1.

1 Manufacturing Industry
Manufacturing is an integral and huge part of the economy. It involves the
processing and refinement of raw materials, such as ore, wood, and foodstuffs,
into finished products, such as metal goods, furniture, and processed foods. The
term manufacturing refers to the processing of raw materials or parts into finished
goods through the use of tools, human labor, machinery, and chemical processing.

Manufacturing allows businesses to sell finished products at a higher cost than the
value of the raw materials used. Large-scale manufacturing allows for goods to be
mass-produced using assembly line processes and advanced technologies as core
assets. Efficient manufacturing techniques enable manufacturers to take advantage
of economies of scale, producing more units at a lower cost.

Converting these raw materials into something more useful adds value. This
added value increases the price of finished products, making manufacturing a very
profitable part of the business chain. Some people specialize in the skills required
to manufacture goods, while others provide the funds that businesses need to
purchase the tools and materials.

Manufacturing industries fall in the secondary activities People employed in the

secondary activities manufacture or process primary materials into finished goods
the workers employed in steel factories, car, breweries, textile, industries etc, fall
into this category. The economic strength of a country is measured by the
development of manufacturing industries. In this chapter, we shall read how India
has made progress in the industrial field.

Production of goods in large quantities after processing from raw materials to

more valuable products is called manufacturing.

1.1.1 Famous Manufacturing Institutions In India

1) DCM Shri Ram Rayons Ltd

DCM Shri Ram Rayons Ltd, a unit of Shri Ram Industries Ltd, was
established in 1965 to produce rayon tyre cord. The company is involved in
the production of industrial fibre, such as rayon tire yarn, cord, and
fabric/chafer for tires, as well as other industrial applications like stitching
cord and reinforcing materials. The company is also engaged in producing
sugar, alcohol, organic and inorganic chemicals, drug intermediates, and rayon
products. Key details about DCM Shri Ram Rayons Ltd include:Authorized
Share Capital: INR 65.00 croresTotal Paid-up Capital: INR 32.50 croresBook
Networth: INR 9.09% for the financial year ending 31 March, 2022Last
reported Annual General Meeting (AGM): 8 August, 2022

Fig 1.1 Logo of DCM Shriram

2) SRF Limited

SRF Limited is an Indian multinational chemicals conglomerate that

manufactures industrial and specialty intermediates, technical textiles, tyre
cord fabrics, belting fabrics, coated fabrics, and other products. The company
operates chemical and polymer plants in Rajasthan, Uttarakhand, and Gujarat,
India, and its technical textiles plants are located in Tamil Nadu, Madhya
Pradesh, and Uttarakhand. SRF Limited is a subsidiary of Kama Holdings
Limited and has over 8,000 employees worldwide.
 Fig 1.2 Logo of SRF Ltd

3) Tata Technologies

Tata Technologies is a global engineering and product development digital

services company that provides services to the automotive, aerospace,
industrial heavy machinery, and other industries. The company provides
services in engineering and design, product lifecycle management,
manufacturing, product development, and IT service management to
automotive and aerospace original equipment manufacturers as well as other
industries.Tata Technologies is a subsidiary of Tata Motors and has its
headquarters in Pune, Maharashtra, India. As of 2023, the company has a
combined global workforce of more than 11,000 employees across its 18
delivery centers in North America, Europe, and the Asia-Pacific region The
company's stock is traded on the Bombay Stock Exchange (BSE) and the
National Stock Exchange of India (NSE).

Fig 1.3 Logo of Tata Technologies

4) The Birla Group

The Birla Group is a prominent Indian conglomerate with a rich legacy and
diverse business interests. The group encompasses several entities, including
the CK Birla Group and the Aditya Birla Group. Here are some key details
about these entities: CK Birla Group:The CK Birla Group is a US $2.8 billion
diversified conglomerate operating in technology and automotive, home and
building, and healthcare.

Fig 1.4 Logo of The Birla Group

5) Saakshi Medtech and Panels Ltd (SMPL)

Saakshi Medtech and Panels Ltd (SMPL) is a company founded in 2001 by

Mr. Vijay Latkar, a technocrat and a veteran General Electric employee. The
company operates in three different business verticals: medical, electrical, and
mechanical. SMPL's strength lies in its multi-disciplinary teams within
marketing, engineering, procurement, logistics, quality, and testing. Key
details about Saakshi Medtech and Panels Ltd include: The company is a well-
known name in the white-label product manufacturing industry and is
committed to providing high-level mechanical assembly. SMPL operates from
three locations in Pune's Industrial Zone. The company is committed to safety
and environmental regulations to ensure the safety of its employees and
prevent any harm to the environment. SMPL's policy is to communicate its
environmental commitment to clients, customers, and the public and
encourage them to support it. The company aims to operate in compliance
with all relevant environmental legislation and strive to use resources in an
environmentally responsible manner.
 Fig 1.5 Logo of Saakshi Medtech and Panels Ltd (SMPL)

6) ACC Limited

ACC Limited, a subsidiary of the Aditya Birla Group, is one of India's largest
manufacturers of grey cement, ready-mix concrete (RMC), white cement, and
pre-cast concrete products. The company has a consolidated capacity of
137.85 Million Tonnes Per Annum (MTPA) of grey cement, 3.68 MTPA of
white cement, and about 10.35 MTPA of ready-mix concrete in India, UAE,
Bahrain, and Sri Lanka. ACC operates 23 integrated manufacturing units and
29 grinding units across India, UAE, Bahrain, and Sri Lanka. The company's
white cement division is a leading player in the Indian market, offering high-
quality white cement products.

Fig 1.6 Logo of ACC

7) Aarti Industries Limited (AIL)

 Aarti Industries Limited (AIL) is a leading Indian manufacturer of specialty
chemicals and pharmaceuticals, with a global footprint. Established in 1984,
the company manufactures chemicals in benzene-based derivatives, such as
Nitro Chloro Benzenes (NCBs), Di-Chloro Benzenes (DCBs),
Phenylenediamines (PDAs), Nitro Toluene Value Chain, and Equivalent
Sulphuric Acid (E.S.A.) & downstream. Aarti Industries operates through two
segments: specialty chemicals and pharmaceuticals. Aarti Industries has 21+
manufacturing units, over 100 products, and more than 700 domestic
customers. The company has a significant presence in the international
market, with 400+ export customers in 60+ countries, including major
presences in the USA, Europe, and Japan.

Fig 1.7 Logo of Aarti Industries Limited (AIL)

1.1.2 Importance of Manufacturing

1. The economic strength of a country is measured by the development of

manufacturing industries.
2. Manufacturing industries not only help in modernising agriculture, they
also reduce the heavy dependence of people on agricultural income by
providing them jobs in secondary and tertiary sectors.
3. Industrial development is a precondition for eradication of unemployment
and poverty from our country.
4. Export of manufactured goods expands trade and commerce, and brings
foreign exchange.
 5. India's prosperity lies in increasing and diversifying its manufacturing
industries as quickly as possible.
6. Countries that transform their raw materials into a wide variety of
furnished goods of higher value are prosperous.

1.2 Industrial Growth - Complementary of Agriculture and

Industry:

1. Agriculture and industry go hand in hand and are supplementary to each

other in many ways.
2. Industry provides new tools, and implements as well as other inputs of
agriculture to boost agricultural productivity.
3. The agro based industries depend on agriculture for raw materials and
industries sell their products such as irrigation pumps, fertilizers,
insecticides, pesticides, plastic and PVC pipes, machines and tools, etc. to
the farmers.
4. Thus, development and competitiveness of manufacturing industry has not
only assisted agriculturists in increasing their production but also made the
production processes very efficient.
5. The surplus labour of agriculture is supplied to industry by the steady
migration of the working population from the rural to the urban sector.
6. Agriculture is a major supplier of raw materials to many industries. Raw
cotton, jute, oilseeds, sugar etc. are principal agricultural products and are
the raw materials for the textiles, edible oil, soap, sugar and many food
industries.
7. Agriculture is an important purchaser of our industrial output, fertilizer
industry is an example of how industrial growth could be helped by the
growing demand of modernisation in agriculture.

1.3 Contribution of Industries to National Economy

Over the last two decades, the share of manufacturing sector has stagnated at 17
percent of GDP - out of a total of 27 percent for the industry which includes 10
percent for mining, quarrying, electricity and gas.

The trend of growth rate in manufacturing over the last decade has been around 7
percent per annum. The desired growth rate over the next decade is 12 percent.
Since 2003, manufacturing is once again growing at the rate of 9 to 10 percent per
annum. The National Manufacturing Competitiveness Council (NMCC) has been
set up with this objective.

Industrial Location: Industrial location is influenced by availability of raw

material, labour, capital, power and market, etc. It is rarely possible to find all
these factors available at one place. Consequently, manufacturing activity tends to
locate at the most appropriate place where all the factors of industrial location are
either available or can be arranged at lower cost.

(i) Physical factors: Availability of raw material, power resources, water and
favourable climate.

(ii) Human factors: Labor, market, transport facilities, capital, banking and
government policies etc.

1.4 Industry – Market Linkage :

Thus, industrialisation and urbanisation go hand in hand. Cities provide markets
and also provide services such as banking, insurance, transport, labour,
consultants and financial advice, etc. to the industry. Many industries tend to
come together to make use of the advantages offered by the urban centres known
as agglomeration economies. Gradually, a large industrial agglomeration takes
place.

1.3.2 Classification of Industries

1) On the basis of capital investment:

(a) Large scale industry : Employing large number of laboures for example :
cotton textile.
(b) Small scale industry : Employing small number of laboures, owned and un
by individuals For Example: Preparation of gur and khandasri

2) On the basis of raw material used:

a) Heavy Industry : Use heavy and bulky raw material and produces similar
material. For example: Iron and Steel industry
b) Light industry : Use light raw material and produce light goods. For
example: Electric fans, Sewing machines etc

3) On the basis of ownership :

a) Private: Industries owned and run by private individuals like Tata Iron &
Steel Company, Reliance Industries
b) Public: An industry in which a state government or its agencies undertakes
economic activities and controls means of production and distribution
c) Joint : Industries which are jointly owned by both the state and some
private industrialists or firms
d) Cooperative: Industries owned and organized by members form a
cooperative society and pool their resources for profits and losses.

4) On the basis of the source of raw material :

a) Agro based: Derives raw material from agriculture. For example: Cotton
textiles, Sugar.
b) Mineral based: Derives raw material from mining. For example: Iron and
steel industry.

5) According to their main role :

a) Basic or key industries : Industry on which several large-scale and small-
scale industries depend, e.g., Iron and steel, chemical.
b) Consumer industries : Industries which produce goods like plastics,
utensils for the consumption of people
The World of DCM Shriram Rayons

History and Journey of DCM Shriram

A New Beginning & A Visionary

Born into a modest family, Sir Shri Ram (1884-1963), in 79 years of his life, went
on to set up one of India’s largest business houses - the DCM Group. In 1909, Sir
Shri Ram joined DCM (Delhi Cloth Mills) at the age of 25 years. For another
decade after that, he ran the company with his father, but the latter slowly faded
out and Sir Shri Ram assumed full formal charge. During World War I, Sir Shri
Ram bagged a huge contract for the supply of tents to the army and earned huge
profits. He further invested the profits in buying DCM Shriram shares. Sir Shri
Ram wanted DCM Shriram to expand and over time, he diversified the company
into many other businesses.
Restructuring

The company continued to grow and diversified into the business of

manufacturing of cotton, synthetic yarn and textiles, rayon tyre cord, sugar,
alcohol and confectionery, heavy chemicals and fertilisers, PVC resins and
compounds, electronic desk calculators, etc. In 1990, DCM Shriram was split into
four distinct companies: DCM, DCM Shriram Industries, Shriram Industrial
Enterprises and DCM Shriram Consolidated. DCM Shriram Consolidated Ltd.
took over one third of the businesses of DCM Shriram Ltd by merging Shriram
Fertilizer & Chemicals, Shriram Cement Works, Swatantra Bharat Mills and
DCM Silk Mills..

He had said, "Management in business is essentially a matter of human relations

DCM started its journey with the incorporation of a public limited Company on
March 26, 1889, in the name and style of Delhi Cloth & General Mills Co. Over
the years, the DCM Group became one of India's largest conglomerates.

HRD, team work & employees participation are key thrust areas of management.
Customer satisfaction is the prime focus of entire enterprise. Industry won many
safety awards from ministry of labor, govt of India. An award of excellence in
pollution control compliance has been given by Rajasthan state pollution control
board. To keep pace with the current stringent air pollution control standards, the
company has installed two electrostatic factors have contributed to the
organization growth.

In industrial relations, the company philosophy is based on the concept that

employees are the most important asset in its economic activity & this has, with
the passage of time seen the implementation of numerous welfare schemes & built
up the feeling that the employees, now numbering 1120 approx. are considered as
part of one family the DCM. Build up a team of professional managers 7
competent employees who have been largely responsible for its growth.

Company Profile

About Shriram Rayons

DCM Shriram Limited, headquartered at New Delhi, is a leading integrated

business entity primarily encompassing agri-rural business, sugar business,
chloro-vinyl business and other value added business divisions. The
conglomerate, an offshoot of the reputed erstwhile DCM Group, recorded a
remarkable turnover of `7,684 Crores in the last financial year (FY 2018-19). The
company’s operations are mainly based in the Indian subcontinent, however, it’s
hybrid seed operations ‘Bioseed’, which started in Hyderabad (India) has a global
footprint with presence in Vietnam, Philippines, Thailand and Indonesia.

DCM Shriram has manufacturing facilities of Fertiliser, Chloro Vinyl and Cement
in Kota (Rajasthan) and of Chlor- Alkali in Bharuch (Gujarat). The company
operates coal-based captive power, facilities – in Kota and Bharuch (Gujarat).
DSCL Sugar factories are located in Ajbapur, Rupapur, Hariawan and Loni in
Uttar Pradesh. The Hybrid seed operations ‘Bioseed’ is based out of Hyderabad.
Fenesta windows fabrication units are located in Bhiwadi, Mumbai, Hyderabad
and Chennai. DCM Shriram constantly strives to build a world class learning
organisation to win and excel in all its endeavours.

In an increasingly competitive global business environment, DCM Shriram’s

vision is to continue to strengthen and grow its commodity businesses as well as
its “customer” and “knowledge based” products & services. Our growth has been
led by strong financial performance and our resolute quest for innovation.

However, as an organisation, we go beyond financial metrics and ardently believe

in creating unparalleled stakeholder value through our social, people centric and
environmental interventions.
Shriram rayon‟s is a unit of DCM shriram industries limited established in 1965
with technical know-how from beau nit fiber inc.USA for manufacturing high
tenacity rayon tyre yarn, cord, fabrics for industrial applications. Chemicals like
carbon disulphide and sodium sulphate were also setup. It also developed wide
markets for its rayon tyre yarn/cord/grey & dipped fabric in Europe, North east &
Middle east countries. Accredited by ISO 9002 from reputed RWTUV, Germany.
Shriram rayon is the only producer in india having its own dipping treatment
facility & fabric weaving plant with latest shuttle less weaving machines. The
quality of Shriram rayon‟s product has been widely accepted in the international
market & the company is committed to excellence & growth with active
participation of all employees. The company‟s philosophy is to maintain excellent
industrial harmony inside & outside the factory. Shriram rayon‟s is committed for
continuous growth in export by quality improvement through their technically
qualified & experience manpower. Regular training programmes are conducted
for employees development at all levels. Shriram rayon‟s has installed another
state-of-the-art dipping machine, which is capable of dipping nylon, polyester tyre
fabrics. Shriram rayon‟s is also pioneer in producing dipped nylon chafer in India.
Units annual turnover is approximate Rs150 crores having its 90% share of
experts.
History of the company

By the year 1960, Delhi cloth mill got established in India. Sir Shriram, as an
entrepreneur had foresighting for industrialization in India. He always sensed for
the requisites of the mass. He was a successful industrialist into Textile, sugar and
chemical etc. His ambitions were prominent to venture in to vehicle segment. The
industrial city of Rajasthan, Kota has abundance of water and electricity .this
encouraged Sir Shriram to file an application on April 28, 1960 to the
Government. After proper assessment by the central Government, permission was
granted to establish the factory in kola by the name of “Rajasthan Rayons’’ on
March 22, 1961 which later on became “Shriram Rayons’’.

On September 1, 1962, after obtaining the required license, the ground unveiling
ceremony was done by the managing director of DCM Group, Dr. Bharatram. In
mere one and half years with the initial investment of rupees 12 crore, the factory
was established .the production started on January 25, 1965 with the design help
from chemtex Inc ,USA. The main raw produce of the factory is Rayon Tyre-
yarn, cord and fabric. The by products of the factory are – Anhyd cus Sodium
Sulphate and carbon di Sulphide. The main raw material for rayon manufacturing
is Wood Pulp, which is being imported from USA. The initial production of the
factory was 4000ton which is now 9500 metric ton per year. The 95% of the
production is being exported to different nation across the globe. Thus Shriram
rayons is giving its contribution in earning the foreign currency to the nation. The
year 2014-2015 was the GOLDEN JUBILEE YEAR AT Shriram Rayons .A book
was launched by the Vice chairman and deputy Managing Director, MR. Alok B
Shriram on the occasion.
Board of Directors

Mr. Ajay S. Shriram, Chairman & Senior M.D. and Mr. Vikram S. Shriram, Vice
Chairman & M.D

Chairman & Senior Managing Director : Mr. Ajay S. Shriram

Vice Chairman & Managing Director : Mr. Vikram S. Shriram

Joint Managing Director : Mr. Ajit S. Shriram

Whole Time Director : Mr. K.K. Kaul

Non-Executive Independent Director : Mr. Pradeep Dinodia

Non-Executive Independent Director : Mr. Vimal Bhandari

Non-Executive Independent Director Mr. Sunil Kant Munjal

Non-Executive Independent Director: Ms. Ramni Nirula

Non-Executive Independent Director : Mr. Pravesh Sharma

Non-Executive Independent Director : Justice (Retd.) Vikramajit Sen

Nominee Director (LIC) : Ms. Sarita Garg

Organizational Structure

A relevant and good organisational structure ensures strong and balanced growth for all.
An active and informed board can safeguard stakeholders’ interests and ascertain long-
term capital gains for the organisation. The Board of Directors is central to DCM
Shriram’s governance structure
MILESTONES:-

1889- Delhi Cloth Mills founded at Delhi

1932-Sugar factory setup at Daurala

1934-Textile mills setup at Lyallpur (Now Faisalabad in Pakistan)

1940-Sugar factory setup at Mawana

1941-Heavy inorganic chemicals plant setup at Delhi

1943-Distillery setup at Daurala

1948-New textile mills setup at Delhi

1958- Spinning mills at Hissar & Silk mills setup at Delhi

1960-PVC, Chlor-alkali & calcium carbide plant setup at Kota

1965-Rayon tyrecord plant setup at Kota

1967-Liquor operations started at Daurala

1969-Urea plant setup at Kota

1970-Aromatic chemicals plant setup at Daurala

1972-Textile mills setup at Dasna, Computers unit setup at Delhi

1977-Precision castings (for automobiles) foundry setup at Ropar

1990-DCM restructured into four different groups (Birth of DCM shriram

industries group)

1994-Drug intermediates co. established with works at Daurala (Daurala organics

Ltd.), Yarn

Dyeing & processing unit established at Alwar

1995-Shipping Containers Company established at Chennai (DCM Hyundai Ltd.)

1997-Joint venture liquor company with works at Daurala (DCM Remy Ltd.)

2004-Commercial production of anhydrous alcohol ( for admixing field)

2005-Daurala organics Ltd., amalgamated with DCM shriram industries Ltd.

DCM Shriram’s Businesses

Agri-Rural Business

DCM Shriram has been working in the agriculture sector with a vision to increase
productivity and profitability of the farmers through its various businesses: Farm
Solutions, Bioseed (Hybrid Seeds), DSCL Sugar.

a) Urea (Fertilizer) : Since the company started Urea business under the
brand name ‘SHRIRAM’, its unceasing attempt has been to help the
farmers reap mega harvests each year. The brand has expansive presence
in rural markets built over four decades of serving the segment. The
company manufactures urea in a dual feed plant using natural gas with a
capacity of 379,500 TPA at its integrated manufacturing facility at Kota.
The plant is operating fully on gas feed from 2008 to manufacture
premium quality urea in an efficient and environmental friendly way
b) Sugar : The company set off its sugar business in 1997 and now works
with approximately 1.5 lakh farmers and has the total sugar manufacturing
capacity of 38,000 TCD crushing over 4 million tons of cane. The
company opened its first sugar manufacturing unit at Ajbapur in
Lakhimpur Kheri District, followed by other manufacturing units at
Rupapur, Hariawan and Loni, in Hardoi District of Uttar Pradesh. These
facilities have co-generation power plants based on bagasse with a total
capacity of 115 MW, out of which some amount of renewable energy is
supplied to the national grid. The company also has a 150 KLD Distillery
at Hariawan Unit.
c) Farm Solutions: The company provides not only a range of agriinputs but
also farm productivity solutions. The brand ‘Shriram Farm Solutions’ has
a widespread network of over 3000 channel partners and 3000 retailers.
The product portfolio in this undertaking includes Nutrition Solutions,
 including bulk fertilizers (like Urea, DAP, MOP and SSP that ensure
balanced nutrition to plants and make them resilient), Improved Seeds,
Open Pollinated Seeds, Research Wheat, Crop Care Chemicals and Yield
Enhancement Solutions.
d) Bioseed :The company through its expertise across seed value chain i.e,
R&D, lab testing, production, farm extension and a strong distribution
network across South and South-East Asia, provides quality seeds to
farmers. The company provides both vegetable and field crop seeds in
India. In Philippines, Vietnam and Indonesia the company provides corn
crop seeds.
e) Hariyali Kisaan Bazaar : The Company has rationalized this business and
discontinued the retail operations except for sale of fuel. The company
plans to close this activity in another 2-3 years.

Chlor Vinyl Business

DCM Shriram hugely supports the industrial economy of the country by providing
basic chemicals and raw materials such as Caustic Soda, Chlorine, PVC
Compounds, PVC Resin, Cement, Calcium Carbide, among others that are crucial
to many manufacturing industries.

a) Chlor-Alkali DCM Shriram’s Chlor-Alkali (Chemicals) business covers

manufacturing of Caustic Soda (Lye and flakes), Chlorine and associated
chemicals including Hydrochloric acid, Stable Bleaching powder,
Compressed Hydrogen and Sodium Hypochlorite. The company has two
manufacturing plants with full coal-based captive power in Kota Plant
(Rajasthan) having caustic soda capacity of 498 TPD and Bharuch
(Gujarat) having caustic soda capacity of 1013 TPD. The company has a
combined Chlor-Alkali production capacity of 4.5 lakhs TPA and is in the
process of significant expansion.
 b) Calcium Carbide The company manufactures 1,12,000 TPA Calcium
Carbide and has the strong brand image of Shriram Carbide. It is used as a
raw material to produce PVC resins and is also sold in the market to
various industrial users. Some of Shriram Carbide’s key competitive
strengths in this industry are - strong brand image, competitive cost
structure based on captive power and locational advantage in raw material
sourcing like lime.
c) PVC Resins The company manufactures 70,000 TPA multi grade PVC
resins at its integrated plant in Kota using Calcium Carbide as raw
material.
d) PVC Compounds The astute sense of association at DCM Shriram has led
to a Joint Venture with Axiall Corporation (USA) in 2014 called Shriram
Axiall Pvt. Ltd. This joint venture is a front runner at Engineered Vinyl
landscape and helps provide customized solutions for various specific
customer needs.
e) Cement The company produces cement products such as, Shriram Nirman
(PPC), Shriram 53 and Shriram Silver (PPC). All our cement products are
manufactured at the state-of-the-art Shriram Cement Works Plant in Kota
that has an installed capacity of 4.0 lakh tons cement per annum.

Location and Unit

1 Shri Ram Rayons

Kota, Rajasthan: Engaged in production of rayon tyrecord/yarn/fabric and nylon

chafer and chemicals.
2 Daurala Sugar Works

A sprawling complex located at Daurala, Meerut, Uttar Pradesh, comprising of

cane sugar plant, co - generation of power, distillery for producing industrial
alcohol and ethanol and bottling potable alcohol.

3 Daurala Organics

Daurala Organics and Daurala Chemical Industries: Located at Daurala, Meerut,

Uttar Pradesh, engaged in manufacturing of fine chemicals, new generation drug
intermediates and also contract manufacturing of drug intermediates.
4 Daurala Foods And Beverages Private Limited

The Corporate is engaged in the business as brewers, beers, exporters, spirits, and
dealers in acetic acid, malt, chemicals of all kinds, boilers and manufacturers of
and importers, hops, wines, port, distillers, glucose, aerated and non aerated
alcoholic and non alcoholic beverages

5 DCM Hyundai LTD

Dry Cargo, Sheet Metal

Product

Rayon

Yarn

1. 1220/1 D. Tex Rayon Tyre Yarn

 2. 1840/1 D. Tex Rayon Tyre Yarn
3. 2440/1 D. Tex Rayon Tyre Yarn
4. Packing Specifications – Rayon Tyre Yarn

Tyre Cord

1. 1220/2 D. Tex Rayon Tyre Cord

2. 1840/2 D. Tex Rayon Tyre Cord
3. 1840/3 D. Tex Rayon Tyre Cord
4. 2440/2 D. Tex Rayon Tyre Cord
5. 2440/3 D. Tex Rayon Tyre Cord
6. Packing Specifications – Rayon Tyre Cord
7. Rayon Tyre Cord Fabric (Grey)
8. Packing Specifications – Rayon Tyre Cord Fabric (Grey)

Treated Rayon Fabric

1. Rayon Tyre Cord Fabric (Dipped)

2. 1220/2 D.Tex Rayon Tyre Cord Fabric (Dipped)
3. 1840/2 D. Tex Rayon Tyre Cord Fabric (Dipped)
4. 1840/3 D. Tex Rayon Tyre Cord Fabric (Dipped)
5. 2440/3 D. Tex Rayon Tyre Cord Fabric (Dipped)
6. Packing Specifications – Rayon Tyre Cord Fabric (Dipped)

Nylon

1. 940/1 D.Tex (840/1 Denier) Dipped Nylon Chafer Fabric

2. 1400/1 D.Tex (1260/1 Denier) Dipped Nylon Chafer Fabric

Chemical
 1. Anhydrous Sodium Sulphate (Cross Grain Quality)
2. Anhydrous Sodium Sulphate (Normal Quality)
3. Carbon-di-sulphide

Ethics & Corporate Governance

Our Values

Our six core values are Integrity, Agility, Customer Centricity, Team Work, Openness and
Newness. Our values define how we do business and reflect our conviction towards
building a vibrant and resilient organisation.

OUR VISION

VIBRANT GROWTH WITH TRUST, ENERGISED EMPLOYEES & DELIGHTED CUSTOMERS

Core Values and Beliefs

INTEGRITY :Uphold ethical standards. Be socially responsible. Deliver on

promises.

AGILITY : Act with speed. Adapt continuously. Deliver results

CUSTOMER-CENTRICITY : Listen to customers. Build long lasting

relationships.

TEAM WORK : Faster collaborative working. Promote meritocracy. Practice

empathy & humility
OPENNESS : Encourage diverse views. Build external orientation

NEWNESS : Be innovative. Be Creative

DCM Shriram has an unwavering commitment towards following best corporate

governance practices. DCM Shriram believes corporate governance is the key ingredient
of a company’s sustained performance and is adhered to a rich legacy of fair, ethical and
transparent governance practices. This is reflected in the well balanced and independent
structure of the company’s eminent and well-represented Board of Directors. The group
has created many leaders who have been responsible for the growth of the organization
and are still a part of the progression journey across various businesses. The company is
compliant with corporate governance requirement under SEBI regulations 2015. Good
corporate governance has allowed DCM Shriram to effectuate decision making and
support the formation of robust operation systems that creates long-term stakeholder
value

Award Recognition

2023 IEI Industry Excellence Award 2023

2021 APEX India Safety Award 2020

2020 8th FICCI Quality Systems Excellence Awards

2020 32nd CFBP Jamnalal Bajaj Awards

2019 : DCM Shriram Ltd won “The Economic Times Best Brands 2019” award
by The Economic Times

2019 : DCM Shriram Foundation’s CSR Program at Kota won the Swachh School
Award in 2019

2019 : DCM Shriram’s Sugar Division received Bonsucro Inspire Award 2019 for
Inspiring Sustainability Partnership
2019 Best Employer Award – 2019

2019 Rajasthan Energy Conservation Award

2018 FICCI Quality Systems Excellence Award Platinum (1st Prize)

2017 First Prize in Energy Conservation from Bureau of Energy Efficiency, Govt.
of India

2017 Best Employer Award from Rajasthan Public Service Commission

2017 Productivity Award from Rajasthan Public Service Commission

2015 2015 DSCL Sugar (Loni Unit) wins Annual Greentech Sustainability
(Silver) )award

2015 DSCL Sugar (Hariawan Unit) wins Annual Greentech CSR Award (Gold )

2015 DCM Shriram Ltd wins National Energy Conservation Award for its Caustic
Soda plant at Kota, Rajasthan (First Prize)

2015 DCM Shriram Ltd National Energy Conservation Award for its Caustic
Soda plant at Bharuch, Gujarat (Second Prize)

2013-2014 FAI (Fertiliser Association of India) Best Production Performance

Award-2014, awarded to Shriram Fertilizer & Chemicals, Kota for Nitrogenous
Fertilizer Plant

2013-2014 FAI-Award for Excellence in Safety-2014 awarded to Shriram

Fertilizers & Chemicals, Kota

2013 BRI (Bioseed Research International) awarded the ISBA 2013 Performance
Award. The award is in recognition of BRI's successful partnership with
ICRISAT’s business incubator.

2012 Fenesta Windows awarded the most preferred window solution provider by
India Home Awards in 2012.
2012 Bioseed Research India (BRI) and International Center of Genetic
Engineering and Biotechnology (ICGEB ) won the prestigious ‘Best Innovation in
Biotechnology’ award from the Department of Biotechnology, Government of
India

2011-2012 DCM Shriram Ltd., Kota Manufacturing facility conferred with the
highly prestigious and eminent ‘AIOE Outstanding Industrial Relations Award

2011 Best Employer Award, presented by Employer Association of Rajasthan to

DCM Shriram Ltd., Kota

2010 Best managed plant award by Alkali Manufacturers' Association of India

presented to Shriram Alkali & Chemicals, Bharuch

2009-2010 FAI Award for Excellence in Safety Award-2010, presented to

fertilizer plant, SFC, Kota

2005-2010 : Five Star Rating by British Safety Council for Occupational Health &
Safety Management to DCM Shriram Kota Complex and Shriram Alkali and
Chemicals, Bharuch

2009-2010 Ministry of Agriculture, Vietnam presented Gold Cup Award – to

Bioseed Vietnam for Corn hybrid Bio 9698 & Rice hybrid Bio 404

2009-2010 Sword of Honour by British Safety Council for Best practices in

occupational health and safety management presented to SFC, Kota

2009-2010 Golden Dragon Award presented to Bioseed Vietnam Ltd. for success
of foreign invested enterprises & Contribution to Vietnam economy

2008-2009 Sword of Honour from British Safety Council presented to SFC, Kota

2005 -2006 DSCL Sugar won the First Prize in Energy Conservation in Sugar
Sector from the Ministry of Power, Govt. of India

2005-2006 Sword of Honour" , Award by British Safety Council presented to

SFC, Kota
2003-2004 Greentech Safety Award presented to Shriram Fertilizers and
Chemicals, Kota, Shriram Cement works, Shriram Vinyl and Chemical Industries,
Kota and SAC Bharuch

2002-2003 First TERI ( Tata Energy Research Institute) Award for Environment
Conservation presented to SAC Bharuch

2002 National Energy Conservation Award presented to SAC Bharuch

2000-2001 National Award for Energy Efficiency presented to SFC Kota and
SAC Bharuch

1996 Sword of Honor by the British Safety Council presented to Shriram Cement
Works, Kota

1993-1994 FAI's Award for " Best Productivity Performance of Nitrogenous

Fertilizer Unit" presented to SFC, Kota

1991-92 National Award for,' Public Recognition of Outstanding Activity For

Prevention & Control Of Pollution' for DCM Shriram Kota Complex

1990-1991 FAI's Runner up Award for "Best production performance

Nitrogenous Fertilizer Unit" presented to SFC, Kota

CII National Award for Excellence in Water Management in “Beyond the Fence”

“Shriram Swachhagrah” and the flagship CSR program of DCM Shriram

Foundation was selected for the 25th Bhamashah State Level Award by the
Department of Education, Govt. of Rajasthan

Shriram Vinyl and Chemicals Industries, Kota received 9th Rajasthan Energy
Conservation Award for energy conservation in Chlor-Alkali sector by M/s
Rajasthan Renewable Energy Corporation Ltd

Fertilizer Plant of DCM Shriram Kota received Gold medal by International

Fertilizer Association (IFA) for achieving best performance in the area of Safety,
Health & Environment.
CII best Environment Practices Award for Shriram Alkali and Chemicals,
Bharuch

Fenesta received “Brand of the Year - uPVC Windows’’ and Most Preferred
Brand by Real Estate- uPVC windows and Doors by ET NOW – Star of the
Industry Awards

Fenesta received The Expert Choice Award – for Windows and Doors category
voted by leading Architects and Interior designers

DCM Shriram’s, Sugar Division received The Sugar Technologists’ Association

of India (STAI) – Industry Excellence Award

DCM Shriram’s, Sugar Division received Best Partnership Award by Solidaridad,

a Netherlands based organization

Shriram Bioseed Genetics awarded as “Seed Entrepreneur” for outstanding

contribution to the seed industry and farmers by “The Seedsmen Association”

Policies and ceritificate

3.1-Definition of recruitment:

Recruitment means an activity which refers to the discovery and development of

workers and employees in the enterprise at the time they are required. It involves
locating, maintaining and contacting the sources of man power. The recruitment
has been defined by many eminent authors as under: In the words of Flippo,
“Recruitment is the process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in the organisation.”

According to Dale Yoder, “Recruitment is a process to discover the sources of

manpower to meet the requirement of the staffing schedule and to employ
effective measures for attracting that manpower in adequate numbers to facilitate
effective selection of an efficient working force.”

In short recruitment is the process of searching for prospective employees and

stimulating them for jobs in the organisation, Thus, the recruitment of employees
involves the identification of the sources of personnel, evaluation of different
sources available, selection of a particular source and stimulating the prospective
candidates to apply for the job so that right candidates may be obtained for right
job.

3.2 Recruitment Process:

The recruitment and selection is the major function of the human resource
department. Recruitment process is the first step towards creating the competitive
strength and the strategic advantage for the organizations. In an ideal recruitment
programme, individuals responsible for the recruitment process must know how
many and what types of employees are needed, where and how to look for
individuals with the appropriate qualification and interests, what inducements to
use or to avoid for various types of applicant groups, how to distinguish applicants
who are unqualified from those who have a reasonable chance of success and how
to evaluate their work.5Recruitment 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:

DCM Shriram Recruitment 2023 – Eligibility Criteria

Any Graduate/ Post Graduate can apply for the DCM Shriram Jobs.

Applicants should have relevant skills, and experience to apply for the DCM
Shriram Ltd Job Openings in 2023

Characteristics of a Good Recruitment Policy

A good recruitment policy is the guiding can save an organization from facing
situations like unproductive test and interview due to nonavailability of the right
candidate in the applicant pool, compromising on the selection of good
candidates, high attrition rate low productivity and low motivation among existing
employees as a result of faulty policy.6The success of an enterprise largely
depends upon the ability and efficiency of its employees. To get the capable and
efficient employees, the recruitment policy of the organization must be very
sound. An ideal recruitment policy must have following characteristics:
All selections must be made at a central place of the enterprise.

2. The whole process of recruitment must be strictly in accordance with the merit.

3. The number of employees to be recruited must be determined well in advance

according to the need of enterprise.

4. No such assurance should be given at the time of recruitment which may not be
followed later on.

5. Higher posts must be filled up through promotions, so far as possible.

6. The qualification experience, terms of service, salaries etc. must be determined

well in advance.

7. The selection of employees must be accordance with the merit.

8. The abilities of employees must be according to the need of their jobs.

9. New posts must be authorized by a higher officer.

10.Recruitment policy must be fair and flexible.

Principle of recruitment and selection

1. Fairness and Equal Opportunity: Ensuring that the recruitment and

selection processes are fair, transparent, and provide equal opportunities to
all candidates, regardless of gender, race, or other characteristics.
2. Merit-Based Selection: Selecting candidates based on their qualifications,
skills, and suitability for the job, rather than favoritism or other biases.
3. Alignment with Company Values: Selecting candidates who align with the
company's values, culture, and goals to foster a positive work
environment.
4. Legal Compliance: Adhering to all relevant labor laws, regulations, and
ethical standards throughout the recruitment and selection processes.
 5. Efficiency and Effectiveness: Conducting the processes in an efficient and
effective manner to minimize time-to-fill positions while ensuring quality
hires.
6. Communication and Feedback: Providing clear communication to
candidates about the process, and offering constructive feedback when
necessary.
7. Diversity and Inclusion: Promoting diversity and inclusion by actively
seeking candidates from various backgrounds and experiences.
8. Continuous Improvement: Regularly reviewing and improving recruitment
and selection processes based on feedback, metrics, and changing business
needs.

SOURCES OF RECRUITMENT:

It is essential to organization that develops the different sources of recruitment,

when the organization is successful in gathering a large application pool, it can
adopt a rigorous procedure in choosing the best employees without compromising
on quality. However, there is no single combination of resources and methods that
will work well for all organisation.

The various sources of recruitment can be broadly classified into two categories:

A. Internal Recruitment

B. External Recruitment.

Most organizations depend upon both the sources. The relative emphases may
differ from enterprise to enterprise depending upon the following factors:

1. Training programme of the enterprise whether it prefers trained persons or

wants fresh candidates to be trained by itself.

2. The level of specialization and training required for employees.

3. Management policy towards recruitment whether it prefers internal or external

sources.
4. The need for originality and initiative required from employees.

5. Trade union’s attitude towards management’s recruitment policy.

Internal Sources:

Internal sources of recruitment consist of personnel already working in the

enterprise. Many organizations fill job vacancies through promotions and transfer
of existing staff and it also refers to filling open jobs with the current employees
of the organisation. It is a process designed to create sufficient interest among the
current employees to cause them to formally indicate an interest I a given
position. The position applied for may represent a promotion, transfer or even
demotion in the organisation.

Internal factors influencing recruitment in DCM Shri Ram

Rayons

1. Official Company Website: Visit the official website of DCM Shri Ram
Rayons and check for a dedicated section on internships or careers.
Companies often post internship opportunities on their websites.
2. Internship Job Portals: Explore internship-specific job portals or platforms
that focus on connecting students and recent graduates with internship
opportunities. Websites like Internshala or LetsIntern could be valuable.
3. LinkedIn: Follow DCM Shri Ram Rayons on LinkedIn and check for
updates on internship programs or job postings. LinkedIn is a professional
networking platform where companies often share information about
internships.
4. University Career Services: Check with your university's career services or
placement cell. They may have information about internship opportunities
with DCM Shri Ram Rayons or can guide you on how to apply.
5. Networking Events: Attend industry-specific networking events, career
fairs, or seminars where representatives from DCM Shri Ram Rayons may
 participate. Networking events provide opportunities to learn about
internships and connect with professionals.
6. Employee Referrals: If you know someone working at DCM Shri Ram
Rayons, ask if they are aware of any internship opportunities within the
company. Employee referrals can be a valuable source of information.
7. Social Media: Follow DCM Shri Ram Rayons on social media platforms,
including LinkedIn, Twitter, or Facebook. Companies often share updates
on internship programs and other opportunities through these channels.
8. Internship Placement Agencies: Some placement agencies specialize in
connecting students with internship opportunities. Check if there are any
agencies that collaborate with DCM Shri Ram Rayons for internships.
9. Educational Institutions: Contact the career services or placement offices
of educational institutions in your field. They may have partnerships or
information regarding internships with DCM Shri Ram Rayons.

Always check the specific requirements and application procedures outlined by

DCM Shri Ram Rayons for internship positions. Keep in mind that internship
opportunities may be seasonal, so it's advisable to regularly check these sources
for the latest updates.

External Foctor

1. News and Business Publications: Monitor news articles and business

publications that cover developments and announcements related to DCM
Shri Ram Rayons. These sources may provide insights into the company's
expansion plans, new projects, or hiring initiatives.
2. Industry Reports and Analyst Insights: Look for industry reports and
analyses related to the textile sector in which DCM Shri Ram Rayons
operates. Analyst insights may offer information on market trends and
potential growth, impacting the company's recruitment needs.
3. Investor Relations: Check the investor relations section on DCM Shri Ram
Rayons' official website. Companies often provide financial reports,
 presentations, and announcements that may include information about
their future plans and workforce requirements.
4. Government Publications: Explore government publications, especially
those related to the textile industry or economic development in the region
where DCM Shri Ram Rayons operates. These publications may contain
information about the company's activities and potential hiring plans.
5. Stock Market Updates: Follow stock market updates and analyst reports on
DCM Shri Ram Rayons. Financial analysts may provide insights into the
company's performance and future expectations, including aspects related
to employment.
6. Job Market Trends: Utilize job market trend reports and employment
outlook studies specific to the textile industry or the geographical area
where DCM Shri Ram Rayons is located. These reports may indicate areas
of growth and demand for talent.
7. Social Media and Business Networks: Monitor DCM Shri Ram Rayons'
social media profiles and business networks like LinkedIn for updates and
announcements related to company expansion, projects, or workforce
requirements.
8. Trade Associations and Conferences: Explore trade associations or
conferences related to the textile industry. Attendance or participation in
such events can provide insights into the company's industry engagement
and potential hiring needs.
9. Supplier and Partner Insights: Connect with suppliers, business partners,
or stakeholders associated with DCM Shri Ram Rayons. These entities
may have information on the company's current and future projects that
could impact recruitment.
10. Local Business Directories: Check local business directories or chambers
of commerce for information on DCM Shri Ram Rayons. They may
provide insights into the company's presence and potential job openings.

Remember to verify information from multiple sources to ensure accuracy and to

contact DCM Shri Ram Rayons directly or through official channels for the most
up-to-date and reliable details.
Meaning of Selection

Selection is the process of carefully screening the candidates who offer

themselves for appointment so as to choose the most suitable persons for the jobs
that are to be filled. It is the process of matching the qualifications of candidates
with the requirements of jobs to be filled. The recruitment has been defined by
many eminent authors as under:

In the words of Dale Yoder, “Selection is the process by which candidates are
divided into two classes-those who will be offered employment and those who
will not?”

According to O.Donnell, “Selection is the process of choosing from among the

candidates, from within the organization or from the outside, the most suitable
person for the current position or for the future position.”

Selection process divides the candidates into two categories those who will be
offered employment and those who will not be. This process could be called
‘rejection’ because more candidates may be turned away than hired. It is a process
of weeding out unsuitable candidates. It is for this reasons that selection is often
described as a negative process in contrast with the positive nature of recruitment.

Significatance of Selection

1. Talent Acquisition and Fit: Effective selection ensures the recruitment of

individuals with the right skills, knowledge, and abilities to meet the
specific requirements of roles within DCM Shri Ram Rayons.
2. Workforce Competency: Selection helps in identifying candidates whose
competencies align with the company's strategic goals, ensuring that the
workforce possesses the skills necessary for success in the textile industry.
3. Organizational Performance: A well-executed selection process
contributes to the overall performance of the organization by placing
individuals in positions where they can maximize their potential and
contribute positively to business outcomes.
 4. Cultural Alignment: Selection ensures that candidates not only have the
technical skills required but also align with the company's values and
culture. This fosters a positive and collaborative work environment.
5. Employee Engagement and Retention: Matching candidates with roles that
suit their skills and interests enhances job satisfaction, engagement, and,
consequently, employee retention within DCM Shri Ram Rayons.
6. Cost Savings: Effective selection reduces turnover rates and associated
costs, such as recruitment expenses, training investments, and the potential
productivity loss during periods of vacancy.
7. Innovation and Adaptability: By selecting candidates with diverse skills
and experiences, DCM Shri Ram Rayons can foster innovation and
adaptability, essential qualities for staying competitive in a dynamic
industry.
8. Employee Development: A thoughtful selection process identifies
individuals with growth potential, allowing the organization to invest in
their development and nurture a pipeline of future leaders.
9. Legal Compliance: A well-structured selection process ensures compliance
with labor laws and regulations, mitigating the risk of legal issues related
to hiring practices.
10. Reputation and Brand Image: The quality of the workforce influenc
11. ed by the selection process contributes to DCM Shri Ram Rayons'
reputation and brand image, impacting its attractiveness to top talent in the
industry.
12. Succession Planning: Strategic selection contributes to effective
succession planning by identifying and developing individuals capable of
taking on key roles within the organization in the future.

In conclusion, the selection process is vital for DCM Shri Ram Rayons as it
shapes the composition and capabilities of its workforce, influencing
organizational performance, culture, and long-term success in the competitive
textile industry.
DCM Shriram Selection Process

When it comes to hiring candidates, the selection process usually consists of

multiple rounds that can differ based on the specific job position.

First round: HR team recruitment manager assessment.

Second round: Manager interview for technical evaluation.

Final round: Interview with a branch manager for leadership assessment

DCM Shriram Off Campus 2023 | DCM Shriram Jobs: DCM Shriram Limited is a
dynamic organization that offers exciting career opportunities for both freshers
and experienced professionals. With a commitment to nurturing talent and
promoting growth, DCM Shriram Off Campus invites candidates to be a part of its
diverse workforce and embark on a rewarding career journey. DCM Shriram
provides a conducive environment that encourages learning, innovation, and
collaboration.

Both freshers and experienced candidates are eligible to apply for the DCM
Shriram Careers. To apply for the DCM Shriram Jobs, interested candidates can
find the direct application link provided at the end of this post. Furthermore,
detailed information about the DCM Shriram Salary and DCM Shriram Selection
Process has also been included for reference.

Essentials of Selection Procedure:

The selection procedure adopted by an organization is mostly tailor made to meet its
particular needs. The thoroughness of the procedure depends upon three factors:
 First, the policy of the company and the attitude of the management. As a practice
some companies usually hire more than the actual number needed with a view to
removing the unfit persons from the jobs.

Second, the nature of selection, whether faulty or safe, because a faulty selection affects
not only the training period that may be needed but also results in heavy expenditure on
the new employee and the loss that may be incurred by the organization in case the job-
occupant fails on his job.

Third, the length of the probationary or the trial period. The longer the period, the
greater the uncertainty in the minds of the selected candidate about his future.

The hiring process can be successful, if the following preliminary requirements are
satisfied:

Someone should have the authority to hire. This authority comes from the employment
requisition, as developed by an analysis of the work-load and work force.

2. There must be a sufficient number of applicants from whom the required number of
employees may be selected.

3. There must be some standard or personnel with which a prospective employee may
be compared, i.e. there should be available, beforehand, a comprehensive job
description and job specifications as developed by a job analysis.

4.13 Procedure:

There can be no standard procedure to select different types of employees or to be

adopted by all concerns. In practice, selection procedure differs from job to job and from
organization to organization. In some cases, selection is a very simple and one-step
process. But in many cases, it is quite complex and time consuming. The main steps in
selection procedure may be as follows:

1. Preliminary interview

2. Application blank

3. Selection tests 4. Employment interview

5. Checking of references 6. Physical examination

7. Final approval.

The steps listed above should not be treated as a rigid sequence. Some organizations do
not follow all these steps while others follow them in a changed sequence. For example,
some enterprises do not hold the preliminary interview. In some cases, physical
examination may take place before selection tests. Some concerns require the
candidates to fill Page 142 two types of application forms, before and after the
preliminary interview. In some companies the practice is to obtain the bio-data after the
final interview to account for the time gap involved. Some concerns conduct physical
examination relatively early in the procedure so as to avoid time and expense of
screening medical unfit persons. 1. Preliminary Interview: The purpose of preliminary
interview is to eliminate the totally unsuitable candidates. It is generally brief and may
take place across the counter in the employment office of the company. It consists of a
short exchange of information regarding the candidate’s age, qualifications experience
and interests, it helps to determine whether it is worthwhile for the candidate to fill in
an application form. It saves the expense of processing unsuitable candidates and saves
the candidate from the trouble of passing through the long procedure. Preliminary
interview provide basic information about candidates. While providing important
information, applications and curriculum vitae of the candidate tend not to be extremely
useful for making final selection decisions.

2. Application Blank: Candidate who get through the preliminary interview are asked to
fill up a blank application form specially designed to obtain the required information
about the candidate. Different types of application forms are used by different
organizations and for different jobs. As far as possible, the application should be brief
and simple. It should elicit only such information which is relevant for the job concerned.
Generally, an application from contains information regarding, (a) personal history
name, date of birth, sex, marital status, nationality, etc. of the candidate, (b) educational
qualifications, (c) job experience, and (d) references, etc. Application blank provides a
permanent Page 143 record of the candidate’s education, experience, interests, etc. in
his own handwriting. It helps to make tentative references regarding the candidate’s
suitability. It serves as the basis for framing questions to be asked in the employment
interview. It also reflects the interest of the employer in the candidates for tests. Among
the most traditional methods, application blank is prominent one useful to extract as
much information as possible on various aspects of the candidates.

3. Selection Tests: Tests have become an important device in the process of selection.
These are used for efficient performance of the job. Several types of tests are used to
measure such skills and abilities which are needed in practice for screening applicants.
Written tests may be descriptive or objective in nature. The personality tests are having
meager popularity in employee’s selection, greatly because they are difficult to defend
legally. However, they are re-earning vital importance, and opportunities are that at
some point in the career of employees they have to complete certain personality tests.

4. Employment Interview: Personal interview is perhaps the most widely used method
for selecting employees. It is a face-to–face talk between the employer and the
candidate. It is more thorough and comprehensive than the preliminary interview. The
main purposes of employment interview are: (a) to check the information obtained in
earlier steps, (b) to seek more information about the candidate, (c) to test the qualities
of the candidate, and (d) to inform the candidate about the job and the organization.
Personal and social traits like aptitude, interest, motivation, communicating skill, etc.
can better be judged in an interview. Employment interview, however, suffers from
several weaknesses. First, interview is a time-consuming and expensive device.
Secondly, interviews can test only the personality of the candidate and not his ability for
the job. Thirdly, interview process depends too much on the personal judgment of the
interviewers. Inaccuracy and bias in judgment may yield misleading results. Fourthly,
interviewers may not be able to elicit required information from the candidate. Finally,
very often interview is interpreted as having greater meaning and validity than is
justified. Answers to questions may not reveal the ‘real man’. Appearance may be
deceptive. A candidate good at interview may prove a failure on the job.

5. Checking References: Candidates are usually required to provide some references, i.e.
names of person whom inquiries as to his educational background, experience, ability,
character, etc., could be addressed. A referee can be a useful source of information in
case he is sufficiently knowledgeable and truthful. He may be the previous employer or
teacher of the candidate. Before making final selection, the enterprise may contact the
references to seek information on the candidate’s ability and integrity. A letter of
recommendation may also be asked from the candidate. Checking the references may
help to point out discrepancies regarding the candidate’s previous employment, past
salary and reasons for leaving the job. However, reference checks are not very reliable in
practice because In general the references do not know the person well enough or they
are biased in his favor. Moreover, the person they do respond when approached. They
may be persuaded to give opinions frankly by giving an assurance that all information
will be treated as strictly confidential. Some employers do have polices that preclude
employees from providing reference information and it is always risky to ask candidates
to self-selected reference.

6. Group Discussion: This method is being increasing used for the selection of executives
and civil servants. Under this method, several candidates are brought together and
given a topic for discussion. Interviewers sit at the back and observe how each candidate
participates in the discussion. This method reveals personality characteristics,
communication skills, ability to get on with others, ability to appreciate others ideas, etc.
The candidate cannot supposed to be different than what he really is. His personality
assets itself and is revealed in his attitude and behavior during the crossfire of a
discussion. The interactions emerging out of group discussions are analyzed to judge the
orientation and their selling skills. Such analysis is known as interaction analysis.

7. Physical Examination: Physical or medical examination of candidate is carried out to

ascertain his physical fitness for the job. It can vary from a simple check of physical
appearance and willbeing to a very comprehensive examination. Some companies
accept the medical certificate obtained by a candidate from a qualified physician. Other
requires the candidate to pass the fitness test conducted by an expert appointed by the
organization. A proper medical examination will ensure high standard of health and
physical fitness for the employees. It will reduce the rates of absenteeism, accidents and
labour turnover. A thorough medical checkup candidate fulfills three objectives; first, it
helps to ascertain the applicant’s physical capability to meet the job requirement.
Secondly, it helps to prevent communicable diseases entering the organization. Thirdly,
it protects the organization against unwarranted claims under the Workmen’s
Compensation Act.

8. Final Approval: After screening the candidates a list of suitable candidates is prepared.
The list is sent to the line manager who requisitioned the personnel. He gives the final
approval. The candidates formally approved by the manager concerned are appointed
by issuing appointment letter and concluding service agreements. Generally, the
candidates are appointed on probation for one or two years. This is because no selection
procedure is foolproof. If during the probation period, an employee is found unfit he
may be transferred to some other job. Alternatively, he may be given time and training
to improve himself. If the organization cannot offer him a job which he can do well, his
services may be terminated after due notice

3.8-Testing Guideline:

Some basic testing guidelines are followed in selection process which are:

a) Use tests as supplements

b) Validate the tests for appropriate jobs

c) Analyze all current hiring and promotion standards

d) Beware of certain tests

e) Use a certified psychologist

f) Maintain good test conditions

3.9-Definition of interview

Interviewing candidate is a potential screening tool that gives an opportunity

to make judgment on the candidates' enthusiasm & intelligence & to access
subjective aspects of the candidates facial expression, appearance,
nervousness & so forth & to predict future job performance on the basis of the
obtained information. Interview gives you a chance to size up the candidate
personally and to pursue questioning in a way that test cannot
Objective of the study

1. The recruitment process at DCM Shri Ram Rayons involves identifying

job vacancies, analyzing job requirements, reviewing applications, and
screening and shortlisting candidates
2. The company is committed to excellence and growth, with a focus on
producing quality rayon products that are widely accepted in the
international market.
3. The traditional selection process includes a preliminary screening
interview, completion of application forms, employment tests, and
comprehensive interviews
4. DCM Shri Ram Rayons, as part of the DCM Shriram Group, is market-
driven, responsive to customer needs, and committed to continuous
modernization and expansion

*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 purpose with economy in
procedure. A Research is purely and simply the framework and plan for the study that
guides the collection and analysis of data. It is a blue print, which is followed in
completing a study.

1. *Objective: To understand and evaluate the effectiveness of the recruitment and

selection process at DCM Shri Ram Rayons.

Research Type:*

Descriptive Research: Provide a detailed account of the current recruitment and

selection procedures.

Analytical Research: Analyze the impact of these procedures on overall

organizational performance.

Scope: Focus on the recruitment and selection process at DCM Shri Ram Rayons
across various departments and levels of employment.

Sampling:

Sampling Technique: Use stratified random sampling to ensure representation

from different departments and employee levels.

Sample Size: Aim for a sample size that is statistically significant, considering the
organization's size and diversity.

Data Collection Methods:

Interviews: Conduct structured interviews with HR professionals, hiring

managers, and employees involved in the recruitment process.
Surveys/Questionnaires: Distribute surveys to recent hires, existing employees,
and candidates who were not selected to gather feedback.

Document Analysis: Review recruitment policies, job descriptions, and historical

data.

Variables:

Independent Variables: Recruitment sources, interview methods, assessment tools.

Dependent Variables: Quality of hires, time-to-fill positions, employee

satisfaction.

Data Analysis:

Use quantitative methods to analyze survey responses, such as statistical tools for
measuring satisfaction levels and identifying patterns.

Conduct qualitative content analysis of interview responses and document

content.

Ethical Considerations:

Ensure participant confidentiality and obtain informed consent for interviews and
surveys.

Adhere to ethical standards in handling sensitive information related to

recruitment processes.

Timeframe:

Plan the study over a defined period, considering the recruitment cycles and the
availability of key stakeholders for interviews and surveys.
Validity and Reliability:

Establish the reliability of data collection instruments through pilot testing.

Use triangulation of methods to enhance the overall validity of the findings.

Budget:

Allocate resources for survey distribution, interviews, and data analysis tools if
necessary.

Reporting:

Present findings in a comprehensive report, including recommendations for

process improvements based on research outcomes.

This research design aims to provide a holistic understanding of the recruitment

and selection process at DCM Shri Ram Rayons, offering valuable insights for
enhancing their talent acquisition strategies.

Research Methodology

The search results provide limited information on the specific research

methodology used in studying the recruitment and selection process of DCM Shri
Ram Rayons. However, it can be inferred that the research methodology involved
data collection, analysis, and the formulation of recommendations based on the
findings. The studies and surveys conducted likely used a combination of primary
and secondary data sources, such as interviews, surveys, and company
publications. The specific data collection techniques, sampling methods, and
analysis procedures used in the research are not explicitly outlined in the provided
sources.
For a comprehensive understanding of the research methodology used in studying
the recruitment and selection process of DCM Shri Ram Rayons, it would be
necessary to directly access the original research reports, surveys, or publications.
These documents are likely to provide detailed insights into the specific research
methodologies employed in studying the recruitment, selection, and other relevant
processes at DCM Shri Ram Rayons

Source of data

1. Scribd Documents: The Scribd platform contains documents related to the

recruitment process at DCM Shri Ram Rayons, which can provide detailed
information about the company's recruitment procedures and employment
practices
2. Job Portals: Platforms such as Naukri.com feature job listings and
openings at DCM Shri Ram Rayons, which can offer insights into the
types of positions available and the associated recruitment processes
3. Employee Reviews: Websites like Indeed.com host employee reviews,
which may contain information about the company's management
practices, including aspects related to manpower allocation and potentially
the recruitment and selection process

Sample design

Recruitment Process: The recruitment process involves identifying job vacancies,

analyzing job requirements, reviewing applications, screening, and shortlisting
candidates

Project Study Report: A project study report on the recruitment and selection
process at Shriram Rayons, Kota, titled "Recruitment and Selection Process," has
been submitted as partial fulfillment of a project

This report may provide detailed insights into the recruitment and selection
process at DCM Shri Ram Rayons.
Job Portals: Platforms such as Naukri.com feature job listings and openings at
DCM Shri Ram Rayons, which can offer insights into the types of positions
available and the associated recruitment processes

Sample size and Method of Selecting Sample

Sample size of 30 respondents consisting of based on judgment sampling

All respondents were the students of Unacademy. The method was simple random
sampling

Simple random sampling is a type of probability sampling in which the researcher

randomly selects a subset of participants from a population. Each member of the
population has an equal chance of being selected. Data is then collected from as large a
percentage as possible of this random subset.

Data Collection

Data is collected from Google form based questionnaire sent to the 70 people out of
them only 40 responded.

Questionnaire shared through link with employees during period of my internship. So

data collected for research is of 40 respondents.

Data Analysis

The collected data has been used to know that employees are aware or not recruitmrnt
and selection process of DCM shri ram rayons. It has been analysed in the form of pie
charts and bar graphs.

Scope Of Study

Limitations of Study