Thyssenkrup Hr PRoject

PART-I

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COMPANY HISTORY

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COMPANY HISTORY

November 20, 1811

Establishment of the cast steel factory by Friedrich Krupp.

The new melting shop built in 1818/19 at the Fried. Krupp cast steel factory in Essen. The

smaller building was initially used as an overseer's cottage, then as a house for the Krupp

family.

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On November 20, 1811 Friedrich Krupp established a factory with two partners for the making

of English cast steel and all products therefrom. After he succeeded in making high-quality cast

steel (crucible steel) in 1816, he begins production of tanner's tools, coining dies and unfinished

rolls. In 1817 the Imperial Mint in Düsseldorf confirmed the quality of Krupp cast steel. In 1818

Krupp supplied his first coining die to the Prussian mint head office in Berlin.

1871

Establishment of Thyssen & Co. in [Mülheim an der Ruhr-]Styrum.

Colored drawing of the Testhyssen & Co. baling hoop rolling mill in [Mülheim-]Styrum from

the 1896 jubilee album.

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Together with his father as co-owner, on April 1, 1871 August Thyssen established the firm of

Thyssen & Co. in Styrum near Mülheim an der Ruhr. On October 2, 1871 the company produced

its first hoop iron. After the death of his father in 1877 August's younger brother Joseph (1844 -

1915) joined the firm. At first Thyssen & Co. only operated a steel and hoop iron rolling mill. In

the course of time the brothers added a steelmaking shop, a tube mill and plate mill with

galvanizing shop, a foundry and a machine shop. The latter became well-known for the

manufacture of large gas machinery. Today the works belongs to Mannesmannröhren-Werke

AG.

1969

Specialization through cooperation.

Under an agreement with Mannesmann AG, in 1970 the production plants of Thyssen

Röhrenwerke AG were transferred to Mannesmannröhren- Werke AG, which in the same year

supplied large-diameter pipes to the Soviet Union among others.

enlarge

In the final phase of the horizontal diversification August Thyssen-Hütte AG attained

specialization through cooperation. In 1969 Mannesmann AG and August Thyssen-Hütte AG

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agree a division of responsibilities along the lines of "tubes to Mannesmann, rolled steel to

Thyssen". Steel tube and pipe production, which came to August Thyssen-Hütte AG through the

acquisition of Phoenix-Rheinrohr AG Vereinigte Hütten- und Röhrenwerke, was carried out

jointly with Mannesmann AG in Mannesmannröhren-Werke AG, which was initially 1/3 owned

by August Thyssen-Hütte AG and 2/3 by Mannesmann AG. In return Mannesmann AG

transferred its rolled steel production to August Thyssen-Hütte AG.

1973

Growth into a conglomerate focused on steel, capital goods, trading and services.

Production locations of Rheinische Stahlwerke in Germany taken from a 1964 brochure.

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The acquisition of Rheinstahl AG in 1973 broadened the business base and at the same time

reduced dependency on the cyclical steel sector. Rheinstahl AG was mainly engaged in

manufacturing.

The merger of August Thyssen-Hütte AG and Rheinstahl AG strengthened production and

processing capacities for iron, steel and stainless steel and at the same time established an

extensive capital goods base with activities in locomotives, engineering, shipbuilding, wagon

building and construction and heating equipment. The wide-ranging activities of Rheinstahl AG

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were combined with the corresponding Thyssen businesses in four new business groups Capital

Goods and Manufactured Products, Trading and Services, Stainless Steel, and Steel.

The structural change is reflected in a change of name in 1977 from August Thyssen-Hütte AG

to Thyssen Aktiengesellschaft vorm. August Thyssen-Hütte, which is shortened to Thyssen

Aktiengesellschaft in 1997. To document to the outside world that Rheinstahl AG represents the

manufacturing business of the Thyssen group, in 1976 its name was changed to Thyssen

Industrie AG, which, augmented by Krupp activities, became ThyssenKrupp Industries in 1999.

1999, 17. März

ThyssenKrupp AG officially registered.

Cover of the 1st issue of the company merger update magazine "Fusion aktuell" in March 1998.

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The idea of a merger was not a new one. It had been addressed by generations of managers in the

preceding decades. With globalization advancing in the late 1990s, Thyssen and Krupp were

ready to agree to a merger.

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They commenced talks on further cooperation in August 1997 after establishing a joint flat

carbon steel company.

The strategic opportunities and potential synergies offered by a full merger were found to be

huge. ThyssenKrupp AG was officially registered on March 17, 1999 and commenced operations

with economic effect on October 1, 1998.

The activities of the new company were initially combined in 23 different business units

allocated to the five segments Steel, Automotive, Industries, Engineering and Materials &

Services.

MEDIA

Mega project: ThyssenKrupp Elevator teams up with the MTR Corporation for the

world’s largest underground rail terminus

Hong Kong to get Express Rail Link to the National High-speed Rail Network in Mainland

China

ThyssenKrupp Elevator has been awarded a contract by the MTR Corporation to supply

equipment for the West Kowloon Terminus project in Hong Kong (China). ThyssenKrupp will

supply a total of 73 escalators and 8 moving walks. With a total area of over 380,000 square

meters, the gigantic rail terminus, the majority of it located underground, will be larger than most

airport terminals. Its capacity, too, will be exceptional – the terminus will be capable of handling

around 99,000 passengers per day. The first trains are expected to run from 2015. The Hong

Kong section of the Express Rail Link operating at up to 200km/hour will connect Hong Kong

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with the capital Beijing over 2,000 kilometers away, passing via Shenzhen, Guangzhou and

Wuhan.

To provide daylight to the multi-storey terminus with its duty-free shops, restaurants and waiting

lounges, architect Andrew Bromberg of Aedas chose a special design: the walkable glass and

steel roof structure spans the building below like a futuristic helmet. The design was a winner in

the 2010 World Architecture Festival and also won a 2012 MIPIM Award, one of the most

prestigious international property awards.

The 81 escalators and moving walks from ThyssenKrupp Elevator will smoothly and efficiently

transport travelers and visitors throughout the new multi-level terminus and to the station’s 15

platforms. All installations will feature an eco-friendly energy saving system that reduces the

speed whenever there are no passengers. Depending on passenger volumes this can create energy

savings of up to 60%.

For ThyssenKrupp Elevator this latest order represents a further success in connection with the

expansion of the Chinese rail network. At the end of 2010 the company won its biggest ever

contract to supply passenger transportation systems for train stations in China: a total of 234

elevators and 637 escalators will be installed at 96 stations in cities including Beijing, Shanghai,

Guangzhou and Shenzhen.

The Elevator Technology business area brings together the ThyssenKrupp Group's global

activities in passenger transportation systems. With more than 46,000 employees, sales of 5.3

billion Euros in fiscal 2010/2011 and customers in 150 countries, ThyssenKrupp Elevator is one

of the world's leading elevator companies. The company's portfolio includes passenger and

freight elevators, escalators and moving walks, passenger boarding bridges, stair and platform

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lifts as well as tailored service solutions for all products. 900 locations around the world provide

an extensive sales and service network to guarantee closeness to customers.

Contact

Martina Behrend

Business Area Elevator Technology

ThyssenKrupp AG

Corporate Communications

Telephone +49 201 844-538414

E-mail: [email protected]

www.thyssenkrupp-elevator.com / www.thyssenkrupp.com

ThyssenKrupp Elevator investing in the future: Neuhausen site to be expanded

Executive Board resolves extensive growth plan

ThyssenKrupp Elevator’s Neuhausen plant near Stuttgart is to be expanded into a state-of-the-art

technology park. To safeguard the plant’s competitiveness both now and in the future, the

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mailto:[email protected]

Executive Board of ThyssenKrupp Elevator AG has decided to invest 81 million euros in an

extensive growth plan. In addition to upgrading the production facilities and optimizing

processes, the investment also includes the construction of a modern sales and customer center.

“Building a technology park in Neuhausen with around 1,200 employees will be key to

implementing our growth strategy,” says Dr. Olaf Berlien, Executive Board Chairman of

ThyssenKrupp Elevator AG. “Central to this will be the development center for our high-speed

elevators. And our new customer center will provide the right framework for our innovative

elevator systems. At the same time we will create a safe and attractive working environment for

our employees.” Work will commence before the end of 2012, with the expansion of the site

proceeding step by step.



billion euros in fiscal 2010/2011 and customers in 150 countries, ThyssenKrupp Elevator is one


freight elevators, escalators and moving walks, passenger boarding bridges, stair andplatform



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ThyssenKrupp Elevator wins mega project in Middle East: 143 units for Abu Dhabi’s

biggest shopping center

Modern technology will connect 235,000 square meters of shopping and leisure space

ThyssenKrupp Elevator has won a contract to supply and install a total of 95 elevators, 38

escalators and ten moving walks for the “Yas Mall” project in Abu Dhabi, a 235,000 square

meter shopping and leisure complex that will feature over 450 shops and restaurants, a 14 screen

multiplex cinema as well as various entertainment facilities for children and adults. Boasting

around 10,000 parking spaces, the Yas Mall will be Abu Dhabi’s biggest shopping center and the

second-biggest in the United Arab Emirates. Completion of the complex, being built in the direct

vicinity of the Formula 1 circuit and the new “Ferrari World” theme park, is scheduled for the

end of 2013.

The 143 ThyssenKrupp Elevator units will be fitted with the latest technology to control and

guide visitor flows through the building. The 95 machine-room-less elevators – some of them

panoramic – will ensure very high reliability and availability. They will each be powered by a

gearless drive machine, located at the top of the shaft, featuring compact dimensions, high

efficiency and low maintenance requirements. The interiors of the passenger elevators are

tastefully designed: Clear or back-painted glass and stainless steel paneling in combination with

energy-efficient LED lighting will provide a fitting ambience as passengers travel to the various

floors.

Passenger transportation in the new shopping center will be made even more flexible by the

similarly styled escalators and moving walks, taking passengers to their destinations comfortably

and without waiting times. One particularly efficient feature is that the units will stop when not

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in use, reducing energy consumption in standby mode to a minimum. Escalators, moving walks

and all elevators will be remote-monitored by a central monitoring system. Permanent analysis of

operating data will ensure accurate diagnoses, optimize service call-outs and eliminate

unnecessary trips.





freight elevators, escalators and moving walks, passenger boarding bridges, stair andplatform



First training truck of ThyssenKrupp Elevator (China) embarks on its cross-country

training mission

A unique and ingenious new training approach debuts in China

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The first training truck of ThyssenKrupp Elevator (China) has recently completed its maiden

training voyage to six of the company’s branches in the East and North regions of China, visiting

Hefei, Zhengzhou, Shijiazhuang, Beijing, Yantai and Qingdao. During its stopovers, more than a

hundred local service technicians from the respective branches attended theoretical and practical

training courses. After a short maintenance period, the truck will soon begin its second round trip

to branches in the Northwest and Southwest regions of China.

ThyssenKrupp Elevator (China) is the first Group Company in Asia, and second after

ThyssenKrupp Elevator (Germany), to own such a unique training facility. With the driver’s cab

and chassis imported from Mercedes-Benz, and the exterior of its custom-made body displaying

the latest branding artwork of ThyssenKrupp Elevator Asia Pacific, the 17m long double-deck

truck operates like a real-life “Transformer”: its height retracts to 3.9m while being driven and is

expandable to almost 7m high when it is stopped for training. Its interior is equipped with all

essential training devices on the first floor, including ThyssenKrupp’s latest and most

widely used components in the China market, such as traction machines, control and door

systems. The retractable second level is used as a multi-media classroom. The truck is also

outfitted with a GPS and remote video monitoring system to ensure that SEED Campus Asia

Pacific, the company’s training campus in Shanghai, can track its exact location and training

activities at all times.

This compact yet complete mobile training facility has pioneered a unique and ingenious training

approach in China: Instead of engineers and technicians travelling to the training campus at

company headquarters from distant locations, the truck can now deliver trainers, classroom and

training facilities to their doorstep. This not only raises the technicians’ skill levels throughout

the branches, cuts down staff travel costs and reduces lost working time, but also provides a

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mobile platform for the company to get closer to the local customers and the general public

around the country. The training truck fully exemplifies ThyssenKrupp’s innovative, customer-

centric and sustainable vision.





freight elevators, escalators and moving walks, passenger boarding bridges, stair and platform


an extensive sales and service network to guarantee closeness to customers. ThyssenKrupp

Elevator (China) is active in the local market with a dense network of branches and offices

offering new installation, modernization and service business for the complete product range.

Social Media

Get the latest news from the ThyssenKrupp Group quickly and conveniently.

You can follow these users:

The ThyssenKrupp Press Office informs the media about news from the ThyssenKrupp Group.

(German only)

twitter.com/thyssenkrupp_pr

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http://twitter.com/thyssenkrupp_pr

ThyssenKrupp Investor Relations provides information on current financial figures and

investor relations activities.

twitter.com/thyssenkrupp_ir

ThyssenKrupp Career tweets about jobs and career news. (German only)

twitter.com/thyssenkruppjob

ThyssenKrupp Quartier tweets news from the ThyssenKrupp Quarter (German only)

twitter.com/thyssenkrupp_q

ThyssenKrupp Career on Facebook.

facebook.com/ThyssenKruppCareer

What is Twitter?

Twitter is a micro-blogging service where users can receive and/or publish short messages

("tweets"). Tweets can have a maximum length of 140 characters.

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https://www.facebook.com/ThyssenKruppCareer

http://twitter.com/thyssenkrupp_q

http://twitter.com/thyssenkruppjob

http://twitter.com/thyssenkrupp_ir

Further information can be found at: support.twitter.com.

What is Facebook?

Facebook is a community platform which connects people with their friends, colleagues, fellow

students and others. Anyone who creates a Facebook profile can share their knowledge, photos,

contacts and personal milestones with other users.

New Construction

ThyssenKrupp’s reputation for customer-centric solutions has come about through our focus on

solving the challenges of designing, selecting and installing people transportation systems for the

wide variety of buildings designed today.

Whether your current project is an office building, shopping centre or apartment block, each

building presents a different set of challenges but, by using our long experience, wide range of

products and hi-tech design tools, we have been able to delight our customers time and time

again.

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For more information on the correct solution for your new project, please click on the relevant

building type shown above. If you need our help with any projects not listed above, please

contact us on [email protected].

TWIN Infographic

You may have heard about our TWiN system before and how it saves valuable shaft space in

buildings by fitting two lift cars in one shaft. Or you may have unwittingly already ridden on one

in one of the many reference buildings we have around the world. So to help you better

understand the surprising benefits of this unique system, we've put together the

following infographic.

If you would like to know more about TWiN, please ask for our TWiN brochure or read

the article published in Elevator World India.

Recent references

We invite you to discover the fascinating facets of how ThyssenKrupp Elevator serves the

world's well-recognized and significant buildings with its diverse product range.

ThyssenKrupp Elevator Overview


activities in passenger transportation systems. With sales of 5.7 billion euros in fiscal 2011/2012

and customers in 150 countries, ThyssenKrupp Elevator is one of the world's leading elevator

companies.

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ThyssenKrupp Elevator India is part of ThyssenKrupp Elevator Asia Pacific which is active in

the Asia Pacific market with a large network of branches and offices offering new installation,

modernization and service business for the complete product range.

Company organization

ThyssenKrupp Elevator AG


activities in passenger transportation systems. With sales of 5.7 billion euros in fiscal 2011/2012

and customers in 150 countries, ThyssenKrupp Elevator is one of the world's leading elevator

companies. With more than 47,000 skilled employees, the company offers innovative and

energy-efficient products designed to meet customers’ individual requirements.

The portfolio includes passenger and freight elevators, escalators and moving walks, passenger

boarding bridges, stair and platform lifts as well as tailored service solutions for all products. 900

locations around the world provide an extensive sales and service network to guarantee closeness

to customers.

The business is organized in five operating units, four of which concentrate on the regional

elevator business (Central/Eastern/ Northern Europe, Southern Europe/Africa/Middle

East,Americas and Asia/Pacific). The other one, which operates globally, is: Access

solutions (passenger boarding bridges/chair, service and platform lifts, as well as home

elevators).

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http://www.thyssenkrupp-access.com/

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http://www.thyssenkrupp-elevator-seame.com/

http://www.thyssenkrupp-elevator-seame.com/

http://www.thyssenkrupp-elevator-cene.com/387.html?&L=1

ThyssenKrupp Elevator Asia Pacific

ThyssenKrupp Elevator Asia Pacific is active in the Asia Pacific market with a dense network of

branches and offices offering new installation, modernization and service business for the

complete product range.

Our manufacturing factories are located in the following areas:

Songjiang Elevator Plant in Shanghai, China

Zhongshan Elevator Plant in Guangdong, China

Cheonan Elevator Plant, Korea

Zhongshan Escalator and Passenger Boarding Bridge Plant in Guangdong, China

Access Plant in Shanghai, China

ThyssenKrupp AG in brief

ThyssenKrupp has 150,000 employees in around 80 countries work with passion and expertise to

develop solutions for sustainable progress. Their skills and commitment are the basis of our

success. In fiscal year 2011/2012 ThyssenKrupp generated sales of €40 billion.

Innovations and technical progress are key factors in managing global growth and using finite

resources in a sustainable way. With our engineering expertise in the areas of "Material",

"Mechanical" and "Plant", we enable our customers to gain an edge in the global market and

manufacture innovative products in a cost and resource efficient way.

Sustainable practices for a future worth living

ThyssenKrupp Elevator is a global player: We have production sites worldwide serving all the

major markets, we operate a tight-knit network of sales and service outlets, and with our

innovative mobility solutions we keep people moving all around the globe.

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ThyssenKrupp Elevator is also a global thinker. Sustainable practices for the benefit of the

community are the basis of our philosophy. For us that means achieving a balance between

human and environmental needs on the one hand and business interests on the other.

ThyssenKrupp Elevator is doing a great deal to protect the environment, using resources

efficiently and behaving as a good corporate citizen. Our products help save energy, reduce

emissions and create eco-friendly buildings. Our production sites worldwide comply with the

latest international environmental standards. And with 'sustainable efficiency' we have initiated a

program that embraces the entire company – every product, every process, every employee. The

aim is to focus our strengths and make effective use of our know-how – for the environment, for

people, for the future.

Our commitment to environment

ThyssenKrupp Elevator is committed to developing and implementing sustainable efficiency

solutions for the entire lifecycle of its products and processes worldwide.

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That means identifying and addressing key social and environmental opportunities to make a

positive contribution to the well being of the planet.

Our aim is to create long term value and sustainable efficiency as a way of life for generations to

come.

(Executive Board of ThyssenKrupp Elevator AG)

sustainable efficiency – our way

Sustainability is a long word. Only by translating it into concrete action can we build and

safeguard the foundations of our society. ThyssenKrupp Elevator has long pursued a sustainable

business policy. With sustainable efficiency we have created a program that puts our worldwide

efforts on a global platform. Sustainable efficiency brings everything we do into line with the

needs of people, the environment and business.

Sustainable efficiency permeates every level of our corporate culture. Eco-conscious products,

resource-friendly production processes, energy-saving projects, forward-looking training for our

employees, social commitment in the communities in which we operate – at ThyssenKrupp

Elevator sustainability has many faces.

Sustainable efficiency means consistent and far-sighted environmental management. Our

processes are systematically reviewed and will be reported according to the standards of Global

Reporting Initiative (GRI). Our goal is to ensure that all our equipment, components, processes

and services meet the highest environmental standards – along the entire value chain.

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The Sustainability Cycle

To practice sustainable efficiency, the entire value chain must be in harmony with the needs of

people and the environment. That’s why all ThyssenKrupp Elevator products are based on a

holistic sustainability cycle.

From resource-efficient material selection and environmentally friendly production sites to

energy-saving operation and eco-conscious maintenance services right the way through to

recycling – at every stage of their lifecycle our products are the focus of a wide-ranging

sustainability management system.

Our global sustainable efficiency program is an important part of this, helping us save energy

reduce CO2 emissions and avoid waste even more effectively. We have set ambitious targets for

this, which we will achieve not least through a continuous reporting system. By 2020* in our

production sites worldwide we will

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- reduce energy consumption by 52 percent

- reduce water consumption by 50 percent

- reduce waste volumes by 54 percent

To this end, all new systems and components for elevators, escalators and moving walks will

undergo Life Cycle Assessment (LCA) to ensure sustainable efficiency over the whole life cycle

of each and every product.

* FY 2007/08 baseline

Safety

We are committed to keeping people moving safely. Employing more than 44.000 employees

and moving millions of people each day we at ThyssenKrupp Elevator integrate safety into every

product, system and process.

The Global Safety Manual (GSM) is the foundation of our safety first commitment. Our

objective is to not simply avoid accidents but instead prevent them. Integrated tools like the Risk

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Traffic Light and Hazard and Risk Assessments aid in identifying safety risks that can be

eliminated.

Safety first is not just a slogan. All of our staff are constantly trained to our high safety standards

and expectations. Our goal is that everyone returns home safely each day.

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PRODUCTS

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PRODUCTS

SUGAR PLANT & MACHINERY

Record of installing and commissioning 10 sugar plants in a single season 131 plants and

over 4040 sugar centrifugal machines Exports to over 20 countries

MINING & BULK MATERIAL HANDLING

Access to World Class Technology of Krupp, Buckau Wolf, PHB, PWH, O&K, Demag

Lauchhammer , Weserhutte & Robins. More than 23 complete material handling plants with

repeat orders in India and Abroad. Repeat orders from Neyveli Lignite Corporation (NLC) for

specialized mining equipment.

CEMENT PLANT & MACHINERY

Supplied 30 integrated Cement Plants - capacity range 650 TPD to 7200 TPD Serving Customers

in India, Asia, Africa and Middle East Proven capabilities in system engineering,manufacturing,

technical assistance and guidance for installation & commissioning, after sales services,

upgrades and conversions

BOILER & POWER PLANT

Complete Thermal Power Plants on EPC Basis. CFBC boilers. Stocker fired boilers. Waste heat

recovery boilers. Oil/Gas fired boilers.

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Refineries

ThyssenKrupp Industries supplies both Integrated and stand alone refineries consisting of Raw

Sugar Handling and Conveying, Affination, Melting, Clarification, Filtration, Decolorisation,

Crystallization, Recovery, Sugar drying and bagging, Steam and Power generating plants.

The clarification processes offered are:

Melt Phosphitation

Melt Carbonation

The decolonization processes offered are:

Powder Activated Carbon ( PAC)

Granular Activated Carbon ( GAC)

Ion Exchange Resins (IER)

The refinery capacity ranges from 100 Tons per day onwards.

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Fiberizer

Fixed or Swing Type

Hammers with replaceable tips

Four arm type integral, specially designed rotor discs eliminate failure against shocks

Hammer shanks of fixed hammers tenoned into machined pockets and fastened with high

tensile bolts which reassure a close fit, and eliminate shear. Swing hammers are hinged on

axles with bush bearings. Hammers are staggered to cover entire rotor width

Rotor supported in generously designed heavy duty bearings, housed in solid cast steel

bearing blocks with water cooling jacket

Oil mist or circulating oil lubrication for bearing

Anvil of pocketed construction, hard faced to 500 BHN for improved and uniform cane

preparation

Floating flap provided over feed cane blanket achieves effective air seal and reduces

excessive windage and consequently reduce noise, loss of sugar through mist formation and

saves power

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Shredder

Features

Swing hammers with replaceable tips

Swing hammers hinged in axles with bush bearings and staggered to cover entire width of

rotor

Rotor supported in generously sized heavy duty bearings, housed in solid cast steel bearing

blocks with water cooling jacket

Oil mist or circulating oil lubrication for bearing

Anvil grid assembly provided with wide depockets formed by grid bars. Cushion of

compacted fibre builds up and shredding takes place on this apparently - "Self-setting" layer

i.e. concept of shredding cane on cane. This greatly reduces wear on the grid bars. Grid bars

can be quickly reversed to renew the edge or easily exchanged

Optional hydraulically operated "Hammer exchange device" can be provided for quick

exchange of hammers

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Rotary Screen

Features

Sizes available from 1000 x 2400 to 1800 x 4800 mm catering to capacity rate up to 12000

TCD.

Slot sizes 0.35 mm and 0.5 mm

Two Roller Mill With Under Feed Roller

The major differences between the Two Roller Mill and the conventional mill are,

It is a trash plate less design

Hence power saving

Lower investment cost

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Features

Robust heavy-duty housing design for improved rigidity and stability to handle higher

throughput

Individual fine mill setting and speed control on each crushing

Inbuilt provision in design for more roller wearing allowance

Advantages

Low final bagasse moisture

Reduction in civil foundation cost

Easy assembly and dismantling

Low maintenance and spares cost

Drive Options

Versatile and simple drive options like Hydraulic or Electric can be offered

Three Roller Mill

Features

Robust heavy-duty housing design for improved rigidity and stability to handle higher

throughput

The pin-type construction makes it easy to assemble or dismantle. The side caps provide a

platform for rapid emergency maintenance

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- Crushers

TKII offers a wide range of crushers specially designed for crushing different types of materials

– from soft coal to very hard iron ore. Each type of crusher is available in various sizes, the

selection being based on the requirement of particular capacity, feed and crushed product size.

They can be offered for both stationary and mobile applications.

Product Range

Roll Crushers

Hammer Crushers

Impact Crushers

Ring Granulators

Rotary Breakers

Jaw Crushers

Hammer Mills

Gyratory Crushers

Cone Crushers

Feeder Breakers

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- Bucket Wheel Excavators

ThyssenKrupp’s large bucket wheel excavators, for the continuous process of surface mining, are

specially designed and built for each application. These machines are manufactured in wide

ranging capacities suitable for removing overburden and mining lignite, coal, phosphate, bauxite

and other ores. The unique advantage of ThyssenKrupp excavators lies in their compactness and

ruggedness.

High capacity bucket wheel excavators supplied by ThyssenKrupp are working satisfactorily for

over two decades in the Indian mining sector.

Mobile Transfer Conveyors

Mobile Transfer Conveyors of TKII are used as a mobile link between the excavators and

conveyors in continuous open pit mining. They are designed to bridge the varying gaps and

changes in height so that the conveyor need not be moved often, resulting in reduction of idle

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time for repositioning the conveyor. TKII manufactures mobile transfer conveyors with one or

two conveyors that are tailored to customer’s particular needs.

- Transport Crawlers

ThyssenKrupp transport crawlers are the result of vast experience in moving large and heavy

mining equipment such as conveyor drive stations of shiftable conveyor systems / mobile

crushing station. They are designed to travel over uphill and downhill slopes and they cope up

with uneven terrain. TKII’s mobile crushing stations and transport crawlers are designed in such

a way that these machines are capable of relocation in a short period of time, economically and

with ease.

Material Handling Equipment and Systems

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ThyssenKrupp Industries India, (TKII) offers the widest range of equipment for material

handling systems.

Backed by cutting edge technology from ThyssenKrupp Fordertechnik (an amalgamation of

worldwide technology of Krupp, Buckau Wolf, PHB, PWH, O&K, Demag Lauchhammer,

Weserhutte and Robins), TKII is emerging as the leader and preferred vendor in turnkey material

handling plants.

Having executed as many as 23 high capacity material handling plants, TKII today, is executing

coal/lignite handling plants for ultra mega power projects.

Product Range

Non Slewing-Luffing Stackers / Slewing & Luffing Stackers

Twin Boom Stackers

Rail / Crawler Mounted Bucket Wheel Reclaimers

Combined Stacker-Reclaimers

Bridge-Type Scraper Reclaimers for circular and longitudinal stores,Side Scraper Reclaimer

Portal and Semi-Portal Scraper Reclaimers

Bridge Type Bucket Wheel Reclaimers

Drum Reclaimers

Paddle Feeders for Track Hoppers

Wagon Tipplers and Side Arm Chargers

Travelling Trippers for Bunkers

35

Wagon Tipplers

TKII manufactures a wide range of tipplers including side discharge tipplers and rotary tipplers

for railway wagons. The tipplers can handle wagons of various widths, heights and lengths.

Side discharge tipplers are available with both mechanical and hydraulic tippling drive.

Rotary tipplers unload the wagons turning through 180 degrees. A hydraulic holding system

secures the wagons during the tippling process.

Six clamps holding systems ensure positive clamping inspite of irregularities of the wagon

surface.

TKII has developed a hydraulically operated side arm charger with positive rack and pinion

mechanism. This proven design ensures accurate positioning of the wagon.

TKII has developed new generation side discharge type wagon tipplers fulfilling new RDSO

requirement and side arm charger with upto 60T pull for pulling full rake of 58 wagons.

- Shiploaders

36

TKII’s ocean going shiploaders come in many different versions: long travelling with slewing

and luffing jibs; radial travelling with a fixed pivot point; and in various other customised

designs.

Shiploaders for inland waterway ships differ from those for sea-going ships only in their smaller

dimensions and lower throughput rates.

Shiploaders with slewing and luffing booms are especially suited to terminals with short quays.

The ability to slew, raise, lower and also telescope the boom and its feed belt means that the

system can be matched to any size of ship and method of loading. The installation of such

loaders on a finger pier where ships can quickly unload on both sides of the quay ensures even

higher efficiency and economy.

Two of TKII’s state-of-the-art ship loaders of 4000 T/Hr. capacity are currently working in

tandem at Pradip Port Trust, India – an example of advanced German technology combined with

high quality Indian manufacturing.

Raw Material Preparation

Cement manufacturing begins with the extraction and preparation of the raw material – a process

section covering all activities from quarrying of limestone to the feeding of raw meal into

preheater. The optimum raw material preparation process depends on precise knowledge of the

material used and proper selection of a suitable production process which include –

Crushing

Bulk material storage/Blending

Conveying/Metered feeding

37

Grinding/Drying

Separating/Collecting

Material analysis/Raw material

Blending/Storing

Conveying/Metered feeding

Coal grinding/Fuel preparation

Clinker Production

In modern cement plants, the burning process is performed in a chain of three systems. In the

multistage cyclone preheater with calciner, the raw meal is preheated to about 800 to 900 ° C and

decarbonated by kiln exhaust gases. In the rotary kiln itself, a temperature of approx. 1450 ° C

causes sintering – a chemical/mineralogical process, during which the cement clinker is formed.

The clinker formed is then cooled in clinker cooler. The exhaust air from the cooler which

contains the recuperated heat is used in the kiln as combustion air. The products offered for

entire clinker production process are divided as -

Material Analysis / Upstream of Kiln feed

Preheating

Calcining

Material analysis/Hot meal

Burning

Cooling

Material analysis/Clinker

38

Cement Manufacturing

In the final process stage of cement manufacturing, the cement clinker is extracted from the

clinker stores or silos and finely ground together with gypsum as a setting regulator and possibly

with other hydraulic materials also added. The fineness determines the grade of cement and thus

the strength of the cement are stored in separate silos and then discharged into loading systems.

Storing

Grinding

Conveying/ Metered feeding

Material analysis/ Finished product after separation

Storing/ Silos

Material analysis/ Finished product for dispatch

Factory Automation (Products Cement)

Due to the outstanding properties of cement as a building material and to the fact that it is

recognized as being ecologically safe, the number of available types will continue to grow and

specialized highly effective products will establish themselves on the market. This demands

production plants with excellent quality assurance systems and a high degree of automation. The

range of products supplied by Polysius include –

Laboratory automation system POLAB® ACT

Laboratory automation system POLAB® AMT

Automatic sample preparation module POLAB® APM

39

Master process control system POLCID® NT

Expert system POLEXPERT®

Adaptive mixture control

Sampling systems

Kiln Temperature Scanner KTS

Information management system IMS

Grinding Plants

Grinding plants can be supplied for any diverse ores – whether it is gold, diamond, copper,

platinum, nickel or iron ore. The process-wise sub-division is –

Wet grinding plants

Dry grinding plant

Pyroprocessing Systems

Pyro-processing systems offered to the minerals industry include drying, preheating and cooling

powdery and lumpy bulk materials, pre-reducing of ores, direct reducing of ores, calcining and

burning lime, dolomite, magnesite, gypsum, clay, alumina, bauxite, kaolin, titanium oxide, soda,

chrome ore, phosphate, metallic hydroxides, chemical products, coke, coal and oil shale,

sintering magnesite and dolomite, processing metallurgical residues, nickel ore dusts, substitute

raw materials, plumbic raw materials, red mud products and manufacturing expanded clay and

flooring plaster.

40

Lime burning

Drums

Rotary Kilns

Single stage cyclone systems

Multistage cyclone systems

High Temperature Technology

Additional systems

Factory Automation (Products Minerals)

Today's strict demands on product quality and operating economy necessitate a high degree of

plant automation. Our scope covers systems for monitoring, control, regulation and optimization

of the process, as well as for assuring constant product quality.

POLAB APM

POLCID NT

Complete Thermal Power Plants on EPC Basis

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Power Plants on EPC Basis

We have organizational capabilities and resources to design, engineer, manufacture, procure,

supply, erect and commission on turnkey basis the complete Power Plants with its accessories.

We have a well-established design & engineering set up for:

Systems engineering for complete plant

Mechanical systems including boilers, auxiliaries, structurals, piping, etc.

Electrical systems design and engineering of electrical equipment

Instrumentation and control systems for field and control room

Civil work

We have dedicated teams for procurement of indigenous/imported equipment and raw material,

Manufacturing, Quality assurance, Services (Including erection, commissioning and training),

spares management etc. Moreover we have developed reliable quality contractors and suppliers

for carrying out certain work as per our standards.

Listed below are some of the prestigious turnkey projects in power plants executed and under

various stages of execution by ThyssenKrupp.

Aditya Cement Limited: 2x25 MW Thermal power plant at Chittorgarh Rajasthan. The

scope includes 2 boilers, 2 nos. 25 MW turbine generators, air cooled condenser, balance

of plant equipment(Water treatment plant, coal handling plant, ash handling plant),

electricals, complete instrumentation and civil works.

Ultratech Cement Limited: 2x25 MW Thermal power plant at Tadipatri Andhra Pradesh.

The scope includes 2 boilers of 115 TPH capacity, turbine-generators,2 nos. 25 MW,water

42

cooled condenser, balance of plant equipment, electricals, complete instrumentation and

civil works.

Tata Chemicals Limited: We have executed 1x50 MW Thermal Power plant for TCL at

Mithapur Gujarat. Scope includes boiler of 220 TPH capacity, extention of existing co-

generation facility, balance of plant equipments, plant electricals, complete field

and control room instrumentation.

The India Cements Limited: We have recently obtained order for 1x50 MW power plant

for The India Cement Limited at Sankarnagar Tamilnadu. This project comprises of

2CFBC boilers, 50 MW turbine-generator package, balance of plant equipment, complete

instrumentation and Civil works.

ANRAK Aluminium Limited: We are executing 2x75 MW thermal power plant at

Vishakapatnam, Andhra Pradesh for their Alumina plant. The project comprises ofDesign,

engineering, manufacturing and supply of 2 CFBC boilers of 315 TPH capacity, 2 nos. 75

MW turbine-generators and associated equipments

CFBC Boilers

CFBC Boilers

Type: Circulating Fluidized Bed Combustion boiler

43

ThyssenKrupp Industries India offers a wide range of world-class circulating fluidized bed

combustion boilers. A proven concept in steam generators, these state-of-the-art systems are

designed and manufactured for a wide range of upto 550 TPH.

Description:

Water tube, Tower type, Natural Circulation, Single-drum, Top Supported, Balanced draft,

equipped with Economiser / Airheater as backend heat traps.

Highlights:

o 26 Boilers commissioned and operating successfully.

o 18 boilers under various stages of execution.

o Boilers operating on a variety of fuels like coal (Indigenous/Imported),

Lignites,Petcoke, Washery Rejects, Char etc. duly meeting the pollution control norms.

o Repeat orders from all existing customers.

o In-house capabilities for turnkey projects.

Features:

o Multi-fuel firing ability – Proven for inferior quality fuels.

o Reliable operation year after year – With High Availability.

o High thermal efficiency – Low operation cost.

o Low emission levels.

o Low unburnt carbon in fly ash.

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Waste Heat Recovery Boilers

Waste Heat Recovery Boilers System Description

The WHR boilers supplied by ThyssenKrupp Industries India is a natural circulation boiler

well proven in many plants and under difficult conditions. They distinguish themselves by

arobust and clear design best fitted for the demands of power stations or industrial

applications.

WHR boilers are designed and built for low maintenance and high reliability.

The pressurized body is made of a stable framework. Down comers, headers and tube walls

are welded together to a gas-tight tube cage.

This tube cage with it's heating surface and convection banks stand on the ground. It is self-

supported by down comers in all four corners of the boiler (corner tubes). Other boiler types

WHR boilers are set up in the way that they can expand from the ground level to all

directions.

Features

Quick start-up

Self-supporting construction

Low pressure variations at turndown

Good fit to space requirements

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Reference

We have recently executed a large capacity 120 TPH waste heat recovery boiler.

Oil / Gas Fired Boilers

Oil & Gas Fired Boilers

ThyssenKrupp Industries India is in manufacturing of single drum, natural circulation, natural

draft, self supporting oil and gas fired boilers. The fuel used for oil and gas fired boiler can be

natural gas, light diesel oil, low sulphur high speed diesel etc. For oil and gas fired boilers we

have tied up with M/S EckRohr Kessel who have done engineering of over 6000 installations

throughout the globe.

Features

1. The ThyssenKrupp – ERK boiler design is based on a truly superior technology and

following are the salient features that translate into definite advantages that the user can derive.

Optimized design: The boiler design has originated from our German Principals – M/s

EckRohrKessel. The design is tailor made for your specific requirements thus ensuring

perfect compatibility. Moreover the design has evolved after going through all theoretical

design possibilities and practical experience of our Principals for similar boiler installations

world over. Thus the design offered is -

o An optimized design

46

o With all safety aspects built into design itself

o Has high reliability

Robust & stable construction

Single drum design: The boiler has only one drum i.e., steam drum which has certain unique

advantages.

Low maintenance – no boiler refractory

Steam pre-separation

Quick start up

2. Support from ERK: We are one of the exclusive licensee of EckRohrKessel in India. They

support us right from basic process design to final commissioning of the boilers.

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PART-II

48

INTRODUCTION TO THE TOPIC

49

INTRODUCTION TO THE TOPIC

Introduction:-

Once the required number and kind of human resources are determined, the management has to

find the places where required human resources are/will be available and also find the mean of

attracting them towards the organization before selecting candidates for jobs. All process is

generally known as recruitment.

Recruitment is the discovering of potential applicants for actual or organizational Vacancies.

MEANING OF RECRUITMENT: -

Recruitment is the process of searching for prospective employees and stimulating and

stimulating and encouraging them to apply for jobs in an organization.

By: - Mr. Flippo

Recruitment is a process to discover the sources of manpower to meet the requirements of the

staffing schedule and to employee effective measures for attracting that manpower in adequate

number to suitable effective selection of an efficient working force.

By: - Mr. Yoder

It is the process of finding and attracting capable applicants for employment. The process begins

when new recruits are sought and ends when their applications are submitted. The result is a pool

of applicant's form which new employees are selected.

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RECRUITMENT PROCESS

PLANNING

STREATEGY DEVELOPMENT

SEARCHING

SCREENING

EVALUATION AND CONTROL

51

SELECTION

Selection means selection of right kinds of people for various jobs. It is a negative

process as it involves rejection of unsuitable candidates. Selection is a part of recruitment

function. It is a process of choosing people by obtaining and assessing information about the

applicants (age, qualifications and qualities) with a view to match these with the job requirement

and picking suitable candidates. The choices are made by elimination of the unsuitable at

successive stage of the selection process.

SELECTION PROCEDURE

The selection procedure should be devised in such a manner that all relevant information

concerning the applicant is made available. Organization differs as to the complexity of their

selection systems. Some organization’s make a strategic decision to fill positions quickly and

inexpensively by scanning application forms and hiring individuals based on this information

alone. Other organization however makes a strategic decision to choose the best person possible

by having an elaborate and sometimes costly selection system. These systems may require

potential employees to fill out application forms and provide information for a background

check, take a number of job related tests, and perform well through a series of interviews. Most

organization’s have. More than one selection process.

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STEPS IN SELECTION PROCEDURE

There is no rigid sequence of steps in selection procedure. It will depend upon the nature of job

to be filled and the financial budget for selection. Steps, which are basically followed in

selection procedure by any organization may be as given below:

1. Preliminary interview.

2. Application blank.

3. Scrutiny application.

4. Employment tests.

5. Employment interview.

6. Checking references.

7. Medical examination.

8. Appointment letter and placement.

53

RESEARCH METHODOLOGY

54

RESEARCH METHODOLOGY

The research part of the project involves the following steps:

Step 1: - PROBLEM FORMULATION

To study the issue and facts and people's awareness regarding recruitment process and selection

procedure in THYSSENKRUPP.

Step 2: - TYPE OF RESARCH (Or RESARCH DESIGN)

Descriptive type of research has been used. It includes survey and fact finding enquiries of

different kinds. The main purpose of descriptive research is to describe the state of affairs. The

survey methods included observation and questionnaire.

Step 3: - DATA RESOURCES

There are two sources through which data is collected.

Primary Data:- Primary data is collected through observation and Questionnaire.

Secondary Data: - Books, reports were used as a source of secondary data.

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Step 4: - DATA COLLECTION METHOD

By Observation: - This method implies the collection of information by way of investigators

own observation without interviewing the respondent.

Questionnaire: - It is the most effective method of generating data. A detailed questionnaire

comprising of 16 questions covering several an aspect of Recruitment Process in Thyssenkrupp

was designed. It is illustrated in the Annexure part.

Secondary Data: - All the data, which is already available. The reference of data, which has

already been collected and analyzed by someone else i.e. Books, Reviews, Manuals, Annual

reports of Thyssenkrupp.

Step 5: - SAMPLING

A process of obtaining information about an entire population by examining only a part of it is

amp ling. In this research random sampling is used. The implications of random sampling is that

it gives each element in the population equal probability of getting, selected and all choices are I

independent of one another

56

Research Methodology is a way to systematically solve the research problem involving a study of various

steps that are adopted by the researcher in studying his/her research problem.

Research Descriptive

Research Approach Survey

Contact Method Personal Interview

Sample Size 40

Sample Criteria Workers, Staff Members, Managers

Research Instrument Questionnaire

Area of Research Noida (U.P.)

Types of Data Collected Primary Data

Secondary Data

57

OBJECTIVE

58

OBJECTIVE OF THE STUDY

To analysis the recruitment and selection procedure in Thyssenkrupp.

To analyse the recruitment policies in Thyssenkrupp.

To determine the satisfaction of employees regarding recruitment and selection in

Thyssenkrupp.

59

DATA ANALYSIS AND

INTERPRETATION

60

DATA ANALYSIS AND INTERPRETATION

Q.1 Are you satisfied from the recruitments selection process in Thyssenkrupp?

Response Percentage of response

Strongly Agree 62%

Agree 38%

Slightly Agree 0%

Disagree 0%

62%

38%

The recruitment process in Thyssenkrupp is clear to employees

Storngly AgreeAgreeSlightly AgreeDisagree

Analysis:

62% employees are clear about recruitment process in Thyssenkrupp.

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Q.2 Is the more emphasis should be given to the internal sources of selection for various posts?

Responses Percentage of responses

Strongly agree 37%

Agree 25%

Slightly Agree 38%

Disagree 0%

37%

25%

38%

more emphasis should be given to the in-ternal sources of selection for various

posts.

Strongly AgreeAgreeSlightly AgreeDisagree

Analysis:

37% of employees are strongly agreed while 25% of employees are agreeing with the option that

more emphasis should be given on internal sources of selection.

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Q.3 Is the recruitment done on the basis of recommendation and suggestion made by exiting employees?


Strongly Agree 37%

Agree 13%

Slightly Agree 37%

Disagree 13%

37%

13%

37%

13%

recruitment should done on the basis of rec-ommendation and suggestion made by exiting

employees.

Strongly agreeagreeslightly agreedisagree

Analysis:

37 % of employees are strongly agreed while 13% of employees are agreed with the option that

recruitment should be done on the basis of suggestion and recommendation made by exiting

employees.

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Q.4 Is the recruitment to higher post done exclusively by internal sources?


Strongly Agree 50%

Agree 25%

Slightly Agree 25%

Disagree 0%

50%

25%

25%

Recruitment to higher post done exclusively by internal sources

Strongly Agree

Agree

Slightly Agree

Disagree

Analysis:

Majority (50%) feel that recruitment to higher posts should be done exclusively by internal

sources.

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Q.5 Is the recruitment process fulfilling the objectives of recruitment?


Strongly Agree 75%

Agree 25%

Slightly agree0% 0%

Disagree 0%

75%

25%

The recruitment process fulfilling the objectives of recruitment

strongly agreeagreeSlightly agreedisagree

Analysis:

Many (75%) feel that recruitment process is fulfilling the objectives of recruitment.

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Q.6 Is the rate of recruitment being proportional to the actual need within the origination?


Strongly agree 62%

Agree 38%

Slightly agree 0%

Disagree 0%

62%

38%

The recruitment process fulfilling the objectives of recruitment

strongly agreeagreeSlightly agreedisagree

Analysis:

62% of employees are strongly agree and 38% of employees are agree that rate of recruitment is

proportional to actual need within the organization.

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Q.7 Are you taken any special training after your recruitment?


Strongly agree 95%

Agree 5%

Slightly agree 0%

Disagree 0%

95%

5%

employees taken any special training after their recruitment.

Strongly agreeagreeslightly agreedisagree

Analysis:

This graph shows that most of the employees (95%) are getting training after recruitment.

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Q.8 Are you satisfied with the planning system of the company?


Strongly agree 90%

Agree 10%

Slightly agree 0%

Disagree 0%

90%

10%

Employees satisfy with the planning system of the company.

strongly agreeagreeSlightly agreeDisagree

Analysis:

Graph shows that most of the employees (90%) are satisfied with the planning system of the

company.

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Q.9 Are you satisfied with your work in the company?


Strongly agree 95%

Agree 5%

Slightly agree 0%

Disagree 0%

95%

5%

Employees satisfy with their work in the company.


Analysis:

Mostly all the employees (95%) are satisfied with their work in the organization.

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Q.10 Are you satisfied with your pay packages in the company?


Strongly agree 85%

Agree 15%

Slightly agree 0%

Disagree 0%

85%

15%

Sales


Analysis:

Graph shows that 85% employees are satisfied with their pay package..

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Q.11 Are you getting support from your supervisors?


Strongly agree 87%

Agree 13%

Slightly agree 0%

Disagree 0%

87%

13%

Sales


Analysis:

Graph shows that 87% of employees are getting support from their supervisors.

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CONCLUSION

72

CONCLUSION

After analyzing the data collected from various sources following can be concluded :

THYSSENKRUPP Recruitment and selection procedure is the successful procedure. The present

procedure is very effective and I hold a greater satisfaction to a large extent.

1. I have given various options for joining of the candidates in the organization in the

questionnaire. Also I got more options from the employees while interacting with them.

Most of the employees have mentioned the salary package as a reason for joining the

organization. While some of the employees have mentioned or pointed it out the working

environment as the reason for joining the organization. So I can say salary package and

career growth opportunity are the more attractive to the employees.

2. From the analysis of recruitment and selection procedure it is clear that for recruiting

employees both the companies following government procedures that consist of mainly

written examination followed by interview. Written exam is mandatory for mainly all

types of recruitment. For selection of the technical candidates they have to go through

three mandatory interviews, out of which two are technical interviews and one is the

interviews with the Human Resource head.

3. The procedure of recruitment is done through employment exchanges, advertisement and

management institutes for unskilled, semi-skilled, supervisors and apprentices. Corporate

and non-corporate cadre like group discussion, psychologist, in the interview. The

procedure of recruitment is done through employment exchanges, advertisement and

management institutes for unskilled, semi-skilled, supervisors and apprentices. Corporate

and non-corporate cadre like group discussion, psychologist, in the interview.

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LIMITATIONS

74

LIMITATIONS

Awareness level regarding recruitment policies was less.

People took a lot of time to fill the questionnaire. In same cases 4 visits were required to

collect there responses due to which training period extended.

Sufficient information was not available regarding the recruitment process due to

confidentiality.

This project report is based on the information given by the head or unit manager of the

centers. The information is also collected through some newspapers and e-mails. Some

respondents were not interested in giving answers as they were appearing to be busy.

In fact, this project report involves human processing and analysis. Therefore, there are

chances of human error.

One of the major limitations is time boundness

Trainees are not being treated as part of the organization.

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RECOMMENDATION

76

RECOMMENDATION

Organization are made up to people and function through people. Without people

organization can not exist. The resources of men, money, materials and machinery are

collected, coordinated and utilized through people. No organization can be successful in the

long run without having the right number and right kind of people doing the right job at right

time. Some of the recommendations are :

1. Before selecting the right man for the right job, it becomes necessary to determine the

quality and quantity of people required in an organization.

2. Availability of required skills and competencies is considered in recruitment.

3. There should be properly planned and systematic recruitment policy in an organization

which is necessary to minimize disruption of work due to changes in employees.

4. Recruitment policy should provide employees with job security and continuous

employment

5. It should integrate organization needs and employee needs.

6. It should be flexible enough to meet the changing needs of the organization.

7. Systematic recruitment leads to greater productivity, higher morale, reduction in labour

turnover and better reputation of the concern.

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BIBLIOGRAPHY

78

BIBLIOGRAPHY

WEB SITE

www.thyssenkrupp.com

www.google.com

www.hrms.com

www.hr.topics.com

www.wikipedia.com

BOOKS :

Dr. C.B. Gupta, Human Resource Management, sultan chand and sons, Education

Publisher, New Delhi.

Rao, P. Subba, Human Resource Management and Industrial Relation, Himalaya

Publication House, New Delhi.

Aswathapa, Human Resource Management, Himalaya Publishing, Edition 5

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http://www.wikipedia.com/

http://www.thyssenkrupp.com/

QUESTIONNAIRE

80

QUESTIONNAIRE

NAME _______________________________________

AGE (a) 10-25 (b) 26-40 (c) 41 and above

SEX (a) Male (b) Female

INCOME (a) Up to 2 lakhs (b) 2-5 lakhs (c) 5 lakhs and above (d) N.A.

PROFESSION (a) Service (b) Business (c) Student (d) Any other

Q.1 Is the Recruitment process in Thyssenkrupp, Clear to you ?

(a) Strongly agree ( ) (b) agree ( )

(c ) Slightly agree ( ) (d) disagree ( )

Q.2 Are the methods of recruitment process satisfactory ?



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Q.3 Is the more emphasis given to the internal sources of selection for various posts ?



Q.4 Is the recruitment done on the basis of recommendation and suggestion, made by the

existing employees ?



Q.5 Is the recruitment to higher post done exclusively by internal sources ?



Q.6 Is the recruitment process fulfills the objective of recruitment ?



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Q.7 Is the rate of recruitment being proportional to the actual need within the organization ?



Q.8 Are you taken any special training after your recruitment ?



Q.9 Are you satisfy with the planning system of the company ?



Q.10 Are you satisfy with your work in the company ?



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Q.11 Are you satisfy with your pay packages in the company ?



Q.12 Are you getting support from your supervisor ?



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Thyssenkrup Hr PRoject

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