DECLARATION

I MAHESWARI M, hereby declare that the internship report with reference to

“KERALA MINERALS AND METALS LTD” prepared by me under the
guidance of prof Prasanth M. K, Faculty of M.B.A Department, Institute of
Management and Technology and external assistance by Mr Managing Director
of Kerala Minerals and Metals LTD.

I also declare that this internship work is towards the partial fulfilment of the
university regulations for the award of degree of Master of Business
Administration by Institute of Management and Technology, Punnapra
Alappuzha.

I have undergone Internship for a period of one month. I further declare that this
report is based on the original study undertaken by me and has not been
submitted for the award of any degree/diploma from any other
university/institution.

PLACE:

DATE:
 ACKNOWLEDGEMENT

First of all, I am graceful to the Almighty for the blessings, who empowered me
for the completion of the report.

Then I wish to express my sincere thanks to [Link] R (Director and

Assistant Professor of IMT) for their kind support and encouragement in the
completion of the Internship Report.

I would like to thank my guide [Link] M. K, Faculty Department of

MBA, Institute of Management and Technology, Punnapra and external guide
Mr A M Ziyad, Manager of HR Department, KERALA MINRALS AND
METALS LIMITED, CHAVARA who gave me golden opportunity to do this
wonderful internship which helped me to learn various concepts.

I also express my deep gratitude and sincere thanks to all department Managers,
Staff Members and Employees of KERALA MINERALS AND METALS
LIMITED, CHAVARA.
TABLE OF CONTENTS
Introduction

Objectives of the study

Scope of the study

Limitations of the study

Chapterisation

Industry profile and company profile

List of tables

List of charts
 INTRODUCTION

Internship is a temporary position of a student or trainee who works in an

organization, sometimes without pay, inorder to gain work experience.
Internship is always a platform for management student to express their skills
and knowledge above all it provided an opportunity to witness the practical
application and various things that are studied at the class room. It also
provided an insight towards the various activities of departments in an
organization with main focus toward the HR department.

The report is based on one month practical experience at THE KERALA

MINERALS AND METALS LIMITED” that helps to learn about the practical
situation of an organization and to implement the theoretical knowledge into
practical work. This organization was undertaken by the State government of
Kerala. It is an integrated titanium dioxide manufacturing public sector
undertaking in Kollam, Kerala, India. Its operations mainly comprises mining,
mineral separation, synthetic rutile, and pigment production plants. Apart from
producing rutile grade titanium dioxide pigment for various types of industries,
it also produces other products like ilmenite, rutile, zircon, synthetic rutile etc.
The company manufactures titanium dioxide through chloride route. The
KMML Products are marked under the brand name “KEMOX”. It enjoys a
monopolistic position in the Titanium Dioxide pigment manufacturer in India.
OBJECTIVES OF THE STUDY

 To get the practical knowledge about the working conditions of KMML.

 To understand the day to day functions of the organization.
 To get an overall idea about the various departments in the organisation
and their functions.
 To know how an organization coordinates its activities.

SIGNIFICANCE OF THE STUDY

The study aims at understanding the company’s establishments, recognition,

organizational structure, the Human Resource Department and wellbeing of the
organization. It mainly focuses on HR department in KMML in comparison
with the other theoretical aspects and to understand the needs of the people and
their competitive advantage in respect of owners and workers.

LIMITATIONS OF THE STUDY

 Difficulty in meeting with the top level executives in the organization.

 Lack of coordination of activities due to the excessive overload.
 INDUSTRY PROFILE

HISTORY OF TITANIUM

Titanium was first discovered in 1791 by William Gregor a Cornish Clergyman

and amateur mineralogist; while studying sand deposits in the Manaccan valley.
In his sample he identified an oxide of iron and an unknown metal; he called it
‘menachanite’. Sadly his contribution to titanium’s discovery was forgotten.
The oxide he examined, now known as ilmenite is titanium’s most important
commercial ore and accounts for 92% of all titanium extraction. Gregor’s
achievements neglected, titanium was rediscovered in 1795 by Martin Heinrich
Klaproth a renowned German chemist who is also credited with the discovery of
uranium. Klaproth was investigating rutile and named the unidentified metal
after the Titans of Hellenic mythology. Contrary to popular conception his
choice of name does not refer to the element’s properties of strength and
durability, his notes show that he chose the name due to its neutrality, as
advocated by Antoine Lavosier. “Whenever no name can be found for a new
fossil which indicates its peculiar and characteristic properties (in which
situation I find myself at present) I think it best to choose such a denomination
as means nothing of itself, and thus can give no rise to any erroneous ideas. (as
Lavoisier had suggested) In consequence of this, as I did in the case of
Uranium, I shall borrow the name for this metallic substance from mythology,
and in particular from the Titans, the first sons of the earth. I therefore call this
new metallic genus Titanium.” Isolating Titanium prove problematic with many
scientists including Klaproth himself trying and failing. But, in 1887 94 years
after Gregor’s initial discovery metallic titanium was isolated by Lars Nilson
and Otto Pettersson, who achieved a purity of 95%. Their method using sodium
was later refined into the hunter process.

Henry Moissan managed 98% purity using an electric furnace in 1896. The
product was heavily contaminated with interstitials (oxygen, nitrogen, and
carbon) making it brittle. Titanium’s high affinity for Nitrogen at high
temperatures was documented in 1908. Finding a method of preventing
Titanium bonding with nitrogen was critical. In 1910 Matthew A. Hunter
achieved 99.9% purity in collaboration with General Electric at Rensselaer
Polytechnic Institute. Ilmenite was reduced via the chloride process to make
titanium tetrachloride. Then using what is now known as the Hunter Process
reacted the TiCl4 with sodium in an evacuated blast furnace at 700-800 degrees
Celsius.

The Kroll Process developed by William J. Kroll in Luxemburg in the 1930s

displaced the Hunter Process. Using magnesium instead of sodium reduced the
cost of the process, which aided titanium’s widespread entrance into the
aerospace market after the Second World War. The reliability of Titanium
depends entirely upon its supply chain; incremental improvements have seen the
purity of titanium used in aerospace improved in excess of 100 fold between
1950 and 2010. The slightest of defects in titanium output can have dire
consequences. The Sioux air disaster of 1989 being one such example, the
accident occurred when the titanium engine bore in US airline Flight 232
cracked. The resulting “uncontained engine failure” immobilised the plane’s
hydraulic systems and its backups. The crew was forced to improvise, using the
thrust of the plane’s two remaining engines to roll and pitch the plane towards
Sioux City airport. They received praise for their actions in the United States’
National Transportation Safety Board investigation. 185 of the 296 people
aboard survived. Titanium’s risk of fracture can be reduced by managing its
mechanics and microstructure. Changes were first implemented by the industry
in the 1970s. The FAA mandated a switch from Argon Remelting to double
vacuum arc remelting in 1972. The reasoning for this was that the vacuum helps
to remove dissolved oxygen improving the quality of the ingot, though it is not
enough to remove the hard alpha inclusions like those in the engine bore of
Flight 232. The OPEC oil crisis of 1973 was a contributing factor in the mass
uptake of Titanium in the industry. The rising cost of fuel meant that titanium’s
efficiency improvements made the metal more desirable.

A solution to this problem was the skull melting process also known as
Electron Beam Cold Hearth Remelting which was patented in the 1980s and
reached widespread usage in the 2000s is an alternative to the third step in the
triple melt process. Unlike VAR it super heats the metal melting hard alpha
defects and allowing contaminated feed stocks to be repurposed into a high
quality ingot, impurities form on the surface of the ingot and can be removed
easily. The process is useful because it allows waste chips, created and
contaminated by machining the metal to melted back down and have its
contaminants removed and be used in high-grade applications.

COMPETITION IN THE INDUSTRY

Kerala Minerals and Metals Ltd is an integrated titanium dioxide manufacturing

public sector undertaking in Kollam, Kerala, India. Its operations comprise
mining, mineral separation, synthetic rutile and pigment-production plants.
Apart from producing rutile-grade titanium dioxide pigment for various types of
industries, it also produces other products like ilmenite, rutile, zircon,
sillimanite, synthetic rutile etc. It is one of the best performing Public Sector
Units in India. The company manufactures titanium dioxide through the
chloride route. The different grades are produced by KMML under the brand
name [Link] KMML is the only fully integrated TiO 2 pigment plant in
the world. Its use is very vast and is produced in various parts of the world at
different levels. It is estimated that the world total installed capacity for TiO 2
production is of the order of 4.22 to 4.38 million tons per annum. The higher
demand in the global market attracts various firms to enter into titanium dioxide
manufacturing. It is far more stable than any other pigment. The light scattering
property of finally divided Titanium dioxide unmatched by any other metals.
The chemical is available in two crystalline forms, namely Anabases and Rutile,
which are of much commercial importance.
 COMPANY PROFILE

KMML was established by a private entrepreneur in 1932 as F. X. Perira and

Sons (Travancore) Pvt. Ltd, the forerunner to KMML. During the course of
time, KMML changed hands three times over. In 1956 it was taken over by the
state government and was placed under the control of the industries department.
The unit was subsequently converted as a limited company in 1972 by the name
of ‘The Kerala Minerals and Metals Ltd.’with the following broad objectives.

1. Optimum utilisation of mineral wealth found along the sea coast of

Kollam-Alappuzha Districts.

2. Large scale generation of employment in the state in general.

3. Overall growth and development of the local area in particular and the
state in general.

KMML has always been responsive to social and environmental causes. Some
of the initiatives taken by KMML have made a significant change to the area
and its people. KMML is now in the aerospace industry & Defence applications
with the commissioning of the Titanium Sponge Plant. The TSP is a joint
venture of KMML, Vikram Sarabhai Space Centre (VSSC) and the Defence
Metallurgical Research Laboratory (DMRL). The Rs.143-crore TSP project was
fully funded by the VSSC. With the inauguration of TSP, India became the 7th
country in the world having the technology for producing titanium sponge,
which is the raw material for titanium metal. Titanium sponge is known for its
high strength but low weight, making it an ideal material for aircraft
manufacture, including fighter aircraft. The material is also used in nuclear
plants, Engine parts, Ocean platforms, Reactors, Heat Exchangers and to make
dental implants and artificial bones.

The company had only one unit known as mineral separation plant when it
started. In 1974 the company received intent for the production of titanium
dioxide pigment using chloride process. In 1976 KMML registered its 2 nd unit
known as titanium dioxide pigment plant. Its construction started only in 1979
and total capital cost was 144 crores. The plant was commissioned in
December1984. KMML became the first and only integrated titanium dioxide
plant in the world. Even though KMML was commissioned in1984 it was not
able to operate efficiently due to technical problems. Due to these problems the
company has to suffer an accumulated loss of more than the capital investment
over a period of 8 years. In the above circumstances it was in 1991 that the
entire personnel of KMML from top management to down to the lowest
workers started to think individually and collectively about the requirement of
“Turn Around”. A strategy was planned and implemented with the
wholehearted support of the work force during the period 1991-1993. It started
to yield results and the company attained the breakeven level by 1993.
From1993-1994 onward, the company started to make profits and wiped out the
entire accumulated loss within a few years and repaid the long term loans.

OBJECTIVES OF KMML

1) To manufacture value added products like Titanium dioxide and Titanium

metal through chloride route technology.

2) Large scale employment generation in the state.

3) To exploit the mineral wealth abundantly available in the coastal belt.

4) Overall development of local area in the state

 Vision

“KMML to be a world class producer of minerals sand-based value-added

product”

Mission

 To become the model agency for promoting and establishing mineral

based industries in the state to ensure value addition and effective
controlled exploitation of minerals.
 To create more awareness about CSR for chemical industries in the state.
 To become the leader in controlling greenhouse gas emission so as to
produce the concept of green earth.
 To develop adequate supply base for the services and utility for
development of mineral based industries in the state.
CERTIFICATION

The certification of KMML is provided by Bureau Veritas a world leader in

Testing, Inspection and Certification. It was founded in Belgium in 1828,
removed to Paris in 1830, and re-established in Brussels in 1870.

 ISO 9001:2015

ISO 9001 is the international Standard for Quality Management. It is part of the
ISO 9000 family of Quality Management Standards and is used by over 1
million businesses today. ISO 9001 is perfect for any organisation, large or
small, looking to improve quality and consistently meet customer requirements.
It delivers a system of continual improvement that is driven by your customers'
needs. Benefits of ISO 9001 Certification include:

a) Increased Efficiency
b) International Recognition
c) Factual approach to Decision Making
d) Better Supplier Relationships
e) Improved Customer Satisfaction
f) Greater Employee Morale

All the requirements of ISO 9001:2015 are generic and are intended to be
applicable to any organization, regardless of its type or size, or the products and
services it provides.

 ISO 14001:2015

ISO 14001:2015 specifies the requirements for an environmental management

system that an organization can use to enhance its environmental performance.
ISO 14001:2015 is intended for use by an organization seeking to manage its
environmental responsibilities in a systematic manner that contributes to the
environmental pillar of sustainability.

ISO 14001:2015 helps an organization achieve the intended outcomes of its

environmental management system, which provide value for the environment,
the organization itself and interested parties. Consistent with the organization's
environmental policy, the intended outcomes of an environmental management
system include:

 enhancement of environmental performance;

 fulfilment of compliance obligations;
 achievement of environmental objectives.

ISO 14001:2015 is applicable to any organization, regardless of size, type and

nature, and applies to the environmental aspects of its activities, products and
services that the organization determines it can either control or influence
considering a life cycle perspective. ISO 14001:2015 does not state specific
environmental performance criteria.

 BS OHSAS 18001:2017

OHSAS 18001, Occupational Health and Safety Assessment Series, was an

international standard for occupational health and safety management systems
that was subsequently adopted as a British Standard. Compliance with it
enabled organizations to demonstrate that they had a system in place for
occupational health and safety. Organizations that are certified to OHSAS
18001 were able to migrate to ISO 45001 by March 2021 to retain a recognized
certification. This standard also helps companies with their planning and policy
formation. They will also ensure that companies comply with all the latest
health and safety requirements and law. It is applicable to organizations and
enterprises of all types and sizes and includes different cultural, geographical
and social conditions.

This OHSAS 18001:2007 Standard applies to any organization that wants to:

1) Occupational safety and health officers.

2) Safety and health officers.
3) All companies wishing to implement an occupational health and safety
management system.
4) Quality assessors.
5) Health and safety inspectors.
6) Regulatory bodies.
7) Approval organizations.
8) Certification bodies.

 SA 8000:2014

SA stands for Social Accountability, 8000 is the standard and 2014 is the
revision of year. This is the leading social certification standard for factories
and organizations across the globe. It was established by Social Accountability
International in 1997 as a multi-stakeholder initiative. The SA8000 Standard
and Certification System provide a framework for organizations of all types, in
any industry, and in any country to conduct business in a way that is fair and
decent for workers and to demonstrate their adherence to the highest social
standards.
EXPORTS

KMML export the products to UK, USA, Italy, China, Korea, Philippines,
South Africa, Turkey, Dubai, and Sri Lanka.

CUSTOMERS OF KMML

 Asian paints
 Nerolac pints
 Shalimar paints
 Mega Mediation
 Jenson and Nicholson
 Sanderson chemicals
 Camlin
 Berger paints
 Rajkot paints

COMPETITION IN THE INDUSTRY

 Dupont co (USA)
 Millennium (Germany)
 Ishihara (japan)
 Tiofin (Netherland)
 Hoitox (USA)
 PROCESS CHART
The Manufacturing Plant at KMML comprises the Mineral Separation (MS)
unit and the Titanium dioxide Pigment (TP) unit. The MS unit is where the
separation of Ilmenite, Rutile, Leucoxene, Monazite, Sillimanite etc from the
beach sand takes place, through the various stages in the Wet Concentration
Plant, Dryer Plant, Dry Mill, Rutile and Zircon Recovery [Link] MS unit
employs Gravitational, Magnetic, High tension electrostatic techniques for
separation of minerals from the sand. The TP unit is where the raw Ilmenite
obtained from the MS Unit is taken for further processing, through the various
stages in the Ilmenite Beneficiation Plant, Acid Regenaration Plant, Pigment
Production Plant, Oxygen Plant and Utility Section. Titanium Dioxide is
manufactured here using the chloride route.
 CSR ACTIVITIES OF KMML
 CONTRIBUTION FOR RURAL AREA ELECTRIFICATION

KMML has contributed Rs.35 lakhs for the rural area electrification, under
Grama Jyothy Programme in Neendakara, Panmana, Chavara, Thevalakkara
and Thekkumbhagom Panchayats.

 FINANCIAL ASSISTANCE TO EDUCATIONAL INSTITUTIONS

KMML provides financial assistance to nearby five educational institutions (at

Kuttivattam and Panmana LP School) for monthly requirement to meet noon-
meals programme. KMML had supplied computers to 14 schools

 CONTRIBUTION TO THE MINING AREA WELFARE BOARD

KMML contributes Rs15 lakh / year, for the nearby Panchayats viz. Panmana,
Chavara and Neendakara, which fall under the mining area welfare board. This
amount is used for the development of the above panchayats.

 SAFETY AWARENESS PROGRAMMES FOR THE LOCAL

PUBLIC

KMML has conducted a number of Safety/Environment Awareness

Programmes for the local public.

 DRINKING WATER SUPPLY TO THE LOCAL PUBLIC

At present KMML is providing 400 m3/day of drinking water to public by

laying about 55 Km of pipeline in different directions from the plant as a center.
 PRODUCT RANGE

[Link] Products Application

1 Titanium Dioxide Paints, Printing, Inks, Plastic, Paper,
Rubber, Textiles
2 Titanium Tetra Chloride Titanium Dioxide Pigment, Titanium
Sponge, Titanium Salts, Titanium Ox
Chloride
3 Rutile Wedding Electrodes, Titanium Compounds,
Titanium Dioxide Pigments, Titanium
Sponge, Titanium Tetra Chloride
4 Ilmenite Synthesis Rutile, Titanium Tetra Chloride,
Ferro Titanium Alloys, Titanium Dioxide
Salts, Welding Electrodes
5 Leucoxene Titanium tetra chloride, Welding electrodes
6 Sillimanite High temperature refectory ceramics
7 Zircon Ceramics, foundries, refectories, nuclear
technology

NATIONAL AWARDS

 Award for R&D efforts in industry.

 FACT MKK Nair Memorial Productivity Award
 Energy Conservation Awards
 Award for Best revenue performance Govt. of India
 Best performing PSU Factories & boilers, Govt. of Kerala
 PARTICULARS OF PRODUCTS, PROPERTIES AND
USES

KMML produce 6 grades of titanium dioxide pigment under the brand name
“KEMOX”

Grade Main Properties Uses

KEMOX RC Excellent tinting strength, Good Interior glass and semi-
800 gloss, Good dispensability, High gloss paints.
brightness
KEMOX RC Excellent balance of optical General architectural
802 properties and durability interior and exterior
finishes, exterior
industrial finishes,
marine oil and solvent
based coating
KEMOX RC Good dispersibility, excellent Used for coating with
808 dispersibility glass to prevent the
spreading of [Link]
helps the automobile
industry to design the
vehicle without using
any wipers
KEMOX RC Excellent haze free gloss and gloss Matt decorative and
813 retention high tinting strength, high emulsion paints, matt
dispersibility printing inks
KEMOX RC High hiding power in high PVC Exterior application and
822 formulation, good dispersibility, power coating, water and
good durability and high brightness solvent based paints
 decorative and industrial
coating
KEMOX RC PG Finer particle size, blue under Plastic, rubber, and floor
832 stone and good dispersibility tiles

HUMAN RESOURCE DEPARTMENT

IN KMML
HUMAN RESOURCE

Human resource management (HRM) is the practice of recruiting, hiring,

deploying and managing an organization's employees. HRM is often referred to
simply as human resources (HR). A company or organization's HR department
is usually responsible for creating, putting into effect and overseeing policies
governing workers and the relationship of the organization with its employees.
The term human resources was first used in the early 1900s, and then more
widely in the 1960s, to describe the people who work for the organization, in
aggregate.

KMML stands for its total quality culture in terms of people, products, services,
work place safety, energy and environment. The Company is fully equipped to
train manpower at all levels covering the entire range of activities from mining
to manufacture to marketing. The emphasis is to attract, nurture and train the
best human resources in the industry. The company’s biggest asset is its human
resource quality. With a 2000 plus workforce, KMML have a full-fledged
Human Resource Development (HRD) Department that focuses on regular
training and refresher courses for skill betterment and personality development
and also to inculcate quality consciousness and safety awareness. They are
committed to training and retaining the best of human resources from the world
over, building capabilities in the organization across boundaries in the mining
sector.

The Company’s HR Strategy and Policy looks to achieve optimum productivity

through best use of the human and technology potential.

 Fulfilling the company’s vision to become a world class organization for

mining and mineral separation.
 To reduce the paucity of professionals arising due to higher capacity
utilization, retirement, expansion and modernization. This is achieved by
devising a programme of inducting qualified technocrats and
management professionals at multiple levels.
 To ensure smooth technology transitions, a series of human resource
training programmes and familiarisation regimens are conducted
regularly.

PERSONNEL & ADMINISTATION DEPARTMENT

Personnel department will be directly responsible for the personnel function of

the company to result in timely action for maintaining smooth industrial
relations leading to employee morale and productivity. This department plays a
prominent role in the day to day affairs of the company. This department is one
of the most important assets of every organization. Personnel department is
concerned with people’s dimension in the organization. Manager(P&A) is the
head of the department. Regular training and refreshment courses are part of the
company life. This include quality consciousness and safety awareness
contribute to personality development is to ensure the availability of skilled
worker.

Functions of P&A Department

 Manpower Planning
 Recruitment and selection
 Induction
 Promotion and transfer
 Training and development
 Labour welfare
 Grievance handling
 Public relation
 General administration
 Disciplinary proceeding

RECRUITMENT AND SELECTION

The company adopts different methods of recruitment of the staffs. For this
company give advertisement in Malayalam and English newspaper publishing
from Kerala and other states of South India.

PROCEDURE FOR RECRUITMENT

 If there is a vacancy in the workman category, it is notified to the

concerned employment exchange.
  In case of officer category, selection is made through Kerala Public
Service Commission.
 For requirement of managerial and professional pots, the application is
received with respect to the advertisements made in the newspaper and
the details furnisher by the technical committee are also considered.
 A committee setup by the board of directors with not less than 3 members
and at least one of being government representative marks recruitment to
the vacancies.

CERTAIN RECRUITMENT SOURCES

 Internal search
 Advertisement
 Employees recommendation
 Temporary help agencies
 Colleges and universities
 Professional organization
 Casual or unsolicited applicants
 Other sources

SELECTION

The screened candidates will be considered for selection. Selection will be done
by the committee constituted the board of directors. Selection is done through
tests/interviews. KMML adopted various tools and technique for the recruitment
of new workers. One of the tools is done by employing application form to the
applicants for getting their detail information. Then call the eligible candidates
among them for interview. For technical posts, KMML conducts practical and
written examination. For the post of clerk category, the KMML first conducts
written exams based on the performance of the test, the eligible candidates are
selected for the interview. The final selection will be made based on the
performance in the interview conducted by a panel consisting of BOD, MD, a
government representative and a subject expert for getting selection, the
employee has to pass the medical examination .After selection, employees will
undergo one-year probationary period. During this period, the performance will
be appraised.

INDUCTION

Every new employee undergoes an induction programme in which they are

given a safety training on the first day of joining the company. After that for a
period of one week, employees have to go through a detailed study of the
organization visiting different departments and plant. Also they are introduced
to their co-workers.

PROMOTION

Employees will consider for promotion only if they have qualification and
experience in the respect field. Every employee promoted to a higher post will
be on probation in that post for a period of one year.

4 factors have to consider for promoting an employee:

 Seniority(26 mark0
 Test/interview(40 mark)
 Attendance(20 mark)
 Performance(14 mark)
 TRANSFER

There is only interdepartmental transfer in the company.

RETIREMENT AND SUPERANNUTION

The retirement age of an employee in KMML is fixed at 58 years. On

retirement date the personnel department is charge of clearing the papers such s
gratuity allowance, DA etc.

TRAINING AND DEVELOPMENT

Training and development activities are undertaken by HRD department for

making employees to cop up with new technologies and to increase their
productivity. The training requirements are designed under guidelines of
[Link] per ISO norms, the annual training schedule is prepared on the basis of
the individual training needs identified by HOD in specific formats collected
from all HODs on or before March 15 every year. Training in KMML can be
classified as:

 Internal training
 External training
 Apprenticeship training

MAN POWER PLANNING

It is one of the important activities carried by the P&A department. Poor

manpower planning can result in poor performance. The primary objective is to
ensure the availability of the required skill and avoid/ minimize redundancies.
Manpower planning enables organizations to have accurate estimate of number
of employees to accomplish set goals, reduce waste in employment, lessen
uncertainties about current personnel level/needs and eliminates the mistakes
involved in staffing and enhances effective utilization of its human resources.

LABOUR WELFARE ACTIVITIES

 Bonus
 Provident fund
 Gratuity
 ESI for contract workers
 Medical attendance
 Medical scheme for permanent employees

Allowance provided by the company for its employees are as follows:

 Conveyance allowance
 Shift allowance
 House rent allowance
 Educational allowance
 Stitching allowance
 Milk allowance
 Washing allowance
 Acting allowance
 Chlorine tanker duty allowance
 Cash handling allowance
Other benefits include:

 Retirement benefits
 Death relief fund and medical facilities
 Transportation facilities
 Financial aid to prolonged treatment
 Subsidized canteen
 Facility subsidized canteen
 Recreation club
 Interest subsidy for housing loan
 Vehicle loan

ATTENDANCE BONUS

Attendance below 80% Nil

80% to 90% Rs 300/- per month
Above 90% Rs 500/-per month
Full attendance Two days wages are paid additional

EMPLOYEE CLASSIFICATION

Employees are classified into;

1. Officiers
2. Workmen
a) Skilled
b) Semi-skilled
 c) Unskilled

HOURS OF WORKS SHIFT

As per mines act 1952, working hours are fixed 8 hours per day. There are
mainly 4 major shift- A, B, C and general shift.

SHIFT TIME

a) 6: am to 2: pm
b) 2: pm to 10:00 pm
c) 10:00 pm to 6:00 am
d) General shift 9:00 am to 5:00pm

ATTENDANCE OF EMPLOYEES

Attendance is marked by punching system.

TRADE UNIONS

 Titanium Employees Union affiliated to CITU

 Titanium Complex Employees Congress affiliated to INTUC
 Titanium Complex Employees Congress affiliated to UTUC
 PERFORMANCE APPRAISAL AT KMML

In KMML traditional method of point rating method which has a 5-point scale
is followed. There will be two raters who award pints. Annual appraisal is
carried out in KMML. The appraisal is for two categories:

 Officer category
 Non-officer category

Performance appraisal has three sections which include:

 Job related attributes

 Effectiveness
 Personal attributes

FUNCTIONAL DEPARTMENTS IN KMML

 Production Department
 Maintenance Department(Mechanical)
 Maintenance Department( Electrical)
 Finance Department
 Marketing Department
 Personnel and administration Department
 Fire and Safety Department
 Technical service and R&D Department
 Electronic data processing Department
 PRODUCTION DEPARTMENT

KMML always maintain high standard of perfection by achieving technical

excellence in every field of production. Their production goes into the
manufacturing of variety of products used in everyday life. Paint, material,
facial cream, tablets ,newsprint, rubber product ,cosmetic and printing link all
contain tio2. The department undertakes activities and decisions regarding the
production works. Deputy General Manager controls the activities of the
department .Production of tio2 is carried out in lot wise with specific lot
number. Each lot contains 15 MT of tio2 sample are collected from production
at specific intervals and examined thoroughly in the laboratory or the company.
If any defect is identified then the lot is considered as infection quality.
Company always maintain high standard of perfection by achieving technical
excellence in every phase of production. Catering to strict guideline , it offers a
wide range of products used in everyday life. Plant material, facial creams,
tablets, newsprint, rubber products, cosmetics and printing inks all contain TiO2
Minerals Separation Plant and tio2 pigment plant is two independent production
units in KMML .

MAINTENANCE DEPARTMENT

The maintenance department of KMML can be grouped electrical, mechanical

and instrumentation section. The Joint General Manager is the top authority of
the maintenance department.

ELECTRICAL SECTION: - This department is under the control of Assistant

General Manager. It is the function of the department to ensure the flow of
electricity through the company.

MECHANICAL SECTION:-This department is under the control of Assistant

General Manager .Function of the department is to ensure the easy working of
machine. The company is doing periodical shut downs to carry out necessary
maintenance and servicing of the plant.

MARKETING DEPARTMENT

KMML have monopolistic in tio2 pigment industry. KMML is a Public Ltd

company that stands as a leader in production of tio2. The company has a large
number of customers from all over the world and outside. The marketing
department is engaged in selling of the company’s product .Products of KMML
always maintain very high standard perfection. The marketing department
always strives to achieve technical excellence in every phase of production to
offer a wide range of products for quality conscious customers. The marketing
functions undertaking by the marketing department of the KMML can be
broadly classified into three, via functions of exchanging, functions of physical
supply, marketing facilitating function.

FINANCE DEPARTMENT

Finance is the lifeblood of every business. In KMML a well –organized finance

department is functioning .The finance position of the company can be
understood by balance sheet and profit . Preparing budget report according to
the company’s goal is also an important function of the finance department.
Accounting policy of KMML :

 Convention
 Fixed assets
 Excise Duty
 Gratuity
 Inventory system
 MATERIALS DEPARTMENT

All the function relating to purchase and storage of materials for the company is
carried out by the department. It includes all the capital items such as supply
orders for projects and revenue items including raw materials, chemicals,
intermediate, stores & spares as well as services .The department is headed by
the General Manager. There is around 35000 items of raw materials in KMML.

SWOT ANALSIS OF KMML