Tuesday, December 31, 2019

The History Of An Established Company Business Essay - Free Essay Example

Sample details Pages: 7 Words: 2032 Downloads: 3 Date added: 2017/06/26 Category Business Essay Type Narrative essay Did you like this example? The history of the company dates to 1871 when Dr. King of the Geological Survey of India discovered coal in the village of Yellandu in Khammam district of Andhra Pradesh. An England based company i.e. Don’t waste time! Our writers will create an original "The History Of An Established Company Business Essay" essay for you Create order The Hyderabad (Deccan) Company Limited acquired rights exploit coal in this area in 1886. The present The Singareni collieries company limited (SCCL) was incorporated on 23rd December 1920 under the Hyderabad Companies Act as a public limited company. SCCL acquired all the assets and liabilities of the Hyderabad (Deccan) Co. Ltd. Best Co., acted as Secretaries and Selling Agents. The State of Hyderabad purchased majority shares of the Company in 1945. From the year 1945 to 1949, the Hyderabad Construction Co., Ltd. acted as Managing Agent. In 1949 this function was given to Industrial Trust Fund by the then Government of Hyderabad. I 1956 after the reorganization of the state of Madras the control of the company was transferred to the Government of Andhra Pradesh. Thus, the SCCL became a Government Company under the Companies Act in 1956. During the first five year plan SCCL started massive expansion process and in 1960 the Government of India started extending loan assistance to SCCL and purchased major equity of the Company. Thus since March 1960 SCCL has been jointly owned by the Government of Andhra Pradesh and the Government of India. In the year 1974 the Government of India transferred its share capital to the Coal Mines Authority Limited now known as Coal India Limited. Later, Government of India controlled its equity directly in SCCL from December 1977. The main activities of the company are to explore and exploit the coal deposits in the Godavari valley coalfield in Andhra Pradesh, the only repository of coal in South India. Mining activities of SCCL are currently spread over four districts in the state of Andhra Pradesh Viz. Adilabad, Karimnagar, Khammam and Warangal. About 929.12 million tonnes of coal has been extracted by SCCL in the Godavari valley coalfield till the year 2009-10. Profile of the Products and services Singareni Collieries Company Limited (SCCL) is the one of the leading coal mining company in the country. Its deals with different grades like of coal which are sold to most of the customers situated in Andhra Pradesh and to some extent in other parts of Southern India. The main industries to which SCCL sells coal are Captive Power, Ceramics and Refractories, Chemical industries, Electricals and electronic, major cement, Metal and alloy , mineral processing and pulverization ,oil and solvent extraction etc. The company has categorized the customers broadly as Core Sector (Linked Consumers), Non-core Sector (Unlinked Consumers). CORE SECTOR: Core Sector industries include Power Houses, Captive Power Plants, Major and Mini Cement Plants, Defence, Railways etc., NON CORE SECTOR: This Sector includes industries like the Paper, Textiles, Ceramics, Refractories, Chemical, Bricks, Tobacco, Drugs Pharmaceuticals, etc. There are about 3150 customers on its rolls. 80% of SCCL coal is being fed to Power Houses and about 12% goes to Cement Sector. SCCL had entered into Fuel Supply Agreements (FSAs) with some of the major companies like the National thermal power corporation (NTPC), Andhra Pradesh power generation corporation limited (A.P.Genco), Karnataka power corporation limited(KPCL) and Maharashtra state electric board(MSEB) Singareni at a Glance Mines Manpower (as on 31-03-2011) Targeted Production(2011-12) Targeted Production(2010-11) Actual Production(2010-11) Output per manshift (Mines+Depts)(2010-11) Major consumers 3. Mission and objectives: To retain our Strategic role of a premier Coal Producing Company in the country and excel in a competitive business Environment. To strive for Self-reliance by optimum utilization of existing resources and earn adequate returns on capital employed. To exploit the available mining blocks with maximum conservation and utmost safety by adopting suitable technologies and practices and constantly upgrading them against international benchmarks. To supply reliable and qualitative coal in adequate quantities and strive to satisfy customers needs by constantly sharing their experience and customizing our product. To emerge as a model employer and maintain harmonious industrial relations within the legal and social framework of the State. To emerge as a responsible Company through good Corporate Governance, by laying emphasis on protection of environment ecology and with due regard for corporate social obligations. 6. Functioning of various departments The Singareni collieries company limited is organized into 15 departments. They are Personnel, Safety, HRD Marketing, Civil, Forestry, Industrial Engineering Department, Exploration, Information Technology, Vigilance Mines, Rescue Services, Environment, Education Society, E M and Hospital. These individual departments are interdependent and are under the supervision of ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ Personnel department: The Personnel Department functions under the control and guidance of Director (P,AW) with GM(Personnel) as Head of the Department. There are five wings in Corporate Personnel Department which are under the charge of a senior officer namely, Industrial Relations, Personnel Management, Recruitment, Welfare and Executive Establishment. The G.M (Personnel) oversees and coordinates the functioning in each wing. The Department plays a key role in streamlining industrial relations, personnel policies and implementing all the measures that are initiated by the Management for bringing about reforms in the Company. This process involves constant communication with workmen and with the worker unions to make them to agree the measures that are proposed by the management. All the policies relating to promotions/transfers, upgradations, punitive actions are looked after by this department. Functions also includes in making efforts to improve the existing systems by focusing on key result area s mainly improving discipline among workmen , trying to avoid flash strikes, taking action against chronic absentees who do not contributing to the growth of the Company, improving work culture and environment, etc. Functions of different Wings in Personnel department Recruitment Cell 1. Filling up of regular and backlog vacancies in the executive and non-executive cadres. To conduct recruitment tests and select on the basis of merit. 2. Analyze the matters to be put up to Andhra Pradesh Legislature Committees on Welfare of Scheduled Casts/Scheduled Tribes/BCs and also National Commission for SCs and STs. 3. Conducting recruitment tests to fill up various vacancies in the company. Industrial Relation Wing 1. The main function of this wing is to plan and evolve strategies to meet the situations arising out of industrial unrest in the mines and departments severally and combined. 2. This wing is under the overall guidance of Director (P,AW)/GM(Personnel)is responsible for entering into joint discussions with unions, handling strike notices, industrial disputes, court cases, finalizing settlements with unions, wage revisions at JBCCI level, age disputes, disciplinary actions, elections to the Trade Unions, framing and implementation of Voluntary Retirement Schemes (Golden Handshake), etc. Personnel Management wing 1. This wing deals with the service matters of all NCWA employees. Apart from implementing various decisions taken by the Management this wing is also responsible for the redeployment of surplus workmen. 2. It also takes care of the Placements, promotions and upgradations in respect of NCWA employees however they are mainly handled by Personnel Management wing based on the proposals submitted by Area authorities and other Heads of Departments in the company. 3. Besides the above, processing of resignations of employees, rectification of pay anomalies, grant of study leave, extraordinary leave, processing of various representations forwarded by the Government authorities and Public representatives, sanction of approved allowances to the employees, conveyance reimbursement etc. are handled by this Wing. Welfare wing 1. The Welfare Wing is responsible for the implementing all the provisions relating to the welfare of employees. 2. The major functions carried out by Welfare wing are processing the cases of dependants for employment and Monthly Monetary Compensation (MMC), chalking out program for conduct of Sports and Games, conducting programs like identification of Special Welfare Amenities Programs (SWAP) in the workmen colonies, following up with Insurance companies for settlement of claims, interviews with workmen and officers through Communication Cell for telecast in local media to bring about awareness about the activities of the Company. 3. The Welfare Wing also organizes Scouts and Guides activities through by involving the children studying in Company schools and also in other schools in coalfield areas. 4. The Welfare Wing also processes and awards merit scholarships to the children of the employees @ Rs.6,000/- per year for admission of their children in Medicine and Engine ering. B. Safety department The safety department is responsible for the safety of the personnel in the mining area and for minimizing the accidents in the mines. This department constantly monitors and tries to improve the safety standards in the mines and evolve standard methods for safe mining. Apart from these other functions of the department are 1. To develop practices and continuously review, improve and update safety measures. 2. To ensure everyone in the organization is aware of the safe working methods (SWM) and follow them in day-to-day work. 3. Evaluate the personnel protective equipment availability in the market and supply them to the employees and train them in its proper usage. 4. Conduct safety audit of each mine to know the inherent dangers of the mines and to suggest remedial measures. 5. Investigation of accidents, identification of the causes of accidents, suggestions on prevention of similar ones in future and follow up on the suggestions 6. The department also looks af ter supply of fuel and pure drinking water to the mines, and conducts pre-entry and periodical medical checkups and trying to minimize air and water pollution in the environment. 7. Inspecting the mines and apprising the General Managers and advice remedial measures to be taken up to the Manger. 8. Making liaison between Colliery Safety Organization and ISO headquarters regarding Safety matters of the Mines in the Area. 9. Conducting Safety Audit periodically for each mine and following up action for rectifying the deficiencies. 10. Issuing Safety Clearance certificates after inspection of new districts, new machinery etc., at the mines. 11. Laying special emphasis on accident-prone mines and improve the safety measures. H.R.D department: The H.R.D department of SCCL is mainly responsible for the training of the personnel both technical and non-technical by imparting adequate technical and non-technical skills and to improve the quality of the personnel in the organization. The main training activities taken up by the organization include. Training the office staff in IT related software like MS office and VB(Visual basic), Auto CAD(Computer Aided Drafting) To make all office staff and executives computer literate. Training staff in stress management and interpersonal skills. Developing office and safety manuals. To improve work atmosphere and there by improve the quality and efficiency of the staff. Marketing department The marketing department is headed by ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ and is reports to ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦. The main functions of this department are Marketing and Sale of coal produced by the Company. Deliberations with consumers for finalization of Fuel Supply Agreements and monitoring with areas customers for implementation. Liaison with Railways for movement of coal to consumers. Preparation and submission of monthly, quarterly, yearly reports to the management and government of AP and government of INDIA. Forestry department: In the year 2002 the department of plantation and timber management was renamed as the department of the Forestry. The aim of this department is to maintain ecological ba lance through afforestation. This department is mainly constituted to reduce the adverse effect of mining on the environment and to maintain the area under forest cover. That key activities are Afforestation on OB (Overburden) dumps, Company vacant lands and Habitation areas. Rising of mandatory and non-mandatory plantations Development and maintenance of parks and gardens in and around the areas of mining and lands owned by the organization. Conducting Environment awareness program to increase the participation or workmen. Coordination with Andhra Pradesh forest department (APFD) and Ministry of environment and forest (MoEF). Protection and extraction of old plantations. Industrial Engineering Department Vigilance Department This department has been incepted in 1987 and is headed by ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦Chief GM (Vigilance)ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦ÃƒÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¦. The objective of this department is    to assist management in sustaining integrity in employees, to plug loopholes, negligence in discharge of duties etc. and there by improve system procedures. In order to achieve the objectives this department takes the following measures Conducts surprise checks and inspections in all the departments. To verify records, documents, files, systems belonging to purchase, finance, marketing, forestry and all other departments. To respond to various complaints received by it and submit report to the disciplinary authority. To serve notices to the respective departments upon receiving a complaint. Â

Monday, December 23, 2019

The Effects of Social Factors in the Academic Performance...

POLYTECHNIC UNIVERSITY OF THE PHILIPPINES COLLEGE OF EDUCATION STA. MESA, MANILA THE EFFECT OF THE SOCIAL FACTORS ON THE ACADEMIC PERFORMANCE OF THE SELECTED STUDENTS IN THE BACHELOR IN BUSINESS TEACHER EDUCATION OF THE COLLEGE OF EDUCATION, POLYTECHNIC UNIVERSITY OF THE PHILIPPINES SBUMITTED BY: FLORENTINO, MARJORIE S. BENLOT, ZENNY T. FIESTADA, NATALIE JANE F. BBTE III-3D SUBMITTED TO: DR. CAROLINE SUMANDE I. INTRODUCTION In entering a new environment like universities and colleges, students tend to be joining in a lot of peer groups in order for them to have new friends and easily adjust to their new environment. But in joining in these groups, there are effects which can be sited in their academic performance. A lot of college†¦show more content†¦IV. CONCEPTUAL FRAMEWORK Being a student comes with a big responsibility of managing time in order to balance the academic activities and other factors outside the classroom. College life is really stressful and managing time is important to cope with the different activities being done inside the school. This study was linked to the idea that there exist a relationship between the social factors and academic performance of the selected BBTE students as influenced by certain identified variables such as romantic relationships, student cults and fraternities, organizations, and sports activities. In figure 1, it shows the conceptual framework of the study. Figure 1. A conceptual framework of the study V. STATEMENT OF THE PROBLEM This study aims to determine the effects of the social factors on the academic performances of the selected BBTE students. Specifically the study sought to answer to the following problems: 1. Demographic profile of the student. a. Name b. Age c. Gender d. Year and section 2. What are the social factors they are involved in? 3. What is the academic performance of the selected BBTE students in terms of their general weighted average in the first semester of the school year 2013-2014? 4. What is the effect of social factors on the academic performance of the selected BBTE students? a. Romantic relationship b.

Sunday, December 15, 2019

Nick Swinmurn Free Essays

Culture and diversity of a company is extremely important and will determine the success of a business. Deciding what culture Is best for a company Is challenging. A lot of focus should be on what type of leader Is most appropriate for the organization. We will write a custom essay sample on Nick Swinmurn or any similar topic only for you Order Now Implementing strong values will strengthen the company. The way company’s adapts to change will also affect the way a company will prosper during challenging times. Founded by Nick Swimming In 1999 Capos Company is a solely web based retailer. Nick decided he wanted to create a company after he spent hours searching the entire mall for a pair of shoes and could not find them. He then attempted to find the shoes on line and realized there was not a website specific to shoes. After his experience he decided there was a market for this type of industry. Originally Capos was created to be an online store that offered the widest selections of shoes available all in one place. Since, the company has evolved over time and now is selling a great selection of Items rather than Just shoes. They have boarded their selections to both women and men’s clothing along with everyday household Items. They provide free quick shipping and returns. The overall goal is to â€Å"provide the absolute best service online-not just in shoes, but in any category (Capos, 1999-2014). The Culture of Capos Capos has created a very unique and valuable culture. They have implemented what Is called the â€Å"Capos Family Corey Values† that sets the foundation of the entire company. These core values are listed on their company’s website and are recommended for employees to follow on a day to day base. They believe that employees can be motivated, involved and happy to come to work while providing excellent service to customers. Capos creates a clear line of communication, encouraging employees and constantly motivating them. They want their employees to be innovated, creative and â€Å"do more with less† (Capos, 1999-2014). Most importantly they want their employees to ‘WOW through customer service. This provides an environment that makes employees want to work. They take time to focus on each employee ensuring they are put Into the right position and properly trained for success. Capos believes this will lead to employee longevity and growing leaders for the future. Their hard work does not go unnoticed and for the past 6 years Capos has been named in the as one of the FORTUNE’s 100 Best Companies to Work (Capos, 1999-2014) A random act of kindness weekly parade is the norm at Capos. This Includes selecting 3 random employees each week, dressing them up in funky hats and/or props, taking their photo and Glenn them gift. This falls under ones of their core values creating fun and a little weirdness. Yelling spontaneously at other employees for fun or trying to make one another laugh also emphasizes the core value. There are four main types of organizational cultures. They include hierarchal, market driven, clan, and adaptable/flexible culture. Capos organizational culture only one type of organizational culture. Capos falls under two categories, the clan culture and adaptable/flexible culture (William, 2013). Clan culture represents a family-type organization (Savory, 2013). This culture involves building strong relationships and development of employees through training. Clan culture employees collaborate with coworkers and are caring for each other. Two of Capos core values include building open and honest relationships with communications and creating positive teams and family spirit (Capos, 1999- 2014). Capos is willing to change and adapt. This is why the company also follows under adaptable/flexible organizational culture. The adaptable/flexible culture involves creating new ideas and preparing for future improvements, which is something Capos practices (Savory, 2013). The company has already determined that in the future 30% of all venders/seller transactions will be mad online within the United States. Their vision is to be the company that offers the best service and the largest selections, thus resulting in most customers’ purchases coming from their website (Capos, 1999-2014). Capos is constantly changing and always looking for the newest, most retrieve solutions to solve any issues. Capos embodies these particular culture behaviors because the CEO, Tony Whish, honestly believes this is the best way to run a company. He treats his employees like family. He personally believes in the values and culture of the company. Tony wants his employees to be happy and truly believes this is return will transfer to customers. Capos values and culture is not only the guidelines for the company but overall should be guidelines they follow in life (capos, 1999-2014). The best suited leader for Capos Company is a twenty-first-century leader. This errors should be able to adapt to both Transformational and transactional leadership styles. A transformational and transactional leader will require someone who and foresee a vision and have the motivation to accomplish. This type of person requires creativity and innovation skill with the ability to make decisions. The type of leadership this person should have is supportive leadership style. They should be approachable and friendly and a allow employees feel equal around them. It will be important to provide a friendly atmosphere where employees feel comfortable to be open and trusting with their leader. Given that Capos sales multiple categories of items, they are not at a high risk for a large demand to decline. If some of the company’s category items do decline, Capos has the option to sell different items that are currently in demands. Since the company is still growing there are more markets that Capos can branch out to widen their options if needed. They have recently connect forces with Amazon and this had open a lot more doors and customers (Capos, 1999-2014). As for now, shoes are extremely important to people and fashion. It does not appear that Capos is at a high risk for a large decline in demand for their products. How to cite Nick Swinmurn, Papers

Saturday, December 7, 2019

On Going Home free essay sample

In the essay, â€Å"On Going Home,† Joan Didion’s attitude toward â€Å"home† changes from dread of tension to peace that she wishes to give her daughter. Though Didion is now grown with a child of her own, her adult family life differs in many ways from the family life of her childhood. Returning home for her daughter’s first birthday, she her feelings change about the place she once dreaded. Didion, now residing in Los Angeles, has a much faster paced life vastly different than the slower life of her family home in the Central Valley of California. The tension of her family makes even phone conversations hard to endure. The anxiety Didion had concerning her childhood home are unknown in the beginning of the essay as Didion states, â€Å"I had by all objective accounts a â€Å"normal† and a â€Å"happy† family situation, and yet I was almost thirty years old before I could talk to my family on the telephone without crying after I had hung up. We will write a custom essay sample on On Going Home or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page We did not fight. Nothing was wrong. And yet some nameless anxiety colored the emotional charges between me and the place that I came from. † After being home with familiar family conversations and keepsakes scattered among her parent’s home, she begins to feel a peace and need for her family. Her husband does not understand the significance of the dust covered memories in the home, but Didion encounters them with every turn from a picture of her grandfather as a young man to the tea cups painted by her grandmother. When her husband calls with updates of â€Å"their remote life in Los Angeles,† and encourages her to get out and drive to San Francisco, she decides to, instead, drive to the family cemetery to visit. This visit suggests that she enjoys the peacefulness of her old family life. After visiting with her great-aunts, who don’t comprehend even who she is, and a trip to her father’s ranch, Didion continues to feel the comforts of home. After her daughter’s birthday party, she gazes at her daughter through the crib, thinking of the piece of family life she can offer her. Knowing that the life they live now is much different, she states, â€Å"I would like to give her more. I would like to promise her that she will grow up with a sense of her cousins and of rivers and of her great-grandmother’s teacups, would like to pledge her a picnic on the river with fried chicken and her hair uncombed, would like to give her home for her birthday, but we live differently now and I can promise her nothing like that. † Now, recognizing the importance of her home, Didion’s attitude towards it has changed. Home no longer threatens the anxiety that a phone call once delivered or the dread of tension and drama that it did before. The time Didion spent with her family and all the memories that she embraced helped her to see what a happy place home could be.