REPORT ON HINDUSTAN COPPER LIMITED

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HINDUSTAN COPPER LIMITED Hindustan Copper Limited (HCL) was incorporated on 9th November, 1967. It is a Public Sector Enterprise under the Ministry of Mines, Government of India. It is now under the Chairmanship of Mr.B.K. Menon. The major activities of HCL are exploration, mining, smelting, refining and casting of finished copper metal into saleable products. The company is the sole producer of primary copper in India from indigenously mined copper are. HCL produces about 4.8 million tones of ore and 45000 tones of refined copper per annum from its indigenous production. With the above production level currently HCL is able to satisfy around 25% of India's demand of primary copper metal. In the process of its multi dimensional growth, the company has its credit some major contribution towards technological improvement in mining, smelting, hydro metallurgy and bye products recovery. HCL has established well equipped R & D facilities at Khetri Copper Complex and Indian Copper Complex.

The R & D section is fully responsible for improvement in quality of products, control of quality of raw material, improvement of recoveries and for maximizing in the recovery of bye-products. CHARECTERISTIC OF HINDUSTAN COPPER LIMITED 1. It is a sole mining cum metallurgical public organisation in the field of copper production. 2. Before economic liberalization 1991 HCL was only sole producer of copper in India and is still it is fulfilling 25% of copper demand for our country. 3. HCL is effectively exploring and utilizing 1% copper ore. 4. HCL, since many years is providing and producing LME grade of copper which is of the International Standard. 5. Being a public sector organisation it also fulfilling social objectives. OPERATING UNITS The company is operating the following units 1. Khetri Copper Complex (KCC), Rajasthan comprises two Underground Mines, one Concentrator Plant, Smelter Plant and a Refinery Plant of 31000 TDA capacity alongwith Acid & Fertilizer Plant. 2. Indian Copper Complex (ICC) at Ghatsila, Jharkhand comprises five Underground Mines, two Concentrator Plant, a Smelter Plant and a Refinery Plant of 16500 TPD capacity alongwith Acid Plant,

rrecious metal and other by-products recovery plant. 3. Malanjkhand Copper Project (MCP) in Madhya Pradesh comprises an Open Pit Mines, Concentrator Leach Copper Plant. OBJECTIVE OF HCL The objective of HCL is to undertake exploration prospecting and mining activity for minerals copper in particular; extraction and fabrication of metals and manufacture of by-products including sulphuric acid and fertilizer. HCL is also expected to undertake research in the field of metallurgy and develop consultancy services in copper mining, concentrator, smelting and refining. FUTURE OUTLOOK OF HCL In the present liberalized economy of the country with all trade barriers getting slowly dismantled the competition is increasing substantially. In this scenario HCL has identified certain areas which merit immediate attention so as to become competitive on substantial basis. These areas are : (i) Bench marking the operations of HCL with the best in the world. (ii) The company has to trim its manpower to remain competitive. HCL is taking steps to reduce manpower through VRS and closure of high cost mine of ICC. (iii) HCL is in the process of re-assessing the capacities of the smelters, reduce generation of seconderies with significant emphasis on quality. (iv) HCL is making all out efforts to enhance the production from low cost mines like Malanjkhand open cast project. (v) The company also study to make a slight shift of approach towards technology viz. Hydro-metallurgy which is being increasingly employed in the western world. PRODUCT The products of the company are as follows : Main Products ? Copper Wire Bars. ?

Copper Cathode. ? Copper CC Rods. ? Copper ETP Blocks. ? Copper Wire Bar Moulds. ? Copper Sheets. By Products ? Nickel Sulphate. ? Copper Sulphate. ? Selenium. ? Single Super Phosphate. ? Sulphuric Acid. ? Kyanite. ? Gold. ? Silver. MARKETING NETWORK The marketing network of the company is divided into four regions : ? Western Zone - Mumbai ? Southern Zone - Banglore & Chennai ? Northern Zone - Delhi & Indore ? Eastern Zone - Kolkata COMPETITOR OF HCL (i) STARLITE COPPER (ii) BIRLA COPPER COMPANY PROFILE KHETRI COPPER COMPLEX Khetri Copper Complex, a mining cum metallurgical complex is a major constituent of Hindustan Copper Limited;

A Govt. of India Enterprise with install capacity of 3100 Tones of electrolytic grade copper per annum. It was established in November, 1964. Khetri Copper Complex including Chandmari Copper Project comprises one open pit mines two underground mine, a concentrator plant, a smelter plant and an electrolytic refinery plant together with sulphuric acid plant and fertilizer plant. Khetri Copper Complex is situated in the cradle of Aravali Hills in the district of Jhunjhunu, Rajasthan, some 190 km South-West of Delhi & 180 km North of Jaipur, the state capital. It is at the northern end of a large copper belt extending from Singhana village to Raghnathgarh. It has two well developed township one at Khetri Nagar and other at Kolihan Nagar. HISTORICAL BACKGROUND The metal copper is a primitive metal and was also mined at Khetri in ancient times during the period of Mauryas. The first record mention of copper mining in this belt is found in "Ain-I-Akbari" written by Abul Fazal in the year 1590 during the period of Emperor Akbar the Great. ORGANISATION CHART OF KCC (Annexure) OBJECTIVE OF THE COMPANY (KCC) Objective established the goals and aims of business. It determines its shape of future event. Objective are the way of achieving motives of profit or self service. It represent a clear picture of activities which are sought to be achieve. The objective of KCC as follows : 1. Exploration and utilization of the copper reserves existing in our country. 2. Extraction and exploration of copper and by products to make the country self sufficient in the field of copper production. 3. Reduce power and fuel consumption by Rs.5 Crores. 4. Improve the grade ore minimum by 0.1%. 5. Reduce gross revert generation to 12%. FUTURE PLANNING 1. Expansion of Smelter Plant.

The company plans to increase the production of Blister Copper from 31000 Metric Tones to 45000 Metric Tonnes . 2. Development of Banwas Mines. 3. To undergo for disinvestment in the coming year or near future. PRODUCT The product list of KCC is as follows : Main Products ? Copper Wire Bars. ? Copper Cathode. ? Copper Sheets. By Products ? Sulphuric Acid. ? Nickel Sulphate. ? Single Super Phosphate. CUSTOMERS The customers of Company's product are - - For Copper : Defence, Railways other traders. - For Sulphuric Acid : Govt. Sector : IFFCO, IDPL, NFL, DNSU, NIPC, HSDE, BHEL, IOC etc. Private Sector : - Indian Pesticide, Bijnor. - Indian Phosphate Carbonate Marketing Ltd., Ghaziabad - Ljgotam Fertilizer, Rampur - Modern Agro Chemical Industry Ltd. etc. ACHIEVEMENT KCC for its final product copper cathode has obtained a certificate from quality management system ISO 9002 for its refinery plant, where copper cathode quality is produced. PRODUCTION The production of KCC is as follows : Year MIC (MT) CATHODES (MT) CCR (MT) SALES (MT) TURN OVER Rs.CRORES -------------- 2000-2001 ---------- 34065 ---------------- 42245 ---------- 30571 ------------- 41026 ----------------- 630 1999-2000 33462 38468 29937 37466 510 KHETRI NAGAR TOWNSHIP Modern townships at Khetri Nagar and Kolihan Nagar have been constructed for residential requirements of employees working in the Complex. At present, there are about 5000 residential quarters alongwith other amenities like sports grounds, hospitals, shopping centres, community centres, cinema house, guest house and club etc. Khetri Copper Complex has provided adequate educational facilities for the wards of its employees both in Khetri Nagar and Kolihan Nagar townships. The township has 2 Central Academy school, Convent school, 3 State school besides Nursery & Primary school. All the schools are houses in specious buildings constructed by KCC with ample open space for play grounds and are being provided total support (Financial or otherwise) by KCC. In addition to this,

facilities are provided by KCC to the other schools being run in the township. MAN POWER (Annexure) POLLUTION CONTROL KCC has taken substential measures right from the inception for handling and treating various emission and effluents stream before its is discharged to the environment. Subsequently the installation has been modified expanded in order to meet the requirement of pollution control. Some of the measure installation for this purpose are as under : 1. Installation of Sulphur Burner. 2. Construction of Tailing Dam. 3. Water Conservation in mines. 4. Plantation enrichment of green belt at massive scale. 5. Provision of oxidation ponds. In addition, a second Acid Plant also concepted to crub the pollution alongwith the double hood convertor in Smelter Plant. SOCIAL COMMITMENTS KCC from the beginning has taken keen interest in the welfare of its rural surrounding area. Today 85% of the workforce at KCC belong to the region where it stands. Another pressing aspect which attracted KCC was lack of communicational facilities in the region alongwith the perennial problem of drinking water in the region.

A pitched road was built for the first time in desert wilderness from Khetri Nagar to Chaonra, a village located at a distance of about 35 kms.. Simultaneously a water pipe was laid from Khetri Nagar to Chaonra and water connections were provided to all the villages located between Khetri and Chaonra. Today KCC provides drinking water to some 30 villages, apart from 15 to 25 water connections in the surrounding area of the township. SYNOPSIS TOPIC OF STUDY A comprehensive study of VARIOUS TRAINING ACTIVITIES at Khetri Copper Complex, Khetri Nagar, Rajasthan, a unit of Hindustan Copper Limited, A Government of India Enterprise. RATIONAL BEHIND THE STUDY In order to ensure effective functioning of the organisation some or the other type of training activities for personnel is required. Training is needed not only for newly recruited employees who are to learn how to perform their jobs but also for the already existing employees, because of the rapid technological changes. It is wrong to think that the absence of a scientific and systematic training programme results in the dimension of the training costs. It will rather enhance the training cost because in that case the employees will try to train themselves by trial and error method by observing others which will naturally not only consume longer time but also may not enable the employees to learn the best operating method. Organisational effectiveness is a function of effectiveness of the resources viz. Men, Material & Machine, employed by the organisation. Since most of the organisations today operate in an environment of constraints and changing technology it becomes necessary that proper attention is given to optimal utilisation and maintenance of these resources.

Training and development function provides the necessary inputs to the organisation to combat with the problems fixed by changing times. Training also assist those who have been denied formal training but who would like to learn, grow and contribute to the society. The basic facts inherent in the concept of the training programmes are mainly of four folds : 1. To bring the current performance of each individual upto the highest attainable level and to develop whatever potential he may have for growing. 2. To ensure the availability of the qualified manpower as required to meet the organisation current and future needs. 3. To ensure consistently high utilisation of individual managerial and administrative capabilities. 4. To create a climate in which the individual can best attain his own goals as well as the company's goals also. OBJECTIVE OF STUDY 1. The main objective is to study the importance of training at Khetri Copper Complex (K.C.C.). 2. To study the various functions performed by the training department. 3. To study the various types of training programmes conducted at Khetri Copper Complex. 4. To find out the degree of relevance of the training programmes conducted at traing centre to meet the department needs and organisation needs. 5. To know how various training programmes are being designed. 6. To know how the training needs are identified. 7. To know various training facilities available at training department of KCC. 8. To find how effectively various training programmes are being conducted at the training department. METHODOLOGY Evaluation of the existing Training Programmes : 1. Preliminary Discussion : I met with Mr. A.K. Verma, Asstt.Manager (Training) of K.C.C. and enquired from him about the past training programmes and also have a warm discussion about the training programme which were going in the company. Then I met with Mr.P.S. Bhattacharjee, AGM(Personnel) and Mr. S. Chatterjee,

Asstt.Manager (Personnel) and had a detailed discussion with them about the training programme. The discussion was fruitful and an idea of the last programme was acquired. 2. Going through records : I went through relevant papers, files and documents where from I got an idea about (i) Subject/topic covered; (ii) time alloted to each part of the training; (iii) names of the trainers; (iv) who were the participants and (v) how they were selected. 3. Feed back from the people through interview and written questionnaire involved: a) Trainees (Workmen) I personally met the workers who had undergone the last programmes. I had a dialogue with them and took interview. b) Supervisors & Executive After completion of interview of workers, I prepared a questionnaire for the Supervisors and Executives who were to deal with and look-after of those workers whom I met. c) Trainer I also prepare another set of question for the Trainer and took their point of view on the existing training programmes. d) Union People Then I met with the union people and took their point of view also. e) H O D At last I met with the top authority of K.C.C. and took their interview and their point of view on the present training programme and took their suggestions. EXPECTED CONTRIBUTION With the critical study of various training activities at KCC, it is expected that : 1. There is a proper utilisation of resources specially men. 2. How training can be made further more effective for better productivity and harmonious industrial relations. 3. To find out the areas where more importance to training should be given. 4. To make training more effective.

INTRODUCTION TO STUDY Training is a short term process utilising a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose. Training is a process of increasing knowledge and skill for doing a particular job. The purpose of training is basically to bridge the gap between the job requirement and present competence of an employee. Training is aimed at improving the behaviour and performance of a person. It aims at imparting to new entrants the basic knowledge and skill required for efficient performance. It also assist the employee to function more efficiently in their present position by exposing them to the latest concept information and techniques. It is a never ending or continuous process. Training is a process through which a person's knowledge, skill and attitude are improved for a better performance and achieving the organisational goal. Training may be for development of human resource and also for retention. In a factory nothing remains static. On the contrary modernisation is progressively introduced. Therefore, there can not be an end of training. Constant efforts are required to be made for increasing the standard of efficiency of the workers. To cope with the change situation and augment the level of performance persons who have been working for a pretty long time need to be exposed to training. ESSENTIALS OF TRAINING The requirement of training programmes may be conveniently grouped into 8 heads which may be consider as essential. 1. Knowledge The first essential, therefore is that every person should have adequate knowledge about the men, material and the organisation concern. 2. Attitude But knowledge is not end itself.

It must be directed towards creating the right attitude on the part of the staff so as to identify themselves with the policy of the management. This make the trainee self confident and responsive towards the work. 3. Training for all Training is a process which never cease until the day of final retirement. It is a continuous process of directions, correction, improvement at every level of employment. 4. Active participation Training is a school where teaching is a joint endeavor conducted in active participation of the trainer as well as the training. This method of training and mutual consultation provides and opportunity to find a remove the cause of indifference or resistance and thus give them confidence in their knowledge and future development. 5. Timing of training Training in its concrete expression must be timed extremely carefully with the trainees progress. If it is not cautiously timed then it can hamper the growth of the training. 6. Conformity of objective Training must be based on the condition in a particular department or organisation at every stage and in every detail it must be line with the policy and aims of the department which it serves. 7. Fulfilling certain needs of employees Training programmes in order to effective should be directed to fulfill certain basic needs of employees in an organisation so that they can turn out to be better suited for the discharge of their present or future responsibilities. These needs fall under 3 heads - a) Need for improved social skill such as communication human relation. b) Need for improved skill in certain managerial function such as planning, delegation,

co-ordination, control, training, evaluation etc. c) Need for more knowledge such as technical policies and procedure. 8. Management climate Lastly the favourable attitude of the top management to the day-to-day process of growth of the managerial cadre as well as the operative level of the employees is of paramount importance in the success of the training programme. NEEDS AND IMPORTANCE OF TRAINING Employee selected for the job might lack the qualification required to perform the job efficiently. New and inexperienced employees required detail instruction for the effective performance of the job. Increasing use of fast changing techniques requires training into new technology. In order to survive and grow an organisation must continuously adopt itself of the changing environment. In order to face international competition the firm must upgrade their capabilities. Existing employees need refresher training to keep them update of new knowledge. Training becomes necessary when an employee moves from one job to another due to promotion and transfer. It helps to prepare for higher level of job. A well planned and well executed training programme can provide following advantages : 1. Higher productivity : Training helps to improve the level of performance. Trained employee performance better by using better method of work thereby resulting in higher productivity. 2. Reduce learning time : In absence of systematic training programmes employee have to learn by trial and error method or by observing other which usually takes longer time but also teach the best way of doing a thing. 3. Heightened moral : Proper training can develop positive attitude among employee. Moral can be heightened through elaborate personnel and human relations programme. 4. Reduce supervision : Although training does not eliminate the need supervision yet it reduces the need for constant and detailed supervision because the trained employee is one who can perform his work with limited supervision. Training makes employee self reliant in his work. 5. Reduce grievances, absenteeism and turn-over :

Trained employees can experience the direct satisfaction associated with a sence of achievement and knowledge while working they feel that they are developing their inherent capabilities of work. 6. Standardisation : Well trained workers are less likely to make operational mistakes. Hence with the help of training the work methods can be standardised and made available to all the concern which will result in better performance. 7. Reduce accidents : Most of the accidents take place because of deficiencies in employees rather then of faults in equipment or working condition. Training improves both the skill and safety attitude which ultimately result in reduced number of accidents. 8. Reduce waste and less damage to plant and machine : As the training reached the best way of doing job and handling of the machines, it results in less wastage and least damages to equipment etc. Trained personnel always make better and economical use of material and equipment. 9. Meeting special manpower requirement : Many times organisation may need totally new skills. In such eventuality it will be better proposition to trained promising personnel from within the organisation in the new skills rather than to go for fresh recruitment from outside organisation. 10. Beneficial to employees : As employee acquire new knowledge and job skills through training they increase their market value and earning power. The possession of useful skill enhance their value to their employer and thereby increase their job security. Training may also qualify them for promoting to higher and more responsible jobs.

Thus increase their status. 11. Beneficial to management : With the help of trained personnel a manager in better position to plan organise the direct and control his affairs more efficiently because the trained personnel understand, co-operate and involve themselves in the direction of achievement of organisational objectives. 12. Increased organisational stability and flexibility : An organisation is concerned stable only when it has the ability to sustain to effectiveness despite the loss of its key personnel which is possible only through the creation of reservoir of training replacement. Similarly the flexibility of the organisation required its ability to accommodate short run variation in the volume of the work. This can be achieved by developing multiple skills among its personnel through training. 13. Obsolescence prevention : Training programme faster the initiative and creativity among employees and help in preventing manpower obsolescence which may arise due to age, lack of motivation, inability of person to adopt himself to the technological changes.