Sanjeev auto parts inplant project

7/29/2019 Sanjeev auto parts inplant project ...

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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



8ENDRESS=HAUSER

FLOWTEC,SWITZERLAND

Flow meters /

EngineeringPrecision machine parts

9STROMAG AG,

GERMANY

Off highway/

engineeringGears & Huns

10INGERSOLL RAND

USA

Off highway/

engineering




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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


knowledge


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/

Documents

Sanjeev auto parts inplant project