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1. INTRODUCTION
1.1.1 DEFINITION
1.1.2 TYPES:
The two most frequently used kinds of training are on-the-job training
and lectures, although little research exists as to the effectiveness of
either. It is usually impossible to teach someone everything she needs to
know at a location away from the workplace. Thus on-the-job training
often supplements other kinds of training, e.g., classroom or off-site
training; but on-the-job training is frequently the only form of training. It is
usually informal, which means, unfortunately, that the trainer does not
concentrate on the training as much as she should, and the trainer may
not have a well-articulated picture of what the novice needs to learn.
On-the-job training is not successful when used to avoid developing a
training program, though it can be an effective part of a well-coordinated
training program.
Lectures are used because of their low cost and their capacity to reach
many people. Lectures, which use one-way communication as opposed
to interactive learning techniques, are much criticized as a training
device.
With CAI, students can learn at their own pace, as with PI. Because the
student interacts with the computer, it is believed by many to be a more
dynamic learning device. Educational alternatives can be quickly
selected to suit the student's capabilities, and performance can be
monitored continuously. As instruction proceeds, data are gathered for
monitoring and improving performance.
Both television and film extend the range of skills that can be taught and
the way information may be presented. Many systems have electronic
blackboards and slide projection equipment. The use of techniques that
combine audiovisual systems such as closed circuit television and
telephones has spawned a new term for this type of training,
teletraining. The feature on “Sesame Street " illustrates the design and
evaluation of one of television's favorite children's program as a training
device.
V. Simulations
They are the direct progeny of war games that have been used to train
officers in combat techniques for hundreds of years. Almost all early
business games were designed to teach basic business skills, but more
recent games also include interpersonal skills. Monopoly might be
considered the quintessential business game for young capitalists. It is
probably the first place youngsters learned the words mortgage, taxes,
and goes to jail.
1] Observation Assignment :-
2] Position Rotation:-
3] Serving on Committees:-
6] Case Study :-
7] Incident Method :-
This method was developed at M.I.T. by Paul and Pigors, as an
outgrowth of dissatisfaction felt with the case method. In the usual case
method the entire problem is presented to the students, whereas in the
incident method only a brief incident is presented to provoke discussion
in the class. The group then puts questions to the instructor to draw out
of him the salient facts and additional information, needed to arrive at a
reasonable solution or resolution of the case. This method draws the
participants into discussion with greater emotional involvement. A unique
advantage of this method over the case method is the procedure of
obtaining information by questions, one that often must take place in
actual business situations.
8] Role Playing :-
In this method, the instructor assigns parts taken from case materials to
group members. The situation is usually one involving conflict between
people. The role players attempt to act the parts as they would behave
in a real life situation, working without a script or memorized lines and
improvising as they play the parts. The development of empathy and
sensitivity is one of the primary objectives of role playing.
While electronic and web based learning sessions are becoming more
popular due to their relative ease of setting up, and the advances in
technology bringing virtual closer to real every day, age‐old trends of
distance education and mentoring are making a strong return in Canada,
especially in the recessionary period.
QTCU training officer Ross Acutt says its a move that he'd
recommend to any financial services sector employer.
Needs Assessment
An important factor in designing training programmes is the
magnitude of the demand for the skills to be developed by the training. It
was often observed that the objectives of training activities, in terms of
people to be trained, were not determined on the basis of the
requirements for specific skills or projections of jobs to be created,
especially in the public sector. This can have a deleterious effect on the
sustainability of training imparted because, if trainees are not given
ample opportunity to practice their skills, eventually such skills will be
lost. An assessment of the capacity of national institutions to absorb
trained personnel is therefore critical to ensure the effectiveness of
training.
Selection of Trainees
Content of Training
Training of Trainers
Training Methods
Training Materials
Manuals, guidelines and IEC materials for population training were the
weakest component in all projects evaluated. In demographic training,
use of appropriate materials including microcomputer simulation
programmes to illustrate population dynamics was found to be
infrequent, although a wide array of such materials had been produced
by an interregional project that supplies them free of charge.
Unfortunately, the outputs of this project did not appear to be well known
at the country level.
The quality of materials used was stressed by almost all the evaluation
reports as a decisive contributor to training effectiveness. An example is
the evaluation of quality of family planning services which recommend
support for the development of culturally appropriate and
understandable materials for training service providers in MCH/FP.
Innovative and effective teaching methods need appropriate teaching
materials for better impact.
Impact of Training
Impact evaluation is important for assessing the effectiveness of
training. Such evaluations should examine, inter alia the appropriateness
of both training curriculum and teaching methodology. Various reports
stressed that the quality of an impact evaluation depends greatly on its
being planned for in the original design of the project or programme.
Thus, evaluations of impact should not be viewed as periodic events:
continuous, in built evaluation mechanisms should form part of the
strategies for project execution to gather data for eventual impact
assessment.
The reports reviewed for this paper, however, rarely refer to this
type of exercise. In most cases, only the impact of short-term training
was assessed. For long-term training, as in demography or in-school
population education, evaluation of impact rarely occurred.
Institutional Environment
The employees are provided with both on the Job training and off
the Job training, Training is to fill the gap between actual performance
and excepted performance,
♦ Induction training
♦ Regular training from annual training needs Identification
♦ On the Job training for new or transferred employees
♦ Development programme Induction training
HRD interacts with the functional heads of the function in which the
candidate is to be placed, to arrive at the areas where more focus should
be given, accordingly a schedule is provided to be the newly recruited
employee. An induction manual which contains the essential details
about product/ processes, systems and organization is provided for
reference.
Development Programme
CHAPTER 2
MANAGEMENT:
In the years since its genesis, the Roots have spun off several
divisions to cater a wide range of services.
SECRET OF SUCCESS:
At Roots, the underlying belief is that the thirst for success is the
mantra that drives the company to excel. This is achieved by embracing
the mantra of "embedding value driven success" in every root.
VISION OF ROOTS:
GLOBAL ALLIANCES:
QUALITY POLICY:
Quality in behaviour
Quality in governance
Quality in human relation
ENVIRONMENTAL POLICY
MILESTONES
2000 - Becomes the first horn manufacturer in Asia to obtain VDA 6.1
and the first in the world to ISO/TS 16949
2000 - The first to introduce digitally controlled air horns and low
frequency, low decimal irritation first Jumbo Air Horns.
2003 - Roots Industries Ltd (RIL) opens its 100% exclusive Export
Oriented Unit at their horn division.
2004 - Roots Industries Limited (RIL) opens its 100% exclusive Export
Oriented Unit at their Horn Division, Thoppampatti, Coimbatore to cater
the needs of Ford North America.
2005 - Roots Industries Ltd., Horn Division upgraded its ISO: 14001
from 1996 version to 2004 version,
2007 - RIL got award for the best horn industry in Coimbatore city.
RIL was the first offshoot of American Auto Service. Since then,
there has been no looking back In terms of growth and diversification.
RIL's versatile product range includes a comprehensive array of
automobile horns, auto lamps, pistons & rings and sophisticated parking
guide systems. The company currently enjoys 60% market share in the
automobile horn market Its growing market leadership stance has been
enough incentive for RIL to start operations In Malaysia as well.
A technical collaboration with Robert Bosch brought International
acclaim to RIL. An Engineering Research Centre equipped with the
latest technical instruments adds further advantage to manufacturing
world class products. RIL is India's first auto accessories manufacturing
company to get ISO: 9001, QS 9000, VDA 6.1 and the ISO/TS 16949
certifications. As an eco-conscious corporate, RIL has also gained ISO:
14001 certification.
PRODUCT RANGE:
Vibrosonic
Windtone
Clearotne
Bosch range
Roots 90
Megasonic
Smartone
Spider
FSA2
R70
Sensors
1. Housing
2. Windtone Super
3. Diaphragm
4. Tone Disc
5. Contact Point Components
6. Mounting bracket
MANUFACTURING METHODS:
1) HOUSING:
2. DIAPHRAGM:
The process flows in the right direction.
ASSEMBLY SECTION
Customers:
PRODUCTS:
INDUSTRIES:
FACILITIES:
PRODUCTS:
○ Sweepers
○ Scrubber-Driers
○ Floor Washing Machines
○ Ride-one-Scrubber
○ Ride-on-Sweeper
○ City Master
○ High Pressure Jet Cleaners
○ Extra Heavy Duty Industrial Vacuums
○ Industrial Vacuum Cleaners
○ Single Disc Machines
○ Janitorial Range
INDUSTRIES:
PRODUCTS:
○ Air horns
○ Controllers
○ Switches
○ Relays
○ Electronic Flashers
○ Melody Makers
○ Security Systems
○ Mobile Charges
CUSTOMERS:
ASHOK LEYLAND
CATERPILLAR INDIA
JOB ESCORTS
Over the years, Polycraft has gained skills and unique techniques
to manufacture small and medium size components for Automative,
Pump, Textile, and Medical Industries besides meeting the captive
requirements of Roots Group. Being fully equipped to provide the best
service, Polycraft has satisfied customers who have helped augment its
technological advances.
MANUFACTURING METHOD:
FACILTIES:
○ Injection moulding
○ Extrusion moulding
○ Ultrasonic welding
Roots Cast Private Limited and Roots Polycraft are the most
dynamic enterprises within the Root's group. This is where precision and
quality is in complete harmony with each other. Dynamism is part
design; tooling and part production, all drive the group to elevated levels
of success.
RAW MATERIALS:
INDUSTRIES:
➢ Automobile industries
➢ Textile industries
➢ Medical Industries
➢ Electrical Industries
➢ Pump Industries
FACILITIES:
Roots Precision Products has the facility to conduct tool trial on:
• Mechanical Press up to 250 Tons
• Hydraulic Press up to 60 Tons
• Pressure Die Casting Machine up to 250 Tons
• Plastic Injection Moulding up to 130 Tons
• Ultrasonic welding (with horns supplied by customers) up to
25mm2 capacity
PRODUCTS:
➢ Press tools
➢ Injection moulds
➢ Die-castings dies
➢ Jigs and fixtures
PRODUCT RANGE:
Chamber
Customers:
DEPARTMENTS IN ROOTS
Introduction
• Application
• paper advertisement
• Campus Interview
• Internal /External.
Selection Criteria
• Age
• Communication Skill
• Physical Stamina
• Leadership Skill
• Social & Human Relation Skill
• Formal education
• Technical Education
• Previous Experience
• Social Status
• Suitability to the post.
Methods of Selection
• Aptitude Test
• Intelligence Test.
• Attitude test
• Achievement test
• Personal Interview
• Group discussion
Performance Appraisal
• At all levels
• Executives, Staff, Workers, Trainees and Apprentice.
• Periodical appraisal
• Reporting officer Appraisal
• HOD Appraisal
Bonus
A minimum of 8.33% and maximum of 20.5% is provided.
Promotion
Provident fund
Punch Card
The workers receive their wages on 6th every month when the
staff received their.
Grades are given to the workers and the staffs and those with
higher grade get higher salary.
HR Objectives
• Customer satisfaction
• Concern for society
Customer Satisfaction
• Job Enrichment
• Empowerment
• Development of Staff
• Safety
• Health
Welfare Scheme
• Free uniforms
• Education advance Scheme
• Marriage loan
• Groups Insurance Scheme
• Super animation Scheme
• LIC Scheme
ORGANIZATIONAL STRUCTURE:
Introduction
The employees are provided with both on the Job training and off
the Job training, Training is to fill the gap between actual performance
and excepted performance,
♦ Induction training
♦ Regular training from annual training needs Identification
♦ On the Job training for new or transferred employees
♦ Development programme Induction training
HRD interacts with the functional heads of the function in which the
candidate is to be placed, to arrive at the areas where more focus should
be given, accordingly a schedule is provided to be the newly recruited
employee. An induction manual which contains the essential details
about product/ processes, systems and organization is provided for
reference.
Development Programme
♦ Provident Fund
♦ Pension
If the pensioner expires then the spouse will be paid 75% of the
actual pension and 25% of first children below the age of 25 year.
♦ Gratuity
When an employee has worked for more than five years and then
leaves the company, gratuity is given and calculated as follows.
Where
Obseravtion:
Registers
• Cash Payment
• Cash Receipt
• Debit Note
• Credit Note
• Bank Receipt
• Bank payment
• Purchase journals
• Sales journals
• General Journals
Ledgers
• General ledger
• Credit's ledger
• Debtor's ledger
• Vendor ledger
• Share transfer ledger
OTHERS
All the above books maintain and transactions are done through
Electronic Data Processing (EDP). For this RIL has EDP In
Finance section for computerizing all functions and activities carried out
in each department.
• Arrangement of funds
○ Reserves and surplus
○ Deferred Tax Liability
○ Secured Loan
○ Unsecured Loan
• Funds management
• Funds management includes payments like salary, wages,
repayment etc.
• Expenses and revenues:
BUDGETING
Credit policy for both the customers and suppliers are decided by
following factors
• Negotiation
• Demand and supply
• Long term Relationship
• Price
○ Average credit period is 60 days.
DISCOUNTS
CASH SECTION
All cash receipts and payments are carried out in this section.
Daily cash transactions are properly recorded and maintained in this
section, which is completely computerized.
CUSTOMS DUTY
RIL pays customs duty for importing materials and machinery from
abroad. For importing of materials, RIL obtained Open general License.
INCOME TAX
The income of all employees will be assessed and deducts the tax
from the employees whose salary exceeds the limits.
SERVICE TAX
Service tax will be paid for any service rendered to the company.
FOREX
I. Do nothing
II. Natural hedging
III. Swaps
IV.Forward market hedging
V. Money market hedging
VI.Leading hedge
VII.Futures hedge
VIII.Options contracts
IX.Exposure netting
X. Risk shifting
XI.Risk sharing
SPOT
FORWARD
FUTURE
SWAP
The most common type of forward transaction is the currency
swap. In a swap, two parties exchange currencies for a certain length of
time and agree to reverse the transaction at a later date. These are not
standardized contracts and are not traded through an exchange.
OPTION
• Premium Charges
• Forecasted information
• Market Conditions
• Interest rates
Observations:
• The company current ratio shows that satisfies the standard norms
during 2003 and 2005 due to decrease in the sundry creditors,
provisions for tax and expenses.
• The company quick ratio shows that, it satisfies the standard
norms during 04, 05, 07 and 08 due to decrease in sundry debtors.
• The company debt equity ratio shows that, it satisfies the standard
norms during 2003-2008 so the company has good liquidity
position.
• The inventory turnover ratio shows that the company conversion
periods are shorter during 03, 04, 05, 06, 07 and 08 due to
increase its sales.
• The debtor's turnover ratio shows that the company debtors are
managed,
• The creditor's turnover ratio shows that the company purchases
more through credit.
• The fixed assets turnover ratio shows that the company efficiently
utilized it fixed assets in proportion to sales during 2003 to 2008.
• The gross profit shows that the company earns a greater profit
before tax during 03, 04, 06, 07 and 08.
• The net profit ratio shows that the company earns a greater profit
after tax during 03,04,06,07 and 08.
• The trend analysis shows that the sales and stocks are in
increasing trend.
Introduction
The company secretary plays the role of chief advisor to the board
of Director on best practice in corporate governance and also
responsible for all regulatory compliances of company.
MR. G. BALASUBRAMANIAM
Role of Secretary
ROLES OF DIRECTOR-FINANCE
Introduction
Quality
Price
Delivery
Structure:
Sources of Purchase
Purchase procedure:
• Bill of material
• Vendor
• Evaluation
• Team of engineers
• Freeze the vendor
• Rise enquiry
• After Evaluation
• Purchase order
These steps are followed for purchasing of material:
Frequency of purchase:
Suppliers:
There are 250 vendors all over India, the vendor
supplies 4000 components based on the 5 product range.
• Developments
• Quality Assurance (QA)
• Production.
Observations:
Function
Procedure
Fixing Bracket For Car- Steam & Dry Iron Sole plates Clam shell for Surgical
starter For Electric Iron interconnect System
RCPL, now has established itself as a major player in the die cast
component manufacturing thanks to the expertise built in the core
activities like tool design, tool making and pressure die cast component
manufacturing.
• Press tools
• Injection moulds
• Die-casting dies
• Jigs and fixtures
• Tool Design
• Manufacture of Press tools, Plastic Injection Moulds, Pressure Die-
casting dies, Gauges and Jigs & fixtures.
• CNC Machining
Facilities:
Roots Precision Products has the facility to conduct tool trial on:
• Mechanical Press up to 250 Tons
• Hydraulic Press up to 60 Tons
• Pressure Die Casting Machine up to 250 Tons
• Plastic Injection Moulding Machine up to 130 Tons
• Ultrasonic welding (with horns supplied by customers) upto
25mm2 capacity
Over the years, Polycraft has gained skills and unique techniques
to manufacture small and medium size components for Automotive,
Pump, Textile, and Medical Industries besides meeting the captive
requirements of Roots Group. Being fully equipped to provide the best
service, Polycraft has satisfied customers who have helped augment its
technological advances.
Observations:
TPM GOALS:
• Zero accident
• Zero breakdown
• Reduced cost
• Zero defect
5 S QUALITY TOOLS:
SEIRI - Sorting
SEISO - Cleanliness
SEIKETSU - Standardization
• Zero Defects
• Zero waste
• Zero Delays
• Stock Inefficiency
• Cost contributing to waste
FMEA
TIME STUDY
KAIZEN
AWARDED
Observations:
Introduction
The Stores Department in a company is to manage the purchased
goods in an efficient way so as to reduce the unknown miscellaneous
loss of material by improper inventory control schemes.
Function
Procedure
Marketing department
Raw Materials will be purchased as per production planning
control (PPC).
After receiving the materials DC will be prepared and for inspection
tag will be attached and sent it to the quality assurance.
If it is ok stores department confirm it.
Material issue ticket (MIT) will be given at the time of material
taken from the stores.
Materials transfer note(MTN) will be made at the time of materials
send for the job order.
Materials return note will be made against the MIT, quality
assurance inspect the machine and send it to stores.
Central Excise duty will be paid and dispatch it.
Marketing department
Introduction
The main aim of the company is to enhance the value and to make
convenience with the existing products to attract new customers and to
retain them.
Duties
Sales department
Documents
• Sales Statement
• Expenses Statement
• Product Report
• Central Excise
• Invoice
• Gate Pass
• Check
• Chelan
• Stock Statement
Exports
MARKETING PROCESS
CUSTOMERS:
ASHOK LEYLAND
TATRA UDYOG
FIAT INDIA
FORD MOTORS
HINDUSTAN MOTORS
MITSUBISHI LANCER
TATA ENGINEERING
DAIMLERCHRYSLER
TOYOTA KIRLOSKAR
VOLVO INDIA
CATERPILLAR INDIA
PIAGGIO
Observations:
CHAPTER 4
4.1 INTRODUCTION:
The purpose of Organization Study is to know the about a
business and how to drive the business in a profitable ways i.e., by
effective management using some plans or suggestions from its
employees or by following useful theories and this effective management
does not include any Thumb Rule .So it is changes continuously as per
the situations both in Internal and external environments.
4.2 FINDINGS
Finance Department:
Systems Department
Production Departments
Quality Department
Marketing Department
4.2 SUGGESTIONS
CONCLUSION
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