Shree Cement is an Indian cement manufacturer founded in 1979 in Rajasthan. It has expanded to several locations in northern India and produces cement and power. The document provides details on Shree Cement's plant locations, products, mission, strategies, organizational structure, SWOT analysis, key responsibilities, department functions, HR practices, procurement processes, finance systems, and advantages and disadvantages of its organizational structure.

1. ORGANIZATIONAL STRUCTURE TRAINING
AT
SAURABH VISHAL
CHRIST UNIVERSITY

2. INTRODUCTION
Shree Cement is primarily an Indian cement manufacturer. It was founded in Beawar in
the Ajmer district of Rajasthan in the year 1979, and is now one of the biggest cement
makers in Northern India spread across Beawar, Ras, Khushkhera, Jobner (Jaipur) and
Suratgarh in Rajasthan, Laksar (Roorkee) in Uttarakhand and Aurangabad in Bihar. It also
produces and sells power under the name Shree Power (Captive Power Plant) and Shree
Mega Power (Independent Power Plant).

3. PLANT LOCATIONS
CEMENT PLANT LOCATIONS
• Beawar, Ras, Khushkhera, Jobner (Jaipur) and Suratgarh in
Rajasthan
• Laksar (Roorkee) in Uttarakhand
• Aurangabad in Bihar
• Raipur in Chattisgarh
• Panipat in Haryana
POWER PLANT LOCATIONS
• Beawar in Rajasthan
• Ras in Rajasthan

4. PROFILE OF THE PRODUCTS
The Company offers products, such as cement and clinker.
It operates through two segments:
• Cement : Shree Ultra, Bangur Cement and Rockstrong
Cement. Shree Ultra is the Company's flagship brand, which
has two variants, such as Shree Ultra OPC and Shree Ultra
Jung Rodhak Cement.
• Power: 612 MW Power Plant & 111 MW Waste heat
Recovery Plant

5. MISSION
• To sustain it’s reputation as the most efficient cement manufacturer in India
• To strengthen realizations through intelligent brand building.
• To drive down costs through innovative plant practices
• To increase the awareness of superior product quality through realistic and convincing
communication with the customers.
OBJECTIVE
• To register a strong consumer surplus through a superior cement quality at affordable
prices.
STRATEGIES
• Enforce good governance practices.
• Inculcate Integrity of conduct.
• Ensure transparency and credibility in communication.
• Remain accountable to all stakeholders.
• Encourage socially responsible behavior.

6. ORGANIZATION STRUCTURE

7. SWOT ANALYSIS
STRENGTH
Skilled Upper Level Management
Location is in proximity to rocky surface and raw
materials
Own Powerplant and Waste heat generation plant
Transporation through own railway tracks
Corrosion free and reliable cement
Financial Resources are strong
Installation of aircooled condenser educes 90% of
electicity consumption.
WEAKNESS
Lack of PAN India presence.
Competitive Vulnerability
Production of a single vertical(Cement) and no
diversification.
Less Advertising as compared to it’s competitors.
Dealer Network is less than other companies
Technical Knowledge is less at lower level of
employee.
OPPORTUNITIES
Exposure of quality.
Road projects , infrastructure developments and
rural housing work are on the anvil in near future,
hence the sale may increase.
It can undertake merger and acquisition projects
with weaker counterparts.
Booming real estate sector.
It can also involve in production of forward
integration products and by-products.
THREATS
The advertising policies of other companies.
Emerging and existing competitors are located
near the main plant who can steal market share.
Price fluctuation
Change in govt. policy as they may increase the
tax.

8. KRAS OF SHREE CEMENT LTD.
• Optimization of project cost.
• Fast Project Execution.
• Compassionate approach towards community and
environment.
• Improving the company’s main product Cement’s
competitive positioning and productivity.

9. FUNCTIONS OF VARIOUS DEPARTMENTS
Marketing
• It is responsible for product and customer centric marketing of the
product. They have led to a remarkable shift at Shree from a Production-
centric to a customer-obsessed organization.
• They are positioning the product into the market as a longer life
emphasizing product longevity.
• They have accelerated the footholds through a stronger Rs.3 Crore
advertising campaign for its Red Oxide brand in regional Print and
Electronic Medium.
Project
• Project Department further subdivided into the Project-Civil and Project-
Mechanical.
• They are responsible for all technical operations within the Plant
involves maintenance and erection of the machinery and the Civil
buildings.
• They are also responsible for risk assessment for ongoing processes.

10. Operations
• Operations Department is responsible for planning of raw materials for
the purpose of procurement in order to maintain the production levels.It
comprises the purchase department.Procurement part of the Operations
Department is responsible for manging the vendors for raw material and
the supply chain.
• Operations department is also responsible for the Quality Control of the
materials produced.They test the finished product to make sure it has the
qualities and characteristics specified in the product request. They verify
drawings for proper approval. They check the qualifications of production
workers to make sure the workers have the training and certifications
required for the work they are carrying out.
Finance & Accounts
• Finance functions – dealing with the sourcing, control of funds and
finances as well as concurrence of proposals.
• Accounts function – dealing with the preparation of financial statements.
• Legal function – compliance and adherence of various laws.
• Audit functions – compliance with company rules & regulations. MIS
functions – providing the management with data for decision making.

11. Human Resource
• Human Resource Planning and Recruitment
• Training & Development : Related to assessment of requirement of
training, imparting training through training modules and assessment of
its impact
• Promotions and transfers: Related to career growth of the employees and
meeting organizations requirement of trained and experienced
manpower.
• Performance Management: Relates to assessment of performance of
employees against set goals and linking it with reward and growth.
• Wage and Salary administration: Management of employees’
compensation, incentive schemes, bonus allowances etc.
• Employee Welfare : Meeting the social requirement of the employees
Logistics
Logistics department is responsible for management of transporation of raw
material and finished products.The cement produced at the plants is
transported to the dealers and godowns.The reverse logistics at Shree
Cement Ltd. makes flyash available which saves cost and help in
sustainable growth.These all activities of transporation and fulfillment are
managed by Logistics Department.

12. SIGNIFICANT FACTORS FOR SUCCESS
People as Progress Drivers : Shree believes that what is present in the minds of people is more valuable
than the assets on the shop floor.All the company’s initiatives are directed to leverage the value of this
growing asset.
Teamwork : Shree leverages effective team working to generate a sustainable improvement
Leaders at every level : Shree believes in creating leaders not just at the organizational apex but at every
level,resulting in strong sense of emotional ownership.
Cultural Innovation : Shree believes that what is good can be made better across the organization.
Customer Focus : Shree is commited to deliver a superior quality of at attractively affordable prices.
Shareholder Value : Shree is focused on the enhancement of value through a number of strategy and
business initiatives that generate larger and a better quality of earnings.
Community and environment: Shree’s community concern extends from direct assistance to safe and
dependable operations for its members and the environment.

13. ERP BUSINESS SUITE

14. HRD MEASURES
Role Of HR at Shree Cement Ltd.:
• Human Resource Planning and Recruitment : Relates to assessment of manpower
requirement and to meet that requirement through recruitment from internal or
external sources
• Training &Development : Related to assessment of requirement of training,
imparting training through training modules and assessment of its impact
• Promotions and transfers: Related to career growth of the employees and meeting
organizations requirement of trained and experienced manpower.
• Performance Management: Relates to assessment of performance of employees
against set goals and linking it with reward and growth.
• Wage and Salary administration: Management of employees’ compensation,
incentive schemes, bonus allowances etc.
• Employee Welfare : Meeting the social requirement of the employees
• Employees’ relations : Relates to maintaining conduce environment for smooth
conduct of work. h. Discipline management : Relates to ensuring discipline at work
place and taking disciplinary action.

15. MANPOWER PLANNING
Human Resource Planning means ensuring that the right numbers of people with right
skills are available at right place, at right time so that the business goals of the Shree
Cement Ltd. are realized. The HR plan takes into account:
• Taking stock of the existing manpower, their skill and competence and their age
profile
• Analyzing impact of technological changes on job profiles in terms of which of the
existing jobs has been /will get eliminated and which new jobs will required to be
performed
• The skill and competence that will be required for the future
• Redeployment of manpower to fill up the skill gaps
• The training and development of the manpower to meet the present as well as future
requirement of the company
• The induction of manpower through internal as well as external sources that should
be made.

16. PERFORMANCE APPRAISAL SYSTEM
The performance appraisal system at Shree Cement is done
by assigning the KRAs to the employees of all the
departments.The KRAs(Key Responsibility Areas) are filled
by the Employee himself and than by his Reporting
Manager.The Human Resource Department reviews the
KRAs and considering the performance and
conduct,prepares the ACR(Annual Confidential
Report).The appraisals are declared in April,which includes
hike in salary/Promotions/Demotions.This appraisal is
implemented in June.The employees who have served the
organization for more than 6 months fall in the Appraisal
Cycle .

17. Shree Cement has implemented procurement module of Oracle based ERP.ERP stands for
Enterprise Resource Planning.
• E-procurement module : It is used for placing enquiries and Request for Quotations to the
Vendors.Placing Order against the Quotes and routine followups with the vendors.
• E-Bidding Module : It is used for e-tendering.The tenders are placed on this portal for bulk
purchases and work orders against which the suppliers fullfiling the pre-qualifying
conditions bid against the Requirement
SYSTEM FOLLOWED FOR PURCHASE OF
MATERIALS

18. FINANCE AND ACCOUNTS
DEPARTMENT
They use the Oracle Business Suite ERP Software for Finance Management. The
activities of the department can be broadly classified into the following categories:
1. Finance functions – dealing with the sourcing, control of funds and finances as well
as concurrence of proposals.
2. Accounts function – dealing with the preparation of financial statements.
3. Legal function – compliance and adherence of various laws.
4. Audit functions – compliance with company rules & regulations.
5. MIS functions – providing the management with data for decision making.

19. FINANCIAL AND OPERATIONAL
HIGHLIGHTS FOR LAST FIVE YEARS

20. ADVANTAGES AND DISADVANTAGES
OF ORGANIZATIONAL STRUCTURE
Transparency in responsibility
and authority
All Departments are working
in parallel towards common
objective
Believes in Expansion of
capacity rather than
Acquisitions.
Enhanced Managerial
Effeciency
Formal Organization Culture
where each person can’t
directly meet higher authorities
Conflict Of Interest
Difficulty in fixing
Responsibility
ADVANTAGES
DISADVANTAGES

21. THANKYOU