Copy of All Project 3

SUMMER TRAINING PROJECT REPORT

2011

Sanjivani casting pvt. Ltd.

Bhanu maradiya

SANJIVANI CASTING PVT.LTD.

ASUMMER TRAINING PROJECT REPORT

ONPERFORMANCE APPRAISAL

AT

SANJIVANI CASTING PVT. LTD.

SURVEY, NO. 164, GONDAL N/H 8-B, SIDC ROAD,

VERAVAL(shaper).

PREPARED BY

BHANU D. MARADIYA

PROJECT GUIDE

SANDIP DHAKECHA

SUBMITTED TO

RK GROUP OF COLLEGES

KASTURBADHAM. RAJKOT.

AFFILIATED TO

GTU

ACADEMIC YEAR

2011-2012


PREFASE

As a student of M.B.A. programmer a course is based on management

study, every student need to be well versed not only with theoretical knowledge but

also with practical aspects of all managerial areas.

Practical knowledge is as important for student as a theoretical

knowledge is all the principles of managements applied in companies have been vary

well in explain in classroom studies given to understand them from industrial point of

view to fulfill this aspect of practical training. I went to “Sanjivani Casting Pvt. Ltd.

and tried to understand their management and function. It was golden chance for me

to enrich my knowledge with the on going managerial process of unit.

I have under gone the training a major departments. SJCPL is a medium

scale industry. I have prepared this report from the information given by the staff of

this organization and with help and guidance from our beloved teachers.

My special thanks to:

Manager: Shri Rajesh Vachhani

Director: Shri V.P.Kapadiya

Director: Shri K.S.Dhruv

Director: Shri V.M.Bariya

Director: Shri Nalin Vora

With support of above all who are lead sources. I am able to prepare

this report and great pleasure to present it before you.

Place: RAJKOT

Date: Sign: BHANU D. MARADIYA


DECLARATION

I am undersigning MISS, BHANU D. MARADIYA Here by Declare the Project

Report Undergone at “Sanjivani Casting Pvt. Ltd.” Under the Guidance of Prof.

SANDIP DHAKECHA Faculty of RK GROUP OF COLLEGES, Submitted Gujarat

Technological university (GTU),Ahmedabad in partial fulfillment of The degree of

Master Of Business Administration is my original work an has not been submitted for

any award to any other university for degree, diploma or any there such prizes.

Place: Rajkot

Date: Sign: BHANU D. MARADIYA


ACKNOWLEDGMENT

The multifarious features of this project could be successfully accomplished only by

the persistent support, guidance and encouragement of all concerned.

First of all my sincere thanks to Mr. RAJESH VACHHANI (Manager/ Q.A) and

Mr. VINU BHAI KAPADIYA (B.O.D.) who guided me in completion of this

project.

I am also thankful to entire staff of Sanjivani Casting Pvt. Ltd. and RK GROUP

OF COLLEGES RAJKOT, for their constant encouragement, suggestions and

moral support throughout the duration of the project.

Many people have rendered timely support and shared invaluable

information and experience, space constraints do not permit me to thank

them individually but I acknowledge the help rendered as invaluable and

without which this report would have been incomplete.

BHANU D. MARADIYA


INDEX

NO PARTICULAR Page no

1 GENERAL INFORMATION

2 PRODUCTION DEPARTMENT

3 HUMAN RESOURSEMENT DEPARTMENT

4 MARKETING DEPARTMENT

5 FINANCE DEPARTMENT

6 RESEARCH METHODOLOGY

7 PERFORMANCE APPRAISAL

8 DATA ANALYSIS

9 FINDINGS

10 SUGGESTION

11 BIBLIOGRAPHY

12 APPENDIX


EXECUTIVE SUMMERY

It is necessary to have practical knowledge before doing any work because of today’s

competitive world.

For the practice knowledge I have taken summer training at ' Sanjivani Casting

Pvt.Ltd. Mainly in this report the focus is on different department like as production

department, marketing department, personnel department, financial department and general

information relating to the Bearing Industry.

I am overwhelmed with pleasure while presenting this report at ' Sanjivani Casting

Pvt.Ltd.

The’SANJIVANI CASTING PVT.LTD.made its progressive curve sky rocket

due to exemplary team work in all departments and accomplishment its formidable odyssey

from procurement of Bearing to market


BRIEF HISTORY OF INDUSTRY

India has a long heritage of iron and steel making. The journey started in

ancient time and through the ages his evolved and matured into vibrant and modern industry at

par with the best in the world. The iron and steel industry in India started 100 years ago in

Jamshedpur. The TATA iron and steel co. (TISCO), started under the ages of pioneering

India entrepreneur. Sir Jamshedji Tata had been the iron of nationalistic pride during the

colonial period.

The steel sector was one of the primary vehicles of economic development in

the independent India. After the founding father of India’s five year plan, it has passed through

various phases changing domestic and external policy environment. It has survived well with

its impressive array of achievements.

The change came in the last decades of the 20 th century with the liberalization

of the Indian iron and steel industry. The Indian steel industry today can boost of some of the

latest in the state of the art technologies in use globally. The post deregulation India iron and

steel industry adopted modern technologies and various product categories. In these years the

industry both in the public and private sectors saw impressive gain in efficiency of resource

use and productivity. The most remarkable achievement of this decade has been a rapid

integration of the Indian steel industry with the global market. Production for export has

become an integral part of the profit maximizing business calculations of the Indian corporate.

The performance of the Indian steel industry during the last decade, through

spectacular, has not been altogether smooth. The external global environment worsened

progressively under pressure from a series of financial meltdown in various part of the world

while our domestic economy also stagnated. Prizes started falling continuously even as the

world steel industry strained under condition of extreme over supply and cut throat

competition. Most worrying was the threat posed by narrow national interest which misused

the W.T.O Non- Tariff barriers imposed on the Indian exporters of steel bear ample witness to

this predilection prizes have risen as a result of improved demand condition at home and

abroad and because of some rationalism of capacities across the globe, through on a limited

scale.

SANJIVANI CASTING PVT.LTD

COMPANY OVERVIEW

Name : Sanjivani Casting Pvt.Ltd.

Address of registered

Office & factory : Sarvey No. 164,

Gondal N/H-8B, SIDC Road,

Veraval (Shapar),

Dist. Rajkot-360002.

Telephone no. : +91-2827-254393, 254353, 252054

Fax : +91-2827-254394

E-mail : [email protected]

Website : www.sanjivanicasting.com

Board of Directors:

Director : V P Kapadiya

Director : K S Dhruv

Director : V M Bariya

Director : Nalin Vora

Manager : Rajesh Vachhani (Q/A)

Installed Capacity : 600 MT/ Annum

9


ORGANISATION STRUCTURE

BOD

CHIRMAN

DIRECTORS

Vice president vice president vice presidentCo-operation A.C. & Administration Marketing

Marketing Engineer

V .P.production DepartmentQuality assurance Head

Managers export and Account personnel Inspector Local manager Manager

Incharge

Excise officerAccount personnel Manager Manager

Time Clerk Assistant Clerk keeper Manager Cashier

Labor

10


COMPETITORS

In today globalize world the competition is each and every place. So it is

must to make the perfect strategy against it so that the firm or the organization a get the

top position.” Competition inspires the person to work harder and harder.” SJCPL is

medium scale company. It exports it products in the international market too. It faces

through the competition.

“Competitor means the person or the organization which manufactures the

same product or services.”

As my observation, three main competitors in India SJCPL are having.

Prevail Casting ltd.Rajkot

IPCL, Bhavnagar.

Steel cast, Bhavnagar.

Creative Casting ltd. Junagadh

11


SWOT ANALYSISS

Swot analysis means the analysis of main four parts of the organization. It is the

most and basically useful for the information of the strategies and policies of the organization

in SJCPL. I have found this analysis as given follow:-

1) STRENGTH

Company is engaged in continuous up gradation of its technology. The

demand of the company’s product is increasing day by day.

2) WEAKNESS

All the decision and action plan flow only from managing director’s end. The

production of the product basically dependent on the basic raw material like

stainless steel, scrap, nickel, mettle scrap etc. so the market of this raw

material is not healthy that demand can fluctuate. It can be the weakness for

SJCPL.

3) OPPORTUNITIES

Due to globalization, the company has got a tremendous opportunity to

export product by optimum utilization of plan and resources.

SJCPL is manufacturing products like, different parts of machines,

submersible, motor vehicle parts, human body parts etc.

From which company exports its products, which are used for human body

parts in U.K. and Germany.

4) THREATS

Due to the local competitors demand reduce. It is true that “our strength is

our competitor’s, our competitor’s opportunities, is our threat. So that as the

competition increased the demand will divide. It may be threat for SJCPL. In

India there are three competitors of SJCPL.

12


INDEX

SR.NO SUB SR.NO.

PARTICULARS PG. NO.

I COMPANY CERTIFICATE I

II COLLEGE CERTIFICATE II

III PREFACE III

IV STUDENT DECLARATION IV

V ACKNOWLEDGEMENT V

A EXECUTIVE SUMMARY 1

B BRIEF HISTORY OF INDUSTRY 4

C COMPANY OVER VIEW 9

D FUNCTIONAL AREA 15

1. PRODUCTION MANGEMENT 21

2. MARKETING MANAGEMENT 41

3. FINANCE DEPARTMENT 68

4. HUMAN RESOURSE MANAGEMENT 86

E RECOMMENDATION & SUGGETION 117

F CONCLUSION 121

G BIBLIOGRAPHY 123

13


PRODUCTION DEPARTMENT

OF

SanjivaniCastings Pvt. Ltd.

14


(A) PRODUCTION MAGAGEMENT

INDEX

Sr.no. Particular Page no.

1 Introduction to production management

2 Organization Structure

3 Types of Production process

4 Types of plant layout

5 Selection o location

6 Types of raw material and procurement

7 Material handling system

8 Production planning and control system

9 Repairs and maintenance

10 Management of industrial safety

11 Introduction to material management

12 Role of material management

13 Purchase department

14 Inventory control method

15 Quality assurance.

15


Introduction to production management

From the main function area of the organization, production is the basic activity

of all industrial units. All other activities revolve around this activity.

Product of the production activity is the creation of goods and services for the

satisfaction of human wants. The production activity is nothing but the step-by-step conversion

one form of material into another either chemically or mechanically.

The basic input of production process is men, machine, plan, services and

methods. But it should be noted that the finished product of one manufacture unit does not

always furnish a readymade product for ultimate consumption. In a chain of manufacturing

activities, the finished product of the processor sometimes becomes the raw material (or

component) for the other manufacturing firms falling next in the sequence.

In the same way products, which are manufactured in the SJCPL are used as the

sub-part or the raw material for the other product. They are the finished product SJCPL.

But the same are the raw material for its other buyers.

In-put Out-put

Material Product

Man Production Function Services

Machine Information

Money

Resources Product/Services

16


Organization structure

BOD

M.D

Vice President Co-operation

V.P Production Department Quality Assurance Head

Managers Export and Local Incharge

As a chart shows organization structure of production department is starting with vice

president, quality assurance and department head comes under second stage and at last quality

assurance has to different ways. The first one is manager and the second one is export and

local incharge this draw our attention towards and the production organization structure which

is vary much easier and simple to maintain in SJCPL. Present production manager is V.P

Kapadiya.

17


TYPES OF PRODUCTION PROCESS

There are many production processes. Company adopts the process. Which is more

suitable or convenient to it? It is depended on many factors like the flow into, flow through

and flow our. Many times the production process may be difficult. Mainly the

Four classes or types of production process are comes into picture.

1) Mass production or flow-line production system.

2) Batch production process

3) Job shop

4) Projects ( unit manufacture)

They can be understood as given below.

(1) Mass production process

It is also known as flow-line production system. All the facilities are

arranged as per the sequence of the operations. It is the continuous operation system. Out put

of one operation becomes the input for the subsequent operation. The system is cascaded.

Maintenance must be very important since all the operation depends upon it. Balanced

workload results in a smooth output rate.

(2) Batch production process

According to this system a certain quantity of the material is made. Then

the same machine may be used for another product. Thus the variety of products.

Can be getting. With the help of this process there is no need to maintain

a separate assembly line for each product. Machines are general purpose. Pharmaceutical

companies make medicinal formulation by batch production system.

(3) Job shop:

In this process customer’s orders and their execution are taken into attention. It does

not have its own product mix. This process requires its own planning and tooling. Here each

order of the customer may be unique.

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(4) Projects:

As this process shows for some special work or any high valued or big

products are manufactured with it. As we can say the products of ship, tractor, truck etc. which

are never be in large numbers as others. All other

Facilities, manpower and resources center on such products. It can be said as projects

As we talk about SJCPL. In this manufacturing unit we can see that it is

manufacturing many products which are different from each other by the size, color and uses

and especially with the quality. So batch production process is used in this company.

They manufacture the products as per customers order. So the products are manufacture in

some amounts of quantities.

Various types of castings are manufacturing as per the requirement of the customers.

These castings are not finished products which can directly used by consumer but it is a part or

components of a product. This company provides many types of parts are used in many

industrial products which are automobiles, measuring instruments, parts of sewing machines,

pumps, electronic switches, gears etc. “SJCPL offers its customers the best quality with

guaranteed in house quality assurance.”

SJCPL also makes planning based production. It is production based company, so it

produced the products as per the products as per the demand of the customers.

19


PRODUCTION PROCESS OF SJCPL

(1) RAW MATERIAL

The company purchased raw material from different part of Gujarat like

Ankleswar, Chotila, Baroda and Ahemdabad. Mainly roadways are used for

transportation. The company used following raw materials.

(2) METALLURGICAL DEPARTMENT

Metallurgical report is prepared from scrap raw material in which si, al, mo,

w.ni contains are detected. Each group of similar pattern is assigned by different color

coding for easy identification. But later on here over the following tests are made for

the sand.

A) Sand test

Grain size checking

Alumina containing

(3) WAXING DEPARTMENT

This is the basic department from where the process of production of

investment casting gets started.

This department collected the die to produce wax pattern from

the central stored tool room according to their design needs.

The designer determined the appropriate dies to make the demanded

products

This department is equipped with many wax injection machines viz,

hydraulic press machines in this department there are set up of 16

machines,

This Hydraulic machine injects wax into dies.

20


(4) ASSEMBLY DEPARTMENT As we know investment casting process is a relatively length

process it takes considerably time to prepare the complete casting

product.

It is beneficial economically to accommodate relatively more

number of parts simultaneously for casting process as it saves lot of

time as the operations process and saves the labour cost.

This department stands for preparation free assembly of small

number of parts. That is valving, handdeis; connectors etc. are

accommodated around the central space of economy.

These are the works or operations, which are being performed into

assembly department.

(5) COTTING/SHELLING DEPARTMENT

In this department assembly tree is received by the life system. This

is air-conditioned department.

Here the wax pattern assembly is dipped into slurry of a refractory

coating material but before being coated the wax assembly are soft

washed by the clean water for the removal of dust,durt etc.

The process of coating is carried out for 3 to 4 times depend upon

the number of casting pattern and their shapes.

A number of dips are given I order to build a shell thickness of

about 6 to12 mm.

(6)DRYING OF COATING

The drying of casting is carried out in another chamber. This

chamber is enabling to maintain proper required atmosphere.

This chamber is centralized air-conditioning.

The coated with wax pattern are arrange in a drying rack again the

several blowing fans. They dry the coated wax.

21


Atmosphere or climate changes are highly sensible to the drying

process. For this purpose of following programmers have been

considered and maintained.

a) Viscosity of sand

b) PH value of sand

c) Humidity 50% to 70%

d) Temperature of the room (24C to 26C)

e) Drying time 2 to 10 ho

(7) DEWAXING DEPARTMENT

This department stands for removing wax from the coated pattern

This department is equipped with several dewaxing tank in which

temperature is ranges from 200C. to210C. At this temperature the

wax pattern is melted and wax is drain from the mould.

This wax is not discarded and collected again after sufficient

filtering process.

After remove of the wax the shell is quickly fired at he desired

temperature.

Any quantity of wax remained unmated is evaporated by heating

furnace of fired quickly.

To composite the losses of shrinkages some shrinkage compositor

techniques or equipment are used.

To minimum the shrinkage losses some material are used

a) Glass wool

b) Ceramic wool

c) Slurry

The slurry along with glass wool is embedded on the central spray.

So it can be simultaneously cooled out with the investment metal.

Thus no metal draw phenomenon occurs.

22


Now after having dewaxed properly the mould is fired in the furnace

to remove any moistures contents, accesive wax etc.This

make the structure strong so the shell mould can cope with the

molten matel temperature.

(8) MELTING DEPARTMENT

This department pours metal into modules. This is the most hazardous

department as it contains fired furnaces, melting furnaces etc. There is

pouring metal is bundled very carefully the temperature of this department

is very high. Very skilled workers are needed to achieve the task of pouring

molted metal into the mould, as any mistake in this practice might cause

damage of life.

(9) FETTLING DEPARTMENT

This department has wider significant in the quality of the final product

KNOCK OUT

When the casting has solidified gets removed from moulding. This

operation is called knock out.

Here mechanical vibrator are used for the knock out which are known

as knock out pneumatic vibrator. It is pneumatically operated with fixed

frequency.

Investment mould is put on vibrator platform and high frequency

oscillations make the casting out.

FINISHING OF CASTING

Finishing of the casting is a later stage in cleaning of the casting

23


Once the embedded sand gates, risers and other unwanted projections have

been removed from the castings.

Finishing is resorted in order to,

Smooth the areas of casting from where gates have been removed.

Remove any excess metal if left on the casting.

Improve surface finish and appearance.

Removal of fins and other unwanted projection from casting are most

vital process in which casting are trimmed.

Belt grinding and abrasive belt machine remove fins, chaplets, wire

parting, line flash, pads and the ingetes etc.

To remove casting , removal of unwanted projections are done with

“pneumatic portable hand grinder”

Cleaning of casting:

The outside and inside surface of casting are cleaned with adhering

refectory particles (sand) and oxide scale and they look smooth and

polishing.

Steel castings require considerable more cleaning than those of iron &

brass.

This company does cleaning by mechanical equipment. This process

is called AIR Blasting.

Shot blasting:

In the stream of air carrying shoots of matel strikes against the surface

of casting the process is known as shot blasting.

Shot blasting provides a higher rate of output than thumbling process

when sand burns on the heat treatment scale have to be removed from

the casting surface.

The matel shots includes,

24


a) steel shot

b) white cast iron shot

c) malleable iron grit

d) chilled iron grit

In short, fettling is the name gives to cover all those

Above explained operation which help in giving the casting

(10) HEAT TREATMENT DEPARTMENT

Heat treatment of casting means the controlled heating and cooling (in

the solid stage) to secure the properties and conditions specifically

demanded. Heat treatment operations are carried out in furnaces

specially designed for the treatment to be applied for the castings to be

produced.

Purpose

Relief of stresses developed in cooling heat removed, repair,

machining etc.

Development of structure sensitivity properties by metallurgical

changes.

(11) FINAL INSPECTIONS IN DISPATCH DEPARTMENT

This department has to deal with many documented clerical works. In this

department there is sampling chart, standard tolerance chart etc. with the help of which

final casting are inspection finally. In which final inspection on 100% lot is carried out

with the help of

a) Measuring gauge

b) Fixtures gauge

c) Flexible gauge

25


The following major tests for final casting (as per sampling technique) are

carried out outside at Ahemedabad metallurgical laboratory.

Radiographic test

Die-penetrate test

Impact test

Non-magnetic test

These tests are required to carry even if the customers demand them.

INTERMEDIAT TEST / INSPECTION :

This department also carried out required intermediate tests such as

A.A. Press inspection:

Here the wax pattern is checked for its accuracy against the drawing

specification.

This department equipped with commonly used every mechanical

measuring instrument like,

Venire calipers

Venire light gauge

Flexible gauge etc.

B.B. Visual inspection:

Visual inspection of prepared wax pattern is carried out here.

If any surface defects like heir crack or detected then it is out for

rejection and again new wax of this type is prepared.

This department stands to defect the error and also exerts the

necessary control actions against these mistakes to accomplish

26


these. They use to draw the surface defect charts, colours and

charts of yearly rejection items.

(12) DISPATCH

After inspection the final product is sent for dispatch. Here the products

are packed or cared in the wooden box or cartoons and they are care with

paper, wooden fuzz inside the box for safe hading

Products are dispatch to the traders who have order of the product and

these products, which are rejected through inspection, are sent to the

melting department.

So, the process of production comes to an end with dispatch of the

product.

It takes 30 to 45 days (depending upon products) to convert raw material

into finished goods.

The machinery used for the production is entirely homogeneous.

27


Chart of production process of SJCPL

METALLURGY

WAXING

ASSEMMBLY

COATING

DRYING

DEWAXING

MELTING

FETLING

HEAT TREATMENT

FINAL INSPECTION

DISPATCH

The chart shows the whole manufacturing process of SJCPL. It has the

latest machines and equipments as well as technique in castings.

28


TYPES OF RAW MATERIAL AND PROCURMENT

Raw material is the basic need of the production, because without raw material,

production process can not be possible.

Meaning of the Raw Material :

Raw material is the material which is used in the process of the main

product. It is the par of the products. Raw material is the necessary rough material,

which need some process then it is used as final product.

Sanjivani Casting Pvt Ltd. purchase raw materials from different parts of

Gujarat like Ankleswar, Baroda, Chotila and Ahemdabad etc. for which roadways

are use for materials transportation.

SANJIVANI CASTING USES FOLLOWING RAW MATERIALS:

1. Stainless Steel Scrap

2. Nickel

3. Chromium

4. Zircon Sand

5. Colloidal Silica

6. Metal Scrap

7. Ferro Alloy

8. Miscellaneous

9. Paraffin Wax (Imported)

29


10. Sand Power (subordinate)

11. Wooden Box (Packing Purpose)

MATERIAL HANDLING SYSTEM

Material handling system is the process of moving the product from one place

to another till it will be the final product.SJCPL has material handling system manually

from one process to another one. It can be defined more clearly as below.

“Material handling is the art and science involving the movement.

Packing and storing of substances in any form”.

-The American material handling Society

Which can be done by different equipment like lifting, moving, dropping,

positioning, holding, releasing, stocking and many more? They are moved as a single item

or in a lot depending upon the size, weight quality etc.of the product. Material handling

function enjoys a pivotal role in production engineering.

SJCPL is producing more than one product so they prefer for batch

production. It has no long distance for different process. So, fixed number of products or

quality of products is moved from one process to another one. Material handling is the task

which is one of the core and most significant task of physical distribution. A better

material handling system is that which require limited or minimum handling of materials

through this system sanjivani casting can reduce the excess cost and that will add the

benefit to the management and organization as a whole.

30


PRDUCTION PLANNING & CONTROLING SYSTEM

Production planning is the process through which the production is planned

while production control is the process through which produced products are to be

controlled. Thus, production planning is pre-operation activity. Though they both are

very closely interrelated with each other that they can considered for belonging the same.

Effective control presupposes some part of planning. Planning work to set the goals,

objectives and the target on the basis of available resources with given constraints for the

translation of such goals. Objectives and targets into reality control machinery are

installed.

Meaning :

“Production planning is the technique of foreseeing or picturing ache

every step in a long series of separate operations each step to be taken in the right

place of the right degree and at the right time and each operation to be done at

maximum efficiency.”

-Alford and Beatty

“Production control constantly keeps a watchful eye on the production flow

whether everything is going on as it was fixed or not if anything change, it will arrange

for the instant adjustment and try to cover the difference thus smooth way to production

can found.”

In the SJCPL their working policy is depending upon its demand. In the

sense in accordance with its customers orders the company produces the good for which

product demand is more and in which scale of quantity the demand is? That should be

considered before planning the production.

SANJIVANI first forecast the demands then it specify the production

requirement and then from available resources the whole production planning is done. In

31


production control it includes, activity control, inventory control, control on tools,

control on timing of production, efficiency control and specially quality control are used

to be considered.

As we know Sanjivani Casting Pvt Ltd.is a medium scale industry. So

planning for future and control on present is must. It is mainly concerned with the

philosophy of the management as they giving more important to its quality of the

products.

MANAGEMENT OF INDUSTRIAL SAFETY

Safety is very important thing. It is needed in each and every type of

organization because; through if a life of everyone working in the unit can be secured.

An organization should organize the safety efforts because it does not happen by itself.

A firm or unit should exchange findings experiences to mutual benefit.

The main goal or aim of industrial safety management is “to reduce the

number of all type of accidents which may cause loss of life, loss or damage to

equipment or loss of operating efficiency.” for this purpose safety kits should be kept

in every manufacturing unit.

Sanjivani Casting Pvt Ltd. is a steel manufacturing company. Its products

pass through many processes. In which they to consider safety management for that

they set all well-checked machine and equipments so that the chances of accidents can

be minimized. Other than this they have first aid box and they have consulted with the

government hospital near by Rajkot. From where they can get immediate treatment at

any time and all employees have facilities to get the services from that hospital for their

family members too.

In the Sanjivani Casting Pvt Ltd. the (treatment) of waxing, coaxing,

dewaxing, fire treatment, final inspection etc.in which they provide, protection for eyes

for that equipment is given to employees. So, equipment and tank cleaning and repairs

should be under the direction of thoroughly trained personnel.

32


Till today there is no case of accident or any damage of life by the machine

and equipment in Sanjivani Casting Pvt Ltd. that shows the best industrial safety

management in Sanjivani Casting Pvt Ltd.

MATERIAL MANAGEMENT

Introduction :

Material is the basic need for every kind of organization whether manufacturing

unit, trading company or any other. Very important inputs in the manufacturing

organization are men, machines, materials which are inevitable inputs efficient

management of any of the inputs directly affects the output and results in the

development benefit to the organization.

Definition :

“Material management is a term to describe the grouping of management

functions related to the complete cycle of material flow from the purchase and internal

control of production materials to the planning and control of work in progress, to the

warehousing, shipping and distribution of the finishing product. It differs from the

material control in that the latter term traditionally is limited to the internal control of

production materials”

-APICS (American Production and Inventory Control Society)

In Sanjivani Casting Pvt Ltd. there is also a very good from of material

management. They have very useful techniques and equipment for processing

machines and equipment for processing. They get raw material from Gujarat so that the

scarcity can avoid. They produce the products according to their demands of

customer’s order, So the materials for such products are stored in that way as needed

33


due to that we can say that materials. Consume lion’s share of the investment and that

too with a possibility of turnover.

PURCHASE DEPARTMENT

Purchase department is the department, which work as the first step

towards production process. It is the responsibility of purchase department to

choose or to select proper materials, as per the requirement of organization.

They should test, check and inquire about the raw material very gingerly

because on the basis of purchase department decision of purchasing the whole

process goes on.

Sanjivani Casting Pvt Ltd. is purchasing materials from different

part of Gujarat like Ankleswar, Chotila, Baroda and ahemdabad etc. They have

no separate department for purchasing the manufacturing goods or products

according to their client’s orders. So, they require different materials as figure

shows. Purchase of SJCPL on ended year then raw material inward is mixed

then the final opening stock can be purchased. Department should check many

thing before purchasing the material like quality of material, price and

durability of material, transportation policy of expanse of materials etc. many

more, If they take any wrong or faulty decision it will harm to organization as a

whole. Purchase department is very responsible for product’s quality because

they are the basic elements of final product of the organization.

34


MARKETING DEPARTMENT

OF

35


SanjivaniCastings Pvt. Ltd

(B) MARKETING MANAGEMENT

Sr.No. Particular Page No.

1 Introduction to Marketing Management


3 Product

I. Product Mix

II. Product Life Cycle

III. New Product Development

IV. Branding & Packaging

4 Pricing- Methods & Strategies

5 Promotion Mix

I. Advertising

II. Sales Promotion

III. Publicity

36


IV. Personnel Selling

6 Channel management

Introduction of Marketing Management

Introduction :

Marketing has been effectively practiced for many years but its rise to formal

acceptance as function of business is recent.

Marketing management task is to regulate the level and character of demand through

planning and executing the conception, pricing, promotion and distribution of ideas, good and

service to create, build and maintain beneficial exchanges and relationship with target market

for his purpose of achieving organizational objectives. Future success will be assured by only

having the right product liked with the right promotion at the right place.

The American Marketing Association :

They defines marketing as the process of planning and executing the competition,

pricing, promoting, distribution of ideas good and services to produce and exchange that

satisfy individual organizational goals.

Sanjivani Casting Pvt.ltd. is having separate department of marketing and

marketing manager performs all the roles in marketing department. The marketing manager of

Sanjivani Casting Pvt.Ltd. is shree K. S. Dhruv Vice-President of marketing department of

37


this unit. Performs the entire job very accurately. He has very good experience in the same

field of marketing.

ORGANIZATON STRUCTURE

B.O.D

M.D

Marketing

Engineer

Inspector

Excise Officer

Administration

As the chart shows SJCPL has its own way of working under the observation of

BOD and MD they have separate marketing department in that the first stage is of marketing

engineer and second stage is of inspector third stage is of excise officer and last is

38


administration. Sanjivani Casting Pvt.Ltd. use direct manufacture to consumer. President

marketing manager is K.S.Dhruv.

PRODUCT

Sanjivani Casting Pvt.Ltd. manufactures many products. Part of sewing

machines, marshal pumps, part of human body, steel and alloy castings.

Product Range :

Casting for the process valves and pump industry, covering check, globe, ball,

diaphragm valve, pump casting and impellers, power generation, switch gear and electrical

industries defense mechanical handling and allied engineering industry.

PRODUCT MIX

Product mix is the area of marketing mix which studies various decisions

regarding the product. A product mix is set of all products lines and items that a particular

seller offer for sale to buyers.

39


Sanjivani Casting Pvt.Ltd. produces steel and alloy and casting this unit has

only one product line that is investment castings.

A) Product line :

Product mixes consist of various product lines. “A product line is a group of

products that are closely related because, they perform a similar function, are sold to the

same customer groups are marketed through the same channels, or fall within given price

range. Product line managers need to know the sales and profits of each item in their line

in order to determine which item to build, maintain harvest or divest. They also used to

understand each product’s market profile.

In Sanjivani Casting Pvt.Ltd. various types of castings are manufactured as

per requirement of the customer. These castings are not finished products that can directly

used by customer but it is a part of a product. It manufactures 80% of products of

industries manufacturing industrial valves used for chemical industries etc. and 20% of the

production to various types of industries like automobiles, measuring instrument, sewing

machine, pumps, electrical switches, gears etc. there is no any by product.

B) Product :

Size &Weight :

The maximum size and weight 400 x 400 x 400 mm & maximum weight up to 60

kg per piece.

Specification :

As per the specification ASTM, ASME, DIN, BC, IS & other international

standards.

Product’s World Wide Supply :

These are product sales in USA, UK, ITALY, GERMANY, SPAIN, FRANCE

and DENMARK.

40


PRODUCT LIFE CYCLE

As a human being product and unit has its own life cycle which start with its

production and ends with its stoppage. Whatever may be the starting strategy that will not

be same as other strategy. The product has different marketing strategy, according to their

capacity in marketing within some period of time. Product will change its price, packing

etc.because of the competition in market i.e. ‘Your strength is your competitors,

weakness and your opportunity is your competitor’s threat.”

First of all product & development it is used as per-stage. In this stage

company is planning & investing money. They sell up product or produce no single unit

but they are busy with development of product. They consider the competitor product.

Research and new development is done in this stage.

41


1. Introduction :

This is the first stage of product life cycle. Here the company introduces the

product into the market to sell. In this stage the sale is lower, not so much or not at all profit.

More advertisement is needed. Few competitors in the markets, here the main objective of

company is to create product awareness enough information to customer.

2. Growth :

It is the second stage of product life cycle here the main objective is changed that is

to have maximum market share, sales is also rapidly increase profit is rising, and also no. of

competitors are growing with increase in sales. Prices are also fixed as per the condition of

market.

3. Maturity:

42


This is the third stage of product life cycle. It is very stable period of any product

here pick sales, low cost per customer, high profit is achieved. Here the main objective is

maximization of profit and depending market share. Prices are may be matched or bit with

competitors but stable no. of beginning to decline is also started.

4. Decline:

This is the fourth and last stage of product life cycle here product ends because

decline in sales low cost per unit but decline in profit etc. are comes into picture. In this stage

the objective of company is to reduce expenditures and build the brand. Here the wick

products are phased out of the market. Price is less company should be at minimum level as

it can in sales promotion.

Sanjivani casting Pvt.Ltd. is at the second stage it at growth stage of product life

cycle. They have introduced their product in 2004-05 in Veraval (Shapar) survey No. 164.

SIDC Road. It was their introduction stage now in the year 2006-07 they are very much

developed but less than maturity of the product. So, it can say that are at growth stage.

BRANDING & PACKAGING :-

Meaning of Branding :

Branding is the process to identify or to differentiate the product or group from

others. It may be name, sign, symbol, designed or any terms. Sanjivani Casting Pvt.Ltd. its

own symbol of as a mark of its organization. It is brand of Sanjivani Casting Pvt.Ltd.

Meaning of Packaging :

43


Packaging is the activity for designing or covering the final product in suitable

manner safety. It may be boxes, containers trunks etc.

Sanjivani Casting Pvt.Ltd. produces many products. So, as per the size,

quantity and suitability of each product the packaging is done after the final inspection of the

product they are put into packaging as per suitability and sent to the customers. As a labeling

they put the symbol of Sanjivani Casting Pvt.Ltd.

PRICING: METHOD & SARATEGY

Price is the exchange value of product always expressed in money. Pricing

is the important concept is made in the marketing as the pricing pays significant pricing of

product must be taken carefully.

Price may be defining as the economic value of the product, which

customers pay as expected to pay in exchange and anticipation of the expected or offered

utility. Price is thus, a link that binds consumers and company. Price is helpful to establish

44


a mutually advantageous economic relationship and facilities for the transfer of ownership

of goods & service from the company to the buyer.

Thus, pricing is the function of determining product value in monetary

terms by marketing management of a co. before it is offered to the target customer for the

sale. The decision regarding pricing of product is very crucial during which not only the

product is very crucial which not only the profit but also social responsibilities are to be

taken into consideration.

In Sanjivani Casting Pvt.Ltd. the price is being selected by the price they

give concentration over following points.

1. Weight of Casting

2. Market Costs

3. To arrive at per kg. rate of given product

4. Considering product process cost & over rate

This unit produces steel and alloy casting so there is no seasonal effect on

price and there is no legal restriction on prices.

CHANNEL MANAGEMENT

Marketing demands are the mediums or set of different activities done to

make the product or service available to the consumer. Marketing channels are the way

to reach to the customer.

(A) CONSUME MARKETING CHANNELS :

45


0-Level:

In 0-Level, any intermediates are not there means that here, manufacture

will direct contact to the consumers.

1) 1-Level :

Channel which connect the manufacturer though the retailer to the

consumer.

2) 2-Level :

Channel which is intermediate by two mediums and then the consumer.

3) 3-Level :

Market channel, which connect the manufacturer to the customer with the

help of three intermediaries.

4) Multi level :

Marketing channel which uses more than one channel for interacting to the

consumer that is known as multilevel channel.

Sanjivani Casting Pvt.Ltd. is using the (Zero based) O-level marketing

channel for contacting the consumer. The direct, manufacturer to the consumer is done

in Sanjivani Casting Pvt.Ltd.

(B) INDUSTRIAL MARKETING CHANNEL ;

46

Consumer

Wholesaler

Retailer

Manufacturer

Manufacturer

Consumer

Consumer

Manufacturer Retailer

ConsumerManufacturer Wholesaler RetailerJobber

Consumer


These channels are used to contact the industrial consumer. As we

see Sanjivani Casting sales their products to the industrial consumers.

1) 0-Level :

Direct contact with consumer

2) 1-Level :

Contact to consumer with the help of industrial distributors.

3) 2-Level :

Contact to consumer with the help of two intermediaries.

4) Multi Level :

Here the contact of manufacturer to the industrial consumer is done more

than two levels of medium.

Then the network selection. Manufacturer need to select the network

contact group to reach to the final consumer. Here the easiest and suitable

(network) is selected in such a way that communication, interaction, transportation

and availability of the product is suitable.

47

Manufacturer Industrial consumer

IndustrialDistributors

IndustrialConsumer

ManufacturersRepresentative

IndustrialDistributor

Manufacturer

Manufacturer IndustrialConsumer


48


FINANCE DEPARTMENT

OF

SanjivaniCastings Pvt. Ltd

49


(C) FINANCIAL MANAGEMENT

INDEX

Sr. No.

Particular Page No.

1 Introduction to Finance Management


3 Capitalization and Capital Structure

4

5 Capital Budgeting

6 Sources of Finance

7 Working Capital Management

8

50


Introduction on to financial management

Financial management is that specialized branch of general management which is

related to procurement at finance and its effective utilization for achievement of common goals

of the organization.

Nowadays, finance has its own status in management of any organization. The

important functions are investment decision, allocation of profit, collect and then distribute of

finance. “Finance is private around which all economical activities take share” the field of

finance refers to the concept of time, money & risk.

The efficiency and performance of the firm depend upon efficient financial

management because through financial management makes, it is possible to make maximum

utilization of finance. So, it can develop through proper application of finance management.

So, here we can define financial management as “planning, organizing, directing and

controlling the activities of an organization. And it is concerned with procurement and

utilization of funds.

The authority of Sanjivani Casting Pvt.Ltd. also understanding the importance of

financial management and therefore they have maintained separate department for handling of

financial activities.

The finance manager is also taking the good care of the finance invested and borrowed

in the company. Any one wrong decision of the finance manager can be proved cataclysmic

for the company and can bring huge loose. Therefore all financial decision is consider as risky

pertain in company and also market. That’s why it is said higher the risk higher return. So, it is

advisable think before twice in any kind of decision. Thus, these type of decision needs the

current market trend knowledge to make a profitable and the wise decision.

ORGANIZATION STRUCTURE

51


This chart shows the organization structure of Sanjivani Casting Pvt.Ltd.

finance department. Here on the top the board of directors/ then M.D. then the Vice

president of A/c & Finance under him two ways work is going on one is the job of

assistant manger and the other is the job of clerk and cashier. From the chart it can easily

observed that a line type organization in which authority flow down from top to bottom

and responsibility flow upward from bottom to top. Present finance manager is

Mr.K.S.Ddruv and Mr.Rajesh Vachhani

52

B.O.D

M.D.

Vice President & Finance

Assistant Manager Clerk / Cashier


Capitalization and capital structure

Capitalization refers sum of long term securities , surplus, share capital etc. in short we

can say that capitalization is the sum of par value of outstanding stock and financial sources

available with the company.

Capitalization = long term securities + share and debenture + long term loans + working

capital requirement.

Where is under capitalized or over capitalized is determined by the real value of assets

in long –term realization. When real value of share is said to be under capitalized and vice –

versa it is also true.

There are two types of capitalization which are as follows;

Here, BV = Book Value RV = Real Value

1. Over Capitalization:- ( BV = RV )

In this condition the book value is greater then real value. It

is found when earning is less then invested in the unit.

2. Under Capitalization: - ( BV < RV )

In this condition the real value is greater then book value. It

is found when earning is more then earning is more then capitalized value.

3. Fair Capitalization:- ( BV > RV )

It is received when earning of the unit is as some to the capitalized assets.

The systematic arrangement of all capital is called as capital

structure. The capital structure is the combination of long term and short term

debts, secured and unsecured debts, preference shares, debentures, equity shares,

retained earning etc.

Generally there are three types of capital structure like……..

Equity share capital structure

Equity and preference share

53


Equity and preference share and debenture

Here, the Sanjivani Casting Pvt.Ltd. Company prefers both term loan i.e. long term as well

as short term loan. And here short term capital structure refers to the composition of make up

the amount of the of long term finance.

Capital budgeting

Allocation of capital budgeting in the best and efficiency was, is very important

function in financial management.

Top-level management carries out capital budgeting decision. It is the decision

regarding long term fixed investment in business by firm. Capital budgeting is defined as

firm’s decision to invest its current fund most efficiently in long-term activities.

In general sense capital budgeting consist of planning the employment of

available capital for the purpose of maximizing the long-term profitability of the firm.

In Sanjivani Casting Pvt.Ltd. too, the decision regarding acquisition of machineries

on any new plant establishment are taken. The decision is taken in the formal meetings the

related capital budgeting schedule are been prepared to achieve their goal.

54


Sources of finance – long term and short term

Finance is primary requirement for each and every organization for business

operations their may be short tern requirement to meet the working capital requirement; it may

be one of five years. And long term is long enough to stay in the market. Long period is

consisting of issues of shares, debentures, secured loan, etc. In this period company can adjust

its plant size or may establish a new plant.

If we talk about the source of finance of SJCPL, then it meets its financial

requirement by long term option such as secured loans, own capital, retained earning, etc. and

short term option such as loan from banks, trade credit, depreciation fund, purchase bills, bank

O.D,cash credit, accrued expenses etc. And so SJCPL has taken loan, cash credit from banks.

RATIO ANALYSIS

55


HUMAN RESOURCE MANAGEMENT

SanjivaniCastings Pvt. Ltd.

56


(D) HUMAN RESOURCE MANAGEMENT

INDEX

NO. Particular Page No.

1 Introduction to Human Resource Management

2 Organization structure

3 H R Planning

4 Recruitment Sources

5 Selection Method

6 Placement –induction

7 Training & Development

8 Performance Appraisal

9 Wages & Salary

10 Promotion, Transfer, Demotion Policy

11 Social Responsibilities

57


INTRODUCTION TO HRM

Human Resource Management is mainly concerned with the management Planning,

organizing, directing and controlling and operative procurement development maintenance and

utilization function with a very to attaining the organization goals, economically and

effectively and meeting the individuals & social goals.

Human resource management is a part of management that deals effective control and

use of manpower. Human have dynamic nature different persons are having different nature

behaviors mentality etc.so, it is a challenging job.

It manpower is properly used it may prove dynamic motive force for running an

enterprise at its optimum cost. If is management of human resource is viewed as a system in

which participants seeks to achieve both individuals and goals.

In Sanjivani Casting very well managed HR department is developed

58


ORGANIZATION STRUCTURE

Vice president of account and administration, in administration department the human

resource management is done by him.

BOD

Chairman

M.D.

Vice presidentA.c. & Administration

Personnel Manager

Time keeper

Labor

Organization structure of SJCPL has large working force of 195 employees. Firm has

separate HR department. It is of line and staff base. Authority passes from upper level to

bottom level and responsibilities passes from bottom to top level management. Present

production manager is V.P.Kapadiya.

59


HR PLANNING

Human resource planning is supportive system in the whole organization

planning. It is the simple method to forecast a firm’s future demand for a supply of the proper

people in the proper place at the proper quantity.

In Sanjivani Casting Pvt.Ltd. Personnel manager plays many roles.

1. He handles personnel problems of employees and use human resource effectively.

2. Recruitment, selection, training and development of employees is done by him

3. Personnel manager looks after provident fund etc.and time keeping system too.

There are many factors which are affecting to human resource plan.

60

HRP

Organizational growthCycle & Planning

EnvironmentalUncertainties

Outsourcing

Nature of jobsBeing Filled

Type & quality ofForecasting information

Time horizons

Type andStrategy ofOrganizatio

n


In SJCPL is the same planning process is done according to organizational goals &

policies needs and supply forecast is done then HR programmers are handled by HR manager

then its implementation with control and evaluation programmer then two conditions are

accrued the firs one is surplus it means there is no used for, this no. of employees, it means

employees are more than necessary so hiring are restricted and hours of work are also

reduced., by which control on surplus of employees can have.

But if there is shortage of employees as other conditions suggesting then recruitment

and selections are done. It means there are lesser employees than the need. So, employees are

recruited into the organization. It is the whole HR planning process which helps the

management to forecast and to control over the employees as well as organization as a whole.

61


RECRUITMENT SOURCES

Recruitment, selection & induction are the step of continuous process of delegation

and filling the place with the suitable persons. We are explaining above terms as given

below.

“Recruitment is said to be a process of searching of prospective employees and

stimulating to apply for job in organization”.

Sanjivani Casting Pvt.Ltd. Follow the method of third party for recruitment it uses

the external sources of recruitment as under.

(a) News paper: Mainly when there is the need for qualified person.

(b) Notice Board: for labors and workers.

(c) Employment Exchange:

All kinds of labor in Sanjivani Casting Pvt.Ltd. They mostly recruit the employees

within from the organization itself that’s why the training process may be at low level.

Recruitment process in SJCPL is starts by application form as enclosed, then rough.As

the department’s requirement, technical test, if needed is taken. The interview method is

similar to every department then the selection is decided.

62


SELECTION METHOD

“Selection is a process in which the choice of persons is to be made out

of available candidates.”

Following steps are followed in selection procedure.

1) First of all this units receives all the application and select that application which he

need but Sanjivani Casting pvt.Ltd. Selects the more application than his

requirement.

2) Second Stage Company arranged his preliminary interview and co. invites more person

than his requirement on the basis of experience, qualification, salary structure and

ability.

3) In this stage application blank is provided to candidate and bring at the time of

interview. A copy of application blank is attached with report appendix-1.

4) Most of this unit arranges both oral as well as written test but unit adopts only oral

interview. In oral unit interview unit measures his experience, personnel and other

items and personnel and other items ad psychological knowledge of candidate.

5) This unit is find the candidate satisfactory after passing from above adopts steps than

the unit plans that candidates as per the advertisement was published.

6) SJCPL is a medium scale unit and all the requirements and selection procedure are

over than after co. decided about induction. SJCPL gives the perfect decision about

induction. Because, and person has very high degree those persons are appointed in a

high status job and less degree or less knowledge persons appointed in less status job.

Thus the selection is done by the perfect method good and efficient employees can

be selected easily. Selection of employees is the matter of co.’s present as well as future

image. So, that should be done in the right manner.

63


PLACEMENT-INDUCTION

Induction is the last step. It is a proper arrangement for a new person coming in

organization by which can perform his work effectively.

When employees have been hired and oriented that should be placed in his\her right

job. It is the allocation of jobs. Placement refers to the allocation of people to jobs. It includes

initial assignment of new employees, and promotion transfer or demotion of present

employees.

Sanjivani Casting Pvt.Ltd. Has placement policy as we discuss before by interview

its selected employees are placed at proper place as their qualification and efficiency. Mainly

SJCPL has three shifts.

No. Shift Time Hours

1

2

A

B

6 a.m.to 2 p.m.

2. P.m.to 10 p.m.

8 hours

8 hours

TRAINING & DEVELOPMENT

In simple term, Training & development means identify specific skills, qualities,

abilities, knowledge and information to employees regarding technology method or specific

training programme conducted by Creative Casting as trained and experienced workers are

selected.

If candidate is fresh or not experienced, he is put on machine under supervision of

person. Mechanism of machine is explained to him details and matters of machine are also

taught to employees. Top level persons are selected who are qualified and experienced. So,

there is no need of conduction special management development programme.

In Sanjivani Casting Pvt.Ltd. on the job training is provided to fresh employees.

This Industry does not prepare any training programme. They select the person from J.I.T. this

is not desirable. It shows inefficiency of the co. adopt some training programme so on become

more efficient.

64


PERFORMANCE APPRAISAL

Performance appraisal is the step where the management finds out how effective it been at

hiring a placing employees. If any problems are identified steps are taken to communicate with

the employee and to remedy them.

“Performance appraisal is a process of evaluation on the very of fulfilling the

requirements of employees”

-W.C.Scor & R.C.Closier

“It is the systematic periodic and just fair rating on a employees excellence in

matter concerning to his present job and to his potential for better job”

-according to Adalin clipo

There are many method of performance appraisal Creative has adopted running

method or give rank they prepare an application from which all information of the employees

are given. In this application form following points are given.

1. Serial number

2. Name of employees

3. Date of joining

4. Work place: working days,

Present days, salary increments, job knowledge, experience, hard work,

obedience Regularity, co-operation and manners, attitude towards superiors, handling of

labors, system conciseness, sincerity, remark.

This method is simple for separating the most efficient from least efficient and

easy to develop and use.

Sanjivani costing uses the performance appraisal programme for betterment and

development of their organization on the basis of this performance appraisal they make the

decision regarding promotion or transfer policy.

65


WAGE AND SALARY

Administration-job Evaluation :-

The term “wage” refers to the payment made to labor. While payment made, to

person whose service can not be measured in term of output called salary. Thus collectively

wage and salary administration refer to the establishment and implementation of sound policy

and practice of employees compensation. It includes job evaluation survey of wage and

salaries inclusive of profit sharing supplementary payments.

In SJCPL, a ship is given before one day of salary wage and salary system is

computer regulated. SJCPL pay a-salary to employees at 4th date of particular month. In

SJCPL.there are 4 grades as follow

Grade Basis(P.M.) Scale Present

Skilled “A”

Skilled “B”

Semi skilled

Unskilled

Office Staff

1627.60

1573.00

1534.00

1513.20

1570.40

20000 to 30000

20000 to 30000

3500 to 4500

3500 to 4500

5000 to 12000

Sanjivani Casting Pvt.Ltd. Follows a minimum wage rate in general but fair

wage is provided to the good efficient workers.

Job Evaluation:-

“Job evaluation is an effort to determine the relative value of every hog

in a plant to determine what the fair basic wage for such a job should be”

-According to Kimball and Kimball

“It is a method which helps to establish being a foundation for the setting of wages.

Job evaluation is only one of the staring points for establishing the relative differentiation of

base wage rates.”-Netherlands committee of experts on job evaluation.

In Sanjivani Casting Pvt.Ltd. job analysis job Description, and job specification

these all are calmingly working. All employees’ jobs are evaluated in such a way that formal

and systematic comparison of wage, rewards job responsibilities are given in right way to

achieve the objective of organization.

66


PROMOTION, TRANSFER,DEMOTION POLICY

Promotion:-

Promotion is a term which covers a change and calls for greater

responsibilities and usually involves higher pay and better terms and condition of

service and therefore a higher status or rank. It is vertical upward movement of

employees.

According to Soft and Clothier “A promotion is the transfer of a

employee to a job which pays more money or one that carries some preferred status.”

This is done for the motivation, stability, loyalty and general moral of

employees.

Transfer:-

A transfer is a horizontal or lateral movement of an employees from one

job section, department, shift plan or position to another at the same or another plane

where is salary, status and responsibility are the same. It generally does not involve a

promotion, demotion on a change in job status other than movement from one job or

place to another one.

Demotion:-

Demotion is a type of punishment. It is the process in which and

employee is given the lower status job than the present.

In Sanjivani Casting Pvt.Ltd. There is all decisions of promotion and

transfer are decided by top management only. There is no policy of demotion in CCL.

If any employees go against to the rules and Regulations he is explained or try to make

him understand about the problem but no any demotion policy is there. Employees are

transferred to another department as well as promoted at higher post just by the board

of directors or top management.

67


TRADE UNION & INDUSTRIAL RELATION

Trade union is continuous and voluntary association of the salary or wage

earners and engaged in whatever industry or trade framed for safeguarding the interest

of its number maintaining and improving the conditions of their working live, raising

their status and promoting their vocational interest and securing of better relation

between them and their employee through collective bargaining.

In the modern era, the trade union are handling vary significant and vital role

in industrial world. The importance of trade unions have been increasing in India to

solve the problem of employees with management.

In Sanjivani Casting Pvt.Ltd. there is no trade union because there is good

relation co-operation between management and workers.

Industrial Relation :

The industrial relation between the management and employees of the

company at all levels continued to be extremely cordial during the entire year.

68


SOCIAL RESPONSIBILITIES

Social responsibility in the sense, whatever profit earned by company, they give

or contribute of donate certain amount for charity or for social welfare. For e.g. TATA

and Birla have contributed temple and many other companies have constructed

schools, hospital and many useful donations for society.

Social responsibility means, the reward to society, from where the company

earns the profit. Company is responsible for society and its welfare. Company produces

many product they all are to be useful to society not harmful to the society.

Sanjivani Casting many times gives donations to the charity fund and other than

this they have contributed for earth quack calamity. There is no any specific group or

institution for SJCPL in which they contribute regularly but they try to help the society

in all nature calamities as well as for the development of backward of needy

people.Sanjivani casting products the products as human body part which is the best help

to society and they export these products in foreign countries like U.K, ITALY,

GERMANY, POLAND & DENMARK by that it is useful for government to earn the

foreign currency too.

So, by this way we can say that SJCPL has performed its all social

responsibilities very well as possible as they can.

69


CHAPTER 1

CONCEPTUAL FRAMEWORK OF RESEARCH STUDY

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RESEARCH ON PERFORMANCE APPRAISAL

INTRODUTION A performance appraisal, employee appraisal, performance review, or (career) development discussion[1] is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor.[2] A performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, and recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgement of an employee's performance in a job based

onconsiderations other than productivity alone.

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http://en.wikipedia.org/wiki/Performance_appraisal#cite_note-0

http://en.wikipedia.org/wiki/Career_development

http://en.wikipedia.org/wiki/Performance_appraisal#cite_note-1

http://en.wikipedia.org/wiki/Supervisor

http://en.wikipedia.org/wiki/Management

http://en.wikipedia.org/wiki/Project_triangle

http://en.wikipedia.org/wiki/Evaluation

http://en.wikipedia.org/wiki/Employee

http://en.wikipedia.org/wiki/Job_performance


Performance Appraisal Definition

When thinking about employee appraisals many managers quickly picture sitting in a

formal setting, with their employee providing annual feedback on the employee’s past

performance. You will find that this is just one part of the overall process. The full scope of

an employee performance appraisal is the act of

Defining your employee’s performance expectations

Measuring and evaluating employee performance

relative to those expectations

Providing feedback on performance against agreed

standards

Recording or documenting your employee’s performance

Why use the Appraisal Process

There are many reasons why you may complete employee performance reviews, the top

five reasons why organizations implement appraisals include

Evaluation of current performance

Identifying training or development needs

Establishing future performance goals

Determining merit pay increases or salary reviews

Determining performance based bonuses

Leadership Tip: Whilst you may pursue efficiency with your processes, you will quickly find

that leaders do not take shortcuts with their people management.

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http://www.whatmakesagoodleader.com/Employee-Performance-Appraisals.html

http://www.whatmakesagoodleader.com/Employee-Performance-Review.html

http://www.whatmakesagoodleader.com/Employee-Performance-Reviews.html

http://www.whatmakesagoodleader.com/Performance-Standards.html


Objectives Of Performance appraisal:

To review the performance of the employees over a given period of time.

To judge the gap between the actual and the desired performance. To help the management in exercising organizational control. Helps to strengthen the relationship and communication between superior – subordinates and

management – employees. To diagnose the strengths and weaknesses of the individuals so as to identify the training and

development needs of the future. To provide feedback to the employees regarding their past performance. Provide information to assist in the other personal decisions in the organization. Provide clarity of the expectations and responsibilities of the functions to be performed by the

employees. To judge the effectiveness of the other human resource functions of the organization such as

recruitment, selection, training and development. To reduce the grievances of the employees

Basic Purposes Effective performance appraisal systems contain two basic systems operating in conjunction: an evaluation system and a feedback system.

The main aim of the evaluation system is to identify the performance gap (if any). This gap is the shortfall that occurs when performance does not meet the standard set by the organization as acceptable.

The main aim of the feedback system is to inform the employee about the quality of

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his or her performance. (However, the information flow is not exclusively one way. The appraisers also receives feedback from the employee about job problems, etc.)

One of the best ways to appreciate the purposes of performance appraisal is to look at it from the different viewpoints of the main stakeholders: the employee and the organization.

Employee ViewpointFrom the employee viewpoint, the purpose of performance appraisal is four-fold:

(1) Tell me what you want me to do

(2) Tell me how well I have done it

(3) Help me improve my performance

(4) Reward me for doing well.

(from Cash, 1993)

Organizational ViewpointFrom the organization's viewpoint, one of the most important reasons for having a system of performance appraisal is to establish and uphold the principle of accountability.

For decades it has been known to researchers that one of the chief causes of organizational failure is "non-alignment of responsibility and accountability." Non-alignment occurs where employees are given responsibilities and duties, but are not held accountable for the way in which those responsibilities and duties are performed. What typically happens is that several individuals or work units appear to have overlapping roles.

The overlap allows - indeed actively encourages - each individual or business unit to "pass the buck" to the others. Ultimately, in the severely non-aligned system, no one is accountable for anything. In this event, the principle of accountability breaks down completely. Organizational failure is the only possible outcome.

Advantages

1. Performance based conversations

Managers get busy with day-to-day responsibilities and often neglect the necessary interactions with staff that provide the opportunity to coach and offer performance feedback. A performance management process forces managers to discuss performance issues. It is this consistent coaching that affects changed behaviors.

2. Targeted Staff Development

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If done well, a good performance management system can be a positive way to identify developmental opportunities and can be an important part of a succession planning process.

3. Encouragement to staff

Performance Appraisals should be a celebration of all the wonderful things an employee does over the course of a year and should be an encouragement to staff. There should be no surprises if issues are addressed as they arise and not held until the annual review.

4. Rewards staff for a job well done

If pay increases and/or bonuses are tied to the PA, process staff can see a direct correlation between performance and financial rewards.

5. Underperformers identified and eliminated

As hard as we try, it is inevitable that some employees just won’t “cut the mustard” as they say. An effective PA process can help identify and document underperformers, allowing for a smooth transition if the relationship needs to be terminated.

6. Documented history of employee performance

It is very important that all organizations keep a performance record on all employees. This is a document that should be kept in the employee’s HR file.

7. Allows for employee growth

Motivated employees value structure, development and a plan for growth. An effective performance management system can help an employee reach their full potential and this is positive for both the employee and manager. A good manager takes pride in watching an employee grow and develop professonnaly

Disadvantages

1. Time Consuming

It is recommended that a manager spend about an hour per employee writing performance appraisals and depending on the number of people being evaluated, it can take hours to write the department’s PA but also hours meeting with staff to review the PA. I’ve know managers who had 100 plus people to write PAs on.

2. Discouragement

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If the process is not a pleasant experience, it has the potential to discourage staff. The process needs to be one of encouragement, positive reinforcement and a celebration of a year’s worth of accomplishments. It is critical that managers document not only issues that need to be corrected, but also the positive things an employee does throughout the course of a year, and both should be discussed during a PA.

3. Inconsistent Message

If a manager does not keep notes and accurate records of employee behavior, they may not be successful in sending a consistent message to the employee. We all struggle with memory with as busy as we all are so it is critical to document issues (both positive and negative) when it is fresh in our minds.

Chapter 2

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RESEARCH DESIGN & RESEARCH METHODOLOGY

1. OBJECTIVES OF RESEARCE The propose of research is to discover answers to questions through the application Of scientific procedures. The main aim of research is to find out the truth which is hidden and which has not been discovered as yet. Thogh each research study has its Own specific purpose. The main objectives of this research to find out employee engagement in sanjivani casting and sub objectives are as follow.

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To measures designation wise employee engagement level.

To measures experience wise employees engagement level.

To check whether employees engagement activities affect productivity of the employees or not.

To compare score of employee engagement among various designation year of experience, age etc.

2. FORMULATION OF RESEARCH PROBLEM

Every research has their own problem and limitation but good research have to overcome that problem by their skill.

In order to avoid waste in time and money it is necessary to define problems in specific terms. An early step in process is a situation analysis or a survey of available data regarding the company. Through this we can arrive at a hypothesis or presumption and a regarding refinement of the problem definition. A problem should never be defined too broadly nor too narrowly. Plan may be prepared for each problem and master plan can combine all the plans.

Problem definition To examine the employees of sanjivani casting are satisfied with this organization.

3.POPULATION AND SAMPLING

Population of the inverse means, the entire mass of observation, which is the parent group from which sample is to be formed. The term `Population’ conveys a different meaning than a traditional one. In research, population means characteristics of specific groupe.

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For the purpose of this research study the population is taken as the total number employees working in sanjivani casting Rajkot.

Research must prepare a sample design for her study i.e. she must plan how a sample should be selected and of what size such a sample world be.

The sample size selected for this research is 20.

4.METHOD OF DATA COLLECTION

In research literature, there are two types of data: primary date and secondary date. The researcher can gather primary data of secondary data of both.

PRIMARY DATA

The first hand data collected for specific purpose or for a specific research project constitutes primary data. When the needed data do not exist or are inaccurate, incomplete or unreliable the researcher collect primary data. Most research project thus involves some primary data collection. Our main primary data sources consist of importers and exporters of Rajkot city and upcountry station of Rajkot. The normal procedure is to interview some people individually or in groups to get

An idea of how people feel about the topics in question or to conduct a pilot survey and than develops the formal research instrument.

SECONDARY DATA

Information collected by other organization or individuals which might be relevant to study, constitutes the secondary data. Researcher usually start there investigation by examining secondary data to see whether their problem can be partly or wholly solved without collection costly primary data. Secondary data provide starting point for a research and offer the advantage of low cost and ready availability.

However, it also has its limitations in like degree of accuracy, reliability, outdated data and data not matching the purpose of research study. In our study we have primarily used “Primary Data” obtained throuth survey with the help of questionnaire. The use of secondary data was restricted to obtaining the general information only.

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o

5. DESIGNING THE DATA COLLETION FORMS

Researchers have a choice of two main research instruments in collection primary DATA: Questionnaire

QUESTIONNAIRE

A questionnaire consists of questions presented to the respondents for their answers. Because of its flexibility, the questionnaire is by far the most common instrument used to collect primery data. In preparing questionnaire, care should be taken in choosing the question and their form, wording and sequence. The question included in the questionnaire can be closed end or open end. Closed end question prosperity all the possible answers and are easier to tabulate and interpret. Open end questions allow respondents to answer in their own words and they often reveal more as they give an insight into how people think.

The questionnaire should have simple, direct, unbiased working and a logical order. The lead question should attempt to create interest. Difficult or personal questions should be asked towards the end so that the respondents do not become defensive early.

In our study, the questionnaire contained both open-end and close-end questions depending upon the type of information to be gathered. The questionnaire was designed in following manner..

o Types of the information to the collectedo Structuring the questionso Sequencing the questionso Pre-testing of the questionnaire o Follow-up

The survey was conducted by personally meeting the employees of sanjivani casting in the questionnaires.

6. SIGNIFICANCE OF RESEARCH

The knowledge pertaining to employees engagement and the factors affection them has increased

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To study the motivating factors that encourages the employees to perform better

To suggest their ideas to the organization.

To know the satisfaction level of their employees.

To study the contribution of the employees engagement in the progress of the banking sectors.

To study the attitude of the employees pertaining to the satisfaction, motivation, job involvement.

To participate actively in the training facilities provided by the organization.

7.LIMITATION OF STUDY

There is always limitation with the advantages or significance of the particular study or approach because one has to conduct his study or idea with certain boundaries because it may be in any term. So as my research study has some limitation which are as follow.

This research is restricted to Rajkot of sanjivani casting

Time constraint makes the limitation

Limitation of secondary data

All answer which have got are assumed as true

No experience in research work of mine is also limitation for research

8.RESEARCH PROCESSThe research process is similar to undertaking a journey.For a research journey there are two important decisions to make-1) What you want to find out aboutor what research questions (problems) you want to find answers to;

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2) How to go about finding their answers.There are practical steps through which you must pass in your research journey inorder to find answers to your research questions.The path to finding answers to your research questions constitutes researchmethodology.At each operational step in the research process you are required to choose from amultiplicity of methods, procedures and models of research methodology which willhelp you to best achieve your objectives.This is where your knowledge base of research methodology plays a crucial role.Steps in Research Process:1. Formulating the Research Problem2. Extensive Literature Review3. Developing the objectives4. Preparing the Research Design including Sample Design5. Collecting the Data6. Analysis of Data7. Generalisation and Interpretation8. Preparation of the Report or Presentation of Results-Formal write ups of

conclusions reached..

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CHAPTER 3

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DATA ANALYSIS AND INTERPRETATION

* This data collected after reviewing from 20 no. of company employees.

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1. Are you getting opportunity to use your skill.

Option Frequency PercentagesYes 15 75No 1 5Sometimes 4 20

INTERPRETATION

Any employee working in any organization are having skill and achievement target

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2. What are the rating technique of company for performance.

Option Frequency PercentagesGood 7 35Very good 9 45Excellent 3 15Average 1 5

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3. Performance feedback of the company.


INTERPRETION

There are should be a feedback system after performance appraisal so that employee can justify their rating and even can be communicated about their weakness so that proper training can be solved through feedback is taken after appraisal.

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4. Recognition for good work.


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5. Performance Appraisal policies and practices.

Option Frequency PercentagesGood 3 15Very good 7 35Excellent 10 50

INTERPRETION

Performance appraisal is required for all it is a report which shows the correct data of your work performed in the organization. Here 15% says good and 35% says very good and rest of says excellent

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6. Company as work place to work.


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7. Performance and career advancement opportunity.


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8. Learning and growth opportunity.

Option Frequency PercentagesMaximum 17 85Minimum 0 0Average 3 15

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9. Training system of the company.


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10. Contribution of individual performance in appraisal.

Option Frequency PercentagesMaximum 16 80Minimum 1 5Sometime 3 15

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11. Approachability and support of the superior.

Frequency PercentagesGood 3 15Very good 7 35Excellent 9 45Average 1 5

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12. Are you getting motivation from the company.


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13. Are you aware about the method of performance of appraisal.

option Frequency PercentagesYes 13 65No 7 35

14. Are you aware about the 360 deg performance appraisal.

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Frequency PercentagesYes 15 75No 5 25

15. Are you agree with the 360 deg performance of appraisal method.

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Frequency PercentagesYes 12 60No 8 40

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CHAPTER 4

SUMMARY AND FINDIND

1. SUMMARY

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This research was conducted for finding the result for improving the performance of the employees. And for that existing appraisal method is appropriate or not which can improve the performance of the employees in sanjivani casting. This research study was conducted on performance appraisal systems of sanjivani casting . after this research it was found that company needs to concrete on this existing performance appraisal method. Existing appraisal method is not designed in away that biasness can be there but self assessment should be there. 65% employees have said that employees assessment should be done from their peers so that employees actual trait and behavior can be measured and remaining have said that there must be chance of biasness if peers are assessing employees but it can be solved if proper method is used. Employees believed that assessment should be done by subordinate, superiar and selt. They also believed that when assessment which is done by subordinate, at that time biasness may be ther. But for that proper method should be there.

By this it can be that the current appraisal method needs to be changed because employee is appraisal only from one side which possesses high level of biasness and depend on the superior. There is need of an appraisal method which can appraisal from whole their surroundings.

2.FINDINGS After scrutinizing the performance appraisal systems of sanjivani casting . I get following outcomes.

There is a need to develop a performance method which can reduce business . After this research it is found that need of an appraisal method which can appraisal from whole their surroundings.

Performance appraisal method is good in comparison of other corporate sector.

Employees feels that their performance is motivated by feedback of performance appraisal method. In cash of positive remark they get promotion of other reward. In case of negative remark, they don’t get any reward.

About 78% says that there should be a feedback systems after performance appraisalSo that employees can justify their rating.

3.IMPLICATION:

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This research study has found the area which can be very use full for the organization as well as for others.

This research study can be useful for the company for developing or redesigning the performance appraisal method in sanjivani casting.

It can be helpful to organize in government organization which may interpret good result to make them modernized in terms of better productivity of the employees.

4.SUGGESTION

As I have conducted my research study on performance appraisal system of sanjivani casting with the objectives of improving employees performance and make to motivate to improve their objectives.

After scrutinizing the existing performance appraisal,I have designed new performance appraisal as a suggestive approach of this research study. This may be useful for organization. I have designed this system after collecting all information. For that I take initial stage I have made job description for each employees. Then I prepared standard according to the job description in a generalized form. This method is designed in a generalized. Form which can be variable as department or section change in the company.

The main method for this appraisal method is to develop employee and make them motivate to improve their performance, not for giving punishment after appraisal

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5.conclution

The company a taking cares of all the components of Human Resource Policy. The company is equally concerned with all the HR policy. There is very positive and strong relationship between the workmen and the management 62% employees of the company are between the age of 40 to 50 years. The company has very experienced staff members who can think innovatively and help the organization in its fast growth in this fast changing business environment. The company should take initiative to provide more and more facilities to their employees. The company doesn’t have dearth of technical personnel. The employer employee relation in the company is very cordial. There is no incident of strikes in the organization. The company provides all basic amenities like drinking water, canteen rest room etc. to its employees. The company provides promotion based on the performance of the employees. Top management of the company is easily approachable. The organization provides ample opportunity for the employees’ improvement. The management treats all the employees equally. Majority of the employees feel that secure in their job. The company welcomes the suggestions from the employees. The employees of this organization feel like with a family

The Indian Ray one division is the large scale manufacturing organization and successful player in the VFY and chemical products. The companies have the strong financial structure and have a good reputation in the market.

The company manages its working capital very effectively. For cash management it has Corporate Finance Division. It collects the cash from various centers all over the India. While for the payment are paid through two centers.

Being a manufacturing organization, it has to invest large chunk of amount in its inventory. So here inventory management takes the significant management time in the operation.

Company is also doing its business with the global market. In India, the share of Indian ray one in the total export of VFY is nearly 42 %.

The company able to earn more profit in the year of compare to other years was because of good market conditions and faster growth of economy

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6.RESULT

Yarn produce here is of high quality then also management always try’s to increase the quality of yarn in order to fulfill their potential customer and new ones. Total produced items+ wasted are being sold; this shows the efficiency of sales activity. Better pacing, carriage and transportation system with all modern equipment and good after sales service. Regular meeting and seminars are conducted in the entire department in order to find our loopholes and solve the same. Division also have continuous spinning yarn department in which the modem technology is used for the spinning the yarn and its is adopted fro Germany. Divisions have domestic as well as export market and for this they are doing the Internet marketing in order to find new markets.

Cost of production is more due to existence of very old technology installed in this division. Many process steps and process is more sensitive to normal process variations Division is unable to pay more attention toward proper human resource management. Location away from consuming centers.

Division should find new market area for its products specially chemicals Quality has ore weight age in international market. SANJIVANI CASTING Pot Spinning Yarn is next to Asahi Japan and better than Chinese and Russian Yarn used in international market. Biggest opportunity, when opening up of global market when MFA expires in 2005. Quota restriction will go which will boost the export of Yarn directly and though Textile in World’s two biggest market Europe and US. Government policies are the main hurdles of the division’s performance. Emergence of cotton threads made the market share of Rayon Yarn low. Fashion changes are also basic threats for such division. The Viscose Process is highly polluting. The basic raw material (pulp) is again pollution prone.

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7.BIBLIOGRAPHY

BOOKS

C.R.KOTHARI, RESEACH METHODOLOGY

C.B.GUPTH HUMAN RESOURCH MANAGEMENT

K. ASWATHAPA, HUMAN RESOURCH MANAGEMENT

WEBSITES

WWW.HR.COM

WWW.ASKFORHRD.COM

JOURNALS

HRM REVIEW

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http://WWW.ASKFORHRD.COM/

http://WWW.HR.COM/


APPENDICES

Questionnaire for performance of Appraisal

* This questionnaire is about to collect the information of the PMS(performance management system) of the sanjivani castingName:Marital status : Married Unmarried

Educational qualification :Age:Designation:Department:

Are you getting opportunity to use your skill.YesNoSometimes

* What are the rating technique of company for performance.GoodVery goodExcellentAverage

* Performance feedback of the company.GoodVery goodExcellentAverage

* Recognition for good work.GoodVery goodExcellentAverage

* Performance Appraisal policies and practices.GoodVery goodExcellent

* Company as work place to work. Good

very goodExcellent.

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Performance and career advancement opportunity.GoodVery goodExcellent

Learning and growth opportunity.MaximumMinimumAverage

Training system of the company.GoodVery goodExcellent

Contribution of individual performance in appraisal.MaximumMinimumSome times

Approachability and support of the superior.GoodVery goodExcellent

Are you getting motivation from the company.GoodVery goodExcellentAverage

Are you aware about the method of performance of appraisal.YesNo

Are you aware about the 360 deg performance appraisal.YesNo

Are you agree with the 360 deg performance of appraisal method.YesNo.

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