Project Report: Absenteeism in Acc LTD (Gagal Cement Works.)

PROJECT REPORT
ON
ABSENTEEISM IN
ACC LTD;( GAGAL CEMENT WORKS.)
SUBMITTED BY: To:

Achhar Prabhakar Mr.A.K.MAHAJAN
(MANAGER H.R. & ADMN.)
“ACKNOWLEDGEMENT”
My aim of writing this acknowledgment is not just completing

another run of mill assignment what I intend to do, but is to
sincerely render my heart felt gratitude to my project guides
Mr. R.K.Thakur, Asst. Manager HR&EW & Mr. Jagjit Singh,
Asst. Manager HR&EW for their valuable guidance, ever
willing help during the whole project.
I would like to thank Mr.A.K.Mahajan for providing me

project on “ ABSENTEESM in ACC LTD; GAGAL CEMENT
WORKS”.
Last but not the least I would like to thank Time
Office Staff for their immense, patience and cooperation.
I would like to thank everybody for his or her moral support &
for the valuable information, which they have provided.
It was a great experience to gather the information and the
kind of support I got from the whole staff regarding my
project.
They shared a lot of vital information with me which was
helpful for me in my topic.
It was a feeling of belongingness that helped me a lot during
the whole training.
PREFACE
Growth today is the most important aspect in every sphere of

life. Now a day’s the industries and the companies they are
expanding through different strategies of growth. Like this
India has immense potential to grow into a strong nation.
Industries are today, showing growth by up dating themselves
with latest technologies in the market. Industries in India are
producing every latest and new type of goods. Despite of all
these outstanding developments the products of India are yet
to make a mark on the economies of the world. The main
reason behind it is the failure to mobilize the most important
assets i.e. human resource.
This report on “ABSENTEESM IN ACC. LTD GAGAL CEMENT

WORKS” includes the vision of the company, interviews of
the employees, reasons for their absenteeism, their
statements. This report also highlights the benefits given to
the workers by the company.
CONTENTS
1) ORGANIZATION PROFILE.
2) POLICIES OF GAGAL CEMENT WORKS.
3) PRACTICES AT GAGAL CEMENT.
4) Vision
5) INTRODUCTION OF PROJECT.
6) INTERVIEWS
7) BENEFITS TOTHE WORKERS.
8) FINDINGS.
9) CONCLUSION.
10)RECOMMENDATIONS.
“Associated cement companies limited.”
Sky is the limit…
Introduction of cement industry: It is said that first cement factory

in India was planned at the beginning of 20th century to be set up either near
Madras or near Rani Gang (W.B.). However, nothing more is known about these
two.
Projects. The first cement plant was built by TATAS at Porbander

(Saurashtra) in 1914. The story of the growth of cement industry is rather
sad, in the sense that by 1930, the production was hardly 6 Lac tons. During
this period cement was imported from England & Japan.
ACC Ltd and Ambuja Cements Ltd, both controlled by Swiss cement maker
Holcim Ltd,
Swiss cement major Holcim Ltd aims to spend $1.1 billion (Rs5,005 crore)
to expand capacity in India.
Organization profile:
History: - Story of ACC begins in 1936. A year when war clouds were
gathering over Europe, the economy of western world was in recession and an
Indian industry was under severe difficulties. One man more than an
eyewitness to history, was building a vision for future. The man was F.E.
Dinshaw. To compete with foreign market and to nurture Indian cement
industry four out of five cement manufacturers in Indian i.e. TATAS,
KILLICKS, KHATAU & F.E.DINSHAW, sixty six years ago with 10 factories
to their credit, joining together to form ’the nucleus of what is today known as
The Associated Cement Companies Ltd. (ACC)
It’s annual turnover is Rs. 25,000 million and it’s asset base is about Rs.
24,655 million. 12,000 employees are working in its corporate office at
Mumbai. In cement ACC produces three brands ACC Suraksha, Samrat, Super.
Beside cement ACC also manufacturers refractories, ready mixed concrete etc.
ACC (ACC Limited) is India's foremost manufacturer
of cement and concrete. ACC's operations are spread throughout the
country with 16 modern cement factories, more than 40 Ready mix concrete
plants, 20 sales offices, and several zonal offices. It has a workforce of
about 9,000 persons and a countrywide distribution network of over 9,000
dealers.
Since inception in 1936, the company has been a trendsetter and important
benchmark for the cement industry in many areas of cement and concrete
technology. ACC has a unique track record of innovative research, product
development and specialized consultancy services. The company's various
manufacturing units are backed by a central technology support services
centre - the only one of its kind in the Indian cement industry.
ACC was formed by merging 10 cement companies prominent among them

are Tatas,Khataus,Killick Nixon and F.E. Dinshaw group.
ACC has made significant contributions to the nation building process by

way of quality products, services and sharing expertise. Its commitment to
sustainable development, its high ethical standards in business dealings and
its on-going efforts in community welfare programmes have won it acclaim
as a responsible corporate citizen. ACC’s brand name is synonymous with
cement and enjoys a high level of equity in the Indian market. It is the only
cement company that figures in the list of Consumer SuperBrands of India.
Head office: Cement House, 121, Maharshi Karve Road, Mumbai - 400020.
Cement plants: ACC has the following cement plants in its credit. The first
factory was set up in Lakheri, which is still operating. Second one was set up in
Bhupendra & in Wah (Pakistan).
Here is a list of our cement plants, showing Plant-wise capacity :
Bargarh - [ Capacity (MTPA) 1.20 ]
Chaibasa - [ Capacity (MTPA) 0.87 ]
Chanda - [ Capacity (MTPA) 1.00 ]
Damodhar - [ Capacity (MTPA) 0.53 ]
Gagal - [ Capacity (MTPA) 4.40 - Gagal I and II ]
Jamul - [ Capacity (MTPA) 1.58 ]
Kymore - [ Capacity (MTPA) 2.20 ]
Kudithini - [ Capacity (MTPA) 1.10 ]
Lakheri - [ Capacity (MTPA) 1.50 ]
Madukkarai - [ Capacity (MTPA) 1.18 ]
Sindri - [ Capacity (MTPA) 0.91 ]
Wadi - [ Capacity (MTPA) 2.59 ]
New Wadi Plant - [ Capacity (MTPA) 3.20 ]
Thondebhavi - [Capacity (MTPA) 1.60 ]
Tikaria - [ Capacity (MTPA) 2.31 ]
ACC also got a grinding unit in Tikaria (U.P.). ACC is also operating in
overseas. In Yanbu, the government of Saudi Arabia has given one
factory to ACC. In this unit, control is of Saudi Arabian Govt., but ACC
unit is performing operations there. ACC has 3 refractory plants, 11
regional offices with 8000 dealers. It is producing 12% to 14% of
India’s total cement.
Research Center:
Research & Consultancy Directorate, Thane is one of the leading

consultancy centers in the country. RCD is an autonomous division of ACC
& it keeps itself equipped with the latest technology and equipments that
are required to match the requirements of a rapidly changing world.
Training centers:
a) Sumant Moolgaokar Engineering institute (Kymore), training is given to

new recruits in supervisory, personnel & in technical field especially
for cement industry. Freshers with a minimum qualification of 10+2
are given training.
b) Research center division (Thane). Training is being given from workers

to president of the organization in various fields.
c) Research training center (Jam). Training is imparted to officers

working in the ACC to enhance their knowledge in the field of
operation maintenance of plant and equipment, process optimization,
quality control tools along with ISO 9000 & 14000 series.
SUBSIDIARY COMPANIES AND ASSOCIATES:
a) The ACC Machinery Company Ltd. (Thane)
b) ACC Nihon Casting Ltd. (Nagpur)
c) Synthetic Ferric Oxide Plant. (Falta).
d) Alcoa ACC Industrial Chemical. (Falta)
 ACC Concrete Limited
 ACC Mineral Resources Limited
 Bulk Cement Corporation (India) Limited
 Lucky Minmat
 National Limestone Company Private Limited
 Encore Cements & Additives Private Limited

FOREIGN COLLABORATIONS:
a) Japan.
b) Belgium.
c) U.K.
d) Iran.
e) France.
f) U.S.A.
g) Australia.
h) Denmark.
Ownership & Shareholding Pattern
The house of TATA was intimately associated with ACC up to 1999, after
which the Tata Group sold
all 14.45% of its shareholding in ACC in three stages to subsidiary
companies of Gujarat Ambuja
Cements Limited (GACL).
In January 2005, the Holcim Group of Switzerland announced its plans to
enter into a long-term
strategic alliance with the Ambuja Group by acquiring a majority stake in
Ambuja Cements India Ltd.
(ACIL), which at the time held 13.8% of the total equity shares in ACC.
Holcim simultaneously
announced its bid to make an open offer to ACC shareholders, through
Holdcem Cement Pvt Limited
and ACIL, to acquire a majority shareholding in ACC. An open offer was
made by Holdcem Cement
Pvt. Limited along with Ambuja Cements India Ltd. (ACIL), following which
the shareholding of ACIL
increased to 34.69% of the Equity share capital of ACC
.
The shareholding pattern in ACC (as on March 31, 2009) was as
follows:
(In %)
Shareholders %age
Promoters & Persons in 46.21
Control
Ambuja Cement India Private 45.92
Limited, Mumbai
Holderind Investments Limited, 0.29
Mauritius
Institutional Shareholders 32.61
Non-institutional Shareholders 20.78
Shares against Depository 0.40
Receipts
Total 100
100
80
60
40
20
0
1st Qtr 2nd Qtr 3rd Qtr 4th Qtr
“GAGAL CEMENT WORKS”
Gagal Cement
Works
The Associated Cement
Companies Limited
ACC Gagal Cement Works (GCW) is part of India.s largest
cement
company, ACC - The Associated Cement Companies Limited.
It is located in Bilaspur district near Barmana, a backward
designated area, 18 kilometres north of Bilaspur. National
Highway
NH 21 connecting Ambala and Manali passes through ACC
Gagal and its colony.
GCW was commissioned on 12th March, 1984 with an installed
capacity of 5.6 Lakh tonnes per annum of cement. Since then it
has been modernized and expanded by the addition of a new
plant
raising the total capacity to 27 Lakh tonnes of cement per
annum.
ACC Gagal manufactures ACC Suraksha, a premium variety
of Blended Cement which is very popular with customers and
is the largest selling brand of cement in North India.
 INTRODUCTION:
Gagal project was started in October 1978. Its construction works

started in August 1980. Finally, on 12th March 1984 it started
production.
ACC manufactures Portland cements for general construction
such as Ordinary Portland Cement and Blended cements
including fly ash and slag based cements. It also offers other
cements for special applications such as sulphate-resisting and
oil well cements as well as certain concrete repair and grouting
materials. ACC has pioneered the distribution of
cement in Bulk and Ready Mixed concrete.
ACC . a profileACC Gagal is closely involved in fostering self-
reliance and self-help to enrich the quality of life of the local
people and undertakes a wide range of activities to improve
the living conditions of people in rural areas from income-
generation projects.
 LOCATION:
The National Highway No: 21 connecting Ambala in Haryana state &

Mandi in H.P. passes between factory & its colony. GCW is in Barmana &
it is 18-kilo meter North to Bilaspur. It is well connected with some of
the cities like Shimla, Mandi, Amritsar, Delhi, and Chandigarh etc.
Nearest railway station is Kiratpur Sahib in Punjab that is at a distance
of 80 km.
ACC Ltd.; GCW has got some

prestigious certifications like ISO 9002, ISO 14001 for environmental
management system & OHSAS 18001 for adopting high class
occupational health & worker safety in manufacturing cement ACC
provides direct & indirect employment to 12,000 people.
Contributions of ACC GAGAL(BARMANA)
 Human Resources
GCW has generated significant

employment opportunities in the district of Bilaspur and the
state of HimachalPradesh. Around 800 persons are directly
employed while Indirect employment is offered to nearly
20,000 people including those engaged in ancillary units,
repair shops and transportation activities. ACC Gagal is proud
of its most dedicated work force which is drawn mainly from
Himachal Pradesh and adjoining areas. This seemingly diverse
work force has been unified into
a well-knit, well-trained and cohesive team. Their
industriousness and commitment make ACC Gagal an efficient
and progressive organization
 Employee welfare
Adequate care is taken to provide amenities and facilities for

the welfare of the employees and those living in its township.
The large colony is made up of 440 houses set amidst
picturesque surroundings. A water treatment plant ensures
the supply of clean drinking water.
 Education & Sports
ACC pays great importance to training, development and

education
of its employees and, wherever possible, of its stake-holders.
ACC
Gagal has spent Rs 5.75 crores to help construct the Swami
Vivekanand Government Degree College at Ghumarwin, in the
construction of rooms and buildings in the Govt. Primary
School at Lagat.
In addition to it ACC GAGAL contributes in
Organizing of Volley ball competition in villages every year &
Organizing athletics competition in more than 15 schools
every year.
 FINANCIAL CONTRIBUTION:
Annual contribution to central & H.P. Government by way of taxes,

duties etc. is of the order of Rs 155 crores out of which for H.P. state
is about 100 crores.
ACC Gagal renders financial assistance to help conduct the
annual State Nalwari Fair at Bilaspur, the International
Dussehra Festival at Kullu every year and the for Summer
Festival
at Shimla.
 VISION:
Vision of ACC Limited is to be a world class corporation with diverse
business built around ACC’S core competencies & knowledge base in cement,
refractories, advanced materials, engineering, geology, mining & research.
AWARDS RECEIVED BY ACC GCW UNIT
AWARDS YEARS
* British Sword of Honor 1996-97
* Indira Priyadarshni Vrikshamitra (IPVM)

Award for excellent work carried out in
Organization. 1996-97
* FICCI Award for corporate initiative

Environment conservation & pollution
Control. 1997-98
* FIMI Awards for mineral conservation.
And environment protection. 1997-98
* SHUBHAKARAN SARAWAGI Environment 1998-99

Award for the measurement taken for the protection of
Environment.
* VISHAVKARMA Trophy for its outstanding

Performance in the field of safety, Mine working,
Blasting, machinery maintenance & welfare amenities. 2000-01
* Indo German Environment Excellence Award in the

Field of environment management. 2000-01
ACC Ltd., Gagal Cement Works in Barmana in Bilaspur

district of Himachal Pradesh was presented National
Safety Award for the year 2009. Union minister of
labour and employment, Shri Mallikarjun Kharge
presented the award to Shri Atul Khosla, director (ACC
GAGAL BARMANA).
POLICIES AT ACC GCW.
 QUALITY PROCESS:
* Build quality in. Do not sort bad quality out.
* Quality Improvement is limitless and continuous.
* Concern for quality is for entire organization.

And not just for products.
* Satisfy customer fully.
ENVIRONMENTAL POLICY
 Ensure continual improvement in environmental performance by

carrying out Periodic review of action plan.
 Prevent pollution & minimize fugitive emissions.
 Comply with all applicable all legal & regulatory requirements.
 Minimize waste generation at source & reutilize the waste, if

generated.
 Create environmental awareness among employees & community at

large.
 Conserve energy & mineral resources.
ENVIRONMENT, HEALTH & SAFETY POLICY

(OHSAS 18001)
 Ensure continual improvement in our Environmental, Health & Safety

performance by carrying out consistent review of our Management
System;
 Comply with all applicable legal & statutory requirements;
 Conserve energy & mineral resources;

 Prevent pollution & minimize fugitive emissions;
 Manage our activities in a manner so as to avoid causing any undue

risk to the health and safety of our employees, customers and other
concerned with cooperation;
 Minimize waste generation at source and reutilize the waste, if

generated;
 Create Environmental, Health & Safety Awareness among our

employees, in particular & communities, at large, associated with our
activities.
PRACTICES AT GCW
TOTAL PRODUCTIVITY MAINTENANCE (TPM):
It is an American concept but it is widely used in Japan. Mr. Nakajima

introduced TPM in Japan in 1971. TPM combines the American practice
of Preventive Maintenance with the Japanese concepts of Total Quality
Control & Total Employee Involvement. The result is an innovative system
for equipment maintenance that optimizes effectiveness, climinates
breakdowns & promotes autonomous operator maintenance through day-
to-day activities. TPM that organizes all employees from top
management to production line workers is a company wide equipment
maintenance system that can support sophisticated production facilities.
TPM was introduced in GCW in 1996. There is a TPM

department that disseminates information regarding TPM. At regular
interval of time, Meetings & presentations on TPM is being held.
Everyday five minutes are given to employees of every section to speak
on PTM. It’s a voluntary participation that helps the workers to enrich
their knowledge.
TPM GOALS IN ACC GCW:
 Zero Breakdown
 Zero Accident
 Zero Defect
 Zero Waste
 Zero Inventory
Main Objectives Of TPM Department:
 To maximize overall equipment effectiveness,

Productivity & quality with everyone’s
Participation & involvement.
 To enrich all employees with knowledge &

skills
 To foster a harmonious work culture.
 To develop Environment Friendly, Safe,

Healthy,Cheerful & Motivating work
environment & Conditions.
 To make continuos improvements to reduce
overall Manufacturing cost.
QUALITY CIRCLE
 QUALITY CIRCLE:
QUALITY CIRCLE is a group of employees from same department

working together for continuous improvement of their department
by solving problems.
In ACC GCW, in each department they have more than one QC groups,
which involves 4 – 6 employees. For example, in packinghouse, there are
four QC groups. These groups’ deals with cement loading, machinery
maintenance etc. Every month QC group meetings are held where
everyone is free to express their views. These QC groups’ plays a vital
role as it helps in solving work related problems. QC group encourages
Teamwork and ultimately inculcates sense of belongingness in the
members towards their organization.
OHS POLICY
OCCUPATIONAL HEALTH & SAFETY :
Occupational Health & Safety (OHS) is a vital part of ACC’s journey towards
Sustainable development. Safety Audits are being carried out in ACC since
1995 by National Safety Council based on the 5 Star Auditing System of
British Safety Council. There is a continuous effort to measure and improve
Safety Management Systems to avoid accidents.
We have an Apex OH & S Committee headed by the Managing Director. This

committee oversees implementation of our OH & S policy Each of our plants
and manufacturing units have Professional Doctors and medical facilities for
continuous monitoring and observation of workplace hygiene and
occupational health.
The following are some OH & S initiatives at our plants:
• OH & S brochures, signages, posters and mailers used extensively

• Monthly Safety Gate Meetings held at all our plants.
• Safety Audit and TPM Audits carried out annually
• Safety Professionals meets twice a year to discuss and share
knowledge on Safety Statistics and implementation of safety measures
at each unit.
• Safety Observation Tours (SOT) conducted weekly by all line
managers
• Behavioral Safety Training programmes for workers at all plants
• Incident investigations for all incidents including near misses (with
potential for injuries). The findings and recommendation are shared
across the company
OUR OH & S VISION
“NO HARM ANYWHERE TO ANYONE ASSOCIATED WITH ACC”
“NO HARM” means:

No fatalities
No disabling Injuries
No Lost Time Injuries
No Medical treatment Injuries
No First Aid Injuries
No Occupational Illness
“ANYONE” means:
Employees
Contractors personnel on site
Ready-mix drivers on job
Third party contractors on site
Visitors to ACC site
OUR OH & S POLICY
We manage our activities in a responsible manner to avoid causing any harm to the
health and safety of our employees, contract personnel and visitors.
We apply OH&S standards and guidelines; provide the necessary resources, training and
education and measure performance for continuous improvement.
FIVE CARDINAL RULES FOR SAFETY

1. Do not override or interfere with any safety provision nor allow anyone else to
override or interfere with them.
2. Personal Protection Equipment (PPE) rules, applicable to a
given task, must be adhered to at all times.
3. Isolation and Lock Out procedures must always be followed.
4. No person may work if under the influence of alcohol or drugs.
5. All the injuries and incidents must be reported.
SAFETY:
Since 1995, all manufacturing units are regularly audited annually by an

independent external agency like “ National Safety Council Of India “
based on safety audits. Regular training and programs are being held on
safety in ACC GCW. Safety of employee is given top priorities and
advanced technologies are introduced from time to time which helps to
reduce the number of accidents. Following data will make it clearer:
NO; OF ACCIDENTS
YEAR FATAL NON-FATAL TOTAL

1995 1 31 32
1996 1 16 17
1997 0 21 21
1998 0 16 16
1999 0 15 15
2000 0 12 12
2001 1 5 6
2002 0 8 8
HEALTH:
ACC GCW is the first factory to have ‘ Occupational Health &Safety

Assessment series (OHSAS) 18001’ certification. Health facilities are
provided not only to GCW employees but to the local community as well.
Inside the factory premise, there is an occupational health center,
which is well equiped to carry out special test. Medical examinations of
workers is being done once in every year and for management staff the
check up is done once in every three years. If any worker’s health
condition is not proper then he is shifted from his department to
another. GCW adopted a unique system of water spraying in the entire
plant, quarry roads and colony roads to minimize fugitive emissions. GCW
has two well-qualified doctors. They organize awareness program on
sanitation, various diseases, family planning etc.
ENVIORNMENT MANAGEMENT SYSTEM(EMS):
EMS is a program of continuous environment improvement. The Gagal

Cement Factory has 12 Electrostatic Precipitators (ESP) costing over Rs
26 crores. In ESP, dust particles are attracted towards cathode tubes
in terms of Cations & Anions. In addition to it there are total 78 Bag
Houses. Bag house consists large number of fiberglass bags in which
dust particles got stick. Total investment on Bag House is about 24
crores. These equipment helps to absorb dusty particles which if inhaled
cause problems.
A Scheme is being implemented to recycle the sewage water by “ Root
Zone Technology ”. This is used for sewage treatment and recycled
water is used for gardening and thus reducing fresh water consumption.
It is being installed in ACC colony, covering an area of 1365-meter
square and total cost involved in it is about 70 lakhs. Company started
utilizing dry ‘ FLY ASH ‘ which is waste generated by Thermal Power
Plant. The dry fly ash is transported from Ropar (Punjab) to GCW in
totally enclosed bulkers to avoid fugitive emissions. Total investment on
this is over Rs 22 crores.
GREENING OF GAGAL:
This project was under taken by Gagal in association with the ‘ Council
For Science, Technology and Environment (H.P.)’ in 1986. The main aim
of this project was to reclaim and rehabilitate the worked out mine of
Barmana. For this purpose a mango orchard of 110 grafted mangoes has
been established. Mangoes are later on distributed to all GCW
employees. GCW also adopted one hill and one village for afforestation.
Training in the field of environment is given to all the management staff
and workers on regular basis. GCW has highly qualified engineers from
IIT Mumbai and qualified horticulturists to check and contain the
pollution.
To monitor above activities there is one deputy environment manager
under whom eighteen and 50 to 60 contract workers are working who
takes care of pollution control equipments and nurseries plantations
respectively.
For it has some prestigious awards awarded outstanding

work in the field of environment ACC GCW has.
SOCIAL RESPONSIBILITY
SOCIAL RESPONSIBILITY:
Every organization today is paying more attention or we can say more

involved in performing social activities. It is beneficial for the
organization, as it creates goodwill for their company & it’s
people. It spurts the growth of the company. Likewise, ACC GCW
is also actively involved in some social activities. It not only takes
care of its employees but also the inhabitants of Barmana and
nearby villagers also. ACC GCW has won Rural and Development
committee to monitor the activities being performed.
Following are some activities done by ACC GCW:
# 10 lakh trees have been planted over a period of 12 years.
# Adopted one hill measuring about 15 hectares for afforestation.
# Scholarships to Himachal Engineering Students.
# Financial help to various Government Schools.
# In Ghumarwin, (33 kms away from Barmana) Management spent near

about 5.5 crores for building a degree college.
# In Panjgain, GCW constructed a Sanskrit College.
# In Janjgarh, GCW build a huge hall in which marriages are being

held.
# ACC GCW constructed an Indoor Stadium at Namhol (Bilaspur).
Company had spend about 30 lakh on this project.
# Financial aids for tournaments like handball, hockey etc.
# In adjoining villages GCW provided water taps and also built

footpaths.
# GCW provides woods for the funeral of any employees relatives.
# Free hospital facilities to outsiders also. (Except ambulance

charges).
# Provides financial aid to summer festival and to famous Nalwari

Mela Of Bilaspur.
# Constructed a D.A.V. School in the colony.
# Abandoned mining areas have been converted into mango orchards.
# 50 crores have been spent by GCW on installation of pollution

control Equipments.
INTRODUCTION
In today’s scenario we find that automation is taking place rapidly. The

work which we use to complete in months are now completed in days.
And those works, which use to take days, are now a days taking hours.
Everything seems to run very fast according to the changing scenario.
Everyone seems to be happy because it does not require human labor and
tires the person less. Machines are today’s necessity, without which one
feels helpless.
Today problem of unemployment is raising its head. Youth is getting no

job opportunities in spite of good skills. Is man not himself responsible
for it? Machines are replacing human force rapidly.
Human force is a very important asset. We cannot afford to loose

human force, the only need is to mobilise it properly. Without human
beings the big machines cannot work. If not much but at least a person
is required to run the machinery. So it is not possible to ignore the
human factor at all. Vital attention should be paid towards human
resource, so as to avoid the unemployment problem, absenteeism
problem, labor turnover etc. We should try to utilize the human
resource in a very rich and healthy manner.
“ LET, NOT THE MACHINES RULE THE MEN, BUT MEN SHOULD RULE THE
MACHINES.”
Human resource in ACC GCW comprises of the following
categories:-
WORKERS
Management Monthly paid Daily paid

Staff staff staff
Management staff:-
Under this category, all managers of seniors and juniours hirerchery are
included.
Monthly paid staff:-

Under this category, clerical staff and lower supervisors are included.
Daily paid staff:-

Under this category, daily paid employees are considered. They are
equal to permanent employees. In this category skilled, semi-skilled and
unskilled workers are included.
ABSENTEEISM
ABSENTEEISM:- It is a word frequently heard in the offices,

companies, industries or we can say in every place of employment. It is
quite common with many companies that a number of workers quit
themselves from the job. Absenteeism literally means when an employee
keep himself absent from his work.
Today, every organization whether big or small is suffering from this
increasing disease i.e. ABSENTEEISM. Generally, it is seen that
workers they remain absent because of discontentment with the affairs
of the organization. It is a big question in front of management of every
organization that, why in spite of giving all type and latest facilities to
the workers, the workers absent themselves from the work.
Absenteeism is spreading like a cancer in all the organizations.
It is generally said and heard that a man continue his work if he finds
satisfaction in it. Satisfaction plays an important role in human beings
life. Likewise, “JOB SATISFACTION” is also very important factor in
the organizations.
JOB SATISFACTION:-
Dissatisfaction in any field of human enterprise appears to be a common

feature with many people. In spite of best efforts on one’s part, one
naturally feels that he is not receiving all that is due to him. This
feeling discourages him. In order to be happy and well adjusted in work,
which one have chosen for himself one must have the feeling of job
satisfaction in the work.
Job satisfaction helps in maintaining the desired balance in life. The

worker who has job satisfaction applies himself wholly to the job in
hand. One would feel satisfied if he gets a job according to his abilities
and interests. A worker must feel that he is at a job not merely for
earning his bread, but also to do a constructive or creative work in
which he seeks enjoyment and fulfills himself.
When the conditions are opposite to the welfare of the workers, when
he is told and assigned that task to do where he lacks interest he will
not do his work properly. He will feel bore and try to quit himself from
the work and spend his time loitering here and there, which will
definitely lead to ABSENTEEISM.
OBJECTIVES:.
My main motive to work on this project of “ABSENTEEISM” was to find

out the following things.
a) To find out why workers absent themselves.
b) To have a glance on the problems they face.
c) Benefits, which are provided to them by the company.
d) Why, lack of interest in the work.
e) Difficulties faced by the workers.
“INTERVIEW”
It is a face to face conference between two people or more. The

interview may be held for a job, for admission to a class, for further
studies etc. Interview is one of the most important parts in all aspects
of life. In an interview a persons total personality, his mode of speech,
his face, his looks, his manner of answering questions are judged.
An interview is staged to obtain the total impression about a candidate.
An interview is a method through which an attempt is made to peep into
the inner most of ones personality. It works as a weapon.
I have conducted interviews of many workers who are working in this

organization and the one’s who keep themselves absent from the work.
My aim of interviewing them is stated as below:
a) To procure an opportunity for observing a candidate from various

point of view.
b) To find out personal facts about the individuals.
c) To obtain information through face to face talk and thus to enter

into one’s inner most for understanding his feelings, desires, interest
and aspirations.
d) To examine the tension that an interviewer may be carrying with him.
Following are the interviews of those employees working in ACC GCW,

who are habitual of keeping themselves absent from the work. Let us
see the reasons and various statements given by them regarding their
absenteeism.
Name: Sanjeev Kumar
Employee No.: 081269

Date of birth: 01.03.1970
Date of joining: 06.12.1996
Place from where he comes: Kangoo
Education: Tenth
Department: Workshop
Job tenure: Six yrs.
Reasons: -
a) Suffering from stomach pain from last few months.
Statement: -
There is no problem in getting leave. Whenever he want, he can take leave.

He is basically concerned with money.
Pay should be increased, no matter of upgradation.
His terms are very good with his superiors.
Totally satisfied from management policies.
Not interested in knowing about how much normal increment is added to his
pay.
Name: -Ramesh Kumar
Employee No:-080446

Place from where he comes: -Bahot Kasol
Education: - Nil
Department: -Workshop
Job tenure: - 18 years
Reasons: --
a) Agriculture, as he owns land.
b) “Jab mood nahin karta tab mai nahin atta”
c) Lack of interest in work.
Statement: -
Not interested in doing job.
Planning to do a business, as his land is coming in Koldam Project work. He will
be getting 1 crore from the government.
Another source of income is land.
Not satisfied from his working conditions.
According to him his income from land is more than what he earns from his
job.
Casual attitude towards work.
When asked to avail the facility of VRS, he said, “I will work till the time I
will get pension”. In spite of getting 1 crore he wants to work till the day he
will get pension, so that people must know that he is getting pension.
Sometimes due to excess of drinking he absents himself from the work.
Name: - Om Parkash
Employee No: - 080266

Place from where he comes: -Lagat
Education: -Middle
Department: - MVM
Job Tenure: - 16 years
Reasons: -
a) Mother was mentally ill from long time
b) She was recently murdered by her relatives.
c) Court case in section Hamirpur.
Statement: -
Leave is necessary when there is court hearing.
He is the elder brother. All younger brothers are uneducated, so they cannot
attend the court case.
Family earns the bread through the money earned from the job.
There is no source of income except my job.
Satisfied from his job and life.
Thank full to god and pray that company may reach to the top “May Sky Be
The Limit.”
Name: -Anand Kishore
Employee No: - 080072

Education: - Sixth
Department: - Kiln
Job Tenure: - 18 years
Reasons; -
a) Due to back pain
b) Due to son’s illness
c) Due to court case
d) Construction of his house
Statement: -
There is no source of income except the job.
He is having joint family.
Everything is managed by him alone.
He is having his own land for agriculture.
He has no sufficient income for his family.
He is having the responsibility of two children
Name: Babu Ram
Employee No: 080211

Place from where he comes; Nalag, Barmana
Education; Nil
Department: Garage
Job Tenure: 18 Years
Reasons: -
a) Illness
b) Drinking Habit
Statement; -
There is no source of income except the money earned from the job.
He is the only earning hand in the family.
His pay is not sufficient for the proper running of the household.
He is totally satisfied by the management’s policies and practices.
Due to being uneducated he even can not read his pay slip.
He absents himself from the work if some occasion is there.
If some body is ill he have to take that person to the hospital.
Name: Roop Lal
Employee No: 081295

Place from where he comes: Panjgain
Education: 7th
Department: Kiln
Job tenure: 6 Years
Reasons:
a) If anybody is ill.
b) Due to his wife’s illness.
c) Due to recent death of his wife.
Statement:
He used to work in the post office before joining the job in the ACC.
Reason of leaving the job of post office is the amount of pay he received.
He is happy with the amount he receives here.
Due to the responsibility of the whole family he has to absent himself.
No another source of income is available to the family.
Name: Nand Lal
Employee No: 081169

Place from where he comes: Barmana
Education: Under matric
Department: Work shop
Job Tenure: 10 Years
Reasons:
a) Family Problems
b) Headache
c) Drinking Habits
Statement:
He is an addict of drinking.
He is having two children.
He drinks all the time.
He says if he will not drink he will fall ill, which will lead to absenteeism.
He said “Dil Nahin Manta”.
He said that he has worked under “C” & “B” grade too, but no grade is
provided to him. He said “Dil Mana Liya Hai”.
As such there is no source of income but he is having a piece of land which is
used by him.
He frequently stays out of his place when he drinks and return home when he
is in his right senses.
Name: Suresh Kumar.
Employee No: 081183.

Place from where he comes: Nalag (Barmana)
Education: Third
Department: Kiln
Job Tenure: 10 Years.
Reasons:
a) Agriculture.
b) Illness.
Statement;
He is a land owner.
Every year he works on his land and gains near about 20 to 25 thousand of
profit.
He is satisfied from the management side.
He said it is important to cultivate the land also. So he absents himself.
He comes 5 km walking. During the rainy season if the road is bad he is not
able to come to his job.
He is not gaining much from the job.
However, he said he is satisfied from the job.
Name: Prem Singh
Employee No: 080120
Place from where he comes: Slaper

Education: 10th with I.T.I.
Department: Cement Mill
Job Tenure: 19 yrs.
Reasons:
a) Daughter’s marriage
b) Habitual of drinking
c) Agriculturist
d) Due to truck business
Statement:
He was the men with an addiction of drinking.
He used to drink a lot till 2000 and never use to have good attendance record.
He was useless as he remained under the influence of liquor.
He then suddenly left drinking when taken to someone who give medicines to
those who drink a lot.
Due to that he remained fit and in 2001 he received the award for the best
attendance.
He was having his own trucks and used to remain absent if any truck driver
was absent, so that he could drive the truck himself.
Now, he have sold all the trucks and is regularly coming to the work.
He said that from useless member of ACC he has become fruitful member of
ACC GCW.
Name: Dhani Ram
Employee No: 081297

Education: 7th
Job Tenure: 6 yrs.
Reasons:
a) Adverse family problems.
b) Due to construction work.
Statement:
There is no another source of income.
He is the only earning hand and have to serve his family along with his four
children.
The pay which he receives from the company is not sufficient for his survival.
So as to run the house he have to borrow money from others.
Even the things of daily use are borrowed from the shopkeepers.
He is not satisfied from the pay he receives.
The management is playing their role very well.
Name: Babu Ram
Employee No: 080022

Education: 9th
Department: Raw Mill
Job Tenure: 19 yrs.
Reasons:
a) Due to bad health.
b) Due to some occasions.
Statement:
There is no source of income except what he gains from here.
He feels that he should get more money then the work he is doing.
He is not satisfied with the amount of pay he receives.
The amount of pay which he is getting here is not sufficient for the survival of
his family.
Name: Ram Parkash
Employee No: 080761
Place from where he comes: Lower Nihal, Bilaspur

Education: Nil
Department: Packing House
Job Tenure: 18 yrs.
Reasons:
a) Due to any kind of illness.
b) Mood matters a lot.
c) Drinking and smoking habits.
Statement:
He is the only earning hand in his family.
He have four children among which his second son is handicap.
His elder son is married and working in D.C. office, his job is part time.
The entire family is dependent on him.
There is no source of income.
He takes no interest in his children’s affair.
His coming to the job is also effected by his drinking habit and mood matters
a lot.
Name: Achhar Singh
Employee No: 080417

Place from where he comes: Lagat
Education: 6th
Job Tenure: 18 yrs.
Reasons:
a) Due to court case.
b) Due to illness of his son.
c) Miscellaneous works.
Statement:
He is having his own land which he cultivates by hiring tractor from others.
Due to some domestic problems he is indulged in court case.
He is not satisfied from the amount of money he receives from the company.
He feels that time is passing on so let it move like that. He stated, “Samay
chal raha hai, to bas”
He borrows money and drinks frequently.
He is not having any grievances against the management. He is doing his job
and believes “jo beet raha hai thik hi hai"
Name: Amar Nath
Employee No: 081320

Education: 10th
Job Tenure: 6 yrs.
Reasons:
a) He is an agriculturist.
b) Due to illness.
c) If there is any happening in the relationships.
Statement:
His entire family along with his mother is dependent on his income.
It is very difficult to fulfill the needs of the entire family with the amount he
receives.
He was working with water supply department before joining this organization.
There is no another source of income.
He is satisfied with the management policies but he stated that “hamare bolne
se paisaa badhega nahin, ghatega nahin”
Name: Roshan Lal
Employee No: 080069

Place from where he comes: Solag
Education: 4th
Department: Kiln
Job Tenure: 18 yrs.
Reasons:
a) Adverse health condition.
b) Due to some occasions.
c) He is an agriculturist.
Statement:
He is not at all satisfied with the money received from the job.
His earning of bread is very difficult, as he is having three children along with
his parents.
He is not a habitual drinker but takes occasionally.
He said that “guzara bhi mushkil se hota hai”.
He is fully satisfied from the management side, but thinks that some rules
should be amended for the betterment of workers.
Name: Ganga Singh
Employee No: 081209

Education: 10th
Job Tenure: 10 yrs.
Reasons:
a) Due to illness.
b) Due to some occasion.
c) Land work.
Statement:
There is a good source of income, as their four trucks are running in the same
organization.
He said that there is no loss-no profit in this business of trucks.
As per his statement there was some problem in the cement mill so the trucks
were standing for a long time without work.
The management is trying there best to eliminate the problems and to some
extent the engineers have succeeded in their work.
He said that his brother is working with Ambuja organization and he is being
given more amount of money which, I am receiving in this organization for the
same work.
He works in his land too so he absents himself from the job.
Everything is good from management side.
Name: Raju Ram Sharma
Employee No: 081256

Place from where he comes: Churari
Education: 10th with I.T.I., K.E.I.
Job Tenure: 8 yrs.
Reasons:
a) Adverse family conditions.
b) Mother suffering from heart problem.
c) Lack of any facility.
Statement:
He is the only earning hand of the family.
His one brother is handicap.
He is not satisfied with the amount he receives.
He stated “ Management jitna de sake utna de nahin to chalta hai”
He is also bearing the medical expenditure on his mother’s treatment.
Name: Prit Pal Singh
Employee No: 203097

Education: 10th with I.T.I.
Job Tenure: 22 yrs.
Reasons:
a) His family is residing at Pinjore.
b) Habitual of drinking everyday.
c) Due to construction of his house at Pinjore.
Statement:
He stated that “sab kuchh khud hi dekhna padta hai”.
If somebody is ill in his family he has to go there from time to time.
He drinks everyday rather we can say he is drunk everytime. He cannot stay
without drinking at all.
When he is badly drunk and comes to the job his superiors ask him to go back
to his place which is a big reason for his absenteeism.
To avoid absenteeism he brings a medical certificate with him whenever
desired.
Name: Surender Kumar
Employee No: 081143

Education: 10th
Department: Laboratory
Job Tenure: 16 yrs.
Reasons:
a) Suddenly if some work arises which is unavoidable.
b) If some occasion is there.
Statement:
He is having joint family and the whole family lives together.
There is no source of income other than this job.
There is a piece of land which is cultivated for their personal use as such no
output in the form of hard cash is observed.
There is a lot of irrigation problem which may some times lead to zero
production.
He is not addicted to any kind of bad habits.
There is no monetary satisfaction derived from the company.
He stated that “paisa kam milta hai”.
He is almost happy from the management side.
Name: Ram Dass Thakur
Employee No: 081287

Place from where he comes: Dhawan Kothi
Education: B.A., I.T.I.
Department: Packing House
Job Tenure: 5 yrs.
Reasons:
a) Due to family affairs.
b) Due to adverse health conditions.
c) Habitual of drinking.
d) Due to vast business affairs and property.
Statement:
He has plenty of money.
There are no means of spending the money.
He has numbers of plots at various places.
He has ACC agency at Slapper.
He is having number of sources of income, monthly rent which he receives
amounts to 10,000/-
40,000/- he receives as interest from the bank every month.
He is not satisfied with his present job.
He stated that “A person should be adjusted according to his educational
qualification, yehi main apne bare mein hi nahin bol raha.”
BENEFITS TO THE WORKERS:-
It is generally seen that human beings work to derive some benefits

from the job he /she is doing. Benefit is something which is given to the
workers by the organization in which they work. It depends upon
organization to organization, that to what level they provide benefits to
their workers. If benefits are to a large extent then the employee also
works properly so as to enjoy all the benefits of the organization. There
are some benefits which are compulsory for every organization to
provide to its workers, that means these are the basic benefits given to
the worker. Likewise, ACC GCW, also provides an immense list of
benefits to its workers.
Following are the benefits and facilities provided to the workers of ACC GCW.
1) Canteen facility is provided to the employees. The rate of one meal is Rs.
1.60/- Snacks and tea is also provided. A cup of tea is for 20 paise.
2) LUNCH ROOMS:- In every department special lunch rooms are built for the
employees where proper furniture is also provided.
3) WASHING FACILITY:- Adequate and suitable facility for washing is also

provided to the workers.
4) FIRST-AID:- First-aid facility is provided to the workers. Two persons

from each department is given the basic training about the medical aid.
5) HOSPITAL FACILITY:- Free hospital facility is provided to the employees.

In case of serious illness, if an employee is referred to some big hospital
then the expenditure incurred on his treatment is given by the company.
6) One escort is provided by the company to the person who is referred to

some big hospital.
7) CLUB FACILITY:- There is a special club building made inside the ACC
premises. All the indoor game facilities are provided to the workers by the
company.
8) SCHOOL FACILITY:- ACC GCW has also constructed school building for the
children of the employees of ACC. The fee which is charged is half as
compare to those children who are not the employee’s children.
9) VEHICLE ALLOWANCE:- Vehicle allowance is given to all the employees
whether they possess a vehicle or not.
10)EDUCATION ALLOWANCE:- Education allowance is also provided to all the
employees whether they have children or not.
11) Every type of safety equipments are provided to the employees inside the
factory.
12)Every year, employees are provided with two pairs of dresses, shoes.
13)Every fourth year, employees are provided one woolen coat and one rain
coat.
14) HEAT ALLOWANCE:- Heat allowances are also provided to the employees.
15) Safety sacks, mask, helmet, gloves, belts are also provided.
16) During picnic, Management provide buses.
17) A unique nursery has been created in ACC Colony with creeper house. This
nursery has cectus house, natural caves and water fall. This nursery also
contains fountains which has coloured fishes in it. There are no distinction
between management staff and a worker, rather it is open for all.
FINDINGS
Based on the interviews and analysis of data collected, the findings that
have come forward are:-
1) LACK OF BASIC INDUSTRIAL CULTURE: Prior to this industry there was

no industry in this area. During the establishment of this industry, land was
purchased from the local inhabitants of Barmana. The company gave one
member of each family, whose land was purchased, employment. After selling
their lands they have become very rich.
2) LAND: Maximum employees of ACC, GCW they possess land. They absorb
holidays during the time of sowing of seeds in the field and during the time of
harvesting. They find it necessary to do so.
3) ILLNESS: Illness, is another factor, which is responsible for the

absenteeism. If there is any kind of illness in the family.
4) DRINKING HABBITS: Maximum employees are habitual drinkers. Even some

do their duty under the influence of liquor which may even sometimes lead to
fatal as well as non-fatal accidents.
5) LACK OF SATISFACTION: Employees are not satisfied with the amount of

pay they receive, though, they themselves are responsible for it, as they
remain absent. They even say that the amount of work done is more than
the cash they receives from the organization.
6) MOOD: There are few employees which do not come to work if they are
not in mood to come to work.
7) DISTANCE: Few workers they come from such places from where they have
to come 2-5 kms walking than, they catch a bus from there. Sometimes
due to adverse weather conditions, they absent themselves.
8) OUSTIES: One of the most important factor is that, the maximum
strength of employees are ousties. During the time of construction of this
factory, the land was acquired by the local people of Barmana. The land
was purchased by the authority of company. It was decided that, one
member from those families will be given employment those who have lend
their land to the company. So, the people who were employed are called “
OUSTIES”. They have received the job without any struggle.
9) LEVEL OF PROSPERITY: General level of prosperity among the people of

Barmana is very high.
10) According to Mr. Roop Singh Thakur, Ex-president of I.N.T.U.C.

(IndianNational Trade Union Congress), for last 17 years: “Maximum
workers of ACC, GCW are financially sound. Their main business is of
Trucks. They only work in the organization to pass their time. Therefore,
they absent themselves”.
CONCLUSION
Everything comes to an end. So, my project work has come to an
end. After taking into consideration all the factors, it is quite clear
that ACC, Gagal Cement Works, is showing rapid growth by updating
itself with latest technology in the market.
Interviewing the workers so called “MAZDOOR” is a

great experience. Workers, who absent themselves from the work have
very casual attitude towards their lives and work. It seems that they
are doing job to pass their time. Few of them have such adverse family
conditions, but still they absent themselves as they are habitual of
drinking. Sometimes due to hang over of the liquor they are not in the
position to join the duty.
Some workers are full of frustration, they are not

satisfied from the amount of pay, they get. They want that their salary
should be increased.
Maximum workers are OUSTIES. They have received jobs
without struggle. They do not know the importance of employment.
As it is generally seen that if somebody receives anything in his life
without struggling he does not value it’s importance. Likewise, are the
workers who are “OUSTIES”.
The facilities provided by ACC, GCW to the workers are

immense, they are given every type of facilities inside the factory which
is essential and vital for their safety.
Overview
Established in 1936 as a merger of 10 cement companies, ACC Limited

(hereafter called ACC) is the only cement company that figures in India’s
list of Consumer Super Brands. Formerly called The Associated Cement
Companies Limited - (the company changed its name in 2006) - ACC’s
corporate office is located in Mumbai. The company has 14 modern cement
factories, more than 30 Ready Mix Concrete (RMX) plants, 20 sales offices
and several zonal offices. It has a workforce of about 10,000 persons and a
countrywide distribution network of over 9000 dealers.
RISK ANALYSIS MATRIX
Business :
ACC LTD (cement & ready mix concrete)GAGAL.
Areas of operations :
Gagal,Himachal Pradesh.
Potential Issues :
 Himachal Pradesh, where the plant is located, is an eco-sensitive state.
 Agitation by environmental groups against new plants of other cement companies

in Himachal Pradesh
 Resentment among local communities against new plants
 Sustainable development of local communities around Gagal

 Pollution – dust, water, light, noise
 Emergence of alien invasive species
 Emergence of new fauna
Degree of Potential Impact :
Though ACC is a going concern and though the Gagal plant is among its
better managed ones, it could still get caught in the vortex of the general
agitation against cement companies, large dams, power plants, etc . In fact, even the fact
that IUCN is associating with ACC could raise questions, both for ACC & IUCN . Apart
from the environmental aspects, even communities, which hitherto have been cooperative,
could start agitating against the
company,
Mitigation Measures :l
ACC: Ensure full consultation with a range of stakeholders .
Careful development and implementation of all its activities
Intensifying and improving its environmental impacts
mitigation as well as sustainable community development efforts .
Biodiversity assessments and conservation plans based thereon
Assess values of ecosystem services and involve local communities

Water conservation
RECOMMENDATIONS
There are few recommendations, which if followed, by the management

can be of great help to improve as well as to manage the problem of
absenteeism;
1) The workers who drink during the working hours should be suspended
and strict steps should be taken against them.
2) The workers who are not ready to improve themselves should be

terminated.
3) Strict disciplinary actions must be taken by the Management.
4) Incentives should be introduced by the Management to motivate the

workers.
5) Communication gap should be reduced between workers and

Management.
6) Workers should be employed according to their education.
7) Families should be touched in order to motivate the workers of the

company.
8) Money should be utilized to enhance his family life. He should spend

money to improve his standard of living.
9) He should be counseled to emphasize on providing good education to

his children and improve his drinking habit.
A
PROJECT REPORT
On
ABSENTEEISM
In
THE ASSOCIATED CEMENT COMPANIES Ltd.

(Gagal Cement Works)
BARMANA (H.P.)
Submitted by:-Achhar Prabhakar

Roll No.:-
Submitted to:-
In The Partial Fulfillment Of
M.B.A.
Himachal Pradesh University
SHIMLA-5

Project Report: Absenteeism in Acc LTD (Gagal Cement Works.)

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PROJECT REPORT

SUBMITTED BY: To:

My aim of writing this acknowledgment is not just completing

I would like to thank Mr.A.K.Mahajan for providing me

Growth today is the most important aspect in every sphere of

This report on “ABSENTEESM IN ACC. LTD GAGAL CEMENT

2) POLICIES OF GAGAL CEMENT WORKS.

3) PRACTICES AT GAGAL CEMENT.

7) BENEFITS TOTHE WORKERS.

Sky is the limit…

Introduction of cement industry: It is said that first cement factory

Projects. The first cement plant was built by TATAS at Porbander

ACC was formed by merging 10 cement companies prominent among them

ACC has made significant contributions to the nation building process by

Here is a list of our cement plants, showing Plant-wise capacity :

Bargarh - [ Capacity (MTPA) 1.20 ]

Chaibasa - [ Capacity (MTPA) 0.87 ]

Chanda - [ Capacity (MTPA) 1.00 ]

Damodhar - [ Capacity (MTPA) 0.53 ]

Gagal - [ Capacity (MTPA) 4.40 - Gagal I and II ]

Jamul - [ Capacity (MTPA) 1.58 ]

Kymore - [ Capacity (MTPA) 2.20 ]

Kudithini - [ Capacity (MTPA) 1.10 ]

Lakheri - [ Capacity (MTPA) 1.50 ]

Madukkarai - [ Capacity (MTPA) 1.18 ]

Sindri - [ Capacity (MTPA) 0.91 ]

Wadi - [ Capacity (MTPA) 2.59 ]

New Wadi Plant - [ Capacity (MTPA) 3.20 ]

Thondebhavi - [Capacity (MTPA) 1.60 ]

Tikaria - [ Capacity (MTPA) 2.31 ]

Research & Consultancy Directorate, Thane is one of the leading

a) Sumant Moolgaokar Engineering institute (Kymore), training is given to

b) Research center division (Thane). Training is being given from workers

c) Research training center (Jam). Training is imparted to officers

a) The ACC Machinery Company Ltd. (Thane)

b) ACC Nihon Casting Ltd. (Nagpur)

c) Synthetic Ferric Oxide Plant. (Falta).

d) Alcoa ACC Industrial Chemical. (Falta)

 ACC Concrete Limited

 ACC Mineral Resources Limited

 Bulk Cement Corporation (India) Limited

 National Limestone Company Private Limited

 Encore Cements & Additives Private Limited

Ownership & Shareholding Pattern

Gagal project was started in October 1978. Its construction works

The National Highway No: 21 connecting Ambala in Haryana state &

ACC Ltd.; GCW has got some

Contributions of ACC GAGAL(BARMANA)

GCW has generated significant

Adequate care is taken to provide amenities and facilities for

 Education & Sports

ACC pays great importance to training, development and

Annual contribution to central & H.P. Government by way of taxes,

AWARDS RECEIVED BY ACC GCW UNIT

* British Sword of Honor 1996-97

* Indira Priyadarshni Vrikshamitra (IPVM)

* FICCI Award for corporate initiative

* SHUBHAKARAN SARAWAGI Environment 1998-99

* VISHAVKARMA Trophy for its outstanding

* Indo German Environment Excellence Award in the

ACC Ltd., Gagal Cement Works in Barmana in Bilaspur

POLICIES AT ACC GCW.