Recruitment Process in ACC CEMENT

INTRODUCTION
Strength. Performance. Passion
ACC (ACC limited) is India's foremost manufacturer of cement and Concrete

ACC's operations are spread throughout the country with 14 modem cement
factories, 19 ready mix concrete plants, 19 sales offices, and several zonal offices. It
has a workforce of about 9000 persons and a countrywide distribution network of
over 9,000 dealers. ACC's research and development facility has a unique track
record of innovative research, product development and specialized consultancy
services. Since its benchmark for the cement industry in respect of its production,
marketingand personnel management processes. Its commitment to environment
friendliness, its high ethical standards in business dealings and its on-going efforts in
community welfare programs have won its acclaims as a responsible corporate
citizen. ACC has made significant contributions to the nation building process by
way of quality products, services and sharing its expertise.
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In the 70 years of its existence, ACC has been a pioneer in the manufacture of
cement and concrete and a trendsetter in many areas of cement and concrete
technology including improvement in raw material utilization, process improvement,
energy conservation and development of high performance of high performance
concretes. ACC's brand name is synonymous with cement and enjoys a high level of
equity in the Indian market. It is the only cement company that figures in the list of
Consumer Super Brands in India.
The company's various businesses are supported by a powerful, in- houseful,

research and technology backup facility the only one of its kind in the Indian cement
industry cement industry cement industry. This ensures not just consistency in
product quality but also continuous improvements in products, processes, and
application areas.
ACC has rich experience in mining, being the largest user of limestone, and it
is also one of the principal users of coal. As the largest cement producer in India, it is
one of the biggest customers of Indian Railways, and the foremost user of the road
transport network services for inward and outward movement of materials and
products.
ACC has also extended its services overseas to the Middle East, Africa, and
South America, where it has provided technical and managerial consultancy to a
variety of consumers, and also helps in the operation and maintenance of cement
plants abroad
ACC is among the first companies in India to include commitment to

environmental protection as one of its corporate objectives, long before pollution
control laws came into existence. The company installed pollution control equipment
and high efficiency sophisticated electrostatic precipitators for cement kilns, raw
mills, coal mills, power plants and coolers as far as 1966.Every factory has state-of-
the art pollution control equipment and devices.
ACC demonstrates the practices of being a good corporate cites undertaking a

wide range of activities to improve the living condition of the under-privileged
classes living near its factories.
BACKGROUND OF ACC LTD.
ACC's Heritage ACC's heritage and formation is that of an Indian corporate saga.
ACC was formed in 1936 when 11 existing cement comptogether under one umbrella
in a historic merger - the country's first notable merger at a time when the term merger
and acquisitions was not even coined. ACC stands out as the most successful merger
in Indian business history one has survived and retained it's position of leadership
in industries. This unique foundation has given the company it's rich blend of culture,
tradition, values, spanning different parts of the country.
ACC Today
ACC is India's largest cement manufacturer, with an installed capacity of over

18 million tones per annum. ACC's operations are spread throughout the country with
12 modern cement plants, 3 Regional Offices and 52 Sales Offices pan India, one IT
Training Centre and one Research & Development Centre. ACC has a work force of
over 9000 persons and amarketing and distribution network of more then 10000
dealers. ACC is also the country's largest manufacturer of Ready mixed Concrete and
refractory products. Holcim, one of the world's largest cement manufacturing Swiss
acquired major controlling stakes in ACC. Presently ACC is in process of aligning

with the process and system of Holcim.
ACC Products
The Company manufactures Port Land Cement for general constructions and
Blend cement including fly ash and slag based cement. It makes cement for special
applications such as low alkali, low heat, sulphate resisting and oil well cements and
certain concrete repair had grouting materials. ACC was the first to introduce bulk
cement distribution and the manufacturer of ready mixed concrete in India. ACC's
RMC concrete is supplied in variety of grades and composition to meet specific
deans of customized applications. ACC were suppliers of Ready Mixed concrete to
may prestigious projects in the country.
Research and Development
ACC is the only cement producer in India with it's own in house research and
development facility located at Thane. This Centre is well known for it's innovative
research and specialized technological services.
ACC is well known for its efforts in training man power for the cement
industry as well as certain specialized trades for other industries. The Regional
Training Centre at Jamul, in Chhattisgarh, trains cement industry professionals while
the Sumant Moolgaokar Institute at Kymore specialized training courses are
recognized through out the year, by the training development at Head Office and at
RCD Thane for employees and outsiders.
ACC Building the Nation
ACC cement has played major roll in building a modem India. No other
cement company has the special distinction of having been major supplier to many of
the prestigious projects in the country starting from Dams, Power Plants, Oil Wells
and Air Force to Bridges and express ways. ACC cement and other products for
specialized applications have been sort by the Defense, ONGC, and Railways and
used by the Indian Exploration team at Antarctica.
Environment Protection
ACC is among the first companies in Indian to include commitment to

Environmental Protection as one of its corporate objectives, long before Pollution
Control equipment and devices. ACC has been appreciated for its programs involving
'Greening', a forestation, reclamation, and rehabilitation, top soil management, noise
abetment and other visible measures such as tree plantation and water management.
The company is proud of its success with reclamation of lands abandoned as mines
and quarries. Some of these waste lands have been transformed into green parks,
orchids, forests and even a bird sanctuary with a picturesque lake.
Project Engineering Consultancy-
ACC offers specialized Engineering Consultancy in cement and other process

industries in India and abroad services ranging from Geological prospecting to
management and operations of cement plants. The company also offers effective
solutions for Environment Management, Pollution Control and Energy Conservation.
ACC Abroad
With its large pool of skilled manpower ACC has successfully handled a
diverse range of assignments in different parts of the world, mainly in Asia and
Africa.
Subsidiaries
Bulk Cement Corporation (India) Ltd. situated at Kalamboli in Navi

Mumbai, BCCI Terminal Caters to Bulk Cement requirement of the city of Mumbai
and its Environments. The plant offers loose cement in Bulk Tankers as well as Bags.
BCCI is equipped with all the facilities required by sophisticated construction sites
such as laboratory, a fleet of specialized trucks and site silos for the convenience of
customers.
HISTORY OF ACC LIMITED
Heritage - A Corporate Saga
ACC was formed in 1936 when ten existing cement companies came together
under one umbrella in a historic merger the countrys first notable merger at a time
when the term mergers and acquisitions was not even coined. The history of ACC
spans a wide canvas beginning with the lonely struggle of its pioneer F E Dinshaw
and other Indian entrepreneurs like him who founded the Indian cement industry.
Their efforts to face competition for survival in a small but aggressive market mingled
with the stirring of a countrys nationalist pride that touched all walks of life
including trade, commerce and business. The first success came in a move towards
cooperation in the countrys young cement industry and culminated in the historic
merger of ten companies to form a cement giant. These companies belonged to four
prominent business groups Tatas, Khataus, Killick Nixon and F E Dinshaw groups.
ACC was formally established on August 1, 1936. Sadly, F E Dinshaw, the man
recognized as the founder of ACC, died in January 1936. Just months before his
dream could be realized.
F. E. Dinshaw the founder of ACC

ACC stands out as the most unique and successful merger in Indian business history,
in which the distinct identities of the constituent companies were melded into a new
cohesive organization one that has survived and retained its position of leadership in
industry. In a sense, the formation of ACC represents a quest for the synergy of good
business practices, values and shared objectives. The use of the plural in ACCs full
name, The Associated Cement Companies Limited, itself indicates the companys
origins from a merger. Many years later, some stockbrokers in the countrys leading
stock exchanges still refer to this company simply as The Merger.
Heritage
The house of Tata was intimately associated with the heritage and history of
ACC, right from its formation in 1936 upto 2000. Between the years 1999 and 2000,
the Tata group sold all 14.45 per cent of its shareholding in ACC in three stages to
subsidiary companies of Gujarat Ambuja Cements Ltd (GACL), who are now the
largest single shareholder in ACC. This has enabled ACC to enter into a strategic
alliance with GACL, a company reputed for its brand image and cost leadership in the
cement industry. Barely three years later, the fledgling company was catapulted into
the fiery cauldron of World War II, and resources were geared to meet that onslaught.
Soon after, India gained her independence. ACC was there - more than an eyewitness
to history. Helping to make history. Helping to build the new India, waiting in the
wings changing the landscape, the very face of the country.
Over the years, ACC realized that people are as different as they are similar.
Different needs, different lives, different dreams. With its depth of knowledge and
width of experience ACC, today, is poised to fulfill the hopes and aspirations of
people across the length and breadth of the country.
For decades now, ACC has been forging a pioneering path making cement. Along the
way, it sharpened its expertise on the cutting edge of the latest processes and
technologies: learning/adapting - not just transplanting - to meet the specifics of local
operating parameters. In the process - setting standards, innovating, not just meeting
needs, but anticipating them.
A Strategic Alliance
The house of Tata was intimately associated with the heritage and history of
ACC, right from its formation in 1936 upto 2000. Between the years 1999 and 2000,
the Tata group sold all 14.45 per cent of its shareholding in ACC in three stages to
subsidiary companies of Gujarat Ambuja Cements Ltd (GACL), who are now the
largest single shareholder in ACC. This has enabled ACC to enter into a strategic
alliance with GACL, a company reputed for its brand image and cost leadership in the
cement industry.
Holmic- (A New Partnership)
A new association was forged between ACC and the Holcim group of
Switzerland in 2005. In January 2005, Holcim announced its plans to enter into a
long-term strategic alliance with the Ambuja Group by acquiring a majority stake in
Ambuja Cements India Ltd. (ACIL), which at the time held 13.8 per cent of the total
equity shares in ACC. Holcim simultaneously announced its bid to make an open
offer to ACC shareholders, through Holdcem Cement Pvt Limited and ACIL, to
acquire a majority shareholding in ACC. An open offer was made by Holdcem
Cement Pvt. Limited along with Ambuja Cements India Ltd. (ACIL), following which
the shareholding of ACIL increased to 34.69 per cent of the Equity share capital of
ACC. Consequently, ACIL has filed declarations indicating their shareholding and
declaring itself as a Promoter of ACC. Holcim is the world leader in cement as well as
being large suppliers of concrete, aggregates and certain construction-related services.
Holcim is also a respected name in information technology and research and
development. The group has its headquarters in Switzerland with worldwide
operations spread across more than 70 countries. Considering the formidable global
presence of Holcim and its excellent reputation, the Board of ACC has welcomed this
new association.
ACC (The Associated Cement Companies Limited) is India's foremost

manufacturer of cement and concrete. Its sales turnover for nine months ended
December 31, 2005 grew to Rs.2794.33 crores as compared to Rs.2494.05 crores in
the same period of the preceding year. ACC's operations are spread throughout the
country with 14 modern cement factories, 11 regional marketing offices, and several
zonal offices. It has a workforce of about 9000 persons and a countrywide distribution
network of over 9,000 dealers. ACC's research and development facility has a unique
track record of innovative research, product development and specialized consultancy
services. Since its inception in 1936, the company has been a trendsetter and
important benchmark for the cement industry in respect of its production, marketing
and personnel management processes. Its commitment to environment-friendliness, its
high ethical standards in business dealings and its on-going efforts in community
welfare programme have won it acclaim as a responsible corporate citizen. ACC has
made significant contributions to the nation building process by way of quality
products, services and sharing its expertise.
The company's various businesses are supported by a powerful, in-house

research and technology backup facility - the only one of its kind in the Indian cement
industry. This ensures not just consistency in product quality but also continuous
improvements in products, processes, and application areas.
Plants And Their Capacity
S.NO UNITS STATE CAPACITY(MTPA)
1 Bargarh Bargarh Cement Works 0.96
2. Chaibasa Chajbasa Cement Works 0.87
3 Chanda Chanda Cement Works 1.00
4 Damodhar Damodhar Cement Works 0.53
Gagal Gagal Cement Works 4.40 (Gagal I and

5 II)
6 Jamul Jamul Cement Works 1.58
7 Kymore Kymore Cement Works 2.20
8 Lakheri Lakheri Cement Works 1.50
9 Madukkarai Madukkarai Cement Works0.96 0.96
10 Wadi Wadi cement works 2.59
11 New Wadi Plant Wadi cement works 2.60
12 Tikaria Tikaria cement works 2.31

PRODUCTS :: CEMENT
ACC manufactures the following types of cement, in addition to which, it

provides Bulk Cement and Ready Mix Concrete.
Ordinary Portland Cements
OPC 43 Grade
OPC 53 Grade
Blended Cements
Fly-ash based Portland Pozzolana Cement

Portland Slag Cement
ORDINARY PORTLAND CEMENTS
43 Grade Cement (OPC 43 Grade)
ACC Cement is the most commonly used cement in all constructions including
plain and reinforced cement concrete, brick and stone masonry, floors and plastering.
It is also used in the finishing of all types of buildings, bridges, culverts, roads, water
retaining structures, etc.
What is more, it surpasses BIS Specifications (IS 8112-1989 for 43 grade
OPC) on compressive strength levels.
ACC Cement is marketed in specially designed 50 kg bags.

53 Grade Cement
This is an Ordinary Portland Cement which surpasses the requirements of IS:

12269-53 Grade. It is produced from high quality clinker ground with high
purity gypsum.
ACC 53 Grade OPC provides high strength and durability to structures because
of its optimum particle size distribution, superior crystalline structure and balanced
phase composition. It is available in
specially designed 50-kg bags.
BLENDED CEMENTS
Fly-ash based Portland Pozzolana Cement
This is a special blended cement, produced by inter-grinding higher
strength Ordinary Portland Cement clinker with high quality processed fly
ash based on norms set by the company's R&D division. This unique, cements. It is
available in specially designed 50-kg bags.
What is special about ACC Fly-ash based PPC?
ACC Fly-ash based PPC is made by intergrinding high strength clinker with
specially processed flyash. This imparts a greater degree of fineness to ACC Fly-ash
based PPC cement, improved workability properties while -nixing, and makes
concrete more corrosion resistant and impermeable. All of this makes for better long-
term strength and improved corrosion resistance and therefore, greater life for your
constructions. ACC Fly-ash based PPC is an eco-friendly cement
What are the advantages of using ACC Fly-ash based PPC ?
In concrete made from ordinary cements, moisture reacts with calcium hydroxide in
concrete to form calcium bicarbonate, which leaches out of the concrete, leaving pores
that reduce its strength. ACC Fly-ash based PPC has ingredients which react with
calcium hydroxide to form CSH gel, to provide additional strength, which actually
makes the concrete grow in strength over the yam. It also produces less heat of
hydration and offers greater resistance to the attack of aggressive waters than normal
Portland cement.
Can ACC Fly-ash based PPC be used for all jobs in construction? ACC Fly-ash
based PPC easily replaces OPC and provides additional advantages for practically all
types of construction applications - commercial, residential, bungalows, complexes,
foundation, columns, beams, slabs and RCC jobs. It is especially recommended for
mass concreting work, and where soil conditions and the prevailing environment
take heavy toll of constructions made with ordinary cements.
How does ACC Fly-ash based PPC stand up to corrosive environments?

Due to its inherent characteristics, ACC Fly-ash based PPC makes
very corrosion resistant concrete that is superior to concrete made with OPC.
It is more impermeable to oxygen, CO2, chlorides, etc. Leaching of alkalis is reduced
and the alkaline environment around steel is maintained.
Portland Slag Cement
This is a slag-based blended cement that imparts strength and durability to all
structures. It is manufactured by blending and inter-grinding OPC clinker and
granulated slag in suitable proportions as per our norms of consistent quality. PSC
has many superior performance characteristics which give it certain extra advantages
when compared to Ordinary Portland Cement
It is available in specially designed 50-kg bags.
What is special about ACC PSC?
Compared to OPC, ACC PSC imparts some important additional
Advantages Reduction in free lime leaching.
Ultimate higher strength.

Improved workability, reduced bleeding as well as segregation and corrosion.
Denser, less permeable concrete, and mortar.
letter resistance to sulphates, chlorides, and CO2 and alkali-aggregates reaction.
Less heat, reduced plasticity and drying shrinkage.
Increased static modulus of elasticity.
Increased serviceability with less deflection of members and micro
All these factors make for a strong, durable, and longer lasting The Federation
International de la Precontrainte (FIP) Guide to Good construction. ACC PSC
benefits the structure, protects the environment by CO2 emissions and helps
conserve energy. Which is why it is often referred to as an eco-friendly cement.
Practice for "concrete constructions in hot weather," states that if concrete is

likely to be exposed to an environment of sulphate-bearing water or soil, it is
preferable to use a proven type of blended cement containing ground granulated
blastfumace slag. Concrete made with ACC PSC has a higher density than concrete
made with OPC, and hence it improves the durability of concrete structures. It can,
therefore, be used for all purposes where OPC or PPC is used
ACC Limited
MILESTONE
1936 Incorporation of The Associated Cement Companies Limited on

August1,1936
1936 First Board Meeting of The Associated Cement Companies Limited

held at Esplanade House, Mumbai on November 10, 1936.
1937 With the transfer of the 10th company to ACC, viz. Dewarkhand
Cement Company, the formation of ACC is complete on October
23,1937.
1944 ACC's first community development venture near Bombay

1947 India's first entirely indigenous cement plant established at
Chaibasa in Bihar
1952 Village Welfare Scheme launched
1955 Sindri cement works used the waste product calcium carbonate sludge
from fertilizer factory at Sindri.
1956 Bulk Cement Depot established at Okhla, Delhi
1957 Technical training institute established at Kymore, Madhya

1957 Pradesh.
Katni Refractories
.1961 Blast furnace slag from TISCO used at the Chaibasa Unit to
manufacture Portland Slag Cement for the first time in India.
1961 Oilwell Cement manufactured at ACC Shahabad Cement Works in

Karnataka for cementation of oilwells upto a depth of 6,000 feet.
1961 Manufacture of Hydrophobic (waterproof) cement at ACC Khalari

Cement Works in Bihar.
1962 Manufacture of Accoproof, a waterproofing additive.

1965 ACC's Central Research Station (CRS) established at Thane
1965 Manufacture of Portland Portolana Cement.
1965 Manufacture of Calundum, a High Alumina Binder; Firecrete, Low
Density Alumina Castables and High Alumina Refractory Cement
1968 Advent of computers in ACC for data processing and designing

management information and control systems.
1968 ACC supplied and commissioned one-million-tonne iron ore pelletising

plant ordered by TISCO
1971 Manufacture of Whytheat Castables A, K, C and Cal-Al-75
1973 Take-over of The Cement Marketing Company of India (CMI)
1977 ACC receives ASSOCHAM first national award for the year
instituted for outstanding performance in promoting rural and
1976 agricultural development activities.
1978 Introduction of the energy efficient precalcinator technology for the first
time in India. Full scale commercial production based on MFC technolog y
at Wadi in 1979
1978 Introduction of the energy efficient precalcinator technology for the first
time in India. Full scale commercial production based on MFC technology
at Wadi in 1979
1979 ACC wins international contract for operation and management of a new
one million tonne cement plant at Yanbu-Ras Biridi in Saudi Arabia.
1982 Commissioning of the first 1 MTPA plant in the country at Wadi,
Karnataka.
1982 Commissioning of the first 1 MTPA plant in the country at Wadi,
Karnataka.
1987 ACC develops a new binder for use at sub-zero temperatures, which is
successfully used in the Indian expedition to Antarctica.
1992 Incorporation of Bulk Cement Corporation of India, a joint venture with
the Government of India.
1993 ACC starts the commercial manufacture of Ready Mixed Concrete at
Mumbai.
1998 Commissioning of the 0.6 MTPA cement grinding unit at Tikaria, Uttar
Pradesh.
1999 Commissioning of captive power plants at the Jamul and Kymore plants
in Madhya Pradesh
1999 Tata group sells 7.2% of its stake in ACC to Ambuja Cement Holdings
Ltd, a subsidiary of Gujarat Ambuja Cements Ltd. (GACL)
2000 Tata Group sells their remaining stake in ACC to the GACL group, who
with 14.45% now emerge as the single largest shareholder of ACC.
2001 Commissioning of the new plant of 2.6 MTPA capacity at Wadi,
Karnataka plant, the largest in the country, and among the largest sized
kilns in the world.
2002 ACC wins PHDCCI Good Corporate Citizen Award
2003 IDCOL Cement Ltd becomes a subsidiary of ACC
2004 IDCOL Cement Limited is renamed as Bargarh Cement Limited (BCL).
2004 ACC raises US $100 million abroad through Foreign Currency

Convertible Bonds (FCCB's) for US$ 60 million and Global
Depository Shares (GDS's) for US S 40 million. Both offerings are
listed on the London Stock Exchange.
2004 ACC named as a Consumer Superbrand by the Superbrands Council of
India, becoming the only cement company to get this status.
2004 GreenTech Safety Gold and Silver Awards awarded to Madukkarai

Cement Works and Katni Refractory Works by Greentech Foundation for
outstanding performance in Safety Management System.
2005 ACC receives the CFBP Jamnalal Baja] Uchit Vyavahar Puraskar
Certificate of Merit 2004 from Council For Fair Business Practices.
2005 Holcim group of Switzerland enters strategic alliance with Ambuja Group
by acquiring a majority stake in Ambuja Cements India Ltd. (ACIL) which
at the time held 13.8 % of the total equity shares in ACC. Holcim
simultaneously makes an open offer to ACC shareholders, through
Holdcem Cement Pvt. Limited and ACIL, to acquire a majority
shareholding in ACC. Pursuant to the open offer, ACIL's shareholding in
ACC increases to 34.69 % of the Equity share capital of ACC.
2005 Commissioning of Modernisation and Expansion project at Chaibasa in

Jharkhand, replacing old wet process technology with a new 1.2 MTPA
clinkering unit, together with a captive power plant of 15 MW.
2005 Financial accounting year of the company changed to calendar year

January-December
2006 Subsidiary companies Damodhar Cement & Slag Limited, Bargarh Cement
Limited and Tarmac (India) Limited merged with ACC
2006 ACC announces new Workplace policy for HIV/AIDS

2006 Change of name to ACC Limited with effect from September 1, 2006
from The Associated Cement Companies Limited.
2006 ACC receives Good Corporate Citizen Award 2005-06 from Bombay
Chamber of Commerce and Industry.
2006 New corporate brand identity and logo adopted from October 15, 2006
2006 ACC establishes Anti Retroviral Treatment Centre for HIV/AIDS

patients at Wadi in Karnataka the first ever such project by a private
sector company in India.
2007 ACC partners with Christian Medical College for treatment of

HIV/AIDS in Tamil Nadu
2007 Sumant Moolgaokar Technical Institute completes 50 years and reopens

with new curriculum
2007 ACC commissions Wind energy farm in Tamilnadu.
2008 Ready mixed concrete business hived off to a new subsidiary called ACC
Concrete Limited.
ACHIEVEMENTS
Year Achievements
1936 The Associated Cement Companies Limited incorporated on August 1
1947 India's first entirely indigenous cement plant installed at Chaibasa.
1955 ACC Sindri uses waste material - calcium carbonate sludge from
fertilizer factory at Sindri to make cement
1956 Bulk Cement Depot established at Okhla, Delhi
1961 Blast furnace slag, (a waste by-product from steel) from TISCO used at
ACC Chaibasa to manufacture Portland Slag Cement.
1961 Oilwell Cement manufactured at ACC Shahabad for cementation of

oilwells upto a depth of 6,000 feet.
1961 Manufacture of Hydrophobic (waterproof) cement at ACC Khalari.
1965 Manufacture of Portland Pozzolana Cement using naturally available

materials. An eco-friendly cement using an eco-friendly process.
1966 ACC inducts use of pollution control equipment and high Efficiency
sophisticated electrostatic precipitators for its cement plants and captive
power plants decades before it becomes mandatory to do so.
1978 Introduction of the energy efficient pre-calcination technology for the first
time in India.
1982 Commissioning of the first I MTPA (million tonne per annum) plant in
the country at Wadi, Karnataka.
1984 ACC achieves a breakthrough in import substitution by developing and
supplying a special G type of oil well cement to ONGC.
1987 ACC develops a new binder, working at sub-zero temperature, which is

successfully used in the Indian expedition to Antarctica. 1992 Incorporation of Bulk
Cement Corporation of India, a JV with the Government of India.
1993 Commercial manufacture of ready-mixed concrete at Mumbai.
2001 Commissioning of the new Wadi plant of 2.6 MTPA capacity in Karnataka,
the largest in India, and among the largest sized kilns in the world.
2002 Supply of High Performance Concrete of M -75 grade to JJ Flyover in

Mumbai becoming first time in India to supply concrete of such high strength
level for use in a mega construction project.
Commissioned Asia's largest Tube Conveyor of 2.5 kms for transportation of

Limestone from mines to plant at the newly modernized Chaibasa Works in
Jharkhand.
AWARDS
AWARDS & ACCOLADES
IMC Ramkrishna Bajaj National Quality Award - Gagal wins

Commendation Certificate and New Wadi Plant wins Special Award for
Performance Excellence in the Manufacturing Sector, 2007.
National Award for outstanding performance in promoting rural
-and agricultural development by ASSOCHAM
Sword of Honour - by British Safety Council, United Kingdom for excellence
in safety performance.
Indira Priyadarshini Vrikshamitra Award - by The Ministry of
Environment and Forests for "extraordinary work" carried
out in the area of afforestation.
FICCI Award --- for innovative measures for control of pollution, waste
management & conservation of mineral resources in mines and plant.
Subh Karan Sarawagi Environment Award - by The Federation of Indian
Mineral Industries for environment protection measures.
Drona Trophy - By Indian Bureau Of Mines for extra ordinary efforts in
protection of Environment and mineral conservation in the large mechanized
mines sector.
Indo German Greentech Environment Excellence Award
Golden Peacock Environment Management Special Award for
outstanding efforts in Environment Management in the large manufacturing
sector.
Indira Gandhi Memorial National Award - for excellent performance in
prevention of pollution and ecological development
Excellence in Management of Health, Safety and Environment:
Certificate of Merit by Indian Chemical Manufacturers Association
Vishwakarma Rashtriya Puraskar trophy- for outstanding
performance in safety and mine working
Good Corporate Citizen Award - by PH Chamber of Commerce and Industry
Jamnalal Bajaj Uchit Vyavahar Puraskar - Certificate of Merit by Council for Fair
Business Practices
Greentech Safety Gold and Silver Awards - for outstanding performance in

Safety management systems by Greentech Foundation
FIMI National Award - for valuable contribution in Mining activities

from the Federation of Indian Mineral Industry under the Ministry of Coal.
Rajya Sthariya Paryavaran Puraskar - for outstanding work in Environmental

Protection and Environment Performance by the Madhya Pradesh Pollution.
Control Board.
National Award for Fly Ash Utilisation - by Ministry of Power, Ministry of

Environment & Forests and Dept of Science & Technology, Govt of India - for
manufacture of Portland Pozzolana Cement.
Good Corporate Citizen Award - by Bombay Chamber of Commerce and Industry

for working towards an environmentally sustainable industry while pursuing the
objective of creation of a better society.
National Award for Excellence in Water Management - by the Confederation of

Indian Industry (CII)
OVERVIEW OF KYMORE CEMENT WORKS
Demographics
According to census of India 2001, Kymore had a population of 20,140. Males

constitute 53% of the population and females 47%. Kymore has an average literacy
rate of 85%, higher than the national. average of 59.5%: male literacy is 78%, and
female literacy is 61%. In Kymore, 13% of the population is under 6 years of age.
Kytnore is basically and industrial area and it is situated near Katni which is
almost 48km far. The nearest station is Katni & Airport is in Jabalpur & Khajuraho.
The economical developments rely on the industries. In this industrial area apart
from ACC Cement works Everest IndustriesLtd. Kymore is a town and a Nagar
Panchayat in Katni district in the Indian state of Madhya Pradesh.
This place has lots of limestone mines around. The British during its rule over
India, identified its potential and established a cement factory here. After
independence this Cement plant was later expanded. Also Everest Industries Ltd.
established an asbestos sheet manufacturing facility. The entire town population and
its activities are due to these two industries. Currently 2.2 million tones of cement per
annum is produced here.
Around this town are lots of large abandoned limestone mines. These were
abandoned due to either depletion of limestone or lack to technology during that
period to economically mine there. Now these act as artificial water reservoirs.
Currently the limestone for the cement plants has to be mined from nearby Mehgaon
mine, which is about 11km away. India's second longest conveyor belt has been built
here to fetch limestone from these mines,
About as:
ACC has a large workforce of about 9,000 people, comprising experts in various
disciplines assisted by a dedicated workforce of skilled persons. ACC employees,
referred to as the ACC Parivar, come from all parts of the country and belonging to a
variety of ethnic, cultural and religious backgrounds. ACC employees display a strong
sense of loyalty to the Company and their special stellar qualities as value-adding
human capital are well known in the industry.
ACC has clearly stated guidelines concerning recruitment, termination, career

advancement, performance appraisal, professional and employee ethics and code of
conduct. The Companys personnel policies and processes enshrine equal
opportunities to all and non-discrimination with regard to gender, caste, creed,
ideology or other opinion, whether social, political or religious. Also ensured is a due
process for employee consultation and participation in organizational development
and policy formulation.
Recruitment
Recruitment in ACC is a very fair and transparent process with adequate
opportunities to look for suitable candidates internally as well as from outside.
Applicants are generally invited on the basis of specific advertisements in newspapers
and websites. A Committee of officers called the Central Recruitment Committee
handles the entire recruitment process comprising screening of applications,
preliminary short-listing, interviews and final selection. Every attempt is made to
make the selection process as objective as possible by incorporating tests of
competence. In some cases, outside consultants are retained. All decisions of the
recruitment committee are recorded in respect of each candidate. Candidates are
informed of their short-listing and selection immediately after the interview or at the
earliest thereafter.
Meaning Of Recruitment
According to Edwin B. Flippo, recruitment is the process of searching the

candidates for employment and stimulating them to apply for jobs in the
organisation. Recruitment is the activity that links the employers and the job seekers.
A few definitions of recruitment are:
A 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 applications from which new employees are
selected.
It is the process to discover sources of manpower to meet the requirement of

staffing schedule and to employ effective measures for attracting that Manpower in
adequate numbers to facilitate effective selection of an efficient working force.
Recruitment of candidates is the function preceding the selection, which helps create a
pool of prospective employees for the organisation so that the management can select
the right candidate for the right job from this pool. The main objective of the
recruitment process is to expedite the selection process.
Recruitment is a continuous process whereby the firm attempts to develop a pool of

qualified applicants for the future human resources needs even though specific
vacancies do not exist. Usually, the recruitment process starts when a manger initiates
an employee requisition for a specific vacancy or an anticipated vacancy.
OBJECTIVE OF THE STUDY
To study the existing recruitment process at ACC CEMENT Jabalpur.
To study various factors involved in recruitment process at ACC CEMENT

Jabalpur.
To find employees opinion about present process.
To understand the internal recruitment process in organization.

RECRUITMENT NEEDS ARE OF THREE TYPES
PLANNED
i.e. the needs arising from changes in organization and retirement policy.
ANTICIPATED
Anticipated needs are those movements in personnel, which an organization can
predict by studying trends in internal and external environment.
UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs.
Purpose & Importance Of Recruitment
The Purpose and Importance of Recruitment are given below:

Attract and encourage more and more candidates to apply in the organisation.
Create a talent pool of candidates to enable the selection of best candidates for he
organisation. Determine present and future requirements of the organization in
conjunction with its personnel planning and job analysis activities.
recruitment is the process which links the employers with the employees. Increase the
pool of job candidates at minimum cost.
Help increase the success rate of selection process by decreasing number of

visibly under qualified or overqualified job applicants.
Recruitment Process
The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the competitive
strength and the recruitment strategic advantage for the organisations. Recruitment
process involves a systematic procedure from sourcing the candidates to arranging
and conducting the interviews and requires many resources and time. A general
recruitment process is as follows:
Identifying the vacancy:
The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These contain
Posts to be filled
Number of persons
Duties to be performed
Qualifications required
Preparing the job description and person specification.

Locating and developing the sources of required number and type of
employees (Advertising etc).
Short-listing and identifying the prospective employee with required
characteristics.
Arranging the interviews with the selected candidates.
Conducting the interview and decision making
RECRUITMENT PROCESS
MANAGING
THE RESPONSE
ADVERTISING
SHORT-
THE VACANCY LISTING
Recruitment
Process
PREPARE JOB ARRANGE
DESCRIPTION INTERVIEWS
AND PERSON
SPECIFICATION
CONDUCTING
IDENTIFY INTERVIEW
VACANCY AND DECISION
MAKING
The recruitment process is immediately followed by the selection process i.e. the
final interviews and the decision making, conveying the decision and the
appointment formalities.
Sources Of Recruitment
Sources Of Recruitment Every organisation has the option of choosing the

candidates for its recruitment processes from two kinds of sources: internal and
external sources. The sources within the organisation itself (like transfer of employees
from one department to other, promotions) to fill a position are known as the internal
sources of recruitment. Recruitment candidates from all the other sources (like
outsourcing agencies etc.) are known as the external sources of The recruitment
SOURCES OF RECRUITMENT
RECRUITMENT CHALLENGE
Recruitment is an important part of an organizations human resource

planning and their competitive strength. Competent human resources at the right
positions in the organisation are a vital resource and can be a core competency or a
strategic advantage for it.
The objective of the recruitment process is to obtain the number and quality
of employees that can be selected in order to help the organisation to achieve its goals
and objectives. With the same objective, recruitment helps to create a pool of
prospective employees for the organisation so that the management can select the right
candidate for the right job from this pool.
Recruitment acts as a link between the employers and the job seekers and
ensures the placement of right candidate at the right place at the right time. Using and
following the right recruitment processes can facilitate the selection of the best
candidates for the organisation.
In this is competitive global world and increasing flexibility in the labour
market, recruitment is becoming more and more important in every business.
Therefore, recruitment serves as the first step in fulfilling the needs of organisations
for a competitive, motivated and flexible human resource that can help achieve its
objectives.
Internal Sources Of Recruitment
Internal Sources Of Recruitment Some Internal Sources Of Recruitments are given

below:
1. TRANSFERS
The employees are transferred from one department to another according to their
efficiency and experience.
2. PROMOTIONS
The employees are promoted from one departmsent to another with more benefits and
greater responsibility based on efficiency and experience.
3. Others are Upgrading and Demotion of present employees according to their

performance.
4. Retired and Retrenched employees may also be recruited once again in case of
shortage of qualified personnel or increase in load of work. Recruitment such people
save time and costs of the organisations as the people are already aware of the
organisational culture and the policies and procedures.
5. The dependents and relatives of Deceased employees and Disabled employees are
also done by many companies so that the members of the family do not become
dependent on the mercy of others
External Sources Of Recruitment
1. PRESS ADVERTISEMENTS
Advertisements of the vacancy in newspapers and journals are a widely used source of
recruitment. The main advantage of this method is that it has a wide reach.
2. EDUCATIONAL INSTITUTES
Various management institutes, engineering colleges, medical Colleges etc. are a
good source of recruiting well qualified executives, engineers, medical staff etc. They
provide facilities for campus interviews and placements. This source is known as
Campus Recruitment.
3. PLACEMENT AGENCIES
Several private consultancy firms perform recruitment functions on behalf of client
companies by charging a fee. These agencies are particularly suitable for recruitment
of executives and specialists. It is also known as RPO (Recruitment Process
Outsourcing)
4. EMPLOYMENT EXCHANGES
Government establishes public employment exchanges throughout the country.
These exchanges provide job information to job seekers and help employers in
identifying suitable candidates.
5. LABOUR CONTRACTORS
Manual workers can be recruited through contractors who maintain close
contacts with the sources of such workers. This source is used to recruit labour
for construction jobs.
6. UNSOLICITED APPLICANTS
Many job seekers visit the office of well-known companies on their own. Such
callers are considered nuisance to the daily work routine of the enterprise. But
can help in creating the talent pool or the database of the probable candidates
for the organisation.
7. EMPLOYEE REFERRALS / RECOMMENDATIONS
Many organisations have structured system where the current employees of the
organisation can refer their friends and relatives for some position in their
organisation. Also, the office bearers of trade unions are often aware of the
suitability of candidates. Recruitment Management can inquire these leaders for
suitable jobs. In some organizations these are formal agreements to give priority
in recruitment to the candidates recommended by the trade union.
8. RECRUITMENT AT FACTORY GATE

Unskilled workers may be recruited at the factory gate these may be employed
whenever a permanent worker is absent. More efficient among these may be
recruited to fill permanent vacancies.
Factors Affecting Recruitment
Factors Affecting Recruitment The recruitment function of the organisations is

affected and governed by a mix of various internal and external forces. The internal
forces or factors are the factors that can be controlled by the organisation. And the
external factors are those factors which cannot be controlled by the organisation. The
internal and external forces affecting recruitment function of an organisation are:
FACTORS AFFECTING RECRUITMENT
Internal Factors Affecting Recruitment
Internal Factors Affecting Recruitment
The internal factors or forces which affecting recruitment and can be controlled by
the organisation are 1. RECRUITMENT POLICY
The recruitment policy of an organisation specifies the objectives of recruitment and

provides a framework for implementation of recruitment programme. It may involve
organizational system to be developed for implementing recruitment programmes and
procedures by filling up vacancies with best qualified people.
1. FACTORS AFFECTING RECRUITMENT POLICY
Organizational objectives
Personnel policies of the organization and its competitors.
Government policies on reservations.
Preferred sources of recruitment.
Need of the organization.
Recruitment costs and financial implications.
2. HUMAN RESOURCE PLANNING

Effective human resource planning helps in determining the gaps present in the
existing manpower of the organization. It also helps in determining the number of
employees to be recruited and what qualification they must possess.
3. SIZE OF THE FIRM

The size of the firm is an important factor in recruitment process. If the
organization is planning to increase its operations and expand its business, it will
think of hiring more personnel, which will handle its operations.
4. COST
Recruitment incur cost to the employer, therefore, organizations try to employ that
source of recruitment which will bear a lower cost of recruitment to the
organization for each candidate.
5. GROWTH AND EXPANSION

Organization will employ or think of employing more personnel if it is
expanding its operations.
Recruitment Policy Of a Company
Recruitment Policy Of a Company In todays rapidly changing business

environment, a well defined recruitment policy is necessary for organizations to
respond to its human resource requirements in time. Therefore, it is important to
have a clear and concise recruitment policy in place, which can be executed
effectively to recruit the best talent pool for the selection of the right candidate
at the right place quickly. Creating a suitable recruitment policy is the first
step in the efficient hiring process. A clear and concise recruitment policy helps
ensure a sound recruitment process.
It specifies the objectives of recruitment and provides a framework for

implementation of recruitment programme. It may involve organizational
system to be developed for implementing recruitment programmes and
procedures by filling up vacancies with best qualified people.
COMPONENTS OF THE RECRUITMENT POLICY
The general recruitment policies and terms of the organization

Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organisation should be such that:
It should focus on recruiting the best potential people
To ensure that every applicant and employee is treated equally with dignity and
respect.
Unbiased policy.
To aid and encourage employees in realizing their full potential.
Transparent, task oriented and merit based selection.
Weightage during selection given to factors that suit organization needs.
Optimization of manpower at the time of selection process.
Defining the competent authority to approve each selection.
Abides by relevant public policy and legislation on hiring and employment
relationship.
Integrates employee needs with the organisational needs.
FACTORS AFFECTING RECRUITMENT POLICY
Organizational objectives
Personnel policies of the organization and its competitors.
Government policies on reservations.
Preferred sources of recruitment.
Need of the organization.
Recruitment costs and financial implications.
Recent Trends in Recruitment
Recruitment Home Recent Trends in Recruitment The following trends are being
seen in recruitment:
OUT SOURCING
In India, the HR processes are being outsourced from more than a decade now.
A company may draw required personnel from outsourcing firms. The outsourcing
firms help the organisation by the initial screening of the candidates according to the
needs of the organisation and creating a suitable pool of talent for the final selection
by the organisation. Outsourcing firms develop their human resource pool by
employing people for them and make available personnel to various companies as per
their needs. In turn, the outsourcing firms or the intermediaries charge the
organisations for their services.
Advantages of outsourcing are:
1. Company need not plan for human resources much in advance.
2. Value creation, operational flexibility and competitive advantage
3. turning the management's focus to strategic level processes of HRM
4. Company is free from salary negotiations, weeding the unsuitable

resumes/candidates.
5. Company can save a lot of its resources and time
POACHING/RAIDING
Buying talent (rather than developing it) is the latest mantra being followed
by the organisations today. Poaching means employing a competent and
experienced person already working with another reputed company in the same
or different industry; the organisation might be a competitor in the industry. A
company can attract talent from another firm by offering attractive pay
packages and other terms and conditions, better than the current employer of the
candidate. But it is seen as an unethical practice and not openly talked about.
Indian software and the retail sector are the sectors facing the most severe brunt
of poaching today. It has become a challenge for human resource managers to
face and tackle poaching, as it weakens the competitive strength of the firm.
E-RECRUITMENT
Many big organizations use Internet as a source of recruitment. E-recruitment is
the use of technology to assist the recruitment process. They advertise job
vacancies through worldwide web. The job seekers send their applications or
curriculum vitae i.e. CV through e mail using the Internet. Alternatively job
seekers place their CVs in worldwide web, which can be drawn by prospective
employees depending upon their requirements.
Advantages of recruitment are:
Low cost.
No intermediaries
Reduction in time for recruitment.
Recruitment of right type of people.
Efficiency of recruitment process.
OUTSOURCING
In India, the HR processes are being outsourced from more than a decade now.
A company may draw required personnel from outsourcing firms. The outsourcing
firms help the organisation by the initial screening of the candidates according to the
needs of the organisation and creating a suitable pool of talent for the final selection
by the organisation. Outsourcing firms develop their human resource pool by
employing people for them and make available personnel to various companies as per
their needs. In turn the outsourcing firms or the intermediaries charge the
organisations for their services
Advantages of outsourcing are:
1. Company need not plan for human resources much in advance.
2. Value creation, operational flexibility and competitive advantage
3. turning the management's focus to strategic level processes of HRM
4. Company is free from salary negotiations, weeding the unsuitable

resumes/candidates. Company can save a lot of its resources and time
POACHING/RAIDING
Buying talent (rather than developing it) is the latest mantra being followed
by the organisations today. Poaching means employing a competent and
experienced person already working with another reputed company in the same
or different industry; the organisation might be a competitor in the industry. A
company can attract talent from another firm by offering attractive pay
packages and other terms and conditions, better than the current employer of the
candidate. But it is seen as an unethical practice and not openly talked about.
Indian software and the retail sector are the sectors facing the most severe brunt
of poaching today. It has become a challenge for human resource managers to
face and tackle poaching, as it weakens the competitive strength of the firm.
E-RECRUITMENT
Many big organizations use Internet as a source of recruitment. E-recruitment is
the use of technology to assist the recruitment process. They advertise job
vacancies through worldwide web. The job seekers send their applications or
curriculum vitae i.e. CV through e mail using the Internet. Alternatively job
seekers place their CVs in worldwide web, which can be drawn by prospective
employees depending upon their requirements.
Recruitment Vs Selection
Recruitment Home Recruitment Vs Selection Both recruitment and selection are
the two phases of the employment process. The differences between the two are:
1. The recruitment is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organisation WHEREAS selection involves
the series of steps by which the candidates are screened for choosing the most suitable
persons for vacant posts.
2. The basic purpose of recruitments is to create a talent pool of candidates to enable
the selection of best candidates for the organisation, by attracting more and more
employees to apply in the organisation WHEREAS the basic purpose of selection
process is to choose the right candidate to fill the various positions in the organisation.
3. Recruitment is a positive process i.e. encouraging more and more employees to
apply WHEREAS selection is a negative process as it involves rejection of the
unsuitable candidates.
4. Recruitment is concerned with tapping the sources of human resources WHEREAS
selection is concerned with selecting the most suitable candidate through various
interviews and tests.
5. There is no contract of recruitment established in recruitment WHEREAS selection
results in a contract of service between the employer and the selected employee.
Types Of Job Seekers
Types Of Job Seekers Types Of Job Seekers

1. Quid Pro Que
These are the people who say that I can do this for you, what can you give me
These people value high responsibilities, higher risks, and expect higher rewards,
personal development and company profiles doesnt matter to them.
2. I will be with you

These people like to be with big brands. Importance is given to brands. They are not
bothered about work ethic, culture mission etc.
3. I will do you what you want

These people are concerned about how meaningful the job is and they define meaning
parameters criteria known by previous job.
4. Where do you want me to come

These people observe things like where is your office, what atmosphere do you offer.
Career prospects and exciting projects dont entice them as much. It is the
responsibility of the recruiter to decide what the employee might face in given job and
thus take decision. A good decision will help cut down employee retention costs and
future recruitment costs.
ACC LTD.
Science Graduates/ Diploma Engineers
Eligibility:
BSc (Chemistry / Applied Chemistry, Mathematics / Applied Mathematics, Physics /

Applied Physics)
Diploma
Location: Any where in India Job Category: BSc/BCA/BCM, Diploma Last Date: 6
November 10
Job Type: Full Time Hiring Process: Written-test.
Job Details
SI
Category Qualification
No
Graduates with first class (60% or above) in any of the

discipline- Physics/ Chemistry/ Mathematics from
Graduates of
1 recognized universities, should also have obtained a
2009/2010
minimum of 60% marks in their 10th and 12th
standards need apply.
Diploma Instrumentation Engineers with first class

(60% or above) from recognized Institutes, should have
Diploma Engineers
2 obtained a minimum of 60% marks in their 10th and
of 2009/2010
12th standards need apply. Candidates with experience
in Cement industry will be given preference.
How to apply
Interested candidates may apply with their full details within 6th November 2010 as
per the following:
For position 1. graduate.career@acclimited.com
For position 2. diploma.career@acclimited.com
Company Profile
ACC (ACC Limited) is Indias foremost manufacturer of cement and concrete. ACCs
operations are spread throughout the country with 16 modern cement factories, more
than 40 Ready mix concrete plants, 20 sales offices, and several zonal offices. It has a
workforce of about 9,000 persons and a countrywide distribution network of over
9,000 dealers.
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Others Came Here Searching For :
Every organisation needs human workforce. The organisations have realized the
value of human capital in the development of the organisation. Therefore, recruitment
is considered as the initial step which focuses on acquiring and retaining human
resources for an organisation. With rapid changes in political environments and
with immense impact of globalisation the organisations now respond quickly to
the requirements for the people. Hence, a well defined recruitment policy is now in
high demand.
Very often it has been noticed that selection and recruitment are considered as
same. In simple words recruitment can be defined as a process which starts with
identification of the need for the human resources in the organisation and ends with
getting the prospective employees to apply for the available vacancies. Where as
selection deals with choosing the right candidates who are the best fit for the
respective job. Therefore, one cannot ignore that an effective recruitment program
needs a good job description which aims to attract the best people for that particular
job and this also helps the recruiter.
Every organisation needs a proper recruitment policy which would be in

alignment with the objectives and policies of the organisation. Therefore, the
quantity and the qualifications of the manpower required for the organisation are two
very crucial factors which play vital role.
Certain factors are very important for recruitment policies, like

Government policies of hiring should be well complied with the recruitment policy
of the organisation.
The policy should emphasise optimum employment security and should avoid
frequent layoffs
Long-term employment opportunities should be the prime provision in the
recruitment policy
The recruitment policy should focus on social responsibility like giving equal
opportunities to the underprivileged sector and also to the handicapped according to
the job-fit.
Importance should be given to proper job analysis.
Lastly it should be cost effective too for the organisation.
Therefore, it is clear that a good recruitment policy would be based on the

organisations objectives, identification of the recruitment needs, preferred sources of
recruitment, and criteria of selection. Even the cost and other financial implications
are also important. Moreover, it should be flexible and proactively respond to the
changing market situations.
Main Recruitment Process Steps
The aim of the HRM Function is keeping the recruitment process design as
simple as possible. The HR Recruiters should not forget about this main goal during
the design phase of the recruitment process development.
The recruitment process is simple on the high level, but it contains a lot of interaction
among different participants in the recruitment process. The HRM Function, the line
manager and candidates need to receive and share a lot of information and their
interaction is usually the main issue during the recruitment process.
The main steps of the recruitment process are:
1. Job Design
2. Opening Job Position
3. Collecting Job Resumes
4. Preselection of Job Resumes
5. Job Interviews
6. Job Offer
The job design is the most important part of the recruitment process. The job
design is a phase about design of the job profile and a clear agreement between the
line manager and the HRM Function. The Job Design is about the the agreement about
the profile of the ideal job candidate and the agreement about the skills and
competencies, which are essential. The information gathered can be used during other
steps of the recruitment process to speed it up.
The Opening of the Job Position is generally the job of the HR Recruiter.
Skilled and experienced HR Recruiter should decide about the right mix of the
recruitment sources to find the best candidates for the job position. This is another key
step in the recruitment process.
The next step is collecting of job resumes and their preselection. This step in the
recruitment process is very important today as many organization lose a lot of time in
this step. Today, the organization cannot wait with the preselection of the job resumes.
Generally, this should be the last step done purely by the HRM Function.
The job interviews are the main step in the recruitment process, which should
be clearly designed and agreed between HRM and the line management. The job
interview should discover the job candidate, who meets the requirements and fits best
the corporate culture and the department.
The job offer is the last step of the recruitment process, which is done by the
HRM Function, it finalizes all the other steps and the winner of the job interviews gets
the offer from the organization to join.
Research Methodology
Research design can be thought of as the structure of research -- it is the "glue" that
holds all of the elements in a research project together. It is often described as a design
using a concise notation that enables us to summarize a complex design structure
efficiently. There are many ways to get information. The most common research
methods are:
Literature searches,
Talking with people,
Focus groups,
Personal interviews,
Telephone surveys,
Mail surveys,
Email surveys, and
Internet surveys.
For the Project the Personal Interview Technique is used to explore the views &
and Ideas of the sample size decided. Personal interviews are a way to get in-depth
and comprehensive information. It involves one person interviewing another person
for personal or detailed information. Typically, an interviewer will ask questions from
a written questionnaire and record the answers verbatim. Sometimes, the questionnaire
is simply a list of topics that the research wants to discuss with an industry expert.
A questionnaire was prepared keeping in view the need sets of different sample
size taken in the survey. The questionnaire is been interviewed to the sample, while
their responses are recorded then and their at the interview performed during survey.
Objectives of Research
1. to gain familiarity with a phenomenon
2. To portray accurately the characteristics of a particular individual , situation or a

group.
3. to determine by the frequency with which something occurs or with which it is

associated with something else.
To test a hypotheses of a casual relationship between variables
ACC Limited
Tves of Research
1. Descriptive vs. Analytical -Descriptive research means description of the state of

affairs as it exists at present. The main characteristic of this method is that the
researcher has no control over the variables he can only report what has happed or
what is happening. Analytical research means to use facts or information already
available and analyze these to make a critical evaluation of the material.
2. Applied vs. Fundamental-
Applied research aims at finding a solution for an immediate problem facing

asociety or an industrial/business organization, whereas fundamental research
is mainly concerned with generalizations and with the formulation of a theory. The
central aim of applied research is to discover a solution for some pressing practical
problem, whereas basic research is directed towards finding information that has a
broad base of
3. Qualitative vs. Quantitative- Quantitative research is based on the measurement

of quantity or amount. It is applicable to phenomena that can be expressed in terms of
quantity. Qualitative research, on the other hand, is concerned with qualitative
phenomenon, i.e., phenomena relating to or involving quality or kind.
4. Conceptual vs. Empirical- Conceptual research is that related to some abstract

idea(s) or theory. It is generally used by philosophers and thinkers to develop new
concepts or to reinterpret existing ones. On the other hand, empirical research relies
on experience or observation alone, often without due regard for system and theory.
RESEARCH PROBLEM
A research problem, in general, refers to some difficulty which a researcher

experiences in the context of either a theoretical or practical situation and wants to
obtain a solution for the same.
A research problem is one which requires a researcher to from out the best
solution for the given problem, i.e., to find out by which course of action the
objective can be attained optimally in the context of a given
RESEARCH DESIGN
A research design is the arrangement of conditions for collection and
analysis of data in a manner that aims to combine relevance to the research
Different research designs
1. Research design in case of exploratory research studies
2. Research design in case of descriptive and diagnostic research

studies
3. Research design in case of hypothesis-testing research studies
SAMPLE DESIGN
A sample design is a definite plan for obtaining a sample from a given

population. It refers to the technique or the procedure the research would adopt in
selecting items for the sample. Sample design may as well lay down the number of
items to be included in the sample i.e., the size of the sample. Sample design is
determined before data are collected.
sample design
I. Type of universe
2. Sampling unit
3. Source list
4. Size of sample
5. Parameters of interest
6. Budgetary constraint
7. Sampling procedure
ANALYSIS OF DATA
MANAGER ANALYSIS & FINDINGS
Q1 Do you agree that the recruitment process at ACC delivered to you is

an effective way to learn the matters?
PARAMETER NO RESPONDENTS PERCENTAGE (%)

Strongly Agree 03 10
Agree 21 70
Undecided 01 4
Disagree 00 00
Strongly Disagree 5 16
Total 30 100%
25
20
15
21
10
5
5
3
1 0
0
Strongly Agree Undecided Disagree Strongly
Agree Disagree
Through the survey we found that 21 managers were agreed that the recruitment
process program at ACC delivered as an effective way to learn the matters.
Whereas 5 managers were strongly disagreed, while 3 managers were strongly
agreed and I manager didn't give any response.
Table 2
Q.2 Do you agree that enough time was provided to learn about the subject
covered in the recruitment process?
PARAMETER NO. OF RESPONDENTS PERCENTAGE (%)
Strongly Agree 03 13.33

Agree 20 66.66
Undecided 02 6.66
Disagree 03 10.00
Strongly disagree 01 3.33
NO. OF RESPONDENTS
20
15
10 20
5
3 2 3
1
0
Strongly Agree Agree Undecided Disagree
Strongly disagree
Through the survey 20 managers were agreed that the enough time is provided to learn
the subject matters covered at recruitment process program but 3 managers were
disagreed with the statement. 4 managers were strongly agreed while 1 manager was
strongly disagreed and 2 managers didn't give any response.
Table 3
Q.3 Do you think that the recruitment process leads to enhancement of your skill?
PARAMETER NO. OF PERCENTAGE
RESPONDENTS (%)
Stay Agree 11 36.66

Agree 16 53.33
Undecided 00 00
Disagree 01 3.33
Strongly Disagree 02 6.66
80
70
60
50
53.33
40 Series2
30 36.66 Series1
20
10
6.66
3.33
0 0
Stay Agree Agree Undecided Disagree Strongly
Disagree
Through the survey 16 managers were agreed that the recruitment process leads to
enhancement of skill and 11 managers were strongly disagreed but 1 of them was
disagreed and 2 of them strongly disagreed.
TABLE - 4
Q.4 To what extent change in moral attitude and behavior was noticeable as
a result of the recruitment process function?
PARAMETER NO. OF RESPONDENTS PERCENTAGE
Strongly agree 09 30.33

Agree 16 53.33
Undecided 03 10.00
Disagree 00 0.00
NO. OF RESPONDENTS
16
14
12
10
8 16
6
9
4
2 3 2
0 0
agree Disagree
Through the survey 16 managers were agreed that the change in moral attitude
and Behaviour was noticeable as result of recruitment process function. 09
managers were strongly agreed with the statement. While 02 managers were
strongly disagreed.
TABLE 5
Q.5 To what extent recruitment process program contributes to the company

goal and employees' individual goals?
RESPONDENTS RESPONDENTS RESPONDENTS
Agree 18 60.00
Undecided 05 16.66
Disagree 00 0.00
90
80
70
60
50 60
40 Series2
30 Series1
43.33
20
10 16.66
10
0 0
agree Disagree
Through the survey 18 managers were agreed that the recruitment process program
contribute to the company goal and employees goals.4 managers were strongly agreed
with the statement, while 3 managers were strongly disagreed and 5 managers didn't
give any response.
TABLE - 6
Q.6 Do you think that freedom is given to you to show your skills and
knowledge recruitment process program?

Agree 15 50.00
Undecided 06 20.00
Disagree 01 3.33
16
14
12
10
8 15 Series1
6
4 8
6
2
1 0
0
agree Disagree
Through the survey it is found that 15managers agreed that the recruitment
process skill and knowledge but 8 managers strongly agreed with the
statement. I manger was disagreed and 6 managers didt give any
Table -7
Q7 .Do you have a co operation / support from your superiors during

recruitment process?
Parameter No of respondents Parentage
Agree 12 40.00
Undecided 06 20.00
Disagree 01 3.33
No of respondents
12
10
8
6 12
10
4
6
2
1 1
0
agree Disagree
Through the survey it is found that 12 managers agreed that the trainees have
a good co-operation from their superiors during program but 10 managers
were strongly agreed with the statement, 1 manager was disagreed while 1
manager was strongly disagreed and 6 manager didn't give any response.
TABLE-8
Q.8 Do you think that ACC develop employee through need based recruitment
process program?

Agree 12 40.00
Undecided 03 10.00
Disagree 02 6.66
No of respondents
12
10
8
6 11 12
4
2 3 2 2
0
agree Disagree
Through the survey it is found that 12 managers were agreed that ACC develop
employee through need based recruitment process program but 11 managers were
strongly agreed with the statement. 2 managers were disagreed while 2 managers were
strongly disagreed and 3 manager didn't give any response.
TABLE 9
Q9.Most important parameter for more sale of ACC cement
Price Quality Service Advertisement

Agree 5 33.00
Undecided 7 00.00
Disagree 2 4.00
No of respondents
16
14
12
10
8 15
6
4 7
5
2 2 1
0
agree Disagree
Through the survey it is found that 5managers were agreed that ACC is a learning
organization for the employee but 15 managers were strongly agreed with the
statement. 1 manager was disagreed while 1 managers was strongly disagreed.
Table 10
Q.10.Do you think that ACC is a learning organization for the employee?
Agree 10 33.33
Undecided 00 00.00
Disagree 01 3.33
No of respondents
18
16
14
12
10 18
8
6 10
4 No of respondents
2 1 1
0 0
Through the survey it is found that 10 managers were agreed that ACC is a learning
organization for the employee but 18 managers were strongly agreed with the
statement. 1 manager was disagreed while 1 managers was strongly disagreed.
Finding
1. Study shows that quality is most important parameter for more sale of
ACC cement and then consumers consider price.
2. While visiting the shop we came to know that quality is most important
parameter, which is affect on more sales of Acc cement
3. According to Survey, Acc cement is most popular brand for cement.
4. . We came to know that while visiting the shop, Acc cement is most
preferable brand for because of their quality.
5. While visiting the shop we know that Acc Cement is gives high profit
margin as compare to other competitors.
6. While visiting the shop Consumers suggested that after sales service is
most important factor, which contributes towards the sales.
Recommendations & Suggestion
1. Manager should recruit those employee who are suitable for the post.
2. Manager should get full freedom to show their skills in recruitment
process.
3. Salary of the recruited employee should be fair.
4. All facilities should be available in the company.
5. Working atmosphere should be good.
6. Employee should learn something new every day in the company.
7. Make learning one of the fundamental values of the company let this
philosophy percolate down to all employee in the organization
8. create a system to evaluate the development of recruit
9. There must be a sound communication between trainer and trainee.
10.During the training Employee should be totally released from there work
11.There should be a proper need analysis for training
Limitations
In the cement industry there are little of limitation, sometimes some

government policies could create limitation for the industry, very recently it
happened when government ordered cement industry to lower their cement
prices. This created a limitation on the part of their expansion and desire for
good revenues. It was a setback for the industry as it was implemented
forcefully.
There could be a limit for reduction in the price as ACC uses best composition
of raw material for its cement as compared to competitors.
If ACC opts for implementing ERP, it involves a lot of financial strength,

Though ACC is capable of implementing it but it should also focus on the better
training environment for its employees.
Asnnexure
Q1 Do you agree that the recruitment process at ACC delivered to you is an

effective way to learn the matters?
1. Strongly Agree 2. Agree 3. Undecided 4. Disagree 5. Strongly Disagree
Q.2 Do you agree that enough time was provided to learn about the subject
covered in the recruitment process?
Q.3Do you think that the recruitment process leads to enhancement of your skill?
Q.4 To what extent change in moral attitude and behaviour was noticeable as a
result of the recruitment process function?
1. Strongly Agree 2. Agree 3. Undecided 4. Disagree 5. Strongly Disagree Q.5
Q5.To what extent recruitment process program contributes to the company goal and
employees' individual goals?
Q.6 Do you think that freedom is given to you to show your skils and
knowledge recruitment process program?

Q7.Do you have a co operation / support from your superiors during
recruitment process?
1.Strongly Agree 2. Agree 3. Undecided 4. Disagree 5. Strongly Disagree
Q.8 Do you think that ACC develop employee through need based recruitment
process program?
Q.9 Most important parameter for more sale of ACC cement
1.Price 2. Quality 3. Service 4. Advertisement
Q10 Do you think that ACC is a learning organization for the employee?

Conclusion
ACC (Associated Cement Company Limited) being a very household name in

the construction industry. It is one of the major manufacturer & suppliers of cement in
the country. Being one of the major players in the Indian cement industry ACC is
facing a fierce competition in the market. The Indian cement Industry is full of big
players. Organization is facing competition both from Indian companies and foreign
companies that entered the market. Some of Indian Companies are (Birla Corp,
UltraTech, Gujarat Ambuja Cements Ltd, Jaiprakash Associates Limited, and Madras
Cement). There some foreign companies too which are giving competitions to ACC.
Lafarge is one of that company which is in neck to neck competition to the ACC. On
every aspect over which survey is done Lafarge proved to be following ACC very
closely.
ACC have too many strength to overcome its weaknesses, there are also many
opportunities on which it can bank upon to improve its market capitalization. There
are only one or two companies which are just behind ACC. The organization is
running many such programs which are provided only by ACC, no other player is
doing same thing in the market. The only problem here is that of lack of publicity of
such programs which could brings good fortune to the company. Just little more heed
for such program could bring about a major increment in the growth of ACC in the
market.
In a very near future ACC Ltd will emerge as country leader for cement
industry, leaving others players back far behind.
Bibliography
Strategic Management Glueck & Jaunch
Research Methodology R. Venkatesh
Market Research -- S. Ramaswamy
Annual Report 2005
www.acclimited.com
www.google.com
www.wikipedia.org
A
PROJECT REPORT
ON
RECRUITMENT PROCESS IN ACC CEMENT
SUBMITTED FOR THE PARTIAL FULFILLMENT OF DEGREE OF

MASTER OF BUSINESS ADMINITRATION
BATCH-2009-2011
UNDER THE GUIDANCE OF
DR.ASHISH MISHRA Mrs. Kanika Khatwani
HOD, MBA HR
SUBMITTED BY
SHIPRA JAIN
MBA III SEMESTER
ENROLLMENT NO.-AZ\5336
SUBMITTED TO
DEPARTMENT OF MANAGEMENT STUDIES

TAKSHSHILA INSTITUTE OF ENGINEERING & TECHNOLOGY JABALPUR
RANI DURAWATI VISHWAIDYALAYA JABALPUR

2011
Acknowledgement
I would like to express my sincere gratitude towards Mr.Rajnish Sinha HR, (Head), ACC
CEMENT KYMORE, for guiding me and for bolstering my efforts throughout my summer training
in Acc Cement Jabalpur. It has been indeed an enriching experience. Without her help it would not
have been possible for me to carry out the project effectively.
I would also like to thank the employees of the Acc Cement Kymore , who have been
courteous enough to extend their help to me and were also approachable. The conducive
environment in the office further helped to streamline my efforts towards the project.
I wish to acknowledge with a deep sense of heart full gratitude to Dr. Khanna, Director
Takshshila Institute of Engg. & Tech., Kymore , Mr. Ashish Mishra Head, MBA Department (MBA)
for providing me the opportunity to have training in such a fast growing company having versatile
employers and employees.
Ku. SHIPRA JAIN

TIETECH,Jabalpur (M.P.)
TAKSHSHILA INSTITUTE OF ENGINEERING & TECHNOLOGY
DEPARTMENT OF MANAGEMENT STUDIES
CERTIFICATE
I hereby certify that Ku. SHIPRA JAIN has completed her project entitled
Recruitment Process In ACC Cement under the guidance of Mr.Rajnish Sinha HR
managers name along with companys name ACC,Cement,LTD and Kanika
Khatwani , Faculty of HR for Partial Fulfillment of the degree of Master of Business
Administration.
The project is forwarded to examiner for evaluation.
MRS. SONALI DHAWAN

{HOD MBA}
DECLARATION
I hereby declare that the project entitled RECRUITMENT PROCESS IN

ACC CEMENT in the fulfillment of the partial requirement for the award of
the degree of Master of Business Administration submitted at Rani
Duragawati Vishwavidyalaya Jabalpur M.P. is an authentic record of my
own work.
The facts and figures embodied in this report is original and is not
substantially the same as one which has been submitted for degree or
diploma at any College, University and Institute.
Ku. SHIPRA JAIN

MBA III SEMESTER
Project Report On
A STUDY OF RECRUITMENT PROCESS IN ACC

CEMENT
Under the Guidance of

Mrs. Sonali Dhawan
Submitted By
SUB. MAJOR HARIDASAN K.P.
Roll No. 13D-088
MBA (DLP) 6th Sem
A Report Submitted in partial fulfillment of

the requirement for the degree of
MASTER OF BUSINESSES ADMINISTRATION
Session : 2013-15
CERTIFICATE BY GUIDE
Synopsis on A STUDY OF RECRUITMENT PROCESS IN ACC
CEMENT written by Roll No 13D088, MBA DLP 6th semester SUB.
MAJOR HARIDASAN K.P. has been carried out under my guidance.
Place
Date : (Mrs. Sonali Dhawan)

DECLARATION
I hereby declare that the project entitled A STUDY OF RECRUITMENT

PROCESS IN ACC CEMENT in the fulfillment of the partial requirement for the
award of the degree of Master of Business Administration submitted at Rani
Durgawati Vishwavidyalaya Jabalpur M.P. is an authentic record of my own work.
The facts and figures embodied in this report is original and is not substantially
the same as one which has been submitted for degree or diploma at any College,
University and Institute.
SUB. MAJOR HARIDASAN K.P.

ACKNOWLEDGEMENT
Success is the manifestation of diligence, perseverance, inspiration,

motivation and innovation. The completion of any interdisciplinary project
depends on cooperation, coordination & combined efforts of several sources of
knowledge, energy and time. Hence, I approach this matter of
acknowledgement through these lines and trying my best to five full credit
wherever it is due.
I would like to express my heartfelt gratitude to Mrs. Sonali Dhawan who

has been source of inspiration to me.
I would like also to special thanks to my faculty guide without their help it
would difficult to tack the intricacies of the project. They guided me at every
step during the development of the project with valuable suggestions &
solutions.
(SUB. MAJOR HARIDASAN K.P.)

CONTENTS
S.NO PARTICULARS
1. INTRODUCTION
2. AIM
3. JUSTIFICATION
4. HYPOTHESIS
5. SCOPE
6. LAYOUT (CHAPTERISATION)
7. CONCLUSION
8. BIBLIOGRAPHY
9. CURRICULUM VITAE

Recruitment Process in ACC CEMENT

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INTRODUCTION

Strength. Performance. Passion

ACC (ACC limited) is India's foremost manufacturer of cement and Concrete

[Type text] Page 1

The company's various businesses are supported by a powerful, in- houseful,

ACC is among the first companies in India to include commitment to

ACC demonstrates the practices of being a good corporate cites undertaking a

BACKGROUND OF ACC LTD.

ACC is India's largest cement manufacturer, with an installed capacity of over

acquired major controlling stakes in ACC. Presently ACC is in process of aligning

Research and Development

ACC is among the first companies in Indian to include commitment to

Project Engineering Consultancy-

ACC offers specialized Engineering Consultancy in cement and other process

Bulk Cement Corporation (India) Ltd. situated at Kalamboli in Navi

Heritage - A Corporate Saga

F. E. Dinshaw the founder of ACC

Holmic- (A New Partnership)

ACC (The Associated Cement Companies Limited) is India's foremost

The company's various businesses are supported by a powerful, in-house

S.NO UNITS STATE CAPACITY(MTPA)

1 Bargarh Bargarh Cement Works 0.96

2. Chaibasa Chajbasa Cement Works 0.87

3 Chanda Chanda Cement Works 1.00

4 Damodhar Damodhar Cement Works 0.53

Gagal Gagal Cement Works 4.40 (Gagal I and

6 Jamul Jamul Cement Works 1.58

7 Kymore Kymore Cement Works 2.20

8 Lakheri Lakheri Cement Works 1.50

9 Madukkarai Madukkarai Cement Works0.96 0.96

10 Wadi Wadi cement works 2.59

11 New Wadi Plant Wadi cement works 2.60

12 Tikaria Tikaria cement works 2.31

ACC manufactures the following types of cement, in addition to which, it

Ordinary Portland Cements

Fly-ash based Portland Pozzolana Cement

ORDINARY PORTLAND CEMENTS

43 Grade Cement (OPC 43 Grade)

What is more, it surpasses BIS Specifications (IS 8112-1989 for 43 grade

OPC) on compressive strength levels.

ACC Cement is marketed in specially designed 50 kg bags.

This is an Ordinary Portland Cement which surpasses the requirements of IS:

specially designed 50-kg bags.

Fly-ash based Portland Pozzolana Cement

This is a special blended cement, produced by inter-grinding higher

What is special about ACC Fly-ash based PPC?

How does ACC Fly-ash based PPC stand up to corrosive environments?

Portland Slag Cement

It is available in specially designed 50-kg bags.

What is special about ACC PSC?

Compared to OPC, ACC PSC imparts some important additional

Advantages Reduction in free lime leaching.

Ultimate higher strength.

Practice for "concrete constructions in hot weather," states that if concrete is

1936 Incorporation of The Associated Cement Companies Limited on

1936 First Board Meeting of The Associated Cement Companies Limited

1944 ACC's first community development venture near Bombay

1952 Village Welfare Scheme launched

1956 Bulk Cement Depot established at Okhla, Delhi

1957 Technical training institute established at Kymore, Madhya

1961 Oilwell Cement manufactured at ACC Shahabad Cement Works in

1961 Manufacture of Hydrophobic (waterproof) cement at ACC Khalari

1962 Manufacture of Accoproof, a waterproofing additive.