Skip to main content

Indag Rubber:Seems like a value buy

Here are the details of Indag Rubber:-
  • The company is the the tyre retreading business.
  • RoE is approx 32% and RoCE is 28.5%
  • FY10 Sales is 111 cr and profit is 11.5 cr
  • Market Cap is currently around 55 cr. i.e, Market Cap is lesser than prev year sales
  • Dividend Yield of 3.8%
  • Last 3 year PAT CAGR is 40% and Sales CAGR is 22%
  • Current PE is around 4.7
Notes from Annual Report 2010
  • Increase in raw materials has exerted pressure on operating margins

  • Expanded manufacturing capacity at its Nalgarh plant in Himachal

  • Precured tread rubber production is now at 1200 tons per month and 1800 tons of uncured rubber gum

  • Due to a increased demand of precured tread rubber, product accessories such as URSG and vulcanizing cement (both are basically the adhesive for pasting the tyres to the pretreads by the cold-bonding process) are also seeing increased demand

  • Manufacturing is at 100% capacity for these additives, but demand is much greater. The increase in capacity will cater to this demand.

  • Dividend of Rs 4 per share in FY 10

  • Competition: Tyre manufactures are also launching their own retreads

  • Company takes payment in advance or as PDC on delivery in most cases.

  • Auditors S.R. Baltiboi does not want to continue as auditors for the company.

  • Promoter holding is 34.97% and Directors & their families hold another 44.9%. So, in all, company insiders own nearly 90% stake in the company.

  • Rs 1.39 crores Income Tax is under litigation in the Delhi High Court from 1998-99.

Comments

Popular posts from this blog

Indian Markets - Crystal ball gazing

Here is what I came yup with by crystal-ball gazing (the crystal ball is now pretty cloudy and filled with dust, but what-the-heck...it sure is some fun to look at it once in a while... Sensex/Nifty will make a dash for the all-time high sometime soon (maybe as early as October end) Either breach it or turn back just short of it. A bout of profit booking follows. Indices go down 10%-15% (back to around 18K-18.5K) Main indices remain sideways for the next couple of quarters. Mid caps move up from now as the last few weeks the valuation gap has widened. Sometime after 2-3 quarters, the next up move starts for the main indices. By that time, PE is down to about 22 (which is still high but certainly not hitting the roof). One point to consider is that the 2008 debacle is still fresh in the minds of most people, and as long as it remains, the sentiment of fear will be there. That will prevent the markets from having a runaway rally or a breakneck fall. I sure hope I am right!!!

Great Quotes

I came across some very nice quotes on the web.  Some were really good and worth repeating. Figure out what the top five most important stuff is, focus relentlessly on that and keep iterating. Less is more. -- Daniel Ek, CEO, Spotify  My personal limit is upto 3 concurrent goals. It gets much much more complicated if it grows more than that. Have 3-4-5 (whatever suits you fine) goals that are top of the list and focus on them wholeheartedly. Don’t let people tell you your ideas won’t work. If you have a hunch that something will work, go build it. Ignore the haters. -- Dennis Crowley, CEO, FourSquare  There will always be naysayers. It's more important to believe in yourself and do what you think is right. End of the day you are only answerable to yourself, and no one else. Follow your gut. it may be wrong, but you won’t regret it if you fail. You’ll regret it if you ignore your gut and fail. -- Sarah Lacy, CEO, PandoDaily  Follow your instincts, but upto a limit. The

How to free up upto 20% of your work time?

Ever felt swamped with work and not know how to get all your ToDo's done? Well, I have. Plenty of times. Ever wonder how some people seem to get so much on their plates and yet get so much done? The trick they use is the art of delegation . Here are some of the tips I have learnt from some of those who possess Ninja-like abilities to delegate. Step 1: Find the right person for the job - Think about who in your team would be the best fit for the work-at-hand. Don't "dump" your work on the person person you see. If it is grunt-work which no one likes to do, then rotate it amongst the team (and don't forget your turn!) Step 2: Explain "why" he is the right person to do the work and what he stands to gain - If you do step 1 well, you should be able to explain why you have chosen the person and what he stands to gain from the experience. I have learnt a lot from my managers who have delegated work to me. It has given me a glimpse into areas of work t