COMPANY PROFILE

Spicer India Limited, established in 1993, is a leading supplier of axles,

driveshaft’s (also known as propeller shafts) and drive train products, as well as
genuine service parts. The company provides complete system solutions to
OEMs and the related aftermarket in India and also has been the major exporter
to Dana Holding Corporation. Spicer India Limited products are marketed
through a network of dealers and retailers across the country in the aftermarket.

The company, which has a customer base of virtually all major OEMs in
the automotive, commercial vehicle, and off-highway markets, is a joint venture
between Dana Holding Corporation, USA, and Anand Automotive Systems.

About Dana Holding Corporation:

Dana is a world leader in the supply of axles, driveshaft’s, and structural

sealing, and thermal-management products, as well as genuine service parts.
The company's customer base includes virtually every major vehicle
manufacturer in the global automotive, commercial vehicle, and off-highway
markets. Based in Maumee, Ohio, USA, the company employs approximately
23,000 people in 26 countries and reported 2008 sales of $8.1 billion

About Anand Automotive Systems:

Anand Automotive Systems is a leading manufacturer of automotive

components and systems in India, supplying to virtually every vehicle and
engine manufacturer in the country.

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 With a large range of automotive components, the Group has a sales
turnover of USD 700 million, targeting to achieve $ 1 billion by 2012.

In 1961, the Group started its operations with the establishment of

Gabriel India, the Group's flagship Company in Mumbai for manufacturing
Shock Absorbers. Today, the Group comprises 19 companies with 38 business
units spread in eight states across the country India, employing 7,500 people.

Overall, the strength of Anand Companies lie in their strong brand image,
widespread distribution network, product range, excellent quality, extensive
Original Equipment coverage, Export markets.

PURPOSE:

The purpose of the DANA Corporation is to earn money for its

shareholders and increase the value of their investment.

CUSTOMERS

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PRODUCTS PRODUCED:

SALES:

Year 2007 Domestic Sale: $ 22 Million & Export: $ 17 Million to other

Dana Plants.

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 CERTIFICATIONS

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 ORGANIZATION STRUCTURE

D.D.SINGH (C.O.O)

JODALLI, CHAKHAN,
PATNAGAR SATARA
DHARWAD PUNE

S.REDDY (PLANT
MANAGER)

MASALK B.SUKHL KUMAR

HR EZHIL DEVAR
AR PRODUCT A RAO
(ANUSUY (QUALIT KONDE
(FINANC ION (MATERI (MAINTAN
A) Y) (MANUF’R)
E) AL) CE))

WALKAER MR.KUMA
(DTA) R (EOU)

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 PERFORMANCE APPRAISAL
Spicer India Ltd. categorizes the employees into 3 types. They are:

• Management Staff
• Supporting Engineers
• Shop floor workers

The company has adopted different performance appraisal system for

different employees in the organization, because the requirements of different
jobs are not same.

For supporting engineers & engineers only skills and knowledge are
considered for appraisal, whereas for management staff skills, knowledge and
behaviors are considered.

Purpose of the performance appraisal:

Here company conducts the performance appraisal for evaluating the

performance of an employee and for developing their skills.

Appraisal period:

• For shop floor and supporting engineers – quarterly basis.

• For management staff – once in six months.

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Appraisers:

Appraisal is done by the superiors only.

Appraisal method:

The organization is adopting the forced distribution method for

evaluating the performance of an employee.

• Forced distribution method:

Employee performance is evaluated according to the predetermined

distribution scale. Workers are placed between two extreme “good” and “bad”
performances. The distribution is as follows:

Top – 10%

Good – 20%

Outstanding – 40%

Fair – 20%

Poor – 10%

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 In Spicer India Ltd., the performance of the employee is evaluated on the
basis following parameters:

For shop floor workers:

• Team targets achieved.

• Ideas given by the individuals
• Improvements in the job.
• Involvement in extra circular activity.

For Management staff:

The performance of an employee is evaluated on the basis of 6 key result

areas. These key result areas will be changing for every six months. The
parameters for evaluation are as follows:

• MBO.
• 80% by their behavior with employees & 20% by their performance on
the job.
• Only the results of top and poor performers are taken into consideration.

Post-appraisal activities:

• PIP (Performance Improvement Plan).

•DD (Development Dialogue).

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 These are the activities which are conducted by the organization to
improve the poor performance of the employee.

For the top performers compensation is given on the basis of market

correction.

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 GRIEVANCE HANDLING
Grievance According to Michael Jucius, “ A grievance can be any
discontent or dissatisfaction, whether expressed or not, whether valid or not, and
arising out of anything connected with the company that an employee thinks,
believes, or even feels as unfair, unjust, or inequitable.”

It arises when an employee feels that something has happened or is going

to happen which is unfair, unjust or inequitable.

Grievance redressal procedure:

Dana Ethical Helpline

Chief Operating Officer

One week
VP Operations
7 days
HR Manager
3 days
Supervisor
48 hours
Workers

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 In Spicer India Ltd., the grievance handling procedure is as follows:

The assistant to the HR manger daily goes to the shop floor employees
and collect the problems faced by them. This step acts as a precautionary
measure against arousal of grievances in the organization.

There is a COMPLAINT BOX to put in their complaints; it may be

related to work place or any other problems. The complaint box is accessed by
Mr. D.D.Singh, COO DANA Corporation, once every month, and the issues are
resolved in an open meeting in the presence of all the employees.

There are committees to resolve the grievances. The committees are listed
as follows:

• Employee Relation Maintenance committee.

• Women welfare committee.
• Canteen committee.
• Safety committee.

Employee relation maintenance committee:

In this committee all the employees meet once on 20th of every month to
discuss the general issues related to all the employees.

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Women welfare committee:

In this organization the HR manager, Ms. Anusuya Satapathy is the head

of this committee. In this committee the problems faced by the women
employees like hostel, rest room facilities etc are discussed.

Canteen committee:

In this committee the issues related to the canteen facilities and their
maintenance are discussed.

Safety committee:

In this committee the issues related to the safety measures of the

employees are discussed.

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 LEARNINGS
• Proper management of grievance.
• Good coordination among the employees.
• Encouragement for the employees.
• Good relationship between employees and employers.
• Good facilities for the employees.
• Scope for the employee career development and acts as training
center.

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