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INDUSTRY PROFILEIndian Auto Components Industry:
The Indian auto ancillary industry has come a long way since it had its smallbeginning in the 1940s. If the evolution of the industry is traced in India, it can be
classified into three distinct phases namely: Period to the entry of Marti Udhyog
Ltd, period after the entry of Maruti Udhyog Ltd and period post Liberalization.
The period prior to the entry of Maruti Udhyog Ltd was characterized by small
number of auto majors like Hindustan Motors, Premier Automobiles, Telco, Bajaj,
Mahindra, low technology and assured business for most of the component
manufactures.
The entry of Maruti in the 1980s marked the beginning of the second phase of theindustry. The auto ancillary industry in the country really showed a spurt in growth
during this period. This period witnessed the emergence of a new generation of
auto ancillary manufactures who were required to meet the stringent quality
standard of Marutis Korean collaborator Suzuki ofJapan. The good performance
of Maruti resulted in an upswing for the domestic auto ancillary industry. It was
during this period that auto components from India began to be exported.
The entry of foreign automobile manufactures ranging from Mercedes Benz, Ford
and General Motors to Daewoo following the government liberalizing the foreign
investment limits saw the beginning of the third phase of the evolution of the
industry. The auto ancillary industry witnessed huge capacity expansions and
modernization initiatives in the post liberalization period. Technological
collaborations and equity partnerships with world leaders in auto components
become a common affair. However, the global automobile majors soon realized the
folly of their estimation in India. The market did not seem to be as big as it
appeared to be. Hence, sales targets went away. The tough competitive scenario
saw a lot of consolidation in the industry and it still continues unabated
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Profile of Sanjeev Auto Parts Manufacturers Private Limited:
Sanjeev auto parts Manufacturers private Limited is the flagship company of
sanjeev Group, started in the year 1988. The company primarily focuses on the
manufacturing of various transmission components to cater the needs of Indian andoverseas automotive Industry. Sanjeev Group is one of the leading Industrial
Houses in Maharashtra, having core business in transmission and other precision
components to cater Automobile Industry in India and Overseas.
Sanjeev Auto Parts Manufacturers Private Limited is an ISO / TS 16949 certified
company engaged in manufacturing of transmission & drive train parts like sub
assemblies, gears, shafts, shifter forks & other precision machined parts. They
supply to automotive & engineering OEMs.
Their turn over for the financial year 2009-10 was 40 million US Dollars. The
present contribution of export is 10% of total turnover. They have plans to achieve
40% of our sales turn over from exports in next 5 years.
Total number of employees working in Sanjeev Auto Parts is 540.
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Group Policy
Sanjeev Group of Industries believes that quality is generated at heart and
delivered by hand. They are committed to continually improve processes and
products by
Reduction of Variation Prevention of defect rather than detection Supplier development Effective resource management Keeping costs optimum
Customer satisfaction is the prime motto of the organization. with all this,
company aim at establishing healthy work environment and safety of all ourcolleagues.
Group Vision
Growth of all our employees, associates and to become a world-class
manufacturer.
Group Mission
Blending together youthful creativity and competitive technology. To exceed thespoken and the implicit expectations of our customers.
Group Values
Learning: That embraces knowledge as the platform for building well-informed
reasoned and decisive action.
Integrity: We conduct our business fairly, with honesty and transparency.
Everything we do should stand the test of public scrutiny.
Excellence: We constantly strive for achieving the best possible standards in our
day to day activities in all spheres we work.
Responsibility: we honor the commitments, quality, customers, communities and
environment in which we work for ensuring what comes from people going back
with multiple knowledge.
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We at Sanjeev Group of companies commit to satisfy our customers by providing
zero defect products as per schedules.
We shall strive to elevate company standards in domestic and international markets
by minimizing the waste and by continually improving the effectiveness of qualitymanagement system.
Quality Objectives
To achieve zero customer returns To achieve 100% defect free production and processing of customer orders. To achieve 100% compliance of deliveries on scheduled time. To achieve 100% accuracy of inventory accounting and financial book -
keeping.
Quality Certification
ISO / TS 16949 Certification Excellence award for best presentation in National Convention of Quality
Circle held at Baroda in Nov 2008.
EFQM (European Foundation for Quality Management) under ASIA-QUALproject.
Quality Circle Award from Bajaj Auto Ltd.
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PRODUCTS
Sanjeev Auto Parts Manufacturer is one of the recognized Auto Parts and Precision
Components manufacturing company in India. They have manufactured more than
400 different parts in gear, shaft, and fork and machined part categories.
With the latest technology and an ISO /Ts 16949 Certification, quality is never an
issue as quality procedures are built into EVERY STEP of the manufacturing
process.
Sanjeev Group is dedicated to manufacture and supply quality products in
time.
The following are the major categories of products manufactured at Sanjeev
Group:
Product Name Description / Range Image
Transmission
subassemblies
Main shaft assembles
Differential gear assemblies
Oil pump assemblies
Gears Spur, helical &bevel gear
From 1 Module to 6module Max weight upto
15 kg Max Diameter upto
400 mm Din class 8 after
heat treatment
Shaft From 1 module to 4 module
max weight upto 15 kg max
Diameter upto 400mm Din
class 8 after heat treatment
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Shifter Forks From forging or casting
depending on the design
Max weight upto 5 kg
Precision Components Impeller and turbine hubs
CNC finished components
Broached components Max
weight up 15kg
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INFRASRTUCTURE
Over 20 years of experience Sanjeev Group has created world class capacities and
ca[abilities that have allowed the Group to meet the development and delivery
timeline with quality products.
They have to installed world class and state of Art manufacturing facilities for
various processes which help us to provide complete solution to their customer.
Type of Process Infrastructure Image
Forging 1600 Ton Forging Press Induction
furnace Trimming and coin
Presser drop Hammers of 0.5, 1,
1.5 & 2.5 Ton Capacity. Die Shop
Shot blasting
Gear Cutting CNC liebherr habbing machines
CNC shaping machines CNCShaving machines Hurth
camfering Machines
CNC Engis Honing Machines
Hard Tuning Machines Rolling
Tester
Shifter Fork Vertical machining centers
Double disc grindersHorizontal honing machines
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Precision
Components
Vertical machining centers
CNC turning centers
Other conventional machines like
milling, drilling and broaching
Heat Treatment Continuous type multi chambered
Gas Fired Furnace Line
Straight Trough Gas Fired Sealed
Qench Furnaces.
Pre / Post Washing Baths with
Electrical Heating
Electrical Preheating Furnace.
Electrical Tempering Furnace.
Induction Hardening Machines.
Spinner Hanger shot Blasting
Machine.
Shot Peening Machine.
Endogas Generator with
Automatic
Dew Point Control.
Inspection
Facilities
TTI and HOFLER lead and
profile gear testers
Profile Projector
TRIMOS heights gaugeDigital vernier caliper
Outside Conventional measuring
Instruments and gauges
Metallurgical
Laboratory
Metallurgical microscope
Hadenability testers
Brinell and Rockwell hardness
testers
Micro hardness testerAllied equipments for case depth
measurement
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Vendors of Sanjeev Auto
Sanjeev its inception, Sanjeev Auto has worked closely with its customers, had
mutual dialog to understand their need and develops its plans to process a product
which fulfills customer expectations.
The core team within Sanjeev Auto keeps on working for excellence in product
quality, minimizing response time to retain cost competiveness.
This coupled with investment in latest technology & human resources has enables
us achieve continual growth & exact Standards.
Sr.
No.
CUSTOMERS NAME &
LOCATIONINDUSTRY PRODUCTS
1BAJAJ AUTO LIMITED,
INDIAAutomobile
Transmission sub assemblies.Gears, Shafts, Shifter fork &
other machined Parts
2EATON TRUCK GROUP,
INDIA & BRAZILAutomobile Shifter Forks
3ZF AG,
GERMANYAutomobile Gears & Shafts
4 JOHN DEERE, INDIA & USATractor/
AgriculturalGears, Shafts, Shifter Forks
5TRANSAXLE
MANUFACTURING OF
AMERICA
Tractor/
Agricultural
Gears, Shafts, Shifter Forks &
other precision machined parts.
6KIRLOSKAR OIL ENGINES
LTD INDIA
Gensets/ Diesel
Engines
Gears & other precision
machined parts.
7GREAVES COTTON LTD.
INDIA
Gensets/ Diesel
Engines
Gears, Shafts, Shifter Forks &
other precision machined parts.
8ENDRESS=HAUSER
FLOWTEC,SWITZERLAND
Flow meters /
EngineeringPrecision machine parts
9STROMAG AG,
GERMANY
Off highway/
engineeringGears & Huns
10INGERSOLL RAND
USA
Off highway/
engineering
Gears, Shafts, Shifter Forks &
other precision machined parts.
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Areas of operation:
Sanjeev Auto Parts works in the local and the international market. There are total
7 manufacturing units of units of Sanjeev Auto Parts in Waluj, Aurngabad. These
are K-96 (Corporate Office), M-115, C-4, C-86, C-238, D-33, E-84. The companyruns in three shifts i.e.
First Shift: 7.0 AM- 3.30 PM
Second Shift: 3.3 PM- 11.30PM
Third Shift: 11.30 PM7.00AM
General Shift: 9.00 Am- 5.30PM
Organization Structure of Sanjeev Auto Manufacturers
Private Limited
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HUMAN RESOURCE DEPARTMENT
Head of Human Resource Department: Mr. MV Kulkarni
Sanjeev Auto Parts Manufactures has aligned its HR policies a strategy of
sustaining a leader. The HR policies aims to enable scalability of its business and
processes, simultaneously achieving a high level of ownership and involvement in
its employees. The HR policies are built around the core values and beliefs of:
Trust and faith Flexibility Open Culture Development of employees being the prime responsibility Concern for individual
There are various function carried out by the HR Department in Sanjeev Auto
similar to the other organization which includes:
Recruitment
Training and Development Employee Evaluation Incentive Policies Retention Salary and Wages Time Office Statuary Compliances Admin Work
All these functions have its own important which helps the company to run
smoothly. The basic function of HRD is to provide service to all. Basically its a
service sector of the company
The HR Department follows all the rules & regulations that come under the
factories Act, 1956 & Labour Laws, etc.
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FINANCE DEPARTMENTS
Head of Finance Departments: Mr. G N Deshpande.
He takes care of the finance department. The company is committed towards its
sources of funds for their best utilization. Finance department of any company is
responsible for obtaining and effectively utilizing the funds.
All the necessary decisions are taken by the owner and finance director.
The finance Departments takes care of the following important areas:
Finance Accounting Costing Taxation Export Suppliers payment
The basic areas of working for finance department under these heads are as
follows:
Budget preparation Budget administration Cost allocation Accounts payable Grants administration Monitoring service providers Contract administration Billing Property inventory General accounting records Fixed assets records Custody of funds Distribution of pass-through funds
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Cash flow Investments Debt administration Risk management Statutory Reports Tax Reports
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Highlights of Finance Department
All the financial affairs are settled by finance Manager: Shaikh Ayyaz
Account is prepared on the historical cost conventions which materiallycomply with the mandatory accounting standard used by ICAI. The
significant accounting policies followed by Sanjeev Auto Are as follows:
Sales are inclusive of excise duty and sale tax. Fixed assets are stated at their original cost of acquisition including
taxes, duties, fright and other incident expenses related to equation
and installation of the concerned assets.
Technical know-how is also capitalized in fixed assets. Raw material is valued at cost computed on the monthly average basis
of the last month after providing for cost of obsolescence.
Scrap other than raw material is valued at new realized value.
Finance Activities
Dealing with bank for companies credit limit. Dealing with bank guarantees and letter of credit Maintenance of all the accounts and their reconciliation. Deposits of cheques received from customer Preparation of cheque and their release to the respected parties. Co- ordination for preparation of payroll.
Compliance under various acts:
1. Income Tax2. Sales Tax3. Service Tax
Bank system
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For regular inflow of cash and ready maintenance of working capital, the company
is involved with the banks in fall funds and non funds based transactions. The bank
which deal with Sanjeev Auto are
1.
IDBI Bank2. ICICI Bank3. Cosmos Bank
Use of methods
In Sanjeev Auto there is applicable of SAP. This is very useful software which
helps to solve many types of problems very easily.
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Use of SAP
SAP in India is becoming increasingly popular these days as:
SAP allows customizing the software to specific needs of the company
SAP is user-friendly, familiar looking, and has an experience of windowsbased applications
SAP can be used worldwide It is easy to process user under transaction with SAP SAP increases liability SAP improves the effectiveness and efficiency of the employees
Other Activities
Finance department keeps the record of all the financial activities taking place in
Sanjeev Auto. Some of the functions include maintaining register, keeping
vouchers, etc.
Register Include:
1. Purchase order register2. Sales3. Travelling expenses register4. DD Purchase register5. TDS summary register6. Octroi Register
Vouchers Include:
1. Material purchase voucher2. Capital purchase voucher3. Expenses purchase voucher4. Bank payment voucher5. Cash payment voucher
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Marketing Department:
Sanjeev Auto Parts Manufacturers Pvt. Ltd. is a manufacturing industry which
provides the essential materials such as harnessed auto spare parts to the major
manufacturing firms for automotive as well domestic appliance manufacture. Thecustomer group of Sanjeev Auto Parts Manufacturers Pvt. Ltd. Consists Mainly of
major manufacturing companies producing branded good. These customers belong
to different strata of economy, different geographical locations and different
professions and business.
The need of each customer company is distinct from the needs of other
company and, it is therefore necessary on the part of the marketing department to
identify the distinct demand of its customer companies and then to supply required
harnessed plastic to the customer company.
Marketing is done on the basis via sending E-Mail to various companies or mouth
to mouth marketing.
Functions of Marketing Department:
1. To generate demand and requirements by the customers for its products byinfluencing the customers of the good quality of its product this can be used
as a raw material for the production of the final output product by thecustomer company.
2. To charge the customer companies fair amount for the quires produced inthe company considering the cost of production as the harnessed wires are
mainly manufactured with copper and insulated wires so the host company
should charge the customer company on the basis of the price of copper in
the international market ALUMNI, and even there is a contractual
relationship between the customer company and the host company therefore
the host company should give a price discount or price amended on the
average of prices of last three months.
3. To retain the customers by supplying them the demanded products at theirconvenience and sometimes even indulging in the logistics activates to
supply the demanded products to the customers.
4. To give instant attention to the customers inquiries and sometimes evengoing off the way for solving their complaints.
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5. To make efforts influence the customers to increase- their percentage ofschedule by supplying the customer demanded products percentage of
schedule by supplying the customer demanded products to consumers at
time even in the stage of crises, such that it will build trust in the minds of
the customer company.
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Various Departments related to manufacturing sector:
Stores
This department includes all the activities related to stores. For example the
function includes receiving the requirement related to raw material, customers,
receive on the delivery of the product and prepare the purchase order and many
more.
Procedure Design and Development Department:
All the activities taking place in this department are related to product designing
and development. All the process is carried out under the guidance of the experts.
Purchase department:
Identifying the potential customers, recording the details, customer
communication, sending quotations, its approval and execution and monitoring of
contract are all the function related to purchase department.
Production department:
Procedure for job set up approval:
Sr.
No. Activity / Method
1. As per the job set up check list, operator sets the process and produces the first
component.
2. Operator produces five consecutive components and gives for verification and
testing.
3. PRD Supervisor check the components as per the control panel and prepare the
hob set up approval report. Incase all the 5 samples are acceptable the
supervisor approves the set up.4. In case the samples are not acceptable, the setting is re-verified, corrected and
next 5 samples are produced and re- inspected for product conformity.
5. Identify the issues from rejection n/ rework generated during set up for taking
corrective and preventive actions. Verify the effectiveness of actions taken,
after one week of implementation of decided actions.
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The operations taking place in production shop are:
Habbing Deburing Shaving Shaping ID, OD Grinding Broaching Pressing Punching Bush Pressing Bush Boring Tapping Antirust Oiling Final Inspection
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Quality Assurance Department:
It divided into two parts i.e. Quality Circle.
A.Quality PoliciesThe Quality Policies implemented in Sanjeev Group are TPM, KAIXEN and
POKAYOKE.
1. TQMTQM Means Total Quality Maintenance, This Concept was originated in
Japan In 1940. The main air of implementing TPM is to avoid Losses that
are occurring the organization. It Mainly includes 8 Pillars: Out of it 5
Pillars are implemented in Sanjeev auto parts and those are as follows:
JH: Jishu Hozen (Autonomous Maintenance)Due to this concept, the concept I operate- you maintain is changed to Ioperate- I maintain
KK: Kobetsu KiazenIt is called as father of pillar. Because it includes 8 pillars of TPM, Contains
a parameter which is called OEE means overall equipment efficiency. The
parameter OEE shows the performance and progress of any organization.
The OEE is calculated as %OEE = A*P*Q
Where A = Availability
P = ProductivityQ = Quality
The OEE above 85% is good for the company.
QM: Quality ManagementThe aim of the pillar is to improve the situation in order to reduce customer
complaint and rejection. The rejections like in- house rejection, supplier
rejection and in-house rework.
QM: Quality ManagementThe aim of the pillar is to improve the situation in order to reduce customercomplaint and rejection. The Rejections like in- house rejection, supplier
rejection and in-house rework.
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RM: Preventive MaintenanceThe plan of PM is prepared and according to this plan it is executed. IN this
type of maintenance the sensible part of each machine is checked
periodically.
SHE: Safety Health and EnvironmentIn this pillar care is taken to avoid any accidents, which cause the problem to the
health of operator. It should ensure safety of the worker, If any accident took place
then with help of why-why analysis the root cause of that accident is found and it
is removed.
2. KAIZEN:Kaizen means small change or improvement; it considers the improvements
done by single person for its convenience. Daily about 2-3 new kaizen areimplanted. Typical example is given as follows:
The Exhaust chamber is provided on the oil cooling section of air
compressor.
The cooling oil with forced air provided by the fan. If this hot air is not
channeled properly then it spreads in the compressor room and heat the
compressor.
B.Quality CircleIf any improvement is done by the group of 3-4 people then it is known asquality circle. The problem occurring in the line is selected randomly and
this problem is removed by this team. Also sometimes the help of
maintenance department is also taken.
3. Pokayoke:Pokayoke means arresting defect. The special arrangement is mad such that
if any important part is not assembled then the next operation will not take
place. Pokayoke looks at the defect, stops the system, give immediate
feedback to get root cause of the problem to prevent it from re-occurrence.
All these above methods are followed in Sanjeev Auto Parts to maximum
best results and to minimize the errors.
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Key Result Areas or KRAs refer to general areas of outcomes or outputs
for which a role is responsible. A typical role targets three to five KRA.
KRAs are also known as key work outputs (KWOs).
Value Identifying KRAs helps individuals:
Clarify their roles Align their roles to the organizations business or strategic plan Focus on results rather than activities Communicate their roles purposes to others Set goals and objectives Prioritize their activities, and therefore improve their time/work
management
Make value-added decisionsDescription
Key result areas (KRAs) capture about 80% of a work role. The remainder
of the role is usually devoted to areas of shared responsibility (e.g., helping
team members, participating in activities for the good of the organization).
For example, image of the organization isusually a very senior officials
key result area, but hopefully all employees contribute to this outcome.
Most roles include 3 to 5 key result areas. If individuals are accountable for
more than this, they may be overloaded, or they may not be delegating
effectively.Key result areas are worded using as few terms as possible with no verbs
(i.e., these are about results, not action) and no direction/measurement (e.g.,
words such as "good," "increased" or "decreased"). They simply describe the
Areas for which one is responsible for results.
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Guidelines for KRA
KRAs are applicable for all the existing employees of Sanjeev Auto Parts.
All employees confirmed or none confirmed are eligible for KRA. KEAs
will be defined for all new joined employee for that subsequent Quarter.
Employees joined on the last date of quarter will be considered for KRA forsubsequent quarter. But the employees joined in between the quarter will not
be considered for KRA.
Appraisal Forms
The Performance Appraisal Forms at Sanjeev have been designed
taking into consideration the roles and responsibilities of employees at
different levels. For the purpose of appraisal, the organization has been
divided into three levels and three different forms have been designed for the
different levels.These are
Top / Senior Management 9 Level One) Middle Management / Functional Heads (Level Two) Junior Management (Level Three)
The forms for the 3 levels have been broadly divided into 4 sections. These
sections includes
Part I Employee details Part II Key Result Area Part III Competencies Part IV Overall Performance Rating Part V Self Development Plan
Part IEmployee Details
Part I of the form contains details of the employees and his/her career progression
in Sanjeev Group. Employee details filled up by HR department for all employees.
Name of the Employee: Employee Code: Department / Section:
Date of joining: Designation: Level:
Business Unit: Qualification: Gross Pay:
Carrere Progression at Sanjeev Group starting from date of joining till
current assignment:
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Part I also includes score ration from 1 to 5 on KRAs and competencies. Appraise
and Appraiser should go through the ration score in details before filling in slf
ration and manager rating.
Part II Key Result Area Assessment
This section indicates WHAT the appraise would achieve in terms of result and
outputs during rating period.
Ration scale has been defined from 5 to 1 in descending order.
On KRA Rating On Competencies
Significantly exceeds expectationson all major goals and standards and
is able to achieve stretched goals
with minimum supervision.
5 Has mastered the company anddemonstrates it all the time. Others
see him/her as an expert or role
model in this area.
Consistently meets all major goals
and standards, may exceed
expectations in a few areas. Needs
some guidance and supervision.
4 Demonstrates the competency most
of time. Has the ability to coach for
improvement largely through
greater self-initiative and self directed learning.
Meets some goals and standards.May be somewhat below
expectations on some goals. Meets
the normal expectation of the job.
Needs reasonable degree of
guidance.
3 Demonstrates the competencyoften. Has the ability to perform
independently in this area but may
require guidance.
Meets some goals and standards
with close supervision. Is below
expectation with respect to other
goals but does not significantly
underachieve.
2 Demonstrates the competency
sometimes. Still needs to learn and
improve in this area. Requires close
guidance.
Few goals were met and
performance on the job in many
areas is below minimum standers, in
spite of close supervision
1 Does not demonstrate the
competency at all. Or demonstrates
negative behaviors with respect to
the competency.
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This section of the form has to be filled at the beginning of the appraisal cycle
through a discussion between the appraise ( Individual Employee) and the
appraiser (His / her immediate superior).
Performance Planning Performance Review
Key
Objective
Measure (s)
of
Completion
Target
Date
Weight
age ( Out
of 100)
Details of
Achievement
/ shortfalls /
learnings
Self
Score
Manager
Score
Productivity
Quality
Cost
Delivery
Safety
Morale
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Six Parameters ofKRAs are as follows:
1. Productivity: It refers to process efficiency parameters for supportdepartments.
2.
Quality: It refers to end product or service out comes for respectivefunctions/ departments.
3. Cost: Parameter targets need to be fixed with due consideration for qualityand delivery.
4. Delivery: It refers to timeliness for internal as well as external customers.5. Safety: refers to adherence to safety norms and adequate provision of safe
working conditions,
6. Moral: Refers to motivation of teams and extends to team building andpeople development.
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Part IIICompetancies Assessment
A competency is any observable and / or measurable knowledge, skill, ability or
behaviors that contribute to the successful performance of a job. These are often
defined in terms of behavioral indicators.
Level One Level Two Level Three
Technical / Functional
knowledge
Technical / Functional
knowledge
Technical / Functional
knowledge
Communication skill Communication skill Communication skill
Result Orientation Result Orientation Result Orientation
Execution excellence Execution excellence Execution excellence
Team Management Team Management Team Management
Valuing People&
Relationships
Personal Effectiveness Personal Effectiveness
Competencies have been indentified for all the three levels depending on the roles
and the responsibilities at different levels.
Weight ages for Key Result Area & Competencies
For all levels of employees, performance on the KRAs accounts for 60% weight
age and on competencies is 40% weight age i.e. 60% & 40% for KRAs &
Competencies is same for all levels of management.
Review and assessment of KRA needs to be carried out at the end of every quarter.
The quarterly scores arrived during this process form a critical input to the annual
Appraisal Process.
Part IVOverall Annual Performance Rating
The overall rating of the KRA is given as follows, which will decide the KRA.
Sr. No. Qualifier Total Annual Score
1 Excellent 4.1-5
2 Very Good 3.1-4
3 Good 2.1-3
4 Average 1.1-2
5 Below Average Up to 1
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Key Result Areas Will be received at the end of every quarter i.e. in the month of
June, September, December & March.
PartV Self Development Plan
This part of the form provides for drawing up an Individual Development Plan for
the appraise. Inputs form party II on Competencies Review are used for drawing
development plan, for TOP Management / HOD of functions, sub-ordinate
feedback will also be taken for identifying Developmental needs.
This plan should be designed in discussion with the individual employees
immediate manager. The manager of the employee needs to take the responsibility
for providing the resources and organizational support to ensure that the employeefulfils the developmental plan. An employee must, however, remember that
Development is 99% self initiative and 1% organizational support.
Important Timelines for performance System:
Definition of
Quarter
Review & Target
Setting Period for
HOD
HRD HRD Review
Period
1st
April- 30th
June
every Year
Between 1st 5th
July every year
Must Received by
HRD by 6th July
From 6th
July 12th
July
1st
July- 30th
Sept.
every Year
Between 1st 5
th
Oct. every year
Must Received by
HRD by 6th
Oct.
From 6th
Oct.12th
Oct.
1st
Oct- 30th
Dec.
every Year
Between 1st 5th
Jan. every year
Must Received by
HRD by 6th
Jan.
From 6th
Jan 12th
Jan
1st
Jan- 30th
March
every Year
Between 1st 5
th
March every year
Must Received by
HRD by 6th
April.
From 6th
March
12th
March
Target Review
Key Result Area as told earlier will be received at the end of every quarter,
hence performance pay will be divided into 4 quarter and will be paid at end of
every quarter on the basis of the grading giving by HOD.
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1. Rated 90-100 = A+ -Will be paid 100% of performance Pay2. Rated 80-90 = A -Will be paid 100% of performance Pay3. Rated 65-79 = B -Will be paid 100% of performance Pay4. Rated 64 & Below = C -Will be paid 100% of performance Pay
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Review Methodology for all:
All HODs should follow the dates. All HODs will evaluate individual KRAs with personal Discussion with
Appraise. Individual, HOD & VP, will duly sign all KRAs wherever required. HOD & EMPLOYEE should mutually agree on remarks. Appraisal will be reviewed by HRD if person secured C or less than grade. All the points mentioned in KRAs will carry equal marks. Rating should be given as per percentage of completion of target.
Performance Assessment and Rating
Performance will be assessed every quarter and also at the end of every year to
arrive overall annual performance rating for the year.
Performance Assessment and rating is reviewed at year end & entered in rating
column which is multiplied by respective weight age assigned.
Annual Score Matrix
SR. NO. Period of
Appraisal
Rating Weight age Annual Score
(Rating Weight age)
1 KRA Quarter I 15%
2 KRA Quarter II 15%
3 KRA Quarter III 15%
4 KRA Quarter IV 15%
5 Assessment Score
For Competencies
40%
Overall Annual Appraisal Score (=1+2+3+4+5)
Overall Annual Appraisal Score will be summation of annual score.
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SUMMARY OF FINDINGS
After working in the company for nearly one and half months, it came tonotice that the company has vertical structure and the environment or the
work culture followed is very professional.
A review of questioner was taken of 06 different employees (from Level 1to 3); it concluded that KRA is most of the time taken into consideration as
the means of getting the variable pay at the end of every quarter. It was
not just the questioner but also one to one talk with the employee which
brings me to this conclusion.
After working there it came to notice that less number of training sessionsand induction programs are undertaken.
Complete procedure for KRA was carried out while working in sanjeev AutoParts. It was found that the total number of employees eligible for KRA in
Sanjeev Auto Parts is 182. The separate grading of the employees is
Grade Number of Employees
A+ 30
A 92
B+ 48
B 12
C NIL
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SWOT ANALYSIS
Strength:
This company has high class of infrastructure which adds to the strength ofit.
This company has a free and co-operative working condition which makesthe atmosphere healthy to work.
Weakness:
It actually does not lack motivational activities but less number ofmotivational activities like incentive or bonus or fringe benefits are carried
out.
Less no. of Induction Program are held which creates confusion in the workfor the employees or it may lead to more number of absenteeism.
Opportunities:
This company has got a worldwide marketing network where this companyhas got great opportunities to grow.
It should look after the local market for expanding its sales.Threats:
Local competitors are growing up very fast and are giving toughcompetition to Sanjeev Auto Parts.
More number of absenteeism can lead take a serious action against it.
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SUGGESTIONS
There should be increase in the number of training programs and inductionprograms in Sanjeev Auto Parts so that the employees get more job
centered and the new joined get a complete idea of their job profile.
More number of motivational activities should be conducted in thecompany which includes incentives, bonus or any other type preferable.
LEARNING
Amongst all the employees eligible for KRA, almost 17% have got A+ grade,nearly 50% has got A grade whereas less than 33% of the employee have B
and C grade.
On the basis of the observation and findings for the procedure of KRA,filling of the questionnaire by their employees and interviews carried out, it
was a learning that most of the people are self-motivated while others are
also work centered but requires a bit motivation.
It was a great and explorative experience while working in Sanjeev AutoParts where I came to learn the incentive cycle of the company,
recruitment system in the company and many more actual procedures in
the company.
Actual observation of various laws which are applicable for an engineeringcompany like Sanjeev Auto Parts was seen, as an engineering company has
to follow total 27 Labor Laws out of total 47 in number.
Various concepts like the salary structure of the company, statutorycompliances to be carried out by the company, the time office work, etc.
was understood during the project.
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CONCLUSION
I have done this project report in a very healthy atmosphere, where
everyone corporate me to do my project work in a systematic and complete
manner. This training has given me the knowledge about the various functions of
plan.
For a MBA student a learning combination of theory and practice is an
invaluable asset as this helps in understanding the core principles of business by
way of first hand experiences. This in plant training is a stepping-stone, which will
groom me for my future in the Corporate World.
In Plant-Training helped me to understand all the functions, which is going
in the company. This training also helped me to understand the managerial skills,
which we study theoretically.
It helped me to understand and know the exact mechanism of working of
the various departments.
It gave the ideas about the exact work done by the Managers and also
about the vocation they do in contemporary.
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BIBLIOGRAPHY
Website:
www.sanjeevgroup.com www.google.com www.wikipedia.com
Primary data collection:
The HR manuals of Sanjeev Auto Parts. The official website of the company. The records of all the incentive policy structure. Designed structure for KRA. Modal of the PERFORMANCE APPRAISAL CYCLE.
Secondary data collection:
Questionnaires. Interviews.
http://www.sanjeevgroup.com/http://www.sanjeevgroup.com/http://www.google.com/http://www.google.com/http://www.wikipedia.com/http://www.wikipedia.com/http://www.wikipedia.com/http://www.google.com/http://www.sanjeevgroup.com/