REPORT ON INDUSTRIAL VISIT TO

ANJANI PORTLAND CEMENT FACTORY

SUBMITTED BY

R. Prazgna

M. Kirti

K.Viswadha

P.Divya

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ACKNOWLEDGEMENT

We have taken efforts in this project. However, it would not have been possible without the kind support and help of many individuals and organizations. We would like to extend our sincere thanks to all of them.

We are highly indebted to Mr. N. Venkat Raju, AVP Works for his guidance and constant supervision as well as for providing necessary information regarding the project & also for his support in completing the project.

We would like to express our gratitude towards our parents & member of Anjani Portland Cement for their kind co-operation and encouragement which helped us in completion of this project.

We would like to express our special gratitude and thanks to industry persons for giving us such attention and time.

Our thanks and appreciation also goes to people who have willingly helped us out with their abilities in developing our project.

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INDEX

A glimpse on cement industry 4

Contribution of various sectors towards demand of cement 5

Excise duty on cement 5

Research and Development 5

About Anjani Portland Cement Ltd. 6

Process 7

Mining 8

Highlights of Anjani Cement 11

Corporate Social Responsibilities 13

Environmental Responsibilities 13

Pollution Control Measures 14

Objectives of the report 15

Learning’s 15

A GLIMPSE ON THE CEMENT INDUSTRY

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Today cement industry comprises of 183 cement plants and more than 360 mini cement plants. 98% of the capacity is in the private sector and the rest in public sector.

Global cement production has expanded at an average rate of 6.4% in the last five years from 2568 million tonnes to 3294 million tonnes.

China and India have been the drivers of growth in global cement output. India is the second largest cement producer in the world after China. The turnover of cement industry was found to be nearly US $25billion in 2010-11. Cement being a low value high volume output has a very limited international trade.

MAJOR CEMENT IMPORTERS:

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

MAJOR CEMENT EXPORTERS:

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

GLOBAL CEMENT PLAYERS:

o Lafarge

o Holcim

o Heidelberg

o Cemex

o Italcementi

INDIAN CEMNT PLAYERS:

o ACC

o Ultratech

o JP Association

o Ambuja Cement

o India Cement

The industry’s average consumption is estimated to be about 725 kcal/kg clinker thermal energy and 80 k Wh/t cement electrical energy.

In India, the permissible stack dust emissions from various sources for existing cement plants is 150mg/Nm³ and 100mg/Nm³ for plants located in critically polluted areas. However, the limit for new plants in our country is 50mg/Nm³.

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

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CONTRIBUTION OF VARIOUS SECTORS TOWARDS THE DEMAND OF CEMENT:

Infrastruc-ture-15%

Roads-5%

Irrigation-23%Housing-53%

Defence-4%

1st Qtr2nd Qtr3rd Qtr4th Qtr5th Qtr

EXCISE DUTY ON CEMENT:

Cement is a highly taxed commodity in India. The overall rate of tax on cement is estimated to be 30% (19% in China). Thus, the tax burden on cement industry must be lowered suitably.

Excise duty on cement is currently being levied at mixed rates, i.e. ad-valorem (on transaction value) + specific (specific rate to be charged on the basis of MRP).

There is no import duty for the import of cement into the country.

R&D:

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

The cement industry in India is generally seen as divided into 5 geographical regions-North, South, East, West and Central.

Cement has virtually no substitutes and there is hardly any credible threat to the sector from other products with similar uses.

ANJANI PORTLAND CEMENT LIMITED

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HISTORY:

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

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

COMPANY PROFILE:

It is a popular brand in South India. Started with an initial production capacity of 0.3 million tonnes per annum and has now

achieved a quantum shift in its production capacity to 1.2 million tonnes per annum.

VISION:

Vision is to achieve a production level of 3.5 million tonnes per annum by 2015.

MISSION:

To be among the top five market leaders in South India. To establish a dominant position in the neighboring states

VERTICALS OF APCL:

o Hitech Print Systems

o Vennar Ceramics

PRODUCTS OF APCL:

o OPC 43 Grade

o OPC 53 Grade

o PPC

o Test Certificate

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PROCESS

MINING:-

Started : 1999

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Lease Area : 142.14 acres

Area used : 25 acres (till now)

Lease Period : 20years

Village : Chintalapalem

Mandal : Mellacheruvu

District : Nalgonda

In mines, the procurement of limestone is done through benches. There are 4 benches now and the height of each bench is about 6 metres, arranged in three steps.

From mines to factory, each lorry carries around 17.5 tonnes. Shavel is used to load the material into tipper. Dumpers are used to load heavy, bulk materials. Safety equipment is provided to the workers.

Blasters:

Electrical Detonators are used for blasting. The length of a detonator is usually 33-55mm. The diameter of detonators:

Inner diameter – 3mm and Outer diameter – 9mm.

A Detonator is made up of PETN [PENTA ERYTHRIDO TETRA NITRATE]. Detonators are of two types :

Milliseconds Electrical

Prime Detonators use “Boost Katali”, in which Ammonia Nitrate is used. For 100kgs ammonia nitrate, 7 litres of diesel is mixed. Now a days, latest blasters used are:

Defies – reel coil Non- electrical detonators

PROCESS

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The cement manufacturing process begins in the mines where the raw material, i.e. Limestone is collected and then transported to the factory.

Next in the factory, the limestone is crushed in the primary and secondary crusher and sent to the raw mill.

The raw mill carries nearly 130 tonnes of material, where the crushed material is converted into raw meal (i.e., semi-powder).

This raw meal is then transferred to the pre-heater, which has 5 cyclones, each with different temperatures.

From the pre-heater, the material is passed into kiln which is 48 metres long. Here the material is heated up at 1400°C by using coal and oil resources. Then the material turns into a larva which is further passed in to the cooler.

The cooler has nine fans which together cool the larva from 1300°-1400°C to 100°C. The cool material is then passed to the cement mill.

The Cement mill carries about 80 tonnes of material. Here the material is converted into fine powder called ‘cement’. In the mill, along with the material, about 3% gypsum is added for all grades of cement. If it is PPC, fly ash is added directly in the cement mill.

Then cement thus formed is stored as a stock pile, from where cement is passed into the packing plant. From this plant, cement bags are dispatched.

9PRIMARY CRUSHERMINES

SECONDARY CRUSHER

Figure: Manufacturing process

HIGHLIGHTS OF ANJANI CEMENT

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CEMENT MILLCOOLER

PRE-HEATER

KILN RAW MILL

PACKING PLANT

Awards and Rewards:

IMC RAMAKRISHNA BAJAJ NATIONAL QUALITY AWARD 2011

Anjani Portland Cement Ltd. (APCL) has been selected by the renowned IMC

Ramakrishna Bajaj National Quality Awards 2011. The Company has been awarded the

Commendation Certificate 2011 for the Manufacturing Sector.

Anjani’s moment of pride

Anjani Portland Cement Limited has set up an English Medium School within two years

of its operation in Nalgonda District and spends annually `Rs. 40 lakhs, provided 400

shelters to poor families free and gives them health-education, supplies drinking water,

subsidized food grains and cement for dwelling units to the poor Anjani Portland Cement

Limited also takes up construction and maintenance of roads, culverts, parks, temples. It

donated rupees one crore worth of cement to support the AP Government’s effort

Housing Scheme.

In recognition of their praiseworthy work in discharging Corporate Social Responsibility,

the FAPCCI Excellence Award 2009-2010 for “Excellence in Corporate Social

Responsibility” is awarded to Anjani Portland Cement.

Mines Awards

Anjani Portland Cement Limited has received the following awards at the ‘17th MINES

ENVIRONMENT AND MINERALS CONSERVATION WEEK’ conducted by the

Indian Bureau of Mines, Hyderabad (zone) on the 22nd of December 2010.

The following award was presented by Mr. C.S. Gundeswar, Controller General of Mines

(India) to Mr. K. Ganga Raju [GM-Mines] and Mr. J. Srinivas Raju [DM – Mines] on

behalf of Anjani Portland Cement Limited:

Overall 2nd Prize for Anjani Limestone Mines.s

The following awards were presented by Mr. R. K. Sinha, Controller of Mines (India) to

Mr. K. Ganga Raju [GM-Mines] on behalf of Anjani Portland Cement Limited:

o 1st Prize for Publicity & Propaganda for Anjani Limestone Mines.

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o 1st Prize for Water Quality Management for Anjani Limestone Mines.

The Construction World Award - "Fastest Growing Cement Company" Anjani is ranked as 'Numero Uno' in a study conducted by ASAPP, and was awarded the

"Fastest Growing Cement Company" in India at 7th Construction World Annual Awards

2009 Mumbai.

The Award was given away by Hon'ble Union Minister for Roads, Transport &

Highways Shri. Kamal Nath, at the function held at Mumbai on the 8th of October 2009.

225th Position amongst India’s 500 best-performing

Anjani Portland Cerment Limited awarded Certificate of Acheivement for,

“Demonstrating Exceptional innovation and Perseverance” in attaining the “225th

Position” amongst India’s 500 best-performing mid-sized Enterprises by Inc. India (9.9

Media Initiative) and the award was received by Sri. PS Raju (Group General Manager-

HR&MS) in New Delhi.

Supply Chain Leader Award

o Anjani Portland Cement Limited has received Supply chain leader award in the Cement

segment on March 3rd 2010 from 9.9 Media.

World Environment Day - 2009

o Anjani Cement has been receiving the environmental award regularly from AP Pollution

Control Board for maintaining a Green and Eco-friendly atmosphere at the plant and

surrounding areas.

CORPORATE SOCIAL RESPONSIBILITY:

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Anjani is most popular with the working community of Nalgonda – the cement district of

AP for its community services to all Anjani employees and in all the neighboring

villages.

Donated for the cause of poor, rupees one crore worth of cement towards construction of

houses under Indiramma Housing Scheme.

The company spends more than 10 crores for the development of villages in the

neighborhood of Anjani cement plants at Nalgonda District.

Comprehensive community development always takes precedence in the activities of

Anjani management.

Anjani is a responsible corporate with 'Best Employee Practices'.

Anjani’s trees shelter more than 400 happy families and considers their health education

and development as its priority.

The company constructed Smt. Sita Memorial School near the factory for the children of

employees and neighboring villages. The children are being happily educated from pre-

primary to class X.

ENVIRONMENTAL RESPONSIBILITY

Environmental Commitment is no more a neighborhood issue; it is a global concern

where every organization in some way has become environmentally more responsible.

For Anjani Cement, ‘Environmental Responsibility’ is not merely a concept to enhance

the brand equity; it is a commitment.

Anjani has taken an oath to protect the environment, in and around the cement plant and

ever since, has never stepped back.

MEASURES TAKEN BY ANJANI CEMENT TO CONTROL POLLUTION

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Optimum use of natural resources is the company’s top priority.

Persistent efforts are made to restore and maintain the eco-balance and greening process.

The RABH technology is used here to maintain dust and pollution free atmosphere.

Efforts are also being made towards greening the environment by planting and nurturing

trees and other flora in the cement plant vicinity.

OBJECTIVES OF THE REPORT

To study the cement manufacturing process.

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

LEARNINGS

SOFTWARE:

Siemens PCS7 is the software used to control the plant activities. It is used to contol

temperatures at various stages of manufacturing and also to detect errors in the process

immediately.

LOGISTICS:

It is a part of supply chain management.

It is defined as the flow of goods, information and money.

It is of 3 types

1) Inbound Logistics

2) Manufacturing Logistics and

3) Outbound Logistics.

1) Inbound Logistics: It involves the transportation of company requirements like

raw materials, shoes to employees etc.

2) Manufacturing Logistics: It involves the transportation required during

manufacturing process.

3) Outbound Logistics: It involves the transportation of output.

HOW TO SELECT A TRANSPORTER:

Selection of a transporter is done by considering DTRT.

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D- Door to Door delivery

T-Time Limit

R-Reliability

T-Tracking and Tracing.

HR ACTIVITIES:

1) SELECTION AND RECRUITMENT

2) TRAINING AND DEVELOMENT

3) PERFORMANCE APPRAISAL

4) EMPLOYEE RETENTION

5) EXIT INTERVIEWS

6) HEALTH AND SAFETY

7) PAY STRUCTURE

8) COMPENSATION AND BENEFITS

SELECTION AND RECRUITMENT:

Employee Selection is the process of putting right men on right job. It is a procedure of

matching organizational requirements with the skills and qualifications of people.

The process of identifying and hiring the best-qualified candidate (from within or outside

of an organization) for a job vacancy, in a most timely and cost effective manner.

TRAINING AND DEVELOMENT:

  Training and development is the field which is concerned with organizational activity

aimed at bettering the performance of individuals and groups in organizational settings.

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The principal objective of training and development division is to make sure the

availability of a skilled and willing workforce to an organization. In addition to that, there are

four other objectives: Individual, Organizational, Functional, and Societal.

Individual Objectives – help employees in achieving their personal goals, which in turn,

enhanc0es the individual contribution to an organization.

Organizational Objectives – assist the organization with its primary objective by bringing

individual effectiveness.

Functional Objectives – maintain the department’s contribution at a level suitable to the

organization’s needs.

Societal Objectives – ensure that an organization is ethically and socially responsible to the

needs and challenges of the society.

Training is given for short term whereas development is for long term 

PERFORMANCE APPRAISAL:

It is a method of evaluating the behavior of employees in work spot, normally including both

the quantitative and qualitative aspects of job performance.

It can also be defined as the systematic description of an employee’s job relevant strengths

and weaknesses.

360 degree feedback: It is also known as 'multi-rater feedback'. It is the most comprehensive

appraisal where the feedback about the employees’ performance comes from all the sources that

come in contact with the employee on his job. 

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360 degree appraisal has four integral components:

1. Self appraisal

2. Superior’s appraisal

3. Subordinate’s appraisal

4. Peer appraisal.

180 Degree feedback: It is one of the method by which feedback of an employee can be judged

and measured. Here two people are involved in the feedback process; one is the employee

himself and his immediate boss.

• Anjani cements follow this type of appraisal.

90 Degree feedback: 90 degree = one person review (self or another, e.g., the boss)

EMPLOYEE RETENTION:

Employee retention refers to the ability of an organization to retain its employees.

Employee retention can be represented by a simple statistic (for example, a retention rate of 80%

usually indicates that an organization kept 80% of its employees in a given period). However,

many consider employee retention as relating to the efforts by which employers attempt to retain

employees in their workforce. In this sense, retention becomes the strategies rather than the

outcome.

In order to retain employees and reduce turnover managers must meet the goals of

employees without losing sight of the organization's goals, thereby creating a "win-win"

situation. Valance and expectancy theories provided some of the earlier guidance for retaining

employees.

EXIT INTERVIEWS:

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An exit interview is an interview conducted by an employer of a

departing employee. They are generally conducted by a relatively neutral party, such as a human

resources staff member, so that the employee will be more inclined to be candid, as opposed to

worrying about "burning bridges". Exit interviews are conducted by paper-and-pencil forms,

telephone interviews, in-person meetings, or online through exit interview management systems.

Some companies opt to employ a third party to conduct the interviews and provide feedback.

HEALTH AND SAFETY:

In many organizations, health and safety responsibilities are within the human

resources department. In order to meet these responsibilities, human resources

professionals must:

Understand the health and safety responsibilities of employers, managers,

supervisors and employees within the organization;

Implement personnel management policies to ensure that everyone in the

workplace is aware of his/her responsibilities;

Ensure that employees fulfill their health and safety responsibilities as outlined in

the organizational policies and programs

PAY STRUCTURE:

Basic Salary (In general minimum of 50% but in Anjani it is 60%)

D.A (In general minimum of 10% but in Anjani it is 20%)

H.R.A (In Anjani 5%)

Special allowances

Transport.

COMPENSATION AND BENEFITS:

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Employee compensation and benefits are basically divided into four categories:

1. Guaranteed pay – monetary (cash) reward paid by an employer to an employee based on

employee/employer relations. The most common form of guaranteed pay is the basic salary.

2. Variable pay – monetary (cash) reward paid by an employer to an employee that is contingent

on discretion, performance or results achieved. The most common forms are bonuses and sales

incentives.

3. Benefits – programs an employer uses to supplement employees’ compensation, such as paid

time-off, medical insurance, company car, and more.

4. Equity-based compensation – a plan using the employer’s share as compensation. The most

common examples are stock options.

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