other duplication at my university.

(Miss Himanshu Singh)

M.A. (I.R.P.M.)

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ACKNOWLEDGEMNT

For the successful completion of this project, I own to thank the persons who
gave me encouragement in my project work.

It gives me lot pleasure in expressing my deep sense of heartfelt gratitude to

Prof. Dr. A.S. Inam Shastri,(Head of the Deptt. Of Social Work, M. G.
K. V. Varanasi, (U. P.)) For constant encouragement and keen interest in
my project work.

I am thankful to MR. SAMRENDRA SINGH, -Sr. General Manager, (Prod. &

Pkg Plant) for their kind cooperation in this entire work.

My special thanks to MR. GOPAL SHARMA -Jt. General Manager,

(Personnel), MR. P.C. GAUR -Sr. Manager, (Personnel) Mr. Rahul Tiwari
-Sr. Manager (HRD) and MR. GAJESH TRIAPATHI -Sr. Officer, (Personnel)
given during completing this Summer Training.

I am deeply indebted to my Parents, Brother, and Sister whose immense

blessing and inspiration could bring this work to its present state.

(Miss Himanshu Singh)

M.A. (I.R.P.M.)

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PREFACE

This is the age of technical gradation. Nothing remains same for a long
period. Everything changes within certain span of time. So it is must for
every organization to put a bird’s eye view on it’s over all functioning.

This report was prepared during practical training of M.A. (I.R.P.M.) of

Department of social work, Mahatma Gandhi Kashi Vidyapith, Varanasi,
and (U.P.). The student of M.A. (I.R.P.M.) essentially required a practical
training for 4 to 6 weeks in any business organization. It gives an opportunity
to the students to test their acquired knowledge through practical
experiences.

The objective of my project work is “Labour Welfare measure in

Prism Cement Limited, Satna (M.P.).” I, however, present this report in
all my modesty to the readers with a faith that it shall serve the cause of the
subject.

Miss Himanshu Singh

M.A. (I.R.P.M.)

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PRISM CEMENT LIMITED SATNA

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CONTENTS

No. Project Contents Page No

1. Introduction of P.C.L. 9-20
2. Organization Profile 21
3. Personnel Department & Function 22-23
4. H.R.M. 24
5. Security Service 25
6. Time Office 26
7. Performance Appraisal 27-32
8. Training & Development 33-36
9. Welfare Activities 37-42

Summery 43
10.
11. Bibliography 44

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INTRODUCTION OF P. C. L.

PRISM CEMENT LIMITED (P.C.L.):

Prism Cement limited is a division of Raheja group. The head office of

the plant is present at Mumbai. This Plant is installed about 22 kms, From
Satna. This plant is situated at village Mankahari, Post Bathia, Dist. Satna
(M.P.). This plant is started in 1990 and production started from 1 st July 1997.
It capacity is very large which is 2.51 million per annum. Perhaps it is one of
the biggest production capacities in all over Asia. It is the most modern
integrated plant adopting dry process of cement manufacturing with
precalciner technology.

This plant produces two types of Cement namely ordinary Portland

Cement (OPC) and Pozzolana Portland Cement (PPC) of every grade 53, 43
and 33. Railway siding inside of plant Prism Cement Limited has six-diesel
generator set of 5MW each. There it was 30MW power generation.

Prism Cement Limited has setup a state of the art cement plant near Satna,
in Madhya Pradesh with an object of being on active participant in the
Dynamics of the future of the nations March towards total industrialization

The Company is jointly promoted by Rajan Raheja Group of Mumbai,

F.L.Smith & CO. A/S Denmark (FLS), World leaders in cement technology and
industrialization fund for developing countries Denmark (IFU).

The 2.51 million tones capacity Ultra- Modern Cement plant of prism is
one of the Most advanced cement producers in the world, with machinery
and Technology imported from the world leader and state of art process that
lend it a futurist environment the company has set up a packing unit at
Allahabad to cater to the requirement of customers in Eastern/Central U.P.

MINES:
The limestone mines are situated a distance of about 2kms from the
works. The quarry of prism cement is in the Village Hinauti, Dist. Satna
( M.P.)Total mining ledge is 291 Acres & the life of mine is about 40 year for
limestone.
Large-scale open cost mining or quarrying operation usually obtains
raw materials for the cement industry. The most widely used method of
quarrying is based on the conventional bench technique in witch the
material is deposit is quarried in several benches one above the other with
predetermined height of face.
The limestone obtained from has different percentage content of CaO.
In prism Cement mines 75% CaO are maintained for the quality of Cement.
By taking the limestone from different places are send to the laboratory and
give the information about its chemical composition. From this information
use knows the Content of each of the following: SiO2, Al2O3, Fe2O3, TiO3,
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CaO, MgO, SO3 K2O, Na2O, and P2O5. About – 10,000 tons per day limestone
is explored from mines.
PROCEDURE:
1. Over burden removal
2. Drilling and blasting
3. Transportation and crusher hopper

1. Over burden removal

 Bracketing
 Dragline,
 Bulldozer.
2. Drilling and blasting
Equipment used:
 Vertical face quarrying
o Excavator
 Horizontal quarrying
o Crawler
 Bench quarrying
o Crawler

Blasting – Explosives are used for blasting

Types of explosives:
 Powder from
 Glatinous explosives
 Slurry explosives
 Low explosives
 High explosives
 Intermediate
 ANFO

CEMENTING THE FUTURE

With an objective of being an active participant-in the dynamics of

future-of the Nation’s march towards total industrialization Prism Cement
Limited has set up a state-of-the-art cement plant near Satna, in Madhya
Pradesh.

The 2.51 million tones capacity Ultra-Modern Cement plant of Prism is

one of the most advanced cement producers in the world with machinery and
technology imported from the world leaders, and state-of-art processes that
lend it futurist environment. The company has set up a packing unit at
Allahabad to cater to the requirement of customers in Eastern/central U.P.

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Rajan Raheja Group of Mumbai F.L.Smith & CO.A/S Denmark (FLS)

jointly promotes the company, world leaders in cement technology and
Industrialization Fund for Developing Countries, Denmark (IFU).

Prism achievements have been made possible by our vision united by

shared values and their commitment to excellence in the world of
construction.

QUALITY POLICY:

A team of experienced Engineers and a dedicated work force, rich

deposits of high quality limestone a high level of automation and
sophisticated quality central system with unbeatable facilities prism has truly
taken cement production to global standards.

We are committed to strive for customer satisfaction by supplying

consistent quality cement and clinker as per mutually agreed product
specification’

This shall be achieved by: -.

1. Continual improvement in productivity levels and quality management
system.
2. Enhancing employee’s skills.
3. Focusing on customers: need and creating awareness regarding proper
use of cement.

CODE OF CONDUCT FOR EMPLOYEES INTRODUCTION:

The reputation and integrity of prism cement limited or the valuable assets
that is vital to the company’s success. Prism’s commitment to ethical and
lawful business conduct is a fundamental shared value of our Board of
Directors, management and employees and critical to the company’s success
our standards for business conduct provided that we will uphold ethical and
legal standards vigorously as we that honesty and integrity will not be
compromised by prism anywhere at any time.
The purpose of this code is to focus employees on areas of ethical risk,
provide guidance to help employees to report. Unethical conduct, and foster
among employees a culture of honesty and accountability.

This code applies to all the employees. No code or policy can anticipate
every situation that may arise accordingly, this code is intended to serve as a
source of guiding principles for the employess. Each person concerned must
comply with the letter and spirit of this code.

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GUIDELINES

The company expects all employees to act in accordance with the highest
standard of personal and professional integrity, honesty and ethical conduct ,
while working on the company’s premises, at company sponsored business
and social events, or at any other place where employees represent the
company.
Honest conduct is understood as such conduct that is ethical, free from fraud
or deception and conforming to the accepted professional standards. Ethical
conduct includes the ethical handling of actual or apparent conflicts of
interest between and professional relationships. It is the conduct of
maintaining dignity of office and restraining from doing any act that will mar
the reputation of the company.
Employees who engage in misconduct or whose performance is
unsatisfactory may be subject to corrective action, up to and including
termination.
A. COMPLIANCE WITH LAWS, RULES AND REGULATIONS
Varieties of government laws, rules and regulations apply to the company
and some carry criminal penalties. These laws include, without limitation,
certain economic legislations, securities laws, labor laws, etc. The officers
and employees shall comply with all applicable laws, rules and regulations.
Transactions directly or indirectly, involving securities of the company should
not be undertaken without pre-clearance from the Company’s Compliance
Officer. Any officer or employee who is unfamiliar or uncertain about the legal
rules involving the Company’s business conducted by him /her should consult
the legal department of the company or that individual. In sum, employees
must obey all applicable laws.

B. CONFLICTS OF INTEREST
Generally, a conflict of interest occurs when an employee’s or an employee’s
immediate family’s personal interest interferes with, has the potential to
interfere with, or appears to interfere with the interests or business of the
Company. A conflict of interest can occur or appear to occur in a wide variety
of situations, viz.

C. .PERSONAL INTEREST IN A TRANSACTION

A Conflict of interest could arise that makes it difficult for an employee to
perform corporate duties objectively and effectively where he/she is involved
in a competing interest if he/she is on the other side of a transaction with the
company he/she benefits from the transaction. A conflict may also occur
where an employee or a family member of an employee receives an
improper personal benefit as a result of the employee’s position at the
company. An employee working simultaneously for a competitor is certainly a
conflict.

The company policies prohibit any employee from taking part in any activity
that in enhances or supports a competitor’s position. In case there is likely to
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be a conflict of interest, he/she should make full disclosure of all facts and
circumstances they’re of and a prior written approval should be obtained
from the company’s management.

D. OUTSIDE ACTIVITIES/ EMPLOYMENT

In consideration of the employment with the company, employees are
expected to devote their full attention to the business interests of the
company. Employees are prohibited from engaging in any activity that
interferes with their performance or responsibilities to the Company or is
otherwise in conflict with or prejudicial to the company. Employees are
prohibited from accepting simultaneous employment with a Company
supplier, customer, developer or competitor, or from taking part in any
activity that enhances or supports a competitor’s position. Additionally,
employees must disclose to the Company any interest that he/ she may have
that may conflict with the business of the Company.

E. CIVIC/ CHARITABLE ACTIVITIES

Employees may participate in civic or charitable activities so long as such
participation does not encroach on the time and attention they are expected
to devote to their Company- related duties. Such activities are to be
conducted in a manner that does not involve the Company or its assets or
facilities and does not create an appearance of company involvement or
endorsement (except with written approval of the Company)
Notwithstanding that such or other instances of conflict of interest exist due
to any historical reasons, adequate and full disclosure by the interested
employees, should be made to the company‘s management. It is also
incumbent upon every employee to make full disclosure of any interest which
the employee or the employee’s immediate family, which would include
parents, spouse and children, may have in a Company or firm which is a
supplier, customer, distributor of or has other business dealings with the
company.
If an employee fails to make a disclosure as required herein and the
management of its own accord becomes aware of an instance of conflict of
interest that ought to have been disclosed by the employee, the
management would take a serious view of the matter and consider suitable
disciplinary action against the employee.

F. PROPER USE OF COMPANY ASSETS

Company assets, such as information, materials, supplies, intellectual
property, facilities, software and other assets owned or leased by the
Company or that are otherwise in the Company’s possession, may be used
only for legitimate business purpose. The personal use of company assets,
without Company approval, is prohibited.

G. DELIGATION OF AUTHORITY
Each employee, and particularly each of the Company’s officers must
exercise due care to ensure that any delegation of authority is reasonable

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and appropriate in scope, and includes appropriate and continuous

monitoring.

H. SECURITIES TRANSACTION AND CONFIDENTIAL INFORM

An employee of Prism and his or her immediate family shall not derive any
benefit or assist others to derive any benefit from access to and possession
of information about the Company which is not in the public domain and thus
constitutes insider information.
An employee shall not use are proliferate information which is not available
to the investing public and which there fore constitutes insider information
for making or giving advice on investment decisions on the securities of the
Company.

Such insider information might include the following:

 Acquisition and divestiture of businesses or business units;

 Financial information such as profits, earnings and dividends;
 Announcement of new product introduction or development.
 Asset revaluations.
 Investment decisions / plans;
 Restructuring plans;
 Major supply and delivery agreements;
 Raising finance

I. HANDLING CONFIDENTIAL INFORMATION AND PUBLIC

COMMUNICATONS
Employees should observe the confindentiality of information that they
acquire by virtue of their positions at the Company, including information
concerning customers, suppliers, competitors, and other employees, except
where disclosure is approved by the Company or otherwise legally mandated.
Special sensitivity is accorded to financial information, which should be
considered confidential except where its disclosure is approved by the
Company.
The following guidelines shall be followed while dealing with third parties:

 Only public information to be provided.

 At least two Company representatives should be present at meetings
with third parties.
 UN anticipated questions may be taken on notice and a considered
response given later.

J. EMPLOYEES WHO HANDLE OR HAVE ACCESS TO FINANCIAL

INFORMATION

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In addition to any other applicable laws dealing with financial information,

financial reporting, auditing matters or public disclosure, the company
requires that employees involved in financial reporting, auditing or public
disclosure or with access to such information follow the highest ethical
standards, including the following guidelines;

 The Act with honesty and integrity, avoiding violations of the code,
including actual or apparent conflict of interest with Company in
personal and professional relationships.
 Disclose to the Managing Director / President –H.R.D. & Corporate
Affairs any material transaction or relationship that reasonably could
be expected to give rise to any violations of the code, including actual
or apparent conflicts of interest with the Company.
 Provide the company’s other employee’s consultants, and advisor with
information that is accurate, complete, objective, relevant, timely and
understandable.
 Endeavor to ensure full fair, timely, accurate and understandable
disclosure in the Company’s periodic reports and in other public
communications.
 Act in good faith, responsibly and with due care competence and
diligence, without misrepresenting material facts.
 Respect the confidentiality of information acquired in the course of
Company work except where Company approval has been obtained or
where disclosure in otherwise, legally mandated. Confidential
information acquired in the course of Company work must not be used
for personal advantage.
 Share and maintain skills relevant to the Company’s needs.
 Proactively promote ethical behavior among peers in the work
environment.
 Achieve responsible use of and control over all assets and resources
employed or entrusted.
 Record or participate in the recording of entries (such as expenses,
billing information and hours worked) in the company’s books and
record information that is accurate.

K. GIFTS AND DONATION:

Employees shall neither receive nor offer or make directly or indirectly, any
illegal payments, remuneration, gifts, donations or comparable benefits
which or intended to or perceived to obtain business or uncompetitive
favours for the conduct of its business. However, employees may accept and
offer nominal gifts, which are customarily given and are of commemorative
nature for special events.

L. GOVERNMENT AGENICES:

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Employees shall not offer or give any company funds or property as donation
to any government agencies or their representatives, directly or obtained any
favorable performance of official duties.

M. POLITICAL NON- ALIGNMANT:

The company shall be committed to and supports a functioning democratic
constitution and system with transport and fair electoral system in India. The
Company shall not support, directly or indirectly, any specific political party
as candidate for political office. The Company shall not offer or give Company
funds or property as donations directly or indirectly, to any specific political,
candidate or campaign
Employees associated with political parties or the political process or trade
associations should ensure that by their participation, they do not give the
impression of representing or being the spokesperson of the Company.
Employees may contribute to or participate in the political process or trade
association so long as it does not create a conflict of interest situation or
impinge upon their work related commitment

N. HEALTH, SAFETY AND ENVIRONMENT:

Employees will be provided with a safe and healthy environment and will
strive to comply with all regulation regarding the preservation of the
environment of the territory in which the company operates. Employees shall
be committed to prevent the waste full use of natural resources and minimize
any hazardous impact of the development, production, use and disposal of
any of the Company’s products and services on the ecological environment.

O. SELECTION OF SUPPLIERS:
Company’s suppliers make significant contributions to its success. To create
an environment where the suppliers have incentive to work with the
Company, they must be confident that they will be treated lawfully and in an
ethical manner. The Company’s policy is to purchase supplies based on need,
quality, services, price and terms and conditions. The Company’s policy is to
select significant suppliers or enter into significant supplier agreements
through a competitive bid process where possible under no circumstances
should any Company employee, agent or contractor attempt to coerce
suppliers in any wave.

P. REPORTING VIOLATIONS AND WAIVERS:

The Company expects employees who observe, learn of, or, in good faith,
suspect a violation to the Managing Director / President-HRD & corporate
Affairs. Employees who report violations or suspected violations in good faith
as well as those who participate in investigations of any kind. All employees
are required to enforce this code and are not permitted to condone
violations. Reported violations will be investigated and addressed promptly
and will be treated confidentially do the extent possible.

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An employee who violates the code may be subject to disciplinary action,

depending on the severity of the violation. Disciplinary action may include
immediate termination of employment at the Company’s sole discretion.
Where the company has suffered a loss, it may pursue its remedies against
the individuals or entities responsible. Where laws have been violated, the
Company will cooperate fully with the appropriate authorities.
This code should be read in conjunction with the company’s other policy
statements such as the insider trading code, etc.

REGISTERED OFFICE
305, Laxmi Nivas Apartments,
Ameerpet, Hyderabad –500016
Andhra Pradesh –India

CORPORATE OFFICE
Rahejas” Main Avenue
V. P. Road, Santacruz (West),
Mumbai – 400054
Maharashtra – India Tel: 022-56754142/46

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WORKS
Village Mankahari
Tehsil Rampur Baghelan
District- Satna; 485111,
Madhya Pradesh- India
Tel: 07672-275301/2

CENTRAL MARKETING OFFICE

16/1/6A, Tagore Town,
Jawaharlal Nehru Road,
Allahabad – 211002
Uttar Pradesh – India
Tel: 0532-2465228/332

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ORGANIZATION PROFILE

Prism Cement is among the frontiers of Cement sector. This is the largest
single kiln plant The Country incorporating latest technology.

It was incorporated on 26th March, 1992 under the name Karan Cement
Company has been promoted by the Rajan Raheja Group of Mumbai, F.L.
Smith & Co., A.S. Denmark (FLS) world leader in Cement technology and
Industrialization fund for developing countries, Denmark (IFU). Mr. Rajan
Raheja is the Chairman.
The Companies staff strength is around 500 on its roll and its executives of
relevant skills experience have been drawn from some of the best
professional corporate in country.
The Company’s Cement project estimated at a cost of Rs.615 crores is
financed by way of equity share Capital amounting to Rs. 256 crores, and by
loans / lease finance amounting to Rs.359 crores. The Company has
298250000 lacs share & shares holder as on date 4th july -134060.

Prism has introduced 33, 43, 53 grade cement, which is of very superior
quality and economically period cement.

Raw material assessment & finalization of the plants technical design has
been carried out with the support of expertise of design of cement plant, F.L.
Smith & CO A/S Denmark, who have entered in to a joint venture partnership
with the company for the first time in India.

The other mechanical, electronic and electrical equipment have been

supplied by O&K (Orenstein & Koppal) India limited, Asian Brown Boveri
Limited Siemens Limited & Crompton Greaves India Limited.

The plant can produce minimum of 4 crores bags of ordinary Portland cement
per annum.

PERSONNEL DEPARTMENT AND FUNCTIONS

The definition and nature indicate that management of human resource

consists of several inter-related functions. These functions are common to all
organizations through every organization may have its own Personnel
Management Program. These functions of personal management may
broadly be classified into two categories viz.

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Managerial function and Operation function

MANAGERIAL FUNCTIONS:

Managing people is the essence of being a manager like other manager

personnel manager performs the functions of planning organizing direction
and controlling.

(A). Planning:

A plan is a predetermined course of action. Planning is the process of

deciding the goals and formulating policies and program to achieve the
goals. Planning involves forecasting and research. Forecasting implies
scientific of anticipation of the future environment.
In the area of personnel management, planning involves deciding personnel
goals, formulating personnel policies and programs preparing the personnel
budget etc.
(B). Organizing:

In order to implement the plans a sounc organization structure is required.

Organizing is the process of allocating takes among the group establishing
authority responsibility relationship among them and integrating their
activities towards the common objectives.

In this away a structure of relationship among job personnel management a

physical factor is developed. The right organization structure is the
foundation of effective management because without it the best performance
in all other areas will be ineffective organization is the framework through
which management directs controls and coordinates the efforts of people.

(C).Directing:

Directing is the process of motivating activating by which a management

influences the actions of subordinates. It is involves getting other to at after
all preparation have been made. Directing the heart of the management
process because it is concerned with inflating action. It helps to secure the
willing and effective cooperation of employees for attaining organization
goals. A management candidate tops the maximum potential employees
through proper direction. Direction also helps in building sound individual and
human relation in the organization.

(D). Controlling:

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If implies checking verifying and regulating to ensure that thing occurs in

conformity with the plans adopted and the instructions issued. Such
monitoring helps to minimize the gap between desired results and actual
performance. Controlling the management of human resource involves
auditing training programs, analyzing labour turnover resources involves
auditing training programs, analyzing labour turn over recover records,
directing moral surveys, conducting separation interviews and other means.

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H.R.M.

This project report is based on the function of HRM of P.C.L.

Employees:

H.R.M. DESCRIPTION
Human Resource Management is a system of developing in a continuous
planned way the competencies of individual employee dyadic group (superior
and subordinate). Teams and Total Organization are working to achieve
organizational goals. It maximize the Congruence between the individual
and organizational goals of employee and develops on organizational culture
in which superior subordinate relationship teamwork collaboration to the
professional well being motivation and pride of employee. Thus, understood
HRD denotes the culmination of the growth of the well-known human relation
school of management, which began over seen decades ago on the basic
premise that the fulfillment of an organizations immediate and future goals
depends to a considerable extent on the fulfillment of its people’s goals.
H.R.M. FUNCTION

With an objective to utilize maximum human resources PCL has set up a

department called HRD. The HRD Department has following function in Prism
HRD is responsible all function related with staff employees i.e. supervisor
and above.
1. Man Power Planning of staff employees.
2. Recruitment
3. Performance Management Systems
4. Training and development
5. Earning of staff service rule
6. Staff insurance
7. Human resource information system
8. Suggestion scheme
9. Publication
10. Salary Administration
11. Employee counseling mentions

SECURITY SERVICE

This factory has its own security personnel designated below: HOD; Senior
Officer, Assistant, Senior Security-Supervisor and Guards.

This company has following gates:

1. Main Gate
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2. Dispatches Gate
3. Railway Gate
4. Mines Gate
5. Colony Gate
6. Plant Gate

All the employees’ workers and officers not allowed entering without Identity
card, Helmet and safety shoes in the factory premise. The security matters
strictly absent by the personnel honestly. They are well dressed, trained and
disciplined.

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TIME OFFICE
This factory has a full flagged and well – organized time office, which works
round the clock. The time officer along with four other staff members
manages it.

This office is responsible to control pay and allowances and leave of the
workers as well as staff members.

LEAVE STRUCTURE:
Authorized leave in a calendar year for workers is as below:
-

Medical Leave 12 Days

Casual Leave 07 Days

Earn Leave 15 day

Authorized leave in a calendar year for staff members and

officers;-

PL 45 Days

SHIFT TIMING:
General Shift 08:00 a.m. to 05:30 p.m.

A- Shift 06:00 a.m. to 02:00 p.m.

B- Shift 02:00 p.m. to 10:00 p.m.

C- Shift 10:00 p.m. to 06:00 a.m.

Lunch/ Break Period is included within the shift periods.

PERFORMANCE APPRAISAL MANAGEMENT

PERFORMANCE:

Performance, planning and appraisal (PPA) is considered a king of

“performance management system” any effective performance management
system ensures that.

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1. People Know what their priorities are.

2. People know what should they be doing currently on what should they
be aiming for.
3. People know how well their efforts contribute to team and company
priorities and performance.
4. Individual level developmental needs are reviewed.

APPRAISAL:
The current appraisal system was developed after a review of
the previous system this review has indicated that in the previous system.
1. There was no formal link between what was expected of an
employee and the company goals/objectives.
2. It was seen a mere year- end formality and there was no focus on
performance during the year and.
3. Individual- level developmental plans did not generally get
chalked out; and.
4. Linkages with increment, career and succession planning
remained unclear.

Realizing the importance of HRD in achieving corporate goals PCL has

set up a separate human resource development department, training
placement, job rotation, performance appraisal, promotion and career
planning. The corporation recognized that its. Enormous growth has be
possible only because of the contribution mad by its employees with their
dedicated work its performance appraisal system forms an important
device for evaluating the accomplishment of the employ and for
motivating them.
Recently, the corporation introduction a revised comprehensive
performance appraisal system (PAS) with openness as its unique fearture,
it aims at ensuring objective and transparency in evaluation of the
performance of employees and in the rewards based on (PAS). to be
announced the revised PAS besides providing on objective tool to decide
rewards in the form of merit increment, promotion and various other
financial benefits also enables to identify and finalize training and
placement requirements. Thus the PAS takes proper care of the
employee’s career development the performance pf on employee is
evaluated against the goals set for him/her at the beginning of each
financial year. There the setting of goals for the corporation/groups/zones
and individual employees is a perquisite of the PAS.

CONTEXT OF PERFORMANCE APPRAISAL

Since there is a pressure on Indian organizations to become competitive

the other significant change that have implication for performance
appraisal and other HRD systems include a shift.
1. From multi – large organizations to flatter lean and smaller ones
focusing on strategic business unites.

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2. From independent existence of various functions to interdependent

and interlinked function.
3. From closed, individualistic, risk- average and untrusting culture to
open, trusting, collaborative and experiment one.
4. From production and selling – obsessed behavior to quality –
conscious and customer- oriented one;
5. From on operational, reactive HRD function to a strategic thinking
and proactive one.

COMPONENTS OF PAS

The following are the components of PAS:

1. Self-appraisal.
2. Appraisal by reporting authority.
3. Peer evaluation.
4. Reporting Authority Evaluation.
5. Rating and recommendation by review committee.

CHARACTERISTIC OF PAS

The current system has the following characteristic.

1. Performance orientation form.
2. Key result from.
3. Results and traits verification.
4. Potential Appraisal inclusion.
5. Training and development needs inclusion.
6. The transparency approach.
7. People – developed from.

OBJECTIVE OF PAS
Performance Appraisal system that is objectives following are:-
1. Promotion and Increments:-
It was not linked for the first two year then it was unanimously
resolved to link it to rewards after two year of introduction.
2. Role Clarity:-
It has definitely helped the process of defining roles clarily. The
pace of restructuring the organization has accelerated tremendously as
a result of this clarily of roles.
3. Training and Development:-
It has become a powerful instrument for analysing training
needs analysis.
4. Job rotation, transfers, overseas assignment:-
It has become a vital reference document.

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5. Career planning and Succession planning:-

It is one of the significant instruments for decision making.

PERFORMANCE APPRAISAL
MANAGEMENT SYSTEM AT P.C.L.

In Prism Cement Limited the management performance Appraisal system

is applicable to is Employee from supervisory level and onward the
following form are being used by P.C.L. these are: -

1. Annexure I: - Applicable to junior level employee.

2. Annexure II: - Middle level employee.
3. Annexure III: - Applicable to senior managerial employees in P.C.L.
The performance review period is started from 1 st October to 30
September even year on employees. How was completed minimum
Six Month service?

Six Month Service: -

six-month service is appraisal by the above system in the last era week
month of September every year. The HRD Department sent the Appraisal
forms to concern HOD for the junior level employees HOD the department
is required to mark rating one. The performance factory mentioned in the
appraisal forms as soon as:

In the Annexure one:-

After feeling form of HOD the form subsequently sent to next superior
of the HOD these after from is sent to functional head for review at the
completed from in all respects coming back to HOD department in this
form these are three officer are invalid in rating form of performance of
the employee that is:
HOD superior and the head of the main functional involvement these
employee it sent for element the award the visa and federalisms some the
cement employee.

ANNEXURE I:-

IN THE APPRAISAL FORM:

Is aimed for junior staff that is from superior officer. The traits such as the
knowledge, planning on organizing execution, initiative, judgment,
dependability, productivity, co-operation, communication, health and
physical stamina safety consciousness and discipline on punctuality are
appraised by the HOD.
In the from HOD is managing abode the accompaniment and non-
accompaniment on the assignment given to a concerned Employee is
appraised are so timing are need employee is identify the HOD and
mentioned in the from.

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In this from the these number of option is given self appraisal in the
over all rating there are columns such us out standing very good acceptable
below average depending open the rating above mentioned rates the over all
rating is decided.

ANNEXUR II :-

AN PERFORMANCE APPRAISAL FORM FOR MANAGER:

In this form employees for assistant manager. To senior manager are

concerned important these are:-
The job knowledge, quality & quality of out put, ability to supervise &
develop subordinates, dependability, interpersonal relationships & team
work, communication abilities, implementation abilities decision making of
initiative & programmers.
In this form there is column for development plan other in the column
appraisal form in the junior employee.
In this columns HOD make analysis an the power an employee and suggest
improvement needs also requirement form providing training for
development after the rating the employee in for discussion this appraisal
regulation during the discus the employee is given on opportunity the discuss
the performance rating if the performance employee head improvement the
HOD give conserving to the concern employee after the discussed employee
signature is apposed in the form and them sent them HOD then provided
smelted by the superior and finally the from HRD department.

ANNEXURE III:-

A PERFORMANCE APPRAISAL MANAGEMENT FORM FOR

AGM:

PROCEDURE:

1. Obtain employees in put through employee input form before reviewing

performance of the employee completed employee input form is to be
made part of the performance review record.
2. Finalize your review of employees performance based on facts
collected and recorded by you form time to time and giving due weight
age to employees input.
3. Discuss your recorded review including employees input with your bass
reach consensus.
4. Sent mutually agreed to performance review form (including employee
input form) to MD’office.
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5. After MD’s review, appraisal papers will be sent back to you for
discussion with the employee.
6. Discuss with the employee and obtain his signature.
7. Should the employee wish to make any comment, he may do so in the
space provide in the performance review format.
8. Send the papers for inclusion in the employee’s personal folder.

SECTION – 1 GOALS:

After procedure in this form the employee required to setup a goals the
should be specific measurable, achievable, result – oriented, time – bound
(SMART), and specify a cast parameter when required. These should relate to
work achievement, improvement, subordinate development, routine function,
etc. At the end of the review period, review the achievement against the
goals set for each goals, a short statement exploring. The extent of goals
achievement will make the assessment more accurate comment on all
parameters of the goal, comparing target with achievement.

This for mate is divided by the six sections:-

Section I : Goals

Section II: Performance Standards

Section III: Other Comments

Section IV: Over all rating

Section V: Development needs

Section VI: Employees Comments

CONCEPT OF TRAINING

Training is the act of increasing the knowledge and skill of an employee for
doing a particular job. It is concerned with imparting specific skills or
particular purpose. Content and scope of training is always specific, narrow
and job related mostly of short duration gives quick and apparent result.

CONCEPT OF DEVELOPMENT
Management development relates to the development and growth of the
employees in an organization through a systematic process. Development is
future oriented and prepares managers for a career of valuable contribution
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to the organization. In helps in the development of the intellectual,

managerial and peoples, management skills of managers.

DEFINITION OF TRAINING

According to Dale Yoder:-

“Training is the process by which man – power is fulfilled for the

particular jobs it is to perform”

According to beach:-

“Training is the organization procedure by which people learn

knowledge and skills for a definite purpose”

PURPOSE

1) Improving employee performance.

2) Updating employee skills.
3) Avoiding managerial obsolescence.
4) Preparing for promotion and managerial succession.
5) Retaining and motivating employees.
6) Creating an efficient and effective organization.
7) Manage the training facilities.
8) Carry out continuous study, analysis and evaluation of the
organization’s training needs and current development program. But
the decision to train and authority behind.

TRAINING & DEVELOPMENT POLICY

It is always essential for an organization whether big or small, to have a

comprehensive training policy which should incorporate details on the
following points.

1) Place of training in company management.

2) Objectives, which are to be covered in, company training.
3) Determination of training needs.
4) Selection of trainees.
5) Training methods for operatives and executives.
6) Evaluation of training program
PRINCIPLE

1) Knowledge of result.
2) Motivation.
3) Reinforcement.
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4) Supporting climate and practice.

5) Past versus whole learning.
6) Transfer of learning.

FUNCTION OF TRAINING

1) Research.
2) Analysis.
3) Development.
4) Operation.
5) Evaluation.
MAJOR AREAS

The major areas where employees are normally trained in an organization

are discussed below

1) Company policies and procedures.

2) Skill based training.
3) Human relation training.
4) Problem solving training.
5) Managerial and supervisory training.

PROCESS OF TRAINING DESIGN

1) Define purpose of the training and target evidence.

2) Determine participant’s needs.
3) Define training goal and objective.
4) Out line training content.
5) Develop instructional activities.
6) Prepare the wail ten training design.
7) Prepare participant evaluation forms.
8) Determine follow-up activities for the event.

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FORMAT OF TRAINING PROGRAMME IN INDUSTRY

It is not possible to suggest a training program equally good for each

and every organization – training program differ on the basis of many
individual characteristics of the organist ions and the employees
usually in the organization of training program the following steps are
taken to organize the training program.

1) Discovering or identifying the training needs.

2) Getting ready for the job.
3) Preparation of the learner.
4) Presentation of operation and knowledge.
5) Performance try-out.
6) Follow up and evaluation program.

In India the features of training programs is changes according to heir

organization like in the majority of Indian organization training have
remained neglected and secondary function only in a few big industrial
organization in our country training program are conducted in terms of
specific organizational need and the peculiarities of the industry
concerned. In the majority of Indian organizations the procedures to select
people for various training program irrational. In many organizational the
fact of a particular employee having attended a specialized training
course is not taken into account at the of his sobriquet positing. Talking
specifically about management development programs one finds that
there is very little commitment to this program from top. So for as the
designing of the course contains of management development programs
run by the various institute in our country is concern there is almost a
total lack airport between the business house and the institutes. There is a
great dearth of professional trainers in India. Continues learning is
possible for an organization only through training and development of
human resources the organization can bring the suitable changes which
will transform the organization into a learning organization to becomes
successful and compete in the global market a holistic training program
mesa should focus on the organization priorities and objectives
encompassing latest market driven techniques to equipment there human
recourse competently. Findlay since training involves and investment its
benefits or returns should suitably quantified and measured.

WELFARE ACTIVITIES

Prism Cement is one of the leading concerns in giving welfare to its

employees. The following welfare activities are available to its members.

a. School / Education
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b. Housing Accommodation
c. Health and Medicine
d. CLUB
e. Mess
f. Co-operative shops
g. Bank
h. Transportation and Communication

SCHOOL / EDUCATION

Prism Cement Limited factory is interested in promoting educational facilities

to the awards of the factory employees within
the campus.

There is a middle school from K.G. to class Xth under C.B.S.C. Board named
“Bhartiya Vidhya Bhavan Prism School “situated near the Den Mess.
Mr. A.K. Dubey is the Principal and 16 other staff members well trained
experienced and highly quilted in their subjects. Medium of instruction is
English but equal weightage is given to the National language too. Free
transport facility is also available to the students from family quarters to the
school and back. For the students above class Xth the factory is giving free
bus service to the students from factory area to Satna back.

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HOUSING ACCOMMODATION

This Company is interested to make available free comfortable well-furnished

living accommodation to its staff members. At present it has 112 staff
quarter’s ad 80 officers’ quarters within the campus. Rest of the employee’s
lives either in their own house or they come from near by town / village.

The free supply of light and water is also available to the families living
inside the campus quarters. A well maintained garden is also situated near
the family.

HEALTH & MEDICINE

Prism Cement factory has a well- equipped hospital within the campus and
free treatment diagnoses being given to all employees of the factory by the
well qualified experienced doctors. The same facility of treatment is also
available to the families of the employees. This hospital is maintained by the
sufficient trained nursing staff and administrated by the C.M.O., Dr. S.M.
Hulsure and his subordinates. All workers get free treatment where as people
from villages get free medicine only on the first day of sickness report, then
after they get only free advise

. This hospital carries out annual medical check up for officer’s

health and fitness twice in a year for workers. This hospital has E.C.G.
machine, spirometer machine and diathermy machine, including an
ambulance to make reach serious patients to Satna / Rewa. There is sufficient
number of first –aid boxes installed at suitable place within the factory. This
dispensary has following branches / section.

MEDICAL ROOM:

 Chief Medical officer

 Medical office

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 Reception
 Dispensary
 Operation Theatre
 Pathology

CLUB

1. STAFF CLUB :
This factory has the facility of following games, which includes
playground,
Equipment and coach, employees interested in their games may draw
games equipment and may play and enjoy.

2. STAFF LIBRARY :
This factory provides the oppartunity to keep the employees knowledge
fresh
And up to date. Keeping in view of the above the factory has library
facility where
Members may read the fallowing daily newspapers and periodicals

MAGAZINE NEWS PAPERS

1. India Today 1. Dainik Bhaskar

2. Film Fare 2. Hindustan Times
3. Sport Star 3. Times of India
4. Bussiness Wordless 4. Economic Times
5. Champak
6. Nandan
7. Sarita

3. WORKERS WELFARE CLUB:

There is separate club for workers where they get the facility of games
and sports. There is a common facility of team’s games like cricket,
volleyball, table tennis, carom etc.
In the workers club there is reading corner where same books and
periodicals are available for the workers too the collection of available to
keep the workers knowledge fresh and up to date.

MESS

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The prism cement limited has every idea about the workers mental and
physical, health and healthy social environment.
In view of the above this factory has decided its mess in
following four categories keeping in view of workers group and class so that
may be facilitated in different mess in order to get more and more
satisfactions and comfort.

Types:
A. Employee mess
B. Security mess
C. Den mess
D. Dormitory mess

1. Employee Mess:

The mess is situated behind the personnel department. This staff mess
is applicable to the staff members and workers.

2. Security Mess:

The mess is fully belonging to Security personnel.

3. Den Mess:

The Den Mess is Applicable to those offers that live alone in the factory.
This mess is well furnished and well equipped air – cooled. There is
cooperative the mess.

4. Dormitory Mess:

This Mess is applicable to all managers and top executives. This too is
very comfortable well furnished and air – conditioned.

CO – OPERATIVE SHOP
This factory is providing the facility of co – operative shop to the
factory employees and their families at their place of living with in the plant
campus.

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Their stores offers free sale service to the families linking inside the
factory in quarters at very chap rates on the basis of “No profit No loss”
principle.

The articles available in shop are generally consisted of daily use

glossary items, general stares, vegetables and fruits etc. There is floor mill in
side the factory, which gives free services the families living inside the
campus.

BANK
A Branch of state bank of India is also situated to serve the employees
of the factory near the campus all the employees draw their pay from this
bank. It is situated near the factory gate.

All employees have their account in this bank and by the like house,
loan, car loan or loan for other works etc.

TRANSPORTATION AND COMMUNICATION

The plant is located at distance of only 3 km. from National Highway

No. 27 and 24 km. From the Satna city. A5 km. long private railway siding
served by Hindustan Ramvan at 19.95 km from satna on Rewa section of
Central Railway is operational and will ensure prompt bulk deliveries and
transportation to the customers.

This factory has effective communication facility to all section like sales
and purchase, stars, shops etc. The Communication Network is controlled
and motivated by the C.C.R. (Computer Control Room) fully air cooled and
well equipped. A team of trained computer technician is appointed to
maintain communication service round the clock.

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SUMMERY

To conclude the general study of personnel department structure and

functioning of Prism Cement Factory, We have proud to say that it is one of
the renounced cement plants in the Vindhya Region and has same special
features which are not seen in other cement plants in the region like welfare
activities club facility, mess facility, training, promotion etc.

The management of the factory is so scientific and moderate where

every workers / staff member feels that he / she is the integrated part of the
“Prism Family’’

We have proud to say again that this plant is not working as a concern
of various departments and various classes of employees but as a team with
full team spirit and devotion. Like a family where all the members are
determined to achieve the common goal i. e. the prosperity and productivity
of the concern “Prism Cement.”

BIBILOGRAPHY

http://www.prismcement.com/index.htm

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Human Resources Management --

V.S.P. RAO

Human Resources & Personnel Management-- K.

ASWATHAPPA

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