1. Our vision
To be a premium global
conglomerate with clear focus on each business.
Our Mission
To deliver superior value to our
customers , shareholders , employees and society at
large.
Our values
Integrity
Commitment
Passion
Seamlessness
Speed

2. HIRMI CEMENT WORKS
Unit Vision
“To become a world class manufacturing unit with focus on Safety, Health ,
Environment ,Customer Satisfaction Benefiting all stakeholders and encompassing
Cost Effectiveness”
Hirmi Cement Works, UltraTech Cement Limited is
part of the US $40 billion Aditya Birla Group. The company has an installed
capacity of 5 Million Tonnes Per Annum (MTPA).UltraTech Cement
provides a range of products that cater to all the needs from laying the
foundation to delivering the final touches. The range includes Ordinary
Portland Cement, ,Portland Pozzalana Cement, Ready Mix Concrete.

3. OBJECTIVES OF THE STUDY
 To find out reasons of high employee turnover and
calculating rate of turnover.
 To measure effectiveness of all facilities, benefits
and retention scheme being provided by company.

4. RETENTION STRATEGY AT UTCL
HIRMI CEMENT WORKS
 Internal Recruitment System (IRS) Policy
 CEP (Continuing Education Policy)
 Loans (Marriage / Furniture / Vehicle)
 Cement Business Scholarship/Pratibha Scholarship
 Professional Membership
 Super Annuation
 Gratuity Scheme
 Company Car loan
 Nishchinta / Sunishchit
 Medical facilities

5. o Free Electricity Unit usage
in HCW Township.
o Transport facility.
o Leave Travel Allowance.
o Own your own car scheme.

6. APART FROM COMPETITIVE SALARY HIRMI CEMENT
WORKS PROVIDES
S.No Benefits and Facilities
1 Housing
2 School
3 Medical centre
4 Departmental store
5 gym
6 Discounted electricity
7 Club membership
8 Recreation centre
9 Garden, park ,Temple , playground
10 water
11 cooler
12
13
Security
Transportation (bus)
“A high salary
may bring
employee but
benefit retain
them”

7. FINDINGS
 In spite of having all this facilities still there is
 Low productivity
 Employee turn over is comparatively high
 Stress level is very high
 Company is unable to become world class
manufacturing unit

8. SUGGESTIONS
 Giving job description every year with New Year
greeting card to employees.
 Performance report card
 Polices for college dropout employee have more
than 15 year of experience with organization.
 There should be additional “ permanent disability
insurance for employees work in mechanical,
project and TPP.

9. CONCLUSION
In most of MNC’s work stress is big
problem in retaining key employees and
management cadre employees. Company should
takes some initiatives to make workplace more
pleasent,harmonous and productive.