Final Projcet Report

8/2/2019 Final Projcet Report

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PART-A

1.INDUSTRY PROFILE

Industry is the backbone of every nation. Industry refers to manufacturing activity concerned

with the conversion of raw materials or semi finished goods in to finished goods. Industry

which consists of the group of similar companys i.e., the group of earth moving equipment

companies are considered as the earth moving equipments industry. All the companys which

are producing the goods which are used for the purpose of earth moving that is construction

development of infrastructure. Growth of construction industry reflects the growth of the

nation as well as the world. Therefore the study of construction industry is must. Hence we

study the growth of the earth moving equipment industry. By the 1960s the earthmoving

machinery industry was already a global industry, with machines from the United States,

Europe and Asia being sold into earth moving application around the world. Several countries

were beginning to develop standards and regulations for earthmoving machines, which created

a challenge for the industry to be able to meet the different requirements in different countries.

In more recent years with the growth of societys interest in the environment and

safety, projects have been undertaken to harmonies the safety requirements. The dynamics

within the earth-moving machinery industry are such that the number of manufactures

continues to decline through mergers and acquisitions. There were multiple manufactures in

many countries, the consolidation of these as subsidiaries or an affiliate of larger global or

international manufacturers has occurred. The manufacturing industry is essential divided

between a limited number of large enterprises and then a substantial number of small

enterprises. The small enterprises occupy markets for specialized machines for quite specific

applications, or serve only a limited geographical area. Many of these smaller enterprises are

merged into the larger enterprises as such opportunities develop. The size of the earth moving

industry globally is in the $60 billion (US) range. The businesses are principally located in

Europe, Japan and the USA. Many of the enterprises have expanded to some of the developing

countries. Major global enterprises use the technology wherever it is located to develop the

machines and then search for the best locations to manufacture product. Many of the products

are only produced in low volume and thus global exporting is the only way to keep production

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volumes efficient. The manufacturing industry is principally located in Europe, Japan and

USA. Some manufacturing is done in China, Russia, Brazil, Asia-Pacific countries and some

central European countries. The balance of participation between the main countries is quite

good. Most significant participating countries are USA, Japan, Germany, Sweden, UK, Italy,

and France. Brazil recently became a participating country.

Within the global trade objectives is the need to provide common terminology and

performance criteria for manufacturers in the specification of the performance of machines.

Only when adequate standards that can quantify the performance of machines exist, are

purchasers able to make informed decisions as to the value of the desired machines. Because

earth moving machines are work machines used by customers to earn an income, purchasing

decisions must be made on machines performance and ability of the machinery to satisfy the

needs of the customer. As the technology becomes more advanced, the need for pre-standard

research development and verification will also become more challenging. A significant

challenge will be for participants to gain approval for the industry, or government to fund such

work in order to produce sound technical standards.

INDIAN SCENARIO OF PUBLIC SECTOR UNDERTAKING UNITS

India has been ruled by foreigners for several years. And such, after independence India

has given priority to strengthen the countrys defence force. Several industries producing

defence equipment has been started by the government of India thereafter. India felt the need of

having strong defence which is capable of defending its borders from neighbors. In this view,

BEML has been established by ministry of defence. BEML was mainly

established to produce defence equipments and heavy capital equipments like railway coaches,

earth movers, machineries etc. Ministry of defence started one unit of BEML at K.G.F in the

year 1964. It is one of the biggest units in Asia. BEML has number of branches all over India.

Its various units in different parts of the country have immensely contributed to the growth of

Indian economy. It not only has provided employment but also successfully achieved the

advantage of economies of scale. Ancillary and small scale industries have been started around

its vicinity. It is contributing to the economic growth both directly and indirectly. It has

emerged as a powerful industries unit of Indian economy.

2. COMPANY PROFILE

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BEML Limited (formerly Bharat Earth Movers Limited) was established in May 1964 as a

Public Sector Undertaking for manufacture of Rail Coaches & Spare Parts and Mining

Equipment at its Bangalore Complex. The Company has partially disinvested and presently

Government of India owns 54 percent of total equity and rest 46 percent is held by Public,

Financial Institutions, Foreign Institutional Investors, Banks and Employees.

BEML Limited, a Miniratna-Category-1, plays a pivotal role and serves Indias core sectors

like Defence, Rail, Power, Mining and Infrastructure. The Company started with a modest

turnover of ` 5 Cr during 1965 and today, thanks to its diverse business portfolio, the company

has been able to achieve a turnover of more than ` 3,500 Cr. Its three major Business verticals

viz., Mining & Construction, Defence and Rail & Metro are serviced by its nine manufacturing

units located at Bangalore, Kolar Gold Fields (KGF), Mysore, Palakkad and Subsidiary -

Vignyan Industries Ltd, in Chikmagalur District. BEMLs products are sold and serviced

through its large Marketing Network spread all over the Country. BEMLs products are

exported to more than 56 countries. As part of companys globalization strategy, the company

has expanded its global reach by opening local company at Indonesia and Brazil recently in

addition to Malaysia and China offices.

The company operates under three major Business verticals - viz. Mining & Construction,

Defence and Rail & Metro. Each of the above Business is headed by a Director who acts as

CEO of the Business and reports to the Chairman & Managing Director of the company. In

addition to the above, Technology Division of the company provides end-to-end technology

solutions in Auto, Aero, Defence and Rail & Metro related areas. Trading Division deals in

non-company products. BEML manufactures and supplies Defence Ground Support

Equipment such as Tatra based High Mobility Trucks, Recovery Vehicles, Bridge Systems,

Vehicles for Missile Projects, Tank Transportation Trailers, Milrail Wagons, Mine Ploughs,

Crash Fire Tenders, Snow Cutters, Aircraft Towing tractors, Aircraft Weapon Loading Trolley.

BEML operates on three major business verticals for associated equipment manufacturing:

Mining & Construction

Defence

Rail & Metro

In addition to the above there are three Strategic Business Units (SBUs):

Technology Division for providing end-to-end engineering solutions

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Trading Division for dealing in non-company products

International Business Division for export activities

The company has 9 manufacturing units spread over the following locations:

Kolar Gold Fields (KGF) Complex (around 100 Km from Bangalore)

o Earth Moving Division

o Rail Coach Unit II

o Heavy Fabrication Unit

o Hydraulic & Power line Division

Mysore Complex (around 130 Km from Bangalore)

o Truck Division

o Engine Division

Bangalore Complex - Rail & Metro Division

Palakkad Complex

Vignyan Industries, a subsidiary located at Tarikere (around 300 km from Bangalore) -

Steel Castings

BEML's nationwide network of sales offices enables buyers with ready access to its wide range

of products. Also, the full-fledged service centers and parts depots offer total equipment care,

maintenance contracts and rehabilitation services.

The company has been registering consistent growth in sales and profits and has made a

turnover of ` 3,558 Cr in 2009-10 registering a growth of 18% over the previous year with a

Profit Before Tax of ` 320 Cr and has orders on hand of over ` 5,000 Cr as of end March 2010.

The Company has drawn up VISION 2013 with an ambitious growth rate of 12% CAGR for

crossing `5,000 Cr turnovers With this emerging prospects, BEML has plans to cross ` 5,000

Cr in the next 2 years and is poised to achieve ` 10,000 Cr mark by 2016-17 and the company

is gearing up with necessary infrastructure for achieving the same.

a. BACKGROUND & INCEPTION OF BEML:

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BEML limited is a PSU under the effective administration of Ministry Of Defence

(department of Defence supply). The organization was setup in the late 40s as part of HAL

now known as HINDUSTAN AERONAUTICS LIMITED to manufacture rail coaches. It

gradually diversified earth moving equipment in 1964.The company was incorporated in the

first five year plan when India was very weak economically. The main objective of setting up

the organization was to manufacture heavy earth moving equipment. Rail coaches heavy duty

trucks, truck-laying equipment etc.

b NATURE OF BUSINESS CARRIED:

1. MINING & CONSTRUCTION

2. DEFENSES & AEROSPACE

3. RAIL & METRO4. INTERNATIONAL BUSINESS

5. TECHNOLOGY DIVISION

6. TRADING DIVISION

c. BEMLS VISION:

To become a market leader, as a diversified company supplying products and services to

Mining & Construction, Railway & Metro and Defense Services and emerge as an

International Player.

BEMLS MISSION

1. Improve competitiveness through organizational transformation and collaboration /

strategic alliances / joint ventures in technology.

2. Grow profitably by aggressively pursuing opportunities in national and international

markets.

3. Attract and build people in a rewarding and inspiring environment by fostering

creativity and innovation.

QUALITY POLICY

Quality is the hallmark of excellence.

BEML Limited views Quality improvement as a business strategy and hence remains

proactive in the areas of product and service quality. At BEML, a Corporate Quality Policy

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emphasizing Total Quality Management ensures that quality system adopted results in

products, services and processes that meet stringent standards and requisite performance

criteria. A separate Quality Department spearheads the thrust towards Total Quality

Management.

All the manufacturing units of the company have been certified for ISO 9001-2000 Quality

Management System Standards. The facilities include custom made test tracks to evaluate

performance of the equipment. Also, the manufacturing divisions are augmented with test

facilities available at its R&D / Technology Division. Laboratories at R&D, KGF and Mysore

Complex are accredited to National Accreditation Board for Laboratories (NABL) covering

Calibration of Flow, Pressure, Torque and Mechanical Measuring Instruments. Both EM and

HP Division of KGF Complex have been accredited with ISO 14001-2004 EMS certification.

Well established vendor base is a key strength of BEML. Vendor assessment and development

is a key component of the company's strategy for achieving Total Quality.

BEML actively promotes small group activities to encourage and enhance 'Quality Culture' at

all levels. The small group activity teams regularly participate in regional / national /

international level competition and have achieved recognition as meritorious performers. It is

our proud privilege to mention that our QC teams have raised the BEML flag high in the

international arena by winning.

?Silver Medal? in the recently concluded ICQCC ? 2009 international competition held

at Sebu, Philippines

?Gold Medal? in the ICQCC-2008 international competition held at Dhaka, Bangladesh

d PRODUCT PROFILE

BEMLs product that is .Machines that builds the Nation. Find their application in

core sectors of economy in the country viz mining, agriculture, energy, Irrigation, cement,

steel, construction, rail and road transport apart from defence. The company has three ranges of

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products like earth moving equipments, defence product and railway products. The BEML

Products are

Mining Machines

Electric Shovels

Bulldozers

Wheel Dozers

Dump Trucks

Motors Graders

Pipe Layer & Tyre Handlers

Giant Walking Dragline for open cost mine

Hydraulic Excavators

Defence equipments

Multi-role Vehicles

Transportation Trailers

Tatra vehicles for terrain operations

Ammunition Loaders

Radar Career Vehicles

Bridge Layer

Field Artillery Tractor

Medium or Heavy Recovery Vehicles

Aircraft Towing Tractor

Armored Recovery Vehicle

Diesel engines

100-1000 hp engines for contribution and mining equipments

Irrigation Pumps

Marine Vessel Engines

Compressors

Energy

Diesel genets

Road construction equipments

Vibrating Compactors

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Pneumatic-tyred Rollers

Batching and Mining Plans

Disaster management equipments

Radio-Control Dozers

Hydraulic Excavators with Demolition Attachments

Robotics and automation

Industrial Welding Robots

Machine Tending Robots

Hydraulic aggregates

Gear Pumps

Cylinders/Suspensions

Control Valves

Axler

Power Take-offs

MINING AND CONSTRUCTION

CRAWLER EQUIPMENT

Hydraulic Excavators

Loading Shovel

Backhoe

Bulldozers

Pipe Layers

Electric Rope Shovel

Walking Draglines

Road Headers

Telescopic Excavator

Side Discharge Loader

WHEELED EQUIPMENT

Wheel Loaders

Backhoe Loaders

Motor Graders

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Water Sprinkler

Rear Dumpers

Wheel Dozers

Tyre Handlers

Bottom Dumpers

RAILWAY TRANSPORTATION

Integral Rail coaches

Track laying equipment

Overhead Equipment Inspection Car

Electrical Multiple Units

Rail Bus

Rotem Coach

Spoil Disposal Unit

Muck Wagons

e. AREA OF OPERATION- Global / National / Regional

BEML operates globally, nationally and also regionally and it has its own Marketing

and Service network operating throughout the Country. The major collaborators are

Komatsu, Japan

Dressers, USA

Burmar, Poland

General Electrical, USA

IGM, Austria

Indresco, USA

Mitsuimile, Japan

Omnipol, Czechoslovakia

WAPSO, USA

Voest Alpne, Austria

It exportsits products to nearly 30 countries like Algeria, Bulgaria, Egypt, Indonesia,

Kumait, Iraq, Ghana, Senegal, Sri Lanka, Jordan, etc. The major ones are Italy, Tunisia,

Syria, Zambia, S.Africa, Pacific Island, UK.

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BEML has 10 regional offices and 15 district offices.

Regional Offices:-

Bilaspur, Chennai, Hyderabad, Kolkatta, Mumbai, Nagpur, New Delhi, Ranchi,

Sambalpur and Singrauli.

District Offices:-

Ahmedabad, Asansol, Bhilai, Bhubaneswar, Chandrapur, Dhanbad, Guwahati,

Jammu, Madurai, Nayveli, Panjim, Ramagundam and Udaipur.

BEMLs Major Customers:-1. Metro Rail supplied to Delhi Municipal Corporation (BEML).

2. Coal India Limited and its subsidiaries. CIL, SCCL, TISCO, and other steel and

Other manufacturers.

3. Central PWD, state PWD and other companies in construction sector.

4. ONGC, OIL, AOC etc, involved in research works.

5. Thermal Power, Hydro electricity, etc producing energy.

6. State electricity Boards like PSEB, TNEB

7. Defence etc

f. OWNERSHIP PATTERN:

As BEML is a public sector undertaking PSU, 54.03% of its share is held by central

government itself and the rest is held by private people. The decisions are taken by the CMD of

BEML with the assistance of three business directors, two functional directors and officers.

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Dematerialization of shares and liquidity: Out of 4,16,44,500 shares, 2,25,00,000 shares are

held by the president of India (promoter) in physical form. Of the balance 1,19,44,500 shares,

1,89,06,220 shares were held in dematerialized form as of 31st march, 2010 which works out to

98.76% of the paid-up capital held by public.

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CATEGORY NUMBER OF

SHARES

% OF EQUITY

Promoters

The president of India

2, 25, 00,000 54.03

Institutional investors

Mutual funds & UTI

Banks/financial

institutions/

Insurance companies

(central/

State

govt.institutions/non-

Govt. institutions)

FIIs

55, 97, 860

40, 81, 333

56, 15, 855

13.44

9.80

13.49

Others

Private corporate

bodies

Indian public-

individual

NRIs/OCBs

Any other-trusts

11, 41, 449

24, 74, 380

2, 18, 052

15, 571

2.74

5.94

0.53

0.03

Total 4, 16, 44, 500 100.00


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g. COMPETITORS INFORMATION

Beml ltd is facing competition from Multinational Companies and Domestic Industries such

as,

1. Hindusthan Motors, India

2. Caterpillar, Russia

3. Larsen and Toubro, Japan

4. Telco, Wabco.

5. J.C.B

6. Larsen and Turbo, Japan

7. Hindusthan Motors, India

8. Integral coach factory Perambur, Tamilnadu

9. Rail coach factory Kapurtala, Punjab

h. Infrastructural facilities

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SL NO COMPANY MARKET SHARE1. Beml 70%

2. LARSEN&TURBO 3%

3. ASHOK LEYLAND 2.8%

4. GENERAL MOTORS 13%

5. CATERPILLAR 6.2%

6. HINDUSTAN MOTORS 4.2%7. OTHERS 0.8%


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1. Medical facilities

Special emphasis is being laid to provide medical facilities to the employees

and to their dependents. Modern medical centre has been established. BEML also provides

Post Retirement Medical benefits to its Retired employees.

A modern medical center has been established with the following infrastructure.

General medicine.

General surgery.

Clinical pathology.

Radiology.

Dental surgery.

ENT.

Physiotherapy.

Pediatrics.

Number of doctors : 36 [32 permanent & 4 temporary]

Number of beds : 100

Number of card holders: 35,707 (6972 employees & 28735 dependents)

2. Canteen facility

BEML provides good canteen facility to its employees. There is bifurcation of

canteen between Workers and Executives.

The food provided is hygienic and of high quality. The price charged for

Food, Tea, Coffee & snacks is very low.

Canteen expenditure for the year 2010 is Rs. 252, 91 lakhs.

i. ACHIEVEMENTS & AWARDS

CMD received the 'SCOPE Award for Excellence and Outstanding COntribution

to the Public Sector Management - Medium PSE CategoryD' for the year 2006-07 CMD received Raksha Mantri's Award for 'BEST DEFENCE PSU' for the year

2007-08

CMD received the 'BEST PSU AWARD' instituted by India's leading B School,

Indian Institute of Planning & Management held at Bangalore on 25th March 2009

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Southern Region of EEPC India awarded BEML with 'Silver Shield' for Star

Performer as a Large Enterprise for its outstanding contribution to Engineering Export

held at Trivandrum on 11th February 2009

CMD received the 'Raksha Mantri's Award for Excellence' for'Best Performance

in Exports' held at New Delhi on 7th November 2008

CMD received the 'ROTARIAN AWARD' of Vocational Excellence in their District

Conference held at Bangalore on 9th February 2008

CMD received the 'BEST CEO AWARD' from Mr. SK Sharma, National President ,

Indian Institute of Materials Management (IIMM) on 30th November 2007 at

Chandigarh

Conferred Star Performer Award by Engineering Export Promotion Council,

Southern Region on 24th November 2007

Award forExcellence in Technology and Innovation from Confederation of Indian

Industries (CII)

Rated AAA by ICRA in January 2007

Received 'Golden Peacock Award for Innovation Management' from Institute of

Directors on 14th January 2007

Ranked 4th Best Wealth Creator among 21 Best Wealth Creators of India and

the 1st among PSUs (US$ 1 in 2002 has appreciated to US$ 62.64 in 2007) by Dalal

Street Magazine

Conferred Mini Ratna Category-1 Status by Ministry of Defence, Govt. of India

during August 2006

Received Golden Export Award from Government of Karnataka, India during

August 2006

Received Enterprise Excellence Award from Indian Institute of Industrial

Engineers during May 2006

Received Excellent MoU rating in 2005-06

Award forOutstanding Export Performance from Engineering Export Promotion

Council (EEPC) during February 2005

Award forThe Largest and Most Profitable Construction Equipment Company

- 1st Rank from Construction World - NICMAR 2007

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Awarded UDYOG RATAN AWARD (Gold Trophy) by Institute of Economic

Studies, New Delhi, during October 2004

Received Niryat Shree Gold Trophy from Federation of Indian Export

Organisations for its outstanding export performance in Export House/Non SSI

category for the financial year 2000-01

National Award for Import Substitution for Crawler Mounted Shovels (2 to 2.5

bucket Cu., M. Capacity)

j. Work flow model

Work study is a term used to embrace the techniques of method study and work

measurement, which are employed to ensure the best possible use human resources and

material resources in carrying out a specified activity. The movement of workers and materialson the larger scale, we have been concerned with the more efficient use of existing plant and

machinery through the elimination of unnecessary idle time, the more effective operation of

processes and the more efficient use of the services of labour through elimination of

unnecessary and time-consuming movement within the working area of factory, department or

yard.

PRODUCTION DEPARTMENT: The production process involved in the manufacturing of

earth-moving equipments is briefly explained in the following diagram

Flow Chart of Production Process

(Raw materials

& components)

1) Machine shop

2) Plate shop3) Gear shop

4) Heat treatment shop5) Transmission shop

6) Tool room

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Input Holding stores Production

Assembly Shops Department

Output


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This department is divided into many sub departments such as

1. Machine Shop.

2. Plate Shop.

3. Gear Shop.

4. Heat Treatment Shop.

5. Transmission Shop.

6. Tool Room

Work flow at BEML LIMITED (End to End)

Production Planning

Material Management

Stores (Spares and Raw materials)

Production control department

Assembly Department

Testing

Packing

Customers site

Production planning is done at Corporate Office. This sent to all the departments in BEML

LIMITED. This is usually done in the month of January base on previous years sales. The

Material Management department plans for the raw material and spares required sends

requisition to Finance Department for approval for purchase. Once the material is purchased itis inspected and stored in different stores. The Production control department plans for number

of equipment to be manufactured and supplies the required spare part for the assembly of the

equipment to Assembly Department where they are assembled and painted. Later the

equipment is tested at the factory and packed and delivered to Customers site.

k.FUTURE GROWTH AND PROSPECTUS

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The future growth is likely to merge the Indian railways rail coach production division

with BEML. Thus the company would regain business it lost from the railways ever since the

division was found.

After successful implementation of DMRC which were supplied by BEML. They have decided

to set up a state-of-art factory in Bangalore with Korean technology along with an R&D centre.

BEML has in hand certain projects such as BMRC (Bangalore Metro Rail Coaches), HMRC

(Hyderabad Metro Rail Coaches) after the success of DMRC.

BEML bags Rs.632 crores order for supply of 788 BEML TATRA vehicles to Indian army on

18.03.2010.

The company is also opening a new plant at Palakkad in Kerala for its aerospace division with a

projected investment of Rs.260 crore.

The Company has drawn up VISION 2013 with an ambitious growth rate of 12% CAGR for

crossing ` 5,000 Cr turnover by 2013-14 coinciding with BEMLs Golden Jubilee year. With

this emerging prospects, BEML has plans to cross ` 5,000 Cr in the next 2 years and is poised to

achieve ` 10,000 Cr mark by 2016-17 and the company is gearing up with necessary

infrastructure for achieving the same. The larger vision is to enable the company to make BEML

as a Global Brand.

BEML is planning to establish a Rs.316 Cr manufacturing facility in Bangalore for its Aerospace

related business near Bangalore International Airport at Devanahalli. The new unit will hire 250

people and will provide design and manufacturing services in aircraft.

3. Mckensys 7s frame work

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1.STRUCTURE: Structure is the organizational chart and associated information that shows

who reports to whom and how tasks are divided up and integrated. In other words, structure

describes the hierarchy of authority and accountability in an organization, the organizations

units relate to each other. These relationships are frequently diagrammed in organizational

charts. Most organizations use some mix of structures- pyramidal, matrix or networked ones-

to accomplish their goals.

Functional Departments

Staff organization

This organization has line and staff type of organization where the organization setup is

basically that of the line organization but .staff. Officers are engaged to advise the line officers

in the performance of their duties. Line officers are the executives and the staff officers are

their advisers. In large industrial concerns which have numerous functions of complicated

nature, this type of setup has proved highly beneficial to them.

The organization has the following functional departments:

1. Personnel department

2. Finance department

3. Manufacturing/production department

4. Materials Management department

5. Planning department

6. Electronic Data Processing Department

7. Marketing division department

8. Maintenance and Quality Department

1. Personnel department: Personnel management is that part of management process which

is primarily concerned with the human constituents of organization. The main objective of

personnel management is to maintain human relations between workers and management in

order to have their maximum contribution to the effective working of that undertaking.

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2. Finance department: The function of this department is, Payment for suppliers against

goods receipts, stock invoice, arranging finance from financial institutions, collecting receipts

from customer through corporate offices.

The following are the departments of finance:

Material accounts, Bill payments, Bill receivables, Pay rolls, Cost accounts, Welfare accounts,

foreign finance, and Local finance.

3.Production department: Improving volume of production, reducing rejection rates,

Maintaining accuracy, Controlling idle machine and man hours Production, department is

present in both Earth Moving and Hydraulics and power line division.

Earth Moving division: The Companys earth moving division are located at Kolar Gold

Fields, Mysore and Bangalore incorporate hi-tech manufacturing facilities with sophisticated

CNC machines, arc-welding robots & FMS. A multi-million rupee heavy equipment shop turns

out critical structures for industry. The company owns a captive foundry at Tarikere. At Kolar

Gold Fields, located about 100 kms from Bangalore, BEML has established an extensive

manufacturing base. Skilled workforce of over 6000 turns out state-of-the-art Bulldozers,

Hydraulic Excavators, Wheel Dozers, Rope Shovels and Walking Draglines for the Mining and

Construction industry. Sophisticated CNC machines and latest technology welding equipment

are installed. Multi-million rupee heavy equipment shop has been set up for major fabrication

with a capacity of 5000 MT. This shop turns out heavy structures.

4. Material management department; Purchasing activity of items depends on make or buy

decision. In order to keep the wheels of an industry moving, constant supplies of necessary

materials is of utmost importance. Such materials have to be procured in a systematic manner.

Earlier it was referred as an act of buying but today with the growth of business activities it is

termed as purchasing which encompasses a much broader sense. Today it implies as .amanagerialactivity that goes beyond the simple act of buying and includes the planning and

policy activities covering a wide range of related and complementary activities. In other words

the purchasing department not only performs the buying function but also the control and

advisory functions. Purchasing involves the procurement of materials.

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5. Planning department: Planning is the primary task of every management. It is performed

at every level of management. Planning is the determination of line of action to achieve the

desired goals. Planning is deciding in advance what should be done, how should be done, what

at a certain time and who will do it. Planning encompasses, Assessment of the future,

Determination of the objectives, and Development of alternative courses of action, selecting

the most appropriate course of action among, these alternatives

6. Electronic Data Processing department: This department looks after the maintenance of

online system in the factory.

Research and development division: Research and development activities are undertaken in

this division which has state-of the-art facilities.

7. Marketing division department: A nationwide network of 33 marketing offices provides

customers with immediate access to BEML's range of products and services. Marketing

activities include field operations and intensive training of customer personnel in operation and

maintenance of equipment.

MANAGEMENT HIERARCHY

20

Executive Director

Deputy General

Manager

Assistant Manager

Senior manager

Manager

General Manager

Assistant Officer/ Assistant

Engineer

Assistant General

Manager

Officer/ Engineer

Chief General

Manager


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Organization structure

21

Director

Executive

Share Holders

Ministr of Defense

Chairman and Managing

Director Mining andDirector Rail and

General

Deputy General

Asst General

Senior

Manage

Asst

Engineer/

Asst Engineer / Asst

Senior Supervisor

Supervisor

Em lo ee


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2. STRATEGY:

The determination of the basic long term objectives and goals of an enterprise and the

formulation of plans and the acquisition, allocation and utilization of resources necessary to

accomplish these goals.

STRATEGIES OF THE COMPANY

The strategy of BEML is to satisfy its customers by providing better products and

giving service to its customers.

To impart the co-operation of the employees by satisfying their social, economical,

psychological, needs through suitable welfare programs and benefits.

To impart training and development its employees skills and knowledge to the

changing technology to improve its productivity, quality.

To adopt advance technologies to compete its competitors and to produce the products of

expected targets

3. SYSTEM:

System is the formal and the informal procedure including compensation systems, mgmt

information system, performance mgmt system and capital allocation systems that govern

everyday activity. Identifying, understanding and managing processes as a system contributing

to the organizations effectiveness and efficiency in achieving its objectives . The one of the

kind of system the company follows is internal control system.

Internal control system:The Company has an internal control system designed to provide

high degree of assurance regarding optimization and safeguarding of resources, quality and

reliability of financial and operational information, compliance with applicable statues and

corporate policies. It is the companys endeavor to align all its processes and control with

global best practices.An enterprise-wise SAP is implemented. This will accompany by re-

engineering and simplification of business process to improve agility and customer service. By

the end of 2010, your company will have end-to-end SAP platform that will provide a robust

foundation to address several emerging business needs.

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Group Group B Group Group EGroup


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4. STYLE: Style is the leadership approach also the way in which the organization

employees present themselves to the outside world to suppliers and customers. In simple words

style is a pattern of behavior, which a leader adopts in influencing the behavior in the

organization.

STYLE OF THE ORGANISATION: It looks towards the employees requirement and

provide other additional welfare and safety facilities to improve develop the individual i.e. the

employees and also for the development of the company.

There are two types style of the company

1. Management style- More a matter of what managers do than what they say; how do a

companys managers spend their time? What are they focusing attention on? Symbolism- the

creation and maintenance of meaning is a fundamental responsibility of managers.

2. Organizational style- The dominant values and beliefs, and norms, which develop overtime

and become relatively enduring features of organizational life.

5. STAFF:

BEML has maintained good staff relation among the employees and also among officers and

employees by directing and providing all guidance and inspiration to people to work to carry

out their assigned duties and responsibilities. In this way the company achieves its objectives

by placing right person for the right jobs for which they are best suited and one supervisor or

officer to guide and control the work force.

The manpower strength as on 31st march, 2010 stood at 12,052 as against 12,600 of the

previous year.

6. SKILLS:

Skills refer to the dominant distinctive capabilities and competencies of the personnel or of the

organization as a whole. The distinctive competencies what the company does best, ways of

expanding or shifting competencies.

In BEML, they didnt make any classification of the skills matrix. They are not

following any skill matrix. But they are providing only technical skill to the workers in order to

manufacture the quality products and they are also strict adherence to quality. They are

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providing on the job training to workers in BEML. On the job training will be given for a

period of one week.

TECHNICAL SKILLS

The steps in technical skills are as follows:-

1. BEML has arranged technical specialist to come and teach about technical skills. The

specialist in technical field will come and teach about the technical aspects.

2. They will make certain designs and teach them to manufacture efficiently by reducing the

cost of production. They will teach them to manufacture the products by using them different

raw materials in order to reduce the cost of manufacture.

3. BEML will train the workers frequently to update the knowledge of the workers to learn

the latest technology.

7. SHARED VALUES:

Shared values are what engender trust. Values are the identity by which a company is known

throughout the business arena. These values must be explicitly stated as both corporate objectives and

individual values.

BEML LIMITED shares a common way of understanding among the companies.

RESPECT HUMANITY:

Improving quality reducing scrap, reducing cost and improving productivity is one way to do

creative work, which will benefit the society consisting of

The consumer

The Employee

The share holder

The supplier

Through these thoughts and work, BEML LIMITED is respecting humanity. The objective of

any company cannot be achieved if it does not respect human being, without co-operation endeavor.

TOTAL QUALITY MANAGEMENT

1. Strive continuously for a better product quality through technological

Improvements and product up gradation to cater to ever changing customer needs.

2. Achieve operation excellence through waste elimination and value engineering efforts.

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4. SWOT ANALYSIS OF BEML

STRENGTHS

1. Wide integrated marketing network and product range.

2. Adequate manufacturing facilities with ISO 9001:2008 certification.

3. One of the biggest R&D center in earth moving industry itself.

4. Fairly good industrial relation.

5. Good creditability in money market.

6. Extension service management is highly effective.

7. Customer Satisfaction.

WEAKNESS

1. Keeping pace with technology changes.

2. Single customer profiled for certain segments and concentrated dependence on large

customers for off-take of certain products.

OPPORTUNITIES

1. Tie-up / collaboration with reputed concerns for technology enabling imbibing latest

technology.

2. Strengthening the R&D base of the company.

3. Global Sourcing.

4. Widening the market base for the product.

5. Continuous cost reduction measures.

6. Thrust on indigenization and product upgrades.

7. Foraying into contract mining and trading activities.

8. Strengthening the long term business relationship with reputed customers.

THREATS

1. Entry of Multinational Companies.

2. Liberalization policy of Government of India - Intense competition building in the

Earth moving equipment, defence equipment, Metro coaches for a limited market with

opening of the economy coupled with liberalization of import with lower levies.

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3. Increased competition in mining segment due to entry of MNCs to Indian market.

Business Challenges into current scenario

BEML with such large service chain network servicing around 180,000 spare parts managing

the service levels with minimization of cost becomes a challenge. Added to this BEML has to

meet customer SLA so that downtime of equipments are minimal and customers can renew

AMC as well.

Forecasting demand for spare parts is a complex task not only because of the large number of

SKUs but also because the nature of demand. Some products are new in the service chain

network and some are in the process of being discontinued but still it has much impact in the

business revenue and profitability thereon. The demand for some of the spare parts is smooth

whereas it is intermittent for others. BEML has SKUs with a mixed smooth and anintermittent demand.

BEML is facing business critical challenges around:

Inappropriate levels of accuracy in spare parts forecasts.

Imbalances in the inventory impacting the inventory turnover ratio.

Low customer service levels.

Low spares profitability

.

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5. ANALYSIS OF FINANCIAL STATEMENTS

Ratio analysis of the company

RATIO ANALYSIS: is a tool for analysis and interpretation of financial statements. Ratio

analysis helps us to analyze the past performance of a company and to make future projections.

A ratio is simply one number expressed in terms of another number.

Liquidity ratios:

1. Current ratio: it is used to perform the short-term financial analysis. Also known as the

working capital ratio, this ratio matches the current assets of the firm to its current liabilities.l

current ratio of 2: 1 is considered satisfactory.

Current ratio = Currentassets

Current liabilities

Interpretation: The current ratio of the company in the year 2008-09 was 2.29 times. This year

it has gone up to 2.77. This shows that company is highly liquid and good for future.

Leverage ratio:

1.Debt equity ratio: it is used to measure the relationship between long term debts and

shareholders funds. The ideal debt equity ratio of 1:1 is generally accepted. This ratio is

calculated as follows:

Debt equity ratio = Long term debts

Share holders fund

Debt equity ratio = 0.44:1 in March 2010

Interpretation: This ratio is calculated to measure the relative claims of outsiders against the

firms assets. The ratio was 0.29:1 in the year 2008-09and 0.44: 1 in the year 2009-10.This

indicates that there is a higher claim of creditors.

Profitability ratio:

Gross operating profit ratio: This ratio expresses the relationship between gross profits and

sales. It is calculated as follows :

Gross operating profit ratio = Gross operating profit x 100

Net sales

Gross operating profit ratio = 11.24% in March 2010

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Interpretation: . The rate of this year is 11.24% compared to the last year 2009 where the rate

is 13.49%. As the rate is going on decreasing. This is the indication of poor results.

1. Net operating profit ratio: This is the ratio of net operating profits to net sales. Net

operating profit is the gross profit minus all operating expenses where as net sales is total sales

minus sales return. This is ratio is calculated as follows:

Net operating profit ratio = Net operating profit x 100

Net sales

Net operating profit ratio = 7.63% in March 2010

Interpretation: This ratio indicates the quantum of surplus earned by the firm. The ratio was

9.36% in the year 2008-09 and 7.63%in the year 2007-2008. This indicates that the

profitability is decreases and the company is not doing well.

Turn over ratio:

1.Inventory turn over ratio: This ratio establishes the relationship between the cost of goods

sold during a given period and the average amount of stock carried during the period. This ratio

is calculated as follows:

Inventory turnover ratio = Cost of goods sold

Average stock

Inventory turnover ratio = 2.40 times in March 2010

Interpretation:This ratio indicates the how efficiently the firm utilizes its inventory to generate

income. The ratio was 1.87:1 in the year 2008-09 and 2.40:1 in the year 2009-10. This shows

that, the inventory is used efficiently.

1.Fixed assets turnover ratio: This ratio indicates the efficiency with which the firm is

utilizing its investment in fixed assets such as plant and machinery, land and building etc.

Fixed assets turnover ratio= Sales/ Cost of sales

Net fixed assets

Fixed assets turnover ratio = 3.58 times in March 2010

Interpretation: This ratio measures the efficiency of the assets used. The ratio was 3.77: 1 in

the year 2008-09 and 3.58: 1 in the year 2007-2008. This indicates that the fixed assets are not

effectively used.

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6. LEARNING EXPERIENCE

Beml ltd is a PSU which has been functioning for more than 46 years till date it was a great

opportunity to do my project work in such an establishment. In the initial period of project

work got the corporate exposure of seeing through the functions of different production processranging from dozers to excavators, as Since being in the personnel dept got the great exposure

in terms of seeing how the personnel dept is functioning be it from the induction of an

employee, retention and finally to the termination.

Got to see the HRD roles and responsibility in close since being in the personnel

department.

Interaction with HR officers, managers, external guide gave an immense knowledge

with regard to how the HR concepts are being implemented and practiced on a routine

basis.

It provided an opportunity to know about the HR policies of the organization and its

implementation.

It gave information of how to have a good interpersonal relationship with the

subordinates..

It gave the information as how to resolve the grievance.

It gave an insight about the critical complexity in routine activities that are involved in

production process.

Theoretical HR concepts being implemented and practiced on a routine basis was a

great opportunity to learn and understand.

Deadlines, commitment to deliver, synergy among the team members, positive attitude

were key qualities observed the team members.

Open-house sessions, professional meetings ,stress releasing activities conducted in

various departments etc., were a glimpse of professional organization.

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a. General Introduction

Human Resource management:

Human resource is of paramount importance for the success of any organization. It

is a source and aid. Human resource in an organization helps in achieving its goals. Human

resource management is concerned with the human being in an organization. It reflect a new

outlook which views organization manpower as its resource is a total knowledge, abilities,

skills and talent and aptitude of an organization workforce. The values, ethics, beliefs of the

individual working are an organization also forms a part of human resource. The

resourcefulness of various categories of people and other people available to the organization

can be treated as human resource. In the present complex environment no business or

organization can exist and grow without human resource has become the focus of attention of

every progressive organization. Human resource management may be defined as policies,

practices and programmes designed to maximum both personal and organizational goals. Its a

process by which the people and organization are bound together in such a way that both of

them are able to achieve their objectives.

Functions: -

1) Managerial Function:

a) Planning:It is a pre-determined course of action. Planning pertains of formulating strategies of

personal programmes and change in advance that will contribute to the organizational goals.

b) Organizing:

An organization is a means to an end. It is essential carry out the determined course

of action.

c) Directing:

The next logical function after completing planning and organizing is the execution

of the plan. The willing and effective co-operation of employees for the attainment of

organizational goals is possible through proper directing.

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d) Controlling:

After planning, organizing and directing various activities of personnel

management, the performance is to be verified in order to know that the personnel functions

are performed in conformity with the plans and direction of an organization. Controlling is also

involves checking, verifying and Comparing of the actual with the plans, identification of

deviation if any and correcting of identified deviation.

2)Operative function:-

a) Employment:

It is first operative function of human resource management. Employment concerned

with securing and employing the people possessing the required kind and level of human

resource necessary to achieve the organizational goals.

b) Human resources development:

It is process of improving, molding and changing the skills, values, commitment etc.

based on present and future job and organizational requirement.

c) Compensation:

It is the process of providing adequate, equitable and air remuneration to the

employees. It includes the job evaluation, wage and salary administration, incentives, bonus,

fringe benefits, social security measures etc.

d) Human relations:

Practicing various human resources policies and programmes like employment

development and compensation and interaction among the employees create a sense of

relationship between individual worker and management, among workers and trade union and

management.

It is the process of interaction among human beings. Human relations is an area of

management in integrating people into work situation in a way that motivates them to work

together productively, co-operatively and with economic, physiological and social satisfaction.

It includes:

Understanding and applying the models of perception, personality, learning, intra and

inter personal relations, intra and inter group relations.

Motivating the employees.

Boosting employee morale.

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Developing the communication skills.

Developing the leadership skills.

Redressing employee grievances properly and in time by means of a well formulated

grievance procedure.

I Statement of the problem

ROLE OF HR IN RETENTION MANAGEMENT

At BEML LIMITED, KGF COMPLEX

BEML LIMITED is a public sector unit started in 1964 with more than 4500

employees currently working at kgf complex alone, a study was conducted with special

reference to EM DIVISION, TECHNOLOGY DIVISION, R&D.

Employee Retention is the toughest assignment to be done, with the increasing demands due to

high quality life style. Hence how the HR DEPARTMENT is functioning in retaining the

employees at BEML LIMITED is determined

II Objectives of the study

To know how the Retention Management is carried out at BEML LIMITED

To know the policies that is being followed by BEML LIMITED in order to Retain

Employees

To know the attrition rate and what are the reasons for it

To know about

o Induction and orientation program

o Training and Development

o Remuneration System

o Roles and Responsibilities assigned to employee

o Welfare Benefits and grievance handling

o Performance Management System

o Work environment and duration of work

o Mentoring and counseling

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III Scope of the Study

Retention Management helps in reducing the attrition, it gives the insight about

how to retain the employees by previous experience of employee turnover, here the study is

with reference to EMDIVISION, TECHNOLOGY, R & D. The study can further be conductedwith regard to entire kgf complex, thereby getting an better insight about how to retain the

employees. on the whole. Like Bangalore complex, mysore complex, pallakad complex.

IV RESEARCH METHODOLOGY

Problem definition

ROLE OF HR IN RETENTION MANAGEMENT at BEML limited, kgf complex

Sampling design

Sample unit

60 samples were taken for study from EMDIVISION, TECHNOLOGY,R & D.

40 samples were taken from grade I to grade iv

15 samples were taken from employee category Group A to S4

5 samples were taken from grade v and above

Method of drawing the sample

Simple random sampling: this sampling technique is used because of the population size is

high as 3514 it was difficult to take up other sampling technique, hence simple random

sampling with sample size of 60 was taken. Data analysis was done using SPSS statistical tool

with descriptive statistical analysis method

Data collection method

Questionnaire method

Interview method

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v) Limitations of the Study

The study was conducted only with reference to EMDIVISION,TECHNOLOGY

DIVISION,R & D DIVISION .excluding other divisions of kgf complex, Bangalore,

mysore and pallakad.

The duration was confined only for two months and it was for academic purpose and

the objective was limited only in retention management

Sample size was 60 out of the total population of 3514 in EM division, technology

division, R &D division

The result of the study could vary if it would have been conducted for entire population

at beml limited

Questionnaire tool was used for data collection in which biased, manipulated and

Incomplete replies can be possible

sampling error was not identified due to the method of data collection adopted

Procedures found for all the study was tentative

b. ANALYSIS AND INTERPRETATION

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1.How is the induction and orientation program

Table:1 age of the respondents * How is the induction and orientation program

Cross tabulation

How is the induction and orientation programme

TotalBelow Average Average Good Excellent

age of the respondents Below 30 0 0 26 9 35

31-40 years 0 2 13 0 15

40-50 years 4 6 0 0 10

Total

In %

4

6.66%

8

13.34%

39

65%

9

15%

60

100%

Analysis

The analysis of the above cross tabulation reveals that 9 (15%) of the respondents feel that the

induction and orientation program conducted at beml limited is excellent, 39 (65%) feel it isgood,8 (13.34%) feel it is average,4 (6.66%) feel it is below average.

Graph 1

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Interpretation

Induction and orientation program is carried out effectively at beml, most of the employees are

satisfied with the way it is conducted.it is because the system of introducing an new employee

is very effective, there is a planned way out of carrying induction and orientation program.

2. Are you satisfied with the training program conducted and do you feel it is necessary to

you

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Table 2: age of the respondents * Are you satisfied with the training program conducted and do you feel it is necessary to you

Cross tabulation

Are you satisfied with the training program

conducted and do you feel it is necessary to you

TotalYes No

age of the respondents Below 30 35 0 35

31-40 years 15 0 15

40-50 years 3 7 10

Total

In %

53

88.33%

7

11.67%

60

100%

Analysis

The analysis of the above cross tabulation reveals that 53 (88.33% )of the respondents feel they

are satisfied with the training program conducted and feel it is necessary,7 (11.67%) of the

respondents are not satisfied with it

Graph : 2

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InterpretationMost of the respondents feel that they are satisfied with training conducted and feel it is

necessary to them, this is due to organized way of conducting training program and the

conducted is need based and every employee undergoes training on some specific requirement.

3. Is the training given beneficial to you and is it Updated to the changing trend and

technology

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Table : 3age of the respondents * Is the training given beneficial to you and is it Updated to the

changing trend and technology

Crosstabulation

Is the training given beneficial to you

and is it Updated to the changing trend

and technology

TotalYes No


31-40 years 8 7 15

40-50 years 0 10 10

Total

In %

43

71.66

17

28.34

60

100

Analysis

The analysis of the above cross tabulation reveals that 43 (71.66%) of the respondents feel

training given to them is beneficial and it is updated to the changing trend and technology and

17 (28.34%) it is not beneficial to them and it is not updated to the changing trend and

technology

Graph : 3

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InterpretationMost of the respondents feel that training given to them is beneficial and is updated to the

changing trend and technology,the training program is beneficial to employees since it is need

based and it is updated with program like six sigma.

4. Is the roles and responsibility assigned to you being clearly described and specified

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Table: 4 age of the respondents * Is the roles and responsibility assigned to you being clearly described and specified

Crosstabulation

Is the roles and responsibility assigned to you being

clearly described and specified

TotalYes No


31-40 years 2 13 15

40-50 years 0 10 10

Total

In %

37

61.66

23

38.34

60

100

Analysis

The analysis of the above cross tabulation reveals that 37 (61.66%) of the respondents feel that

roles and responsibilities assigned to them are clearly described and specified,23 (38.34%) of

them feel that roles and responsibilities are not clearly described and specified.

Graph: 4

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InterpretationMost of the respondents feel that roles and responsibilities assigned to them are clearly

described and specified, they are happy with roles and responsibilities given to them this is

because Beml follows a systematic way of assigning the job based on their education and skills

they possess which are required for performing that particular job

5.Are you satisfied with the job description given to you.

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Table: 5 age of the respondents * Are you satisfied with the job description given to you.

Crosstabulation

Are you satisfied with the job

description given to you.

TotalYes No


31-40 years 6 9 15

40-50 years 0 10 10

Total

In %

41

68.33

19

31.67%

60

100

Analysis

The analysis of the above cross tabulation reveals that 41 (68.33%) of respondents are happywith the job description given to them, 19 (31.67%) are not happy with the job description

given to them.

Graph: 5

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InterpretationMost of the respondents are happy with the job description given to them, they are excited to

with such job description, this is because the policy of Beml is to identify the skills of the

employee and train them in that specific area, so they become efficient and the employees are

happy with the job description

6.How is the remuneration system at Beml

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Table: 6 age of the respondents * How is the remuneration system at Beml

Crosstabulation

How is the remuneration system at Beml



31-40 years 0 15 0 0 15

40-50 years 4 6 0 0 10

Total

In %

4

6.66

22

36.66

28

46.66

6

10

60

100

Analysis

The analysis of the above cross tabulation reveals that 6 (10%) of the respondents feel

remuneration system at beml is excellent,28 (46.66%) feel it is good,22 (36.66%) feel it is

average and 4 (6.66%) feel it is below average

Graph: 6

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Interpretation

Most of the respondents are happy with the remuneration system at beml .and they are excited

to have a good remuneration package ,this is because the system is upto the standards of other

psu ,hence the overall package given to employees is good and they are satisfied

7.Is the remuneration system here better than other PSUs

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Table: 7 age of the respondents * Is the remuneration system here better than other PSUs

Cross tabulation

Is the remuneration system here better

than other PSUs

TotalYes No


31-40 years 0 15 15

40-50 years 0 10 10

Total

In %

16

26.66

44

73.34

60

100

Analysis

The analysis of the above cross tabulation reveals that 16 (26.66%) of the respondents feel thatthe remuneration is not better than other psus, 44 (73.34%) feel the it is better than other

PSUs

Graph: 7

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InterpretationMost of the respondents feel that remuneration system of beml is not better than other psus,

and they are looking for better remuneration. this is due to the fact that other psu total package

paid is higher than Beml, but its trying to increase to be competitive with other psu.

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8.What do you feel about the Welfare benefits given to you

Table: 8 age of the respondents * What do you feel about the Welfare benefits given to you

Crosstabulation

What do you feel about the Welfare benefits given to you



31-40 years 0 15 0 0 15

40-50 years 6 4 0 0 10

Total

In %

6

10

22

36.66

28

46.66

4

6.66

60

100

Analysis


welfare benefits given to them are excellent,28 (46.66%) feel it is good, 22 (36.66%) feel it is

average, 6 (10%) feel it is below average

Graph: 8

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Interpretation

Majority of the respondents are happy with the welfare benefits given to them, and they this is

what which makes them excited to work for Beml, this is because the benefits given to

employees covers up all the requirements of an employee.

9.Are you satisfied with the way grievance is handled at Beml

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Table: 9 age of the respondents * Are you satisfied with the way grievance is handled at Beml

Cross tabulation

Are you satisfied with the way

grievance is handled at Beml

TotalYes No


31-40 years 1 14 15

40-50 years 0 10 10

Total

In %

36

60

24

40

60

100

Analysis

The analysis of the above cross tabulation reveals that 36 (60%) of the respondents are satisfied

with the way the grievance is handled, 24 (40%) of them feel they are not satisfied

Graph: 9

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InterpretationMajority of them are satisfied with the way the grievance is handled ,and they are happy with

the grievance handling procedure, this is because the Beml follows the three stage procedure to

solve the grievance, which is very effective in giving solutions the problem.

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10.Is the role of Hr in handling Grievance and giving feedback upto the standards of

other PSUs

Table: 10 age of the respondents * Is the role of Hr in handling Grievance and giving feedback upto the

standards of other PSUs

Cross tabulation

Is the role of Hr in handling Grievance

and giving feedback upto the standards

of other PSUs

TotalYes No


31-40 years 0 15 15

40-50 years 0 10 10

Total

In %

29

48.33

31

51.67

60

100

Analysis

The analysis of the above cross tabulation reveals that 29 (48.33%) of the respondents are not

happy with the role of hr in handling the grievance and giving feedback which they feel

feedback is not upto the standards of other psus. 31 (51.67%) feel it is good

Graph: 10

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Interpretation

Majority of them are not satisfied with the role played by the hr in handling grievance and thefeedback given is not upto the standards of other psus,this is because there is no proper

communication by the hr department in solving the grievance.this is mainly due to the gap of

communication which lies between hr department and other departments.

11.Are you satisfied with the working conditions and safety measures

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Table: 11 age of the respondents * Are you satisfied with the working conditions and safety measures

Crosstabulation

Are you satisfied with the working

conditions and safety measures

TotalYes No


31-40 years 7 8 15

40-50 years 0 10 10

Total

In %

42

70

18

30

60

100

Analysis

The analysis of the above cross tabulation reveals that 42 (70%) of the respondents are happy

with the working conditions and safety measures, 18 (30%) of them are not happy.

Graph: 11

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InterpretationMost of them are happy with the working conditions and safety measures given to them, they

are excited to have such an work environment and safety measures.this is because Beml

follows the guildelines of factories act and it covers all the safety measures required for the

workers.

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12.How is the Leave packages[sick leave, Casual Leave, Earned leave]

Table: 12 age of the respondents * how is the Leave packages[sick leave, Casual Leave, Earned leave]

Crosstabulation

how is the Leave packages[sick leave, Casual Leave, Earned leave]

TotalExcellent Good Average Below Average


31-40 years 0 4 11 0 15

40-50 years 0 0 8 2 10

Total

In %

8

13.33

31

51.66

19

31.66

2

3.33

60

100

Analysis

The analysis of the above cross tabulation reveals that 8 (13.33%) of the respondents are feel

that leave package is excellent, 31 (51.66%) feel it is good,19 (31.66%) feel it is average, 2

(3.33%) feel it is below average

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Graph: 12

Interpretation

Majority of the respondents are satisfied with the leave package, they feel it has a good balance

to spend time with family and work when needed. because Beml has a good leave system of

casual leave,sick leave,earned leave,which is more than 42 days in a calendar year.

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13.Is your suggestions being considered [suggestion Box]

Table: 13 age of the respondents * Is your suggestions being considered [suggestion Box]

Crosstabulation

Is your suggestions being considered

[suggestion Box]

TotalYes No


31-40 years 4 11 15

40-50 years 0 10 10

Total

In %

39

65

21

35

60

100

Analysis

The analysis of the above cross tabulation reveals that 39 (65%) of the respondents feel that

there suggestions are considered, 21 (35%) of the respondents feel it is not considered.

Graph: 13

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InterpretationMost of the respondents feel that there suggestions are being heard through suggestion box,

they feel that they have a belonging like being in a family when views are put forth.this is

because the suggestion are considered by the higher executives and there is a proper suggestion

box which is been taken care.

14.Are you satisfied with the incentives given to you

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Table: 14 age of the respondents * Are you satisfied with the incentives given to you

Crosstabulation

Are you satisfied with the incentives

given to you

TotalYes No


31-40 years 0 15 15

40-50 years 0 10 10

Total

In %

27

45

33

55

60

100

AnalysisThe analysis of the above cross tabulation reveals that 27 (45%) of the respondents are not

satisfied with the incentives given to them, 33 (55%) are happy with the incentives given to

them

Graph: 14

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InterpretationMajority of the respondents are not happy with the incentives given to them and they feel there

is a betterment needed in the incentive scheme,this is because the difference involved in giving

incentives,biased opinions among the boss for different employee.

15. Is there a biased decision or favoritism when it comes to giving promotion

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Table: 15 age of the respondents * Is there a biased decision or favoritism when it comes to giving

promotion

Crosstabulation

Is there a biased decision or favoritism

when it comes to giving promotion

TotalYes No


31-40 years 0 15 15

40-50 years 0 10 10

Total

In %

30

50

30

50

60

Analysis


there is a favoritism/biased decision when it comes to promotion, 30 (50%) feel its not there

Graph: 15

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InterpretationRespondents feel that there is a biased decision when it comes to giving promotion, favoritism

is there, thereby preferred persons get the promotions,this is because human error is involved

when taking decisions for promotions,there will a biased decision when it comes to promotion.

16. Is your performance been recognized and if so have you been suitably rewarded

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Table: 16 age of the respondents * Is your performance been recognized and if so have you been

suitably rewarded

Cross tabulation

Is your performance been recognized

and if so have you been suitably

rewarded

TotalYes No


31-40 years 1 14 15

40-50 years 0 10 10

Total

In%

36

60

24

40

60

100

Analysis


there performance has been considered and they feel they were suitably rewarded. 24 (40%)

feel no.

Graph: 16

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InterpretationMajority of the respondents feel that there performance was suitably being recognized and

have been suitably rewarded. it encourages workers to outperform by putting more

effort,because Beml follows a good reward system by maintaining a good performance

management system.

17. How is the performance management system

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Table: 17age of the respondents * How is the performance management system

Crosstabulation

How is the performance management system



31-40 years 0 15 0 0 15

40-50 years 5 5 0 0 10

Total

In %

5

8.33

23

38.33

28

46.66

4

6.66

60

100

Analysis


performance management system is excellent,28 (46.66%) feel that it is good, 23 (38.33%) feel

that it is average, 5 (8.33%) feel that it is below average

Graph: 17

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Interpretation

Majority of the respondents feel that performance management system is good,and it is able to

recognize good and bad performances,because good performances have been recognized and

suitably rewarded.

18. Are you satisfied with CDP(for employees/executives) and non CDP for senior

executives.

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Table: 18 age of the respondents * Are you satisfied with CDP(for employees/executives) and non CDP

for senior executives.

Crosstabulation

Are you satisfied with CDP(for

employees/executives) and non CDP for

senior executives.

TotalYes No


31-40 years 4 11 15

40-50 years 0 10 10

Total

In %

39

65

21

35

60

100

Analysis

The analysis of the above cross tabulation reveals that 39 (65%) of the respondents are satisfied

with CDP and non CDP, 21 (35%) of them are not satisfied.

Graph: 18

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InterpretationMajority of them are satisfied with the CDP and non CDP for promotions and career

development, here it has a very stable system of satisfying as one gets experience because this

program takes care for good career development of the employees and executives

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19. what do you think about the transfers carried out

Table: 19 age of the respondents * what do you think about the transfers carried out

Crosstabulation

what do you think about the transfers carried out



31-40 years 4 11 0 0 15

40-50 years 10 0 0 0 10

Total

In %

14

23.33

28

46.66

17

28.33

1

1.66

60

100

Analysis

The analysis of the above cross tabulation reveals that 1 (1.66%) of respondents feel that

transfers carried out are excellent, 17 (28.33%) feel it is good, 28 (46.66%) feel it is average,14(23.33%) feel it is below average

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Graph: 19

Interpretation

Majority of them are happy with the transfers carried out ,and they feel it is necessary to avoid

boredom and release monotonous job,this is because there is a transparent way of handling the

job rotation and transfer to reduce boredom

20. How is your interpersonal relationship with your reporting authority/boss

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Table: 20 age of the respondents * How is your interpersonal relationship with your reporting authority/boss

Crosstabulation

How is your interpersonal relationship with your reporting authority/boss



31-40 years 0 1 14 0 15

40-50 years 4 6 0 0 10

Total

In %

4

6.66

7

11.66

36

60

13

21.66

60

100

Analysis


there interpersonal relationship with the reporting authority/boss is excellent, 36 (60%) of them

it is good, 7 (11.66%) of them feel it is average, 4 (6.66%) of them it is below average

Graph: 20

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Interpretation

Most of the respondents have a good interpersonal relationship with the boss/reporting

authority, these shows the good coordination in the work for effective output.this is because a

lot of training has been given on soft skills to improve interpersonal relationship with higher

executives

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21. Is it satisfactory Exgratia payment (for employees) and PRP(for executives)

Table: 21 age of the respondents * Is it satisfactory Exgratia payment (for employees) and PRP(for

executives)

Crosstabulation

Is it satisfactory Exgratia payment (for

employees) and PRP(for executives)

TotalYes No


31-40 years 0 15 15

40-50 years 0 10 10

Total

In %

20

33.33

40

66.67

60

100

Analysis

The analysis of the above cross tabulation reveals that 20 (33.33%) of the respondents are

satisfied with the exgratia payment/PRP,and 40 (66.67%) are not happy.

Graph: 21

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Interpretation

Most of the respondents are not happy with the exgratia payment/PRP given,they are looking

better emoluments for they extra effort.this enables and motivates employees to work harder

for more emoluments

22. Are you satisfied with the enquires conducted with regard to disciplinary action

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Table: 22 age of the respondents * Are you satisfied with the enquires conducted with regard to

disciplinary action

Crosstabulation

Are you satisfied with the enquires

conducted with regard to disciplinary

action

TotalYes No


31-40 years 5 10 15

40-50 years 0 10 10

Total

In %

40

66.66

20

33.34

60

100

Analysis

The analysis of the above cross tabulation reveals that 40 (66.66%) of the respondents are

satisfied with the enquiries conducted with regard to disciplinary action, 20 (33.34%) of the

respondents are not satisfied

Graph: 22

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InterpretationMost of the respondents are satisfied with the enquires conducted with regard to displinary

action. it shows proper functioning of the disciplinary cell,this is because Beml is efficient in

carrying out enquires with regard to not following good discipline

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23. Is Mentoring and Counseling carried out effectively and does it benefit you

Table: 23 age of the respondents * Is Mentoring and Counseling carried out effectively and does it

benefit you

Crosstabulation

Is Mentoring and Counseling carried out

effectively and does it benefit you

TotalYes No


31-40 years 5 10 15

40-50 years 0 10 10

Total

In %

40

66.66

20

33.34

60

100

Analysis


mentoring and counseling are carried out effectively and does benefit them. 21 (33.34%) of

them feel no.

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Graph: 23

Interpretation

Most of the respondents feel that mentoring and counseling is effectively carried out

effectively and benefit them on a overall improvement in terms of performing better. this is

because more emphasis is given on mentoring to reduce boredom and increase productivity and

employee to be motivated to work in the organisation

24. How do you feel about the duration of working hours and work extracted from you

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Table: 24 age of the respondents * How do you feel about the duration of working hours and work extracted from you

Crosstabulation

How do you feel about the duration of working hours and work extracted from

you



31-40 years 0 10 5 0 15

40-50 years 5 5 0 0 10

Total

In %

5

8.34

15

25

31

51.66

9

15

60

100

Analysis

The analysis of the above cross tabulation reveals that 9 (15%) of the respondents feel that the

work extracted from them and Duration of working hours are excellent, 31 (51.66%) of them

it is good, 15 (25%) of them feel it is average, 5 (8.34%) of them it is below average

Graph: 24

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Interpretation

Most of the respondents are happy with the work extracted from them and the duration of

working hours, it shows flexible hours and respondents are happy working for beml limited.

Stress levels and work pressure.

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FINDINGS

Retention of employees is really high, with an attrition as low as 15 from 1-1-2010 to

28-2-2011

Most Employees are satisfied with the benefits given to them

Most Employees are satisfied with the training conducted to them

More Employees are happy with the roles and responsibility assigned to them

Some of the Employees are expecting for better remuneration

Many Employees expect for the better functioning of HR dept in handling grievance

Few Employees are looking out for better incentives

Most Employees are happy with the performance management system Most Employees are satisfied with the working conditions and working hours

Most Employees are satisfied with the mentoring and counseling program

Observation

Employees are happy with the HR policies because the policies give more emphasis on

employee growth

Training is conducted effectively because training program is conducted by experts

Job security is high because of good training given to employees in turn which

increases their work efficiency

Rules and Regulation are high, More formal rules are been implemented

Suggestions are Considered through suggestion box which is closely monitored by

higher authority

Latest technology is being implemented to be competitive in the market

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Suggestions

More Recognition is needed for best performances

There is a betterment needed in the Remuneration system with regard to overall

emoluments that an employee receives. Better incentive system is to be implemented, more parameter is to be considered in

performance management system

HR Dept has to have a better communication in handling grievance

formal rules and regulations are high, a little flexibility is to be needed

Employee suggestions is to be considered and if found suitable has to be implemented

Policy of Employee Confirmation after 4years has to be reduced to 2years

More manpower is needed in the administration dept to reduce the work load and toreduce the errors.

c. Conclusions

As per the learning experience at Beml limited, retention of employees is high, with

high level of employee satisfaction.

Remuneration system at beml is good but there is still more scope for improvement

needed when compared to other psus

Better handling of grievance is to be needed, management should create an

environment where employee should feel free in expressing their grievance

There is a need for improvement of performance management system to monitor the

performances effectively

Beml limited has a good HR policy which is upto the standard of others psus

finally my best wishes to beml limited in specific to kgf complex and all the best for the

future and expect for greater growth prospects for Beml limited.

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Recommendations

More workforce i

Final Projcet Report

Documents

Transcript of Final Projcet Report