EL BSL

1Bluestar India Ltd.
Bharuch
A
Summer Training
For
Submitted to
NARMADA COLLEGE OF MANAGEMENT, BHARUCH

Affiliated with
Gujarat Technological University, Ahmadabad
In Partial Fulfillment of the Requirement of

MASTERS OF BUSINESS ADMINISTRATION
By:-
Varun P. Rana
MBA – 1, Sem – 2
Roll No. – 941,
Under the guidance of
Faculty Guide Company Guide

Mr. Subhash Yadav Mr. Ritesh Dhir
Narmada College of
Management, Bharuch
June – July 2010
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2Bluestar India Ltd. Bharuch
DECLARATION
The under signed Mr. Varun Rana hereby declare that I have undergone summer training
& prepared project report for Blue Star under the due guidance of Mr. Ritesh Dhir, Asst
Manager – HR, BLUE STAR LTD. Bharuch.
This is an original work & not submitted to any institute for awarding any degree or
diploma.
Signature :
Place :
Date :
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PREFACE
Growing spiritually can be like a roller coaster ride. Take comfort into the knowledge
that the way down is only preparation for the way up.
In the current perspective we know that no knowledge is complete without knowing

practical aspect of it. Along with various interesting things concerned with enhancing the
understanding of MBA student, the 6 – 8 weeks training is also very vital.
The theoretical knowledge & conceited ideas are the enough background for the career
development but practical training is also having equal contribution for the purpose.
The industrial training is important in management education, because it aims at

improving the education level by giving it a practical direction and by it socially and
individually relevant.
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ACKNOWLEDGEMENT
I am highly indebted to Mr. Jitendra Patel (Senior Manager-HR) for associating me in

this project and giving me an opportunity to undertake training in this esteemed
organization.
I am immensely thankful to my project guide Narmada College of Management,

Bharuch for showing me right directions, guidance & suggestions to complete my
project.
I would like to express my profound gratitude and sincere thanks to Mr. Ritesh Dhir (HR
Manager) Blue Star Ltd., Bharuch for providing me with relevant information and also by
giving me his full cooperation in completing my project successfully.
Lastly, I am also obliged to all the staff members of Blue Star Ltd. Without their
contribution this report could not have in present.
Varun Rana
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Executive Summary
Bluestar is the one of the best company in the cold storage, freeze, and AC industries.
Blue Star limited was founded in 1943 by late Mohan T Advani, an entrepreneur of
exemplary vision and drive. Bluestar having 5 manufacturing plant at Bharuch, Dadara,
Thane, Himachal Pradesh and wada. In Bharuch Plant, They are manufacturing water
cooler, cold chain products & CSD products.
In Bharuch Plant, There are many other departments like Production department, HR
department, Finance department, Marketing department, Purchase department, Stores
department, Quality Assurance department, Dispatch & Logistics department.
Bluestar Ltd is having seasonal business so there are not many employees who stay for
longer time in industries. But in this seasonal business thara are very much importance of
the loyalty of the employees. Because this is directly affected to the productivity of the
company.
For the checking employee loyalty at Bluestar Ltd, Bharuch, I have conducted one survey
& it evolves all the factors which maintain employee loyalty in the company. This report
contains all this data. It contains all the data like how I conducted the survey, what is
sample size, which type of sampling, data collection method, data analysis and at last my
findings & my suggestion for the company.
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Table Of Contents
PART 1: Page no.
 Certificate
 Declaration
 Acknowledgement
 Preface
 Executive Summary
 Contents
PART 2: Introduction
 Company at Glance
 Corporate Profile
 Introduction
 Production department
 HR department
 Finance department
 Marketing department
 Purchase department
 Stores department
 Quality Assurance department
 Dispatch & Logistics department
PART 3: Research Project

 Introduction
 Why I have chosen this topic?
 Literature Review
 Problem Formulation
 Rationale of the study
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 scope
PART 4: Research Methodology
 Research Methodology
 Data Analysis
 Limitation of the study
 My findings
 Suggestions
 Conclusion
 Annexure
 Bibliography
 References
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Introduction To
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Company at Glance
NAME OF THE COMPANY - BLUE STAR LIMITED

BOARD OF DIRECTORS -
• Ashok. M. Advani -Chairman & Managing Director
• Sunil. M. Advani -V. C. & Managing Director
• T. G. S Babu –Executive Director
• Satish Jamdar -Executive Director
• Shalish Haribhali -Director
• Pradeep Mallick -Director
• Gurdeep Singh -Director
• Suresh. N. Talwar -Director
COMPANY SECRETARY - K P T Kutty

BANKERS -
o HSBC
o SBI
o Oriental Bank Of Commerce
o ABN – AMRO Bank
o BNP Paribas
AUDITORS - K S Aiyar & Company, Mumbai.
REGISTERED OFFICE: Kasturi Buildings,

Mohan. T. Advani Chowk,
Jamshedji Tata Road,
Mumbai – 400010
Tele – 91-22-66665 4000
www.bluestarindia.com
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Corporate Profile
Blue Star limited was founded in 1943 by late Mohan T Advani, an entrepreneur of
exemplary vision and drive. It started as a modest three-man operation, which was
engaged in reconditioning of refrigerators and Air conditioner. In 1969, Blue Star became
a public limited company with its corporate headquarters at Kasturi Buildings in
Mumbai.
Today, Blue Star is India’s largest air-conditioning company with an annual turnover of
over Rs 2569 crores, a network of 23 offices, five modern manufacturing facilities and
around 2500 employees. It fulfils air-conditioning needs of a large number of corporate
and commercial customers and has also established leadership in the field of commercial
refrigeration equipment ranging from water coolers to cold storage’s.
Blue Star manufactures and markets a wide range of air-conditioning and commercial
refrigeration systems and products. These include large central air-conditioning plants,
packaged air-conditioning systems, split and window Air conditioner, water coolers,
bottled water dispensers, ice-cube machines, deep freezers, cold storage’s and
commercial kitchen and laundry.
Blue Star's other businesses include marketing and maintenance of hi-tech professional
electronic and industrial products such as testing machines, data communication
equipment, medical and analytical instruments and special control valves. Thus, the core
businesses of Blue Star are air-conditioning, commercial refrigeration and distribution of
professional electronic and industrial equipment.
The company has manufacturing facilities at Thane, Himachal Pradesh, Dadra and
Bharuch, which use state-of-the-art manufacturing equipment to ensure that the products
have consistent quality and reliability.
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Blue Star has business alliances with world renowned technology leaders such as York
International, USA; Hitachi, Japan; Kolpak, USA; Vest frost, Denmark; Electrolux,
Sweden; Juniper
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Mission Statement
“To be a reputed,
Profitable and growth oriented
Engineering Company.
Employing people to take pride in
Satisfying customer needs with superior
Product & services. “
Corporate Vision
To
Deliver
A World Class
Customer Experience
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Guiding Values and Beliefs of Blue Star
 Pursue the Corporate Vision: Provide a world-class customer experience.

 Focus on profitable company growth.
 Be a company that is a pleasure to do business with.
 Work in a boundary-less manner between divisions to provide the best solutions
to customers.
 Win our people’s hearts & minds.
 Place the company’s interests above one’s own.
 Encourage innovation, creativity & experimentation in what we do.
 Build an extended organization of committed business partners.
 Be a good corporate citizen.
 Honor all personal & corporate commitments.
 Maintain personal integrity.
 Ensure high standards of corporate governance.
Present Profile
Blue Star Bharuch presently Produces mainly 3 types of products in different

models. It Produce Water Cooler, Cold Room, Deep Freezer In Water Cooler there
two types of model :-
1) Stainless steel,
2) Preprinted Water Cooler.
Deep Freezer are also produce various types of product Presently Blue Star is in
Growth Stage. It makes Huge Profit. And It is a big record that it earns Larger
Profit in comparison to the other years.
Future Expansion Plans
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To set up state of Art, Manufacturing, set up for manufacturing a “World class”

Product like Deep Freezer, Water Cooler & Cold Room. Manufacturing in this plant
will be at roaring, head at market place & good quality product to the customers.
ORGANISATION STRUCTURE
UNIT HEAD
Head Head Head Head

QA PD HR Production
Mfg. Engg.
CSD RPD
Accounts & Maintenance Stores &

Material Commercial Planning
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Diverse Products
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Manufacturing Division:
Bharuch
Products
Cold chain
Water cooler CSD Products
Products
Deep
Cooling Unit/
Export Freezers Cold Room
Condensing
Domestic Chest coolers Panels
Unit
Glass Top
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The Company has four state-of-the-art factories at Thane, Dadra, Bharuch, Wada and
Kala Amb which manufacture a wide range of Air conditioners, Air-conditioning and
Commercial refrigeration equipment’s.
Bharuch Plant Dadra Plant
Himachal Plant Thane Plant
FOURTH MANUFACTURING PLANT : 2005

HIMACHAL 46
Competitive Scenario
Apart from the huge infrastructure development and the introduction of new products
across Divisions, Blue Star has focused on keeping its most valued resource is manpower
– updated, competitive and able to understand all aspects of Product Development,
Ongoing training is imparted to people at all levels, through in – house and external
inputs.
Some of the competitors of Blue Star ltd.
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Lines of Business
[I] Central Air-conditioning
 It involves manufacturing, installation, commissioning and servicing of central

air-conditioning plants, packaged Air conditioner and ducted split Air conditioner.
 It continues to be the market leader in central air-conditioning.
 To offer the most advanced air-conditioning technologies, Blue Star has entered
into several technical collaborations with leading international giants like York
International, USA, Rheem Manufacturing Co., USA and Climatrol, Italy for
manufacturing air-conditioning equipment.
 Blue Star has successfully executed several prestigious projects in the software,
power, hospitality, healthcare and the pharmaceutical industries. Some of the
central air-conditioning customers include Govt. of India, Grand Hyatt, Dr
Reddy’s Laboratories, ICICI, Bombay Stock Exchange, General Motors,
Reliance, Glaxo, Wipro, Siemens etc.
 With a market share of approximately 32%, this line of business is surely poised
for further growth.
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[II] Refrigeration & Air-conditioning Products
 Blue Star offers a wide range of contemporary window and split Air conditioner,
with a focus on the corporate and commercial segment. These Air conditioners
are ideal for light commercial segments such as showrooms, fast food joints,
jewelers, cyber cafes, departmental stores, and restaurants.
 The Company also manufactures and markets a wide range of commercial

refrigeration products and services that cater to the industrial, domestic and
hospitality sector. The products include Water Coolers, Bottled coolers, Deep
Freezers, Cold Storages, Milk Coolers and Commercial Kitchen and Laundry
equipment.
 Blue Star pioneered the manufacture of water coolers in India way back in 1948
and are the market leaders today. The Company offers the widest range of water
coolers in the country.
 The water coolers have various unique features, which include all stainless steel
body, power saving insulation, a sturdy compressor and extra large waste water
tray. Blue Star is also the largest exporter of water coolers in India.
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 Blue Star offers custom-built modular cold storages for a wide range of
applications. With technical collaboration from Kolpak, USA and Heat Craft,
USA, the cold storages are designed using the latest technology
 The cold rooms are engineered to meet the specific needs of various industries
like hotels, floriculture, pharmaceutical, hospitals and many others.
 Blue Star has to its credit many reputed customers in this segment including
Pepsi, Coca Cola, McDonald’s, Domino’s Pizza, Amul, Baskin Robbins and HLL
amongst others.
[III] Professional Electronics & Industrial Equipment
 Blue Star markets and supports high technology professional electronic and
industrial equipment imported from internationally renowned manufacturers
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Work Culture
Blue Star is an organization where the atmosphere is professional and the culture is
warm, informal and open. The Company believes in an open door policy, freedom to
experiment and a free exchange of thoughts. To encourage this, there are various forms of
communication, such as the staff meets for junior level management grades and the Blue
Chip Club for senior managers. The basic idea is to have a broad platform for an open
dialogue. An in-house journal called the Communer is circulated amongst all employees
quarterly.
In Blue Star, Human Resource Development is a critical and important function. A

dedicated team of professionals in Human Resources works along with
the various business groups to achieve the overall business objectives.
The Company gives significant importance to the development of employees through

training and allocates substantial budgets every year. Employees are put through
technical training and skill development training, related to the specific jobs which they
are expected to do. There exists a very systematic way of identifying specific training
needs of the employees during the Performance Appraisal. Over and above job specific
training, employees are also required to go through management development training.
The company follows an extremely transparent appraisal system in which after a joint
discussion in the beginning of the year, key result areas are worked out. The performance
of the executive is evaluated at the end of the year vis-à-vis the KRA’s set. The appraisal
system also helps in identifying training needs of the executives.
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Strategy for Future Growth & Development
To set up of Art Manufacturing set up for manufacturing a World Class product

like Deep Freezer, Water Cooler & allied Cooling Product. Product Manufacturing in
this plant will be at Market Place & Deliver a good quality product to the
Customers & provide best quality to the Customer which is directly related to
their vision Which is deliver a World Class Customers Experience
Corporate Website
The corporate website www.bluestarindia.com was launched in early 2000. the website
provides information about the company as well as products and services offered. The
unique feature of the website is its information library educating the customers on various
facets of air-conditioning and refrigeration, along with answers to many frequently asked
questions. It provides in-depth information on comfort air-conditioning, indoor air quality
and benefits of refrigeration apart from tips on how to bring down electricity costs. It also
contains a section on investor relations where investor can log on and get their queries
replied through e-mail.
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Blue Star Ltd at Bharuch
• The Blue Star Factory at Bharuch is the second of the three manufacturing units of
the Company. It was established in 1980, spread across 30000 acres of land, with
6000 sqmts of built up space.
• The first products to be manufactured at the Bharuch plant were water coolers, deep
freezers and bottle coolers. The plant has stayed with the times and has evolved to
compete with the best in the industry. In the recent past, they have modernized their
manufacturing processes. The people at Bharuch plant are well qualified and geared
to achieve excellence in their areas of work. The same is reflected in the quality of
operations and products.
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Organization Structure
Manager
Production
Production sups
(AM/Exe)
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Workmen
Introduction
Raw Materials Used: -

The main raw materials used in the manufacturing of water coolers, are the various
types of sheets. Thus following types of sheets are used:-
1) GS (Galvanized Sheets)
2) PP (Pre-Painted sheets)
3) MS (Metal Sheets)
4) SS ( Stainless Steel Sheets)
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Other Raw Materials: -

Compressors Faucets
Condensers Solder wire
Motors Brazing rod
Fan Blade Plastic Shroud
Cable Harness Hardware
SS Coiled Tank Insulations
PUFF Chemicals Baskets
Packing Materials Handles
Copper Tubes Hinges
Copper Capillary Capacitors
Types of Material Handling Equipments Used
Blue Star uses the following types of material handling equipment’s:-
 HOIST: For on-line process in heavy materials overhead crane is used. For Sheet
handling, etc.
 HYDRAULIC CRANES: It is also used to lift heavy materials. And its capacity
is 5 to 25 tones. It can go to 5 to 6 m height. And Works on battery, petrol and
also diesel and electricity. And its weight is 2.5 tons.
 FORK LIFTS: Used to lift the Bundles and other such materials.
 STECKER
 PALLETE HAND TROLLY
Interdepartmental Relations
Store & Production:
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The PPCS department decides the no. of units that are to be manufactured. Based upon
this plan PPC department runs ERP software – Daily Resource, Planning. This will give
detail list of all the materials those are required and to be requisitioned from stores. The
production department prepares a requisition slip filing a list of items that are to be sent
by stores. Both departments maintain records of material transfers.
Purchase & Production:
The person in changes of purchase planning & procurement daily sends the quantity of
products that are to be produce daily & based upon this the production is planned in shop
floor.
As per the production requirement, purchase department will purchase the items. It
requires along with specification the detail and the purchase material of specified quality
right quantity at right price and right time.
Production & Dispatch:

Once the products are packed and Information of particular product i.e. model and Sr.
No. are written on the packing. Daily production memo is maintained in which the model
and the Sr. No. are also written. The person from Dispatch / Excise will close the book
and only then the products are permitted for loading.
The planning department plans its strategy of production for year following 3 months
then for a week. The department plans a day prior according to the availability of raw and
the manpower.
The department conducts meeting regularly before every shift, for the rectification of any
technical problem or if lack of labor, raw material, problems concerning the daily target,
and changes in the plan is done if required according to the resource available.
For an efficient planning the production should be exactly as per the required plan.
Planning is not only done for production it incorporates the inlet of raw to outlet.
Planning is done for the purchase of goods i.e. how much quantity of any particular
product is required, how much of it should be allowed in the factory at the time.
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The department also plans for the commodities to be purchased from other companies,
which can not be manufactured in the factory. It is better to purchase some of the items
rather than manufacturing each and every item in the factory itself because in some
products manufacturing may cost more than purchase. So accordingly department decides
the quantity and quality of products to be purchased from outside.
The department makes the whole plan according to the order being placed by the
customer so that the delivery is done on time. The company’s goodwill matters a lot.
Company’s goodwill is more important than its profit. If once the commitment is made
the company must stick to its words in any case, whether it’s profitable or not. If the
company commits to one customer irrespective of the profit occurring from any other
customer it has to keep its words for the first customer. The department works according
to the OTD (on time delivery) plan.
The company here follows the SAP (system application product development). SAP is a
software package developed for optimum use of resources of an enterprise in a planned
manner. It integrates the entire enterprise starting from the supplier to the customer,
covering logistic, financial and human resources. SAP is a package for cost saving.
Under the SAP system, the work is divided into three levels:
 MPS (Master Production Scheduling)
 MRP (Material Required Planning)
 CRP (Capacity Required Planning)
Master Production Scheduling (MPS):
The MPS specifies what end products are to be produced and when. The planning
horizon should be long enough to cover the cumulative lead times of all components that
must be purchased or manufactured to meet the end product requirements. This is the
schedule of the quantity and timing of all end products to be produced over a specific
planning horizon.
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Material requirement planning (MRP):
For a manufacturing company to produce end items to meet demands the availability of
sufficient production capacity must be coordinated with the availability of all raw
materials and purchased items from which, the end items are to be produced. Dependent-
demand items are the components i.e., materials or purchased items, fabricated parts or
sub assemblies that make the end product. One approach to manage the availability of
dependent demand items is to keep a high stock of all the items that might be needed to
produce the end items. An alternative approach to managing dependent demand items is
to plan for procurement or manufacture of the specific components that will be required
to produce the required quantities of end products as per the schedule indicated by the
MPS.
Production unit at Bharuch division:
1. DEEP FREEZER:
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DEPARTMENT STRUCTURE
Jignesh (M-
2)
MANAGER
DINESH POHIWALA SHAILESH
MANUFACTURING PROCESS:
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1. Punching, Bending and Cutting all are done on the same Sheet Line Automatic
Machine whereby the sheets which come in the coil form would be straightened and then
the operations of punching and bending would be carried out.
2. For giving the shape of the inner part as well as outer body shape, the company uses
Inner Bending Machine and Outer Bending Machines respectively. Then multifolding of
the sheet would be done so as to form the outer part of the body. Following is a
multifolding machine.
3. Then inner Body is prepared with the help of Masking and Riveting. Coil is fitted on
the inner side of the body which is known as evaporator coil.
4. Then puffing of lid as well as the body of the freezer would be done. Puffing is a
procedure for maintaining a inner temperature from the effect of external environment.
The puffing procedure of deep freezer is also same as that of water cooler.
5. They are using two chemicals Iso Cyanide and Polyol in the ratio of 1:1.2.
6. After puffing of the machines, lid of the freezer would be assembled by using hinge
and handle. And then Compressor and Condenser are fitted and brazing is done on the
joints of the system tubing.
7. Vacuuming and Charging is done through Galileo TP machine. In Compressor the gas
R134a is filled and the quantity to be filled would vary from model to model.
8. The machines are then brought down for harnessing i.e. wiring is done at the back side
of the machine. After this high voltage test would be carried out and would be checker
for leakage, if any.
9. Then performance test of each and every freezer would be carried out. For the
performance testing they carry out run test of each machine for 2-3 hours because deep
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freezers are basically used for preserving ice creams and if there is any problem in its
cooling capacity then ice cream stored in it would be melted.
10. Then cleaning of the machines would be done and final assembly would be done
whereby the handle of the lid would be locked and key would be tied with hinge and then
Blue Star logo, Quality accepted sticker and User manual would be kept inside the
machine. Wheels would be fitted to the machine and then all the machines would be
packed and would be kept at the designated area.
2. COLD ROOM AND COOLING

UNIT
1. Slitting line:
The purpose of this machine is for straightening the sheets which are in coil form. For
this it is passed from decoiler and then cutting is done to the length on the sheets. The
operation being carried out by the machine is on the basis of the software programmed
and based on the command given.
2. Corner Notching:
In this operation shape is given to the corner. From all the sides of sheet metal cutting is
done on the corners of the sheet as per the specification.
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3. Punching:
The sheets would be set by the operators on the roller conveyor and then the operator
would set the punching tool on the basis of scale which is attached on the side of the
machine and punching would be carried out on the sheets.
4. Roll forming & End folding:

The roll is having bend on it and the roll is formed on the roll forming as per the standard
dimensions and then both the ends of the sheet would be folded.
5. Gasketing:
The operators would be fitting gasketing on the corners of the sheets for the purpose of
leakage resistance and for maintaining of cooling.
6. Puffing:
After gasketing is done on the sheets, the sheets are then taken for the process of puffing.
There are four different machines like Iso wall Press, CNR Press, Door Press and Kolpak
Press whereby puffing would be carried out in the walls, ceiling, door and floor panel.
Cooling Units:
Cooling units are meant for maintaining temperatures required in cold rooms for cooler
(+ve temp) or freezer (-ve temp) applications. It is similar to that of split air conditioners
which is divided into inside and outside unit. The inside unit consist of evaporator coil
and electric fan motor and outside the unit compressors are mounted, copper tubing is
done and electrical wiring is done and it would be assembled at the site where cold room
would be prepared through a rod.
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3. FABRICATION SHOP:
The designing work of parts and body is done in this shop. Here the sheet is bent and cut
according to the requirements. The shop uses machines some of which are fully
automatic, while some are semi automatic and some machines also work with the help of
computer programming.
Fabrication shop is mainly divided into two:

1. Punching and Embossing
2. Bending
Punching and Embossing:

In this section punching of the sheets is done. The punches of required shape and size are
done on the sheets of required shape and size. The section uses Amada 3-7-5 (machine)
where 30 denote capacity, 70 denote its length along y axis, and 50 denote its length
along x axis
Bending:
In this section bending of the sheets is done. The required shape is given to the sheet by
giving proper wrinkle less bends. ‘CNC hydraulic press break’ machine is used for this
purpose.
Amada 3-7-5:
This is a computer numeric control (CNC) machine. The processing done by this machine
based the programmed prepared. After the programming is done then clamps would be
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set up. Only the operator has to do is to load the sheets on the machine. Based on the
command given to the computer, punching would be carried out automatically.
4. WATER COOLER:
Explanation:
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1. The metal sheets from the fabrication shop would be brought down to prepare a cabinet
to form the outer body of the WAC. The outer body is prepared by riveting.
2. As the outer body is being prepared the tank and bush would be inserted inside the
outer body. The water containing tank is at the top and is of a water proof nature and is
surrounded by a copper coated evaporator wire.
3. Then thermal breaker stripes are inserted in such a way that it touches the sides of the
tank and masking tapes would be applied between thermal breaker and the tank. This is
done in order to avoid any puff leakage.
4. After the body has been assembled and a division has been created to divide the lower
and upper portions PUF [Poly Urethane Foam] is pumped in the area between the water
tank and supporting body, so that insulation takes place. After cooling for 2-3hours the
PUFF turns into solid state.
5. Now Condenser, Fan and motor fitting is carried out at one station. Then compressor is
mounted on the outer side of the Water cooler body.
6. With the above components being fitted, system tubing is being prepared and brazing
is done whereby wielding on the joints of the system tubing is made. Then the machines
are brought down for leak test.
7. The next station is Vacuuming process which is done for the purpose of cleaning of
moisture and rust. Vacuuming has to be done up to 50 microns till 15 minutes and
Charging should be done immediately after vacuuming. There are two gases available for
charging. One of them is R-22 and another one is R-134A.
8. The machines are then brought down for harnessing i.e. wiring is done at the back side
of the machine whereby the copper wires attached to the water tank are joined to the
compressor and electrical wires from the fan-motor to the compressor and the source for
electrical supply is made. Then again leak test checking would be done and if it is found
o.k. they are moved for the Pull down Testing.
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9. After carrying out testing of the machines, the machines are cleaned to remove puff
leakage and tank is also cleaned properly with oil and after that the final assembly is
done.
10. After the final assembly and inspection the machines are packed and then dispatched
at their respective locations.
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Department Structure
Plant Head
HOD – HR &
Admin
Executive H.R
Executive H.R (Time Office) Security officer
Time Keeping System
Punching card system is maintained in Blue Star Company to keep records of employee
timings i.e. time when he comes to the company & Time when he leaves the company.
Electronic cards are provided to every permanent Employees & Apprentices. They are
required to drop card in the machine. This machine is directly connected with the
company the data related to time of each employee is displayed on the company easily.
Human Resources Dept. can get correct information of employees related to timings from
company whenever required. Main function is to record attendance of employees &
mgmt staff.
Other Function of Time Office
• Posting the leaves in muster book.

• Keeping the records of leaves Travel allowances, Identity Card register, issue register,
welfare items.
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• To maintain the records of employee state insurance

• To prepare & maintain the Provident Fund & declaration forms. Appointment letters
& Identity Cards etc
Details in Employee
Personal File
Various details that are kept in the employee’s file are as follows:
• Application form of employee.
• Employment offers Letter.
• Interview assessment form.
• Copy of appointment letter.
• Medical Fitness Certificate of the employee.
• Conformation Letter.
• Performance appraisal form.
• Copy of all certificates and testimonies related with qualifications and

experience of the employee (like Proof of Date of Birth, Leaving Certificate)
• Salary Details.
• Confidentially Report.
• Warming Letter, e.g. memo’s
• Copies of nomination forms in respect of PF, ESI, etc, as per applicability.
• Copies of all other communications.
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Recruitment Process
The Recruitment cycle starts with either of the following:
• Receipt by HR Dept. of the Recruitment Approval Form clearly defining the
job profile (job description, responsibilities, designation, proposed grade,
reporting level, location of posting) and personal profile (age, qualification,
experience, etc.) duly approved by the concerned VP/ED
• Communication from VP/ED on recruitments to be done from campuses.
General Recruitment:
The process to be followed in the case of general recruitment is schematically represented
in the attached Flow Chart A.
• Based on the information available in the recruitment approval form and after
discussions with department/division head if necessary, the HR manager shall create a
complete candidate profile. This profile will be displayed on the Company’s notice
board/BSL bulletin board and recruitment portals as well as handed over to selected
placement agencies.
• All applications received from different sources shall be screened by the HR Manager
who will shortlist candidates whose profile matches with the desired profile.
• A preliminary interview of the short listed candidates will be carried out by the HR
Manager to ensure the validity of the details given in the CV. Apart from the
necessary qualifications and experience, the HR Manager shall also look for stability
of the candidate in previous job, involvement in industry forum, extra-curricular
activities, etc.
• HR Managers shall call the short listed candidates for the interview on a convenient
date.
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Recruitment in M1-M4 grade
• The candidates shall be interviewed by the recruitment panel that will assess
both the functional and the behavioral competencies of the candidates.
• The recruitment panel will be empowered to make a final selection up to the

level of M3. For candidates up to M3 level, HR manager shall discuss the
compensation package with the candidate and shall issue the offer letter. For
recruitments at M4 level candidates must be referred to the concerned
divisional VP.
• The HR manager shall ensure that the short listed candidates fill in the
application form and the interview assessment form is duly signed by all the
members of the interview panel and sent to the concerned divisional VP along
with the salary fitment.
• For recruitment at M4 level, the 3 page application along with the interview
assessment form will be sent to the concerned Divisional VP. The HR
manager shall also co-ordinate with the Divisional VP to arrange for the final
interview. After the approval by the Divisional VP, HR manager shall follow
the usual process of salary fitment and issuance of the offer letter.
Recruitment in M5 grade and above
• All recruitments in M5 and above grades will be handled by the Corporate

HR. The Recruitment Approval form duly approved by VP/ED will be sent to
Corporate HR at KB.
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• Corporate HR shall follow the process of creating the candidate’s profile,

advertising in the Blue Star website and recruitment portals as well as
contacting placement agencies.
• For M7 and above grades, the candidate shall be interviewed by the division
head, head of Corporate HR & the Director concerned. The final decision on
recruitment shall be taken by the Divisional/Functional head, Head of
Corporate HR and Director concerned jointly.
Internal Applications
Depending on the grade, the internal applications will have to be sent to the
regional HR dep. or the Corporate HR. The internal candidate shall go through
the same interview process as given above.
Campus Recruitment
The process to be followed in the case of campus recruitment is

schematically represented in the attached Flow Chart B.
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• Fresh graduates will be recruited from Campus as Management Trainees

(MT), Graduate Engineer Trainees (GET) or Diploma Engineer Trainees
(DET).
• The recruitment season begins in the month of October/November for

Management schools and Polytechnic institutes. Recruitment of Graduate
engineer trainees from engineering colleges normally continues throughout
the academic year.
• The campus recruitment shall be co-coordinated by the Corporate HR.

Manager – HR at Corporate office shall obtain the requirements of the various
divisions around September.
• During the PPT, the Corporate HR Manager shall indicate the details of the
vacancies available, responsibilities associated with it, remuneration, career
path of the candidate, etc.
• Corporate HR shall co-ordinate with the placement section of the

Management schools for CVs of the interested students
• Corporate HR shall also contact the placement section of the Engineering

colleges and Polytechnics requesting for bio-data’s of interested students.
• Corporate HR shall co-ordinate with college authorities so as to schedule BSL

as day Company for final placement selection process.
• Applications received from Management schools/Engineering colleges/

Polytechnic will be screened by the HR manager at the corporate office and a
shortlist will be prepared. The screening will be based on academic records
(first class/division) and extra-curricular activities.
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• Manager HR from Corporate along with at least one member of the

recruitment board shall visit the campus for final recruitment.
Selection Process
Campus Recruitment
• The HR manager shall communicate the names of the short listed candidates
to the college authorities so that they can be called for the final selection
process.
• The applicants shall first be put through the group discussion. The idea of the
group discussion is to ascertain the general knowledge, oral communication
skills, thinking ability, articulation, assertiveness etc. Each member of the
interview panel shall independently rate the candidates during the GD. Based
on the combined rating, candidates shall be further short listed for the next
level of the selection process.
• For GETs and DETs short listed candidates will be put through a technical test
• Psychometric tests.
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• The short listed candidates will then be interviewed by the interview panel.
The panel shall internally discuss & decide on the selected candidates.
• The final selected candidate(s) shall be given the offer letter.
• A maximum of 4 candidates can be selected from a good college at any given

time.
Candidates other than campus recruits
• Selection of all candidates other than at entry level shall be based on personal
interviews. The candidates will be put through a psychometric test and a
written communication test before being interviewed by the interview panel
members.
• During the interview at various levels, behavioral competencies of the

candidates required for the job along with the function skills will be assessed
by the interviewers.
Process for issuing offer letter/appointment letter
 For the selected candidates the compensation package shall be explained

including all the components in the package and an agreement arrived at.
 For selected candidates at campus, an offer letter shall be issued on the day of
the selection.
 Formal appointment letter shall be issued on the date of joining.
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Transfer Policy
Transfer is a lateral shift or change causing movement of individual from one position to
another usually without involving any marked change in duties, responsibilities, skills or
compensation.
• Blue Star does the need based transfers.
• They decide it by the ability, experience, background, etc of the

employees and they place the employee at the required place.
• They usually carry out the Plant transfers.
• For instance, if the workers are needed in DF department, then some

workers WAC department are transferred.
• Panels decide the transfers to be done. That is Plant Head and concerned
department head form a panel and then they discuss the transfer to be
given.
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Promotion Policy
Promotion is the advancement of an employee to a higher post carrying greater
responsibilities, higher status and better salary.
• If a person gives good performance and is also capable of doing more and
better job, then he is promoted to a higher position
• In this way a competitive spirit is also developed and accordingly

employees try hard to achieve the standards.
• They provide this to use an employee’s skills in a better way and where it
is needed and hence to give an opportunity for continuous service.
• All the criteria’s are seen first and then based on that percentage are
calculated.
Training & Development
 The training needs will be identified through the Performance Appraisal process
and the employee will be required to attend Programmers both internal &/or
external that s/he is being nominated to corresponding to the identified training
needs.
 Every employee will also make sincere efforts to continuously upgrade his/her
skills and competencies.
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 The Manager concerned will be responsible to ascertain the effectiveness of the

programmed learning’s.
Types of Training Programs:-

In Blue Star the employees are given Four types of training. They are:
1) Technical Training
2) Behavioral Training
3) Managerial Training
4) IT related training
It is the responsibility of Plant Head and Head- HR to direct the requirements and
training of the personnel and to arrange training courses both internal and external to
provide the necessary skill level to produce quality products and to achieve necessary
competency level.
Head of HR prepares yearly training plan based on the training requirements identified by
the departmental head. According to the plan, training is conducted.
Welfare Activities to add few activities from policy binder

1. Issuing uniforms safety shoes, safety goggles, Helmet to the workman at the shop
floor
2. Those workers which are doing welding are provided eye drops fairness cream.
3. Employee state Insurance (ESI) corporate scheme is offered to the employee
4. Scholarship is given to the children of employees as well as children of workers

also who get more than 60% under Education unit.
5. Blue Star celebrates the birthdays of the employees at the end of every month by
keeping a small get together and providing a party with offering some snacks.
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Wages & Salary
For management staff salaries are revised based on study of market requirement and
normally it is revised upward. For workers and General staff wages are settled through 3
years Settlement system.
Salaries and increments are decided for M- staff based on his or her performance during
the previous financial years and rating is finalized.
For M- staff, along with Basic salaries other Allowances which are
provided at:
• Basic, HRA, Grade Allowance, House Maintenance Allow+ Medical Allowance

+ Leave Travel Allowance + Professional Allowance
Worker Wages allowances:

• Basic, HRA, House maintenance Allow, Washing Allowances + Multi skill also,
Traveling Allowances + Special Allowance etc.
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Administration & Security Activities
Security Activities
 To look after visitors at the gate.
 To control & safeguard man, machine and material.
 Various passes are maintained for employees and visitors.
 Two Registers are kept for Material inward and Material Out ward.
 Noting the in and out time of all officers.
Administrative activities
Blue Star has the following administration activities:-
• Telephone, Electricity, Billing system, Food arrangement, Working conditions for

all employees, Maintenance of all facilities
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• Transport:-No transport facility is provided to the employees of Blue Star, instead

they are given the conveyance.
• Conveyance includes the amount given to the employees for their travel expenses
from home to the company.
• Also they have administration of Security.
• There are total five permanent security members. With no contract. And they are
responsible for :-
 All Security Functions
 House Keeping
 Recruitment of Temporary workman
 Safety Functions.
Computer Applications in HR
There is a good system of software, which is used for most of the functions in HR
department. Thus computer is used for various purposes such as:-
 For collecting data of employees.
 Recording attendance and leave record.
 PBO includes full details of all the employees.
 Attendance MIS is maintained.
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Performance Appraisal
Performance Appraisal is the process of evaluating the performance and qualifications of

the employees in terms of the requirements of the job for which he is employed, for
purposes of administration including placement, selection for promotions, providing
financial rewards and other actions which require differential treatment among the
members of a group as distinguished from actions affecting all members equally.
In Blue Star, Performance Appraisal is done on KRA. Various aspects of an employee are
seen such as ability of taking high responsibility, good, performance, etc. They do 180
degree Appraisal. That is Appraiser and Appraise both sits together and discusses the
results, related to their performance.
 Blue Star does performance appraisal on yearly basis. That is from April to
March.
 It is done by every departmental head.
 This includes all the levels which are from M1-M11.
 Firstly the KRA is fixed.
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Department Structure to modify as discussed
Head
Accountants
&
Commercial
Cashier Accounts Costing Commercial Excise
Working Capital Management
They calculate monthly finance needed by the plant. And whenever more money is
needed, they inform the corporate office and accordingly they get the required money.
• Every month the financial plan of all major heads, suppliers, tax, etc and send to
corporate office.
• As per the indent the plant produces the product and then they dispatch it to the
respected branches.
• Hence they don’t need much working capital.
• Billing is done to the branches i.e. they send the orders or the finished goods to
their branches who had given them indent and according they generate the
inflows.
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Type of Taxes:
 Sales tax
 Local sales tax
 Central sales tax
 Service tax
 Income tax
 Excise tax
 Local tax
 Wealth tax
 Municipal tax
Annual Business Plan
Blue Star in the Bharuch Plant does not prepare and Budget. Instead they make an
Annual Business Plan. The budget is prepared at the Corporate Office.
• The heads and other persons make an ABP.

• The entire indents from all the branches are taken into account.
• A DRP is made for three months and is sent to the production department and
the production head accordingly makes his schedule for the production.
• Hence according to that schedule different models of water coolers and deep
freezers are produced.
• Also the dispatch date is mentioned. This schedule is made by accounts
department. And they maintain all the dates and so they dispatch the products
ready for the same.
• The plant prepares the ABP and send to the Corporate Office and accordingly
they get the finance.
Accounting Method
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Double entry book keeping system is followed. And the responsible person makes the
entries for the same.
Meeting
Blue Star conducts all the important meetings. AGM is also conducted annually. There is
a good system of meeting for the operators also. In this type of meetings all the operators
are informed about the position of the company and dispatches done in the particular
month. Also the new product development plans are shared with them.
Computer Software
There is a main system working in the whole factory. This software is known as SAP.
This software includes the details of all the things. In finance it is very helpful to see the
prices of the different materials and according they calculate the costs. Hence this system
is very helpful to get the all other information.
Costing of the Main Product
The costing of the product is done on the basis of calculation of mainly three costs:
• Material Cost
• Operations Cost
• Overhead Cost
Also from the BOM they derive the cost of the materials and other costs are also taken
into consideration. The labour cost is fixed at hourly rates. Hence, these and all other
costs are taken into consideration and accordingly the product costing is done.
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Product Profile
Line of
business
Professional
Air Electronics Cooling
&
conditioning Industrial Equipments products
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Customer Profile
Showroom
Household
customers Hotels
Segment
Hospitals Banks
Commercial
customers
i.e. Restaurant
organizations
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Distribution Channels
As Blue star has focused on business markets so there 80% sales is direct sales.
As for distribution channels is concerned Bluer star has divided Indian regions in four
parts comprising of North, East, West, South which further has other divisions.
Regions
NORTH EAST WEST SOUTH
Chandigarh West Bengal Chhattisgarh Andhra Pradesh
Haryana Gujarat Karnataka
New Delhi Goa Kerala
Uttar Pradesh Maharashtra Tamil Nadu
Rajasthan Madhya Pradesh
Punjab
For refrigeration and cooling products, the marketing division is handled by Vice
President at Chennai. All the four regions are headed by the marketing division and
according to the regions there are regional managers who then operate accordingly.
Below the regional manager there are area wise managers, who operate in their given
area.
For getting the customers Blue star have given these managers responsibility to get
customers in their particular area. In this way Blue star is able to get the business
customers.
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OFFICE NETWORK IN INDIA:
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Head - Materials
Executives - Materials
Purchase Procedure
• First of all the Plant receives the indent from all over the branches. This includes
the ordered and the forecast number of the products.
• According to the indent the ABP (Annual Business Plan) is prepared.
• This indent includes both i.e. the products for Domestic and for Export purpose
also.
• Accordingly the person prepares a Delivery Schedule. And also he prepares the
DRP (Daily Resources Planning).
• The purchase person keeps the record of all the acceptable suppliers. They first do
the evaluation of all the suppliers.
• Vendor rating is calculated every 3 months and the supplier is informed about the
rating.
• Then the Purchase Order is given to the accepted supplier.
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• All purchase order contains adequate data to enable the supplier to provide the
correct quality and quantity of materials or service.
• Purchase orders are reviewed and approved by the relevant authority before
release to supplier.
• The incoming products are then identified and not processed until it has been
inspected and verified through test certificate in accordance with the inspection
layout.
• Thus when the materials are properly inspected and verified, they are approved by
an OK sticker.
• Then the materials are stored in the Stores.
Supplier Selection
• Executive – Materials shall maintain an approved supplier’s list.

• In case of new suppliers, it shall be approved based on information collected and
subsequent assessment. For the foreign suppliers the suppliers shall be approved
based on the product development inputs.
• For the standard items, the items shall be purchased from any source. No supplier
assessment shall be carried out.
• For the new supplier, the supplier evaluation form shall be given to the supplier.
Moreover, the personnel from QA / Material shall visit the supplier and fill the
supplier evaluation form.
• The supplier who has scored above 60% during the assessment shall be approved.
Based on the assessment, the drawing / specification shall be given to the new
supplier for getting the sample.
• During the sample inspection, if the component is rejected then the supplier shall
be informed about the rejection reason and the fresh sample shall be asked.
• After approval a pilot lot shall be obtained from the supplier by raising a purchase
order and on acceptance of it the supplier shall become the approved supplier.
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Supplier Rating
The supplier rating shall be computed for the following parameters:
• Quality at the incoming stage

• Quality at the processing stage
• Performance of the product in the field
• Delivery
• Price
• Responsiveness
• Documentation
• Based on the above parameters, weight age shall be given out of 100
• Quality at the incoming stage 20 marks

• Quality at the processing stage 20 marks
• Performance of the product
in the field 20 marks
• Delivery 10 marks
• Price 10 marks
• Responsiveness 10 marks
• Documentation 10 marks
≈ The supplier rating shall be computed every 3 months of the suppliers. And the
same shall be intimated to the supplier if the rating is below 50%
≈ In case a rejection or failure is observed during production or in the field then a

negative marking of 5 shall be given to the each incident.
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≈ For the suppliers those who have scored less than 50% shall be given a chance for
6 months to improve their performance. Till such time the material may be
purchased from such supplier.
≈ The list of the approved suppliers shall be prepared and its copy would be
maintained by Quality Assurance & Materials.
≈ Re – evaluation of the supplier shall be carried out under following situations :
• When the supplier rating is below 50% consistently for one year.
• When the existing supplier has been selected for the supply of new
category of item.
• When the customer complaint is received repeatedly on the item supplied
by the supplier.
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Head - Stores
Executives - Stores
Workmen - Stores
Receiving Store
• On receipt of the material the gate entry shall be made by the security and a stamp
shall be put at the backside of the challan and then a record would be made in the
inward register.
• The material shall be unloaded in the stores and the number of packets would be
verified against the challan.
• If the number of packets is found as per the challan then the challan would be
endorsed with receipt stamp and the copy would be given to the driver of the
vehicle. In case the material is found damaged the number of damaged packets
shall be written on the challan and the sign of the lorry driver shall be taken on the
challan.
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• Moreover, if the quantity of the material is not found according to the challan then
the same shall be informed to the supplier.
• The Quality assurance Inspector shall carry out inward inspection and after
inspection of the receipt material GRN would be prepared and simultaneously it
would be entered in the SAP computer system.
• After acceptance three copies of GRN would be distributed to the respective
departments.
• Copy 1 : To accounts ( Original )
• Copy 2 : To supplier
• Copy 3 : Retained in the stores
Inventory Management System
Inventory Management in the Blue Star is as follows:

• Lists of all movable and Non-movable items are kept. And all the movable items are
purchased at optimum level.
• The non-movable items are taken in use first.
• In accordance with the ERP (Enterprises Resources Plan) DRP is prepared and based
on that all the materials are ordered.
• Safe unloading, quantity, QA checking, approval of the materials, etc is seen. Thus
then the raw materials are consumed.
• Thus raw materials are maintained on the basis of A-B-C system.
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Material Coding System
• Material coding is done as per the convenience to find the materials easily as and
when needed.
• No material is given the name; instead the materials are given different codes.
• Blue Star has nearly total 3000 codes.
• There follow alphanumeric system. In which 9 digits are Alpha and 6 are
Numeric.
• Alpha indicates the initial name of the material while numeric indicates its size
and different indications.
• Hence it is easy to find which shelf contains what material in the stores. And also
it is easy to arrange it properly
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ABC-ANALYSIS
THE LIST OF A,B & C CLASS ITEMS ARE GIVEN BELOW
A – CLASS ITEMS
Sl No. Part Name Category
1 Thermostat Electrical
2 Motor Electrical
3 HP/LP switches Electrical
4 Fan Blade Mechanical
5 Compressor Electrical
B – CLASS ITEMS
1 Filter Mechanical
2 Capacitor Electrical
3 Heater Electrical
4 Thermistor Electrical
5 Potential Relay Electrical
6 Current Relay Electrical
C – CLASS ITEM
1 Add on auxiliary Electrical
2 Toggle switches Electrical
3 Indicating Lamps Electrical
4 Capillary Mechanical
5 Power cord Electrical
6 Delay timer Electrical
7 Insulation Mechanical
8 Swing motor Electrical
9 Inner Tank Mechanical
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HEAD - QA
EXECUTIVE- QA EXECUTIVE- QA ENGINEER

RELIABILITY
INSPECTOR- INSPECTOR-
INWARD INSPECTION INSPECTOR-
RELIABILITY
Inward Inspection
 On verification of the challan by the in charge – Stores, a GRN shall be prepared

and entry is made in the computer. Then the challan is handed over to the
Engineer – QA for the purpose of inspection.
 On receipt of the challan, Inspector checks the list of supplier whether the
components received are from low rating supplier or not. This is done because if
the supplier is from a low rating one then Inspector has to draw the sample
according to that sampling plan.
 After carrying out inspection Inspector endorses the number of samples inspected
and the inspection results at the backside of the challan. If the item is rejected then
the Rejection Details shall be entered in the SAP ERP system. And supplier shall
be informed about the details of the rejection.
 The components are then sending for testing to external agencies.
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 Based on the inspection findings the Engineer QA takes the decision of

acceptance or rejection. The decision of acceptance or rejection shall be entered in
the SAP system.
 All accepted lot shall be shifted to the stores & rejected lot shall be identified by
‘REJECT’ tag.
In process Inspection
• During production process, Engineer Quality assurance shall conduct inspection

according to the plan. If any abnormality is found then the same shall be informed
to the Production Engineer.
• In case the inspection parameter is visual then the operator / Engineer Quality
assurance checks the piece visually by comparing with the limit sample.
• In case of Puff, after the panel of water cooler and deep freezer foaming it is
checked for visual defects according to the check list. After carrying out inspection
if the panel of water cooler and deep freezer is o.k. then the operator signs on the
stage wise inspection sticker.
Field Quality
Quality Assurance department ensures that the complaints that come about the product
from the field shouldn’t be received again by taking necessary measures. Whenever the
complaint is received it is first documented and scrutinized by QA. QA then analyze the
problem and suggest necessary changes. Changes could be in critical component which
may be malfunctioning for which vendors may be notified to take necessary action. It
may be a process defect for which manufacturing and production departments will be
notified
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HEAD- ACCOUNTS
& COMMERCIAL
EXECUTIVE-
Commercial
Mode of Dispatch & Logistic
 Truck (99%)
 Train
 Courier
Dispatch Procedure
• Firstly the Executive-Dispatch discusses with respective production heads and

prepares the Dispatch Plan.
• Based on Dispatch Plan, the materials are dispatched.
• Based on DPM (Daily Production Memo) received from the Production
department, the truck is called.
• After the receipt of product from the production the product is loaded in the truck.
• Sales-cum-invoice and other such invoices are prepared.
• Dispatch details are also sent to the branch office by Mail.
• Along with each invoice a Confirmation Memo is also send
Export
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• Export department sends the details about the export of product in the form of
indent/ Custom invoice.
• After receipt of material from production and before stuffing to the container the
necessary excess formalities are completed.
• Sales-cum-excise Invoice is prepared.
• The approved transporter list is maintained by Executive-dispatch and whenever a
new transporter is to be approved, the Transporter Information Form is given to
the transporter.
• Based on the information, the transporter is approved.
• A daily transportation data is prepare
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Research Project
Introduction
Definition:-
Employee loyalty can be defined as employees being committed to the success of the
Organization and believing that working for this organization is their best option. Not
only do they plan to remain with the organization, but they do not actively search for
alternative employment and are not responsive to offers.
Employee loyalty is synonymous with achieving a balance that brings feelings of

connection along with a commitment to produce. Ultimately, loyal employees can bring
some BIG benefits. Loyal employees promote customer satisfaction - a critical
component in business. Satisfied/loyal customers (also known as repeat business) are less
price-sensitive and they bring in referrals for new business. And, loyal employees, who
tend to stay put, can help keep recruiting and training (of new hires) costs to a minimal.
(However, don't confuse longevity with loyalty. Just because someone is there long-term
doesn't mean that she is loyal.)
The following 13 tips are what you need to know about employee loyalty.
1. Set a good example. Show your employees that you take work seriously. If you are
out shopping or busy making plans for the weekend, your employees will follow suit.
2. Create clear boundaries. Your employees can have many friends, but only one
employer. Yes, you want to be friendly but not at the cost of establishing your unique role
and position. Most employees will be delighted to have a boss that can be depended upon
to make difficult decisions, call the shots, and resolve awkward or burdensome problems
- tasks they would never present to a friend or co-worker.
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3. Outline each employee's sphere of influence. Each staff member should be clear
about where his/her own domain starts and stops. This kind of definition fosters a sense
of pride while preventing boundary overstepping and turf wars between employees.
4. Show your employees that you are loyal to them. Never belittle or criticize an
employee in public. Avoid threats or any action that might give an employee a reason to
question your commitment to him/her. Instead carefully present your criticisms and see
"mistakes" as opportunities for learning.
5. Give your employees something to be proud of. Strive to make your organization the
best it can be. Whether you are the CEO of a large corporation, a supervisor in a
governmental organization, or running a Mom-and-Pop shop, you want your product and
service to shine so that everyone involved has a sense of pride and accomplishment.
6. Do good deeds. Have an outreach plan that gives both you and your employees a
chance to interact with, and give back to, the larger community in a positive way.
7. Reward your employees. Money cannot buy loyalty but money does serve as a
metaphor, telling your employees how much you value them. Fair wages, appropriate
raises, and an occasional unexpected treat can go a long way in building loyal employees.
8. Cultivate peak performance. Provide your employees with training and development
opportunities so that they can learn and grow. And, as they develop, challenge them to set
and meet high expectations.
9. Foster a team mentality. Encourage your employees to communicate their ideas and
allow them to influence company practices and policies. Likewise, share your own vision
for the future and your thoughts as to how you will all get there together.
10. Recognize and respond. Everyone appreciates positive feedback. And, once it
becomes clear that you are willing and able to provide it, most employees will go the
extra mile in order to get it.
11. Build solid relationships. Find common ground, share life experiences, prove your
trustworthiness, and be patient as strong relationships blossom over time.
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12. The Platinum Rule. There is no blueprint for fostering employee loyalty. As you go
about your business, remember that each employee must be seen as an individual - what
works in some cases will bring disaster in another. Forget the golden rule - don't treat
your employees, as you want to be treated. Instead, find out what each of them needs and
wants and proceed with that in mind.
13. Be yourself. Find your own management style. Somewhere between "surrogate
mother," who is more caretakers then boss and the Leona Helmsley stereotype, who
responds to employees with contempt and ridicule, each of us can find our own happy
medium.
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Why I have chosen this Topic?
Bluestar India is having 5 manufacturing plant. It is related to the air-conditioning &

cooling industry so there is only seasonal business. So we can say that there are
employees in only seasonal time. There are the one difficulty which is faced by the
Bluestar India, Bharuch that they lose their employees frequently So for checking their
employee loyalty towards the company, And Human resource is my most wanted field, I
m going to take my Specialization in HR. for this reason I have chosen this topic for my
research.
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Literature Review
Loyal following: bringing employee loyalty back from the dead
Robert McGarvey, May, 1998 by Robert McGarvey
In 1996, when Walnut Creek, California, personnel expert Ethan Winning surveyed 742
employees in six different industries, from high-tech to insurance, a staggering 67 percent
told him their loyalty had decreased. "There's no doubt that loyalty is in trouble," says
Winning.
Managers could scarcely expect other results. More than 4 million jobs have been
"downsized" just since 1989, according to numbers collected by Challenger, Gray &
Christmas Inc., a Chicago outplacement firm. "It should come as no surprise to
management that employees feel unconnected to companies that have seemingly shown
little regard for their well-being," says James Challenger, president of the firm.
"Downsizing changed all the old rules," adds Herman. "It fundamentally altered the
employer-employee relationship. Employers once preached job security. The message of
downsizing was that corporate loyalty to employees is dead. Therefore, employee loyalty
also died."
Employees have every reason to be skeptical about a company that promises long-term
security and asks for loyalty in return - that's no longer a believable deal. But just because
the old reasons for loyalty have evaporated, does it follow that the loyalty itself has
disappeared?
At least one source says reports of the death of employee loyalty are premature:
"Employee loyalty isn't dead. It's simply taken new forms in today's job market," says
Liza Fiore of Interim Services Inc., a Ft. Lauderdale, Florida, firm that specializes in job
placement.
46
1. Cultivating Employee Loyalty
By Ryan Scholz, Source:

http://www.articlesbase.com/management-articles/cultivating-
employee-loyalty-1211577.html
Recent statistics show that workers in their twenties change jobs every two years. The
percentage of people now working as "free agents" is over 28 percent and growing each
year. Free agents include contractors, independent professionals, temporary and part time
workers, and freelancers. Another 17 percent of the work force express the desire to be a
free agent. Speculation is that by the end of the decade, almost 50 percent of the
workforce will be free agents. More workers want to be their own boss and have fewer
restrictions on balancing their work and personal lives
The free agent mentality in the emerging work force creates new challenges for
management in attracting and retaining the talent needed to operate a business.
Another factor is that being with an organization is no longer viewed as a source of

security.
People are not loyal to companies or organizations-they are loyal to jobs which provide
meaning and purpose. For example, a nurse can be highly loyal to the profession of
nursing, but not loyal to a specific hospital. As long as the job provides meaning and
purpose to the nurse, it is almost irrelevant where that purpose is achieved. Therefore, the
nurse will seek the highest pay and best working conditions in order to achieve the
purpose.
Companies cannot expect unlimited and unquestioned loyalty by its employees. Today's
workers have multiple and competing loyalties. They may have families, outside
interests, and career aspirations that all compete with the company for loyalty.
46
Loyalty to personal interests such as a career and loyalty to the company do not have to
be mutually exclusive.
Here are a a few suggestions based on an article by Linda Hill, Professor of Business
Administration at Harvard University:
1. Align career growth with company goals.
2. Design work with variety and autonomy
3. Focus on relationships.
4. Highlight the link between employees' values and the company's mission.
2. Five Principles to Revitalize Employee Loyalty and
Commitment
by Jim Harris, Ph.D, from R&D Innovator Volume
5, Number 8 , August 1996
Dr. Harris is president of The Jim Harris Group, Indian Rocks Beach, Florida (813-596-
5749) that helps organizations build a loyal, productive, and motivated workforce. He is
author of Getting Employees to Fall in Love with Your Company (Amacom, New York,
1996), from which this article is adapted.
Here are five principles embraced by the world’s best-run companies that help revitalize
employee loyalty and commitment.
Principle #1: Capture the Heart
Principle #2: Open Communication
Principle #3: Create Partnerships
Principle #4: Drive Learning
Principle #5: Emancipate Action
46
Technology Worker's Loyalty is Rising

A recent Report on Loyalty of over 2,500 IT workers by Walker Information found that
the number of loyal employees (employees who plan on staying with their employer for 2
years) within corporate IS departments jumped nearly 30% since 2003. Additionally, the
number of IS workers who feel stuck in their jobs has fallen by 33% in the past 3 years.
Only 21% reported they're not committed to their companies, but feel they have no option
but to stay, compared to 33% three years ago.
3. How to Encourage Employee Loyalty

By an eHow Contributing Writer
Spending the time and energy in cultivating harmonious working relationships with
employees is a wise investment. High employee turnover rates can cost employers
valuable time and money when it comes to refilling positions and retraining new
employees. Finding ways to keep employees happy can go a long way to encouraging
loyalty and longevity in the workplace
1.offer enticing and complete benefits packages.

2. Work on becoming family-friendly.
3. Invest in your employees' futures.
4.Reward accomplishments freely and often.
5. Adopt an open, clear and frequent communication policy.
Read more: How to Encourage Employee Loyalty | eHow.com

http://www.ehow.com/how_2054860_encourage-employee-
loyalty.html#ixzz143Bb1QTY
46
Problem Formulation
For checking the loyalty of the employees of the Bluestar Ltd, Bharuch, I have chosen
this topic for the reason that they are facing the problem of 1) seasonal business And 2)
Employees leave the job frequently or we can say that they leave organization in very
short time period.
Rationale of the Study.

Employee Loyalty is the very important matter for the organization. If they know all
about the employee’s loyalty towards their company then they can improve their
productivity and how they can improve the loyalty of employees by knowing the factors
that affects very much to the loyalty.
Scope:
The scope of this survey is to identify level of loyalty among the

employees of the Bluestar Ltd, Bharuch. And to identify factors which are
responsible for high employee loyalty at Bluestar Ltd, Bharuch.
46
Research Methodology
Objectives:-
• To identify level of loyalty among the employees of the Bluestar Ltd,

Bharuch.
• To identify factors which are responsible for high employee loyalty at
Bluestar Ltd, Bharuch.
Research Design:
It is descriptive.
More formalized studies are typically structured with clearly stated hypotheses or
investigative questions are known as Descriptive studies.
Sources of Data:-
There are many sources of the data. But data are having two types.
1. Primary data
2. Secondary data
Primary data can be taken by survey. But secondary data is extracted from the
company manuals, company websites, & from books on the employee loyalty.
Data Collection Method:
For the collection of the data, survey is conducted. For the survey we have use
questionnaire which carries questions related to employee loyalty. Questionnaire is
having both types of questions.
• Open ended questions
• Close ended questions
46
Sampling Plan:
Sample size: 50 employees of the Bluestar Ltd, Bharuch

Sample Design: Non probability, convenience sampling
Sampling Frame: None
Data collection Techniques:
• Questionnaire
• Personal interview
• Through Observation.
46
DATA ANALYSIS
Once the data begin to flow, a researcher’s attention turn to data analysis. Data
preparation includes editing, coding, and data entry and is the activity that ensures the
accuracy of the data and their conversion from raw form to reduced and classified forms
that are more appropriate for analysis. Preparing a descriptive statistical summary is
another preliminary step leading to an understanding of the collected data.
1. Gender:
Gender Data Percentage

Male 48 96
Female 2 4
Total 50 100
In the company, there are only 2 females (4%) and 48 males (96%).
2. Age
46
Age Data Percentage

20 – 25 7 16
26 – 30 20 45
31 – 35 6 13
36 – 40 6 13
41 – 45 4 9
46 – 50 1 2
51 - 55 1 2
Total 45 100
There are 7 respondents whose age is in between 20-25 years, 20 respondents age
is in between 26 – 30 years, 6 respondents age is in between 30 – 35 years,
6 respondents age is in between 36 – 40 years, 4 respondents age is in between 41
– 45 years, 1 respondents age is in between 46 – 50 years, & 1 respondent’s age is
in between 51 – 55 years.
3. Experience
Experience Data Percentage

0–5 25 50
6 – 10 9 18
46
11 – 15 10 20
16 – 20 4 8
21 - above 2 4
Total 50 100
In the company survey, There are employees who have experience as per the group we
can say 50% employees having 0 – 5 years experience, 18% employees having 6 – 10
years experience, 20% employees having 11 – 15 years experience, 8% employees
having 16 – 20 years experience, 4% employees having 21 - above years experience.
4. How many job exceeding 1 year duration have you had in your career till
date?
Option no. Option Data

A 0 16
B 1 9
C 3 5
D 4 13
E More than 4 6
46
F specify 1
In this question, there are 16 respondents choose option no. A (0), 9 respondents choose
option no. B (1), 5 respondents choose option no. C (3), 13 respondents choose option no.
D (4), 6 respondents choose option no. E (more than 4), 1 respondents choose option no.
F (specify).
5. Why did you leave those jobs?
Option no. Option Data percentage

A Career Development 20 58
B Unsatisfied job 2 6
C No reward 3 9
D No promotion 2 6
E No autonomy 3 9
F Unsatisfied pay 2 6
G Other 2 6
46
In this question, there are 50% respondents has given answer option A, 6% respondents
has given answer option B, 6% respondents has given answer option C, 10% respondents
has given answer option D, 8% respondents has given answer option E, 12% respondents
has given answer option F, 8% respondents has given answer option G.
6. What is your feeling or attitude or feeling towards BLUE STAR?

A Very Good company 21
B Good company 21
C Indifferent 2
D Bad 4
E Very bad 2
46
In this question, there are 21 respondents choose option no. A (very good), 21
respondents choose option no. B (good), 2 respondents choose option no. C (indifferent),
4 respondents choose option no. D (bad), 2 respondents choose option no. E (very bad).
7. What has made you to remain with Blue Star?
Option no. Option Data Percentage

A (1) Brand name 16 32
B (2) Better infrastructure 3 6
C (3) Better working condition 17 34
D (4) Calm, Cool & autonomy atmosphere 13 26
E (5) Participative, & concerned superiors and 0 0
46
subordinates
F (6) Others 1 2
In this question, there are 16 respondents (32%) choose option no. A, 3 respondents (6%)
choose option no. B, 17 respondents (34%) choose option no. C, 13 respondents (26%)
choose option no. D, 0 respondents choose option no. E, 1 respondent (2%) choose option
no. F.
8. What you will do if demand for company gets reduced and company is not in
position to pay you salary, only half can be affordable. What will you do in
such circumstances?

A Remain 31
B Leave 19
46
In this question, There are 62% respondents gives answer that they remain in organisation
while 38% respondents gives answer that they leave organisation.
9. If Company likes Voltas, Videocon, Samsung, Godrej offer you job with
same position but with high pay, what will you do?

A Accept 22
B Reject 28
46
In this question, There are 44% respondents gives answer that they accept offer while
56% respondents gives answer that they reject offers.
10. What is your feeling about BLUE STAR?
Option no. Option Data Percentage

A My company 25 50
B Company where I work 11 22
C Just company like other 6 12
D Company through which I earn my livelihood 8 16
46
In this question there are 25 respondent have choose the A option – My company, 11
respondent have choose the B option –company where I work, 6 respondent have choose
the C option –just company like other , 8 respondent have choose the D option –
company through which I earn my livelihood.
11. Do you work after office hours?

A (1) Yes 42
B (2) No 8
46
In this question, there are 42 respondents has pointed that they work after office hours
while 8 respondents has refused for that.
12. Why do you work?

A) To Complete Job within Stipulated time.
B) To reduce burden of work for next day.
C) To show good picture of sincerity & commitment in the eye of
superior.
D) For good performance appraisal.
Option Data Percentage

A 25 50
B 13 26
C 9 18
D 3 6
46
In this question, There are 25 respondents have given the answer A, 13 respondents have
given answer B, 9 questions have given answer C, while only 3 respondents have given
the answer D.
13. What should Bluestar do in retain you till your retirement?
In this question , there are only 8 respondents who have responded, they give
suggestions that
• Good working condition should be there.
• There should be some program for the further growth.
• Job satisfaction
• Working skill development
• There should be transparency in all work & give importance to everyone.
• Weekend leave
• It should be depend on worker
• There should some fix retirement plan.
14. Please Rank this set of employee loyalty factor Group from 1(High) to
7(Low) according to your own view of their Importance to you for today & in
future.
A Company Perks (season Ticket, Loan company)

B Financial Rewards (salary, pensions)
C Involvement in corporate activity (Value employee, Part of the
business Regular appraisal)
D Job security aspect (e.g. Job of Life, Status)
E Lifelong learning
F Social aspect (e.g. Family, Friendly)
G Work activity (Challenging Work, Variety, and Career
Progress.)
46
Option Rank Total

1 2 3 4 5 6 7
A 23 1 6 6 4 6 4 50
B 12 19 6 4 6 2 1 50
C 2 5 23 5 7 2 6 50
D 5 7 2 22 3 7 4 50
E 0 6 7 8 23 1 6 50
F 3 7 3 1 4 19 13 50
G 6 5 3 4 3 12 17 50
total 50 50 50 50 50 50 50
Option Score(1) Score(2)
A 249 4.98
B 267 5.34
C 210 4.2
D 202 4.04
E 180 3.60
F 145 2.9
G 153 3.06
From the above score (2), we can rank all the option as per the table
Option Rank
A 2
B 1
C 3
D 4
E 5
F 7
G 6
Thus we can arrange all this option
46
Rank Option
1 B
2 A
3 C
4 D
5 E
6 G
7 F
In this question, There are 23 respondents who have ranked option A as rank 1, 1
respondents who have ranked option A as rank 2, 6 respondents who have ranked option
A as rank 3, 6 respondents who have ranked option A as rank 4, 4 respondents who have
ranked option A as rank 5, 6 respondents who have ranked option A as rank 6, 4
respondents who have ranked option A as rank 7. Now multiply the no. of respondent
with the given marks to rank.
(Note: Here rank 1 has 7 points, 2 having 6 points, 3 having 5 points, 4 having 4 points, 5
having 3 points, 6 having 2 points & 7 having 1 points)
Then u get score(1) & after that divide all score by 50 respondent so you get score (2).
Then give rank to the highest score 1st rank & lowest 7th rank.
15. Suppose if your friend working with another company with same line of
business try for discussing about private policies & procedure & techniques
of blue star, will you discuss it or not?

A Yes 11
B No 39
46
In this question, there are 11 respondents have given positive answer while 39
respondents have given negative answer.
16. If something is going wrong either any wastage of material or time or

anything will you put in meeting or will ignore?

A Yes 44
B No 6
In this question, there are 44 respondents have given positive answer while 6 respondents
have given negative answer.
46
17. How do you use the facilities and equipment provided by company to you?
A Smoothly
B Roughly
C Will use as it is used by others
D Will use as the way it should be used.
Option Data
A 12
B 2
C 12
D 24
In this questions, There are 12 respondents have given the answer A, 2 respondents have
given answer B, 12 questions have given answer C, while 24 respondents have given the
answer D.
18. Suppose some colleagues or workers is doing some indiscipline or creating

nuisance what will you do in such case?
46
A) Go & explain him kindly

B) Scold him, & seek commitment for not doing it again.
C) Just think in heart that this is wrong
D) Remain indifferent, as it is not your job.
Option Data
A 37
B 6
C 5
D 2
In this questions, There are 37 respondents have given the answer A, 6 respondents have
given answer B, 5 questions have given answer C, while only 2 respondents have given
the answer D.
19. Out of 100% how much % do you feel Blue star has fulfill your expectation?
Percentage group Data percentage

50 – 60 02 4
46
61 – 70 12 24
71 – 80 09 18
81 – 90 14 28
91 – 100 13 26
Bluestar has fulfill 61 – 70% expectation of 24% employees, 50 – 60% expectation of

4% employees, 71 – 80% expectation of 18% employees, 81 – 90% expectation of 28%
employees, 91 – 100% expectation of 26% employees.
46
Limitation of the study:
• Time is very less for the survey.

• It cannot be generalized because of non probability sampling.
• Employee’s co-operation is very less which is the one constrain of this survey.
• Personal discussion is not possible in some part of the survey.
46
My findings:-
1. Employees who had left their jobs because of the career

development which is main reason for the left. (Q – 2)
2. 21 Employees of the Bluestar thinks that very good company &
21 Employees of the Bluestar thinks that good company. (Q –
3)
3. Employees want to be remain in the organization due to 3
major reasons (q -4)
a. better working condition (17 employees)
b. brand name (16 employees)
c. calm cool and friendly, autonomy atmosphere. (13
employees)
4. Employees also want to remain in the organization in any
situation (Q – 5)
5. Employees feels about the Bluestar as per my findings is”my
company”.
6. Employees also known about the privacy of the company’s
policy so they are not ready to reveal it in front of any other.
7. Employees think that they have to work after office time to
complete job within stipulated time. So they are very much
loyal towards their work.
8. The employees are very much loyal towards their company’s
properties we can get ans. This from the Q. no. 15 & 16.
9. There should be individual importance to each worker.
10. There are not a special arrangement for achievements.
46
Suggestions:-
1. Company has to provide some career development program to

their employees so they have no reason to left the company for
career development.
2. To fulfill their expectation by giving them some financial
reward on their achievement
3. Company has to give some challenging work to their
employees so they can improve their self as well as they can
get idea that how they have to work in some challenging
condition.
4. Company has to give some financial reward for their
achievement so they can motivate.
5. I found that some employees have chosen the option to reduce
burden on the next day against the question “why do u work
after office hours?”, so I suggest that company has to give less
burden of work to their employees.
6. Company has to give the factors which can affect to the
employye loyalty in the given manner .
i. Financial Rewards (salary, pensions)
46
ii. Company Perks (season Ticket, Loan company)

iii. Involvement in corporate activity (Value employee,
Part of the business Regular appraisal)
iv. Job security aspect (e.g. Job of Life, Status)
v. Lifelong learning
vi. Work activity (Challenging Work, Variety, and Career
Progress.)
vii. Social aspect (e.g. Family, Friendly)
Conclusion
After staying eight weeks in “BLUE STAR LTD.” and departments personnel,
production, stores, purchase, finance, dispatch. I really felt that “BLUE STAR LTD” is
well cultured professionally growing company with expending horizons of development.
“BLUE STAR LTD” is very famous & reputed company this company’s all work is
done by Computer, Telephone, and other modern machinery, so this company will
achieve more progress.
“BLUE STAR LTD” performance has been consultant and over increasing turn over
result to maximum capacity utilization & higher productivity. All plant age operating
above capacity.
“BLUE STAR LTD” is facing with problems of employee loyalty so I have done it for
the company. I have found that there are some having high employee loyalty but some
having less because of Financial Rewards (salary, pensions), Company Perks (season
46
Ticket, Loan company), Involvement in corporate activity (Value employee, Part of the
business Regular appraisal), Job security aspect (e.g. Job of Life, Status), Lifelong
learning, Work activity (Challenging Work, Variety, and Career Progress.)
Social aspect (e.g. Family, Friendly)
All my best wishes are with “BLUE STAR LTD” & they do better today & bright
tomorrow.
ANNEXURE
MINI PROJECT
On
Employee Loyalty at Bluestar Ltd, Bharuch.
NAME: (VOLUNTARY)
DEPARTMENT:
QUALIFICATION:
GENDER:
AGE:
EXPERIENCE:
1) How many Job exceeding 1 year duration have you had in your career till date?
46
A) 0 B) 1 C) 3 D) 4
E) More than 4 F) specify__________
2) Why did you leave those jobs?
A) Career Development. B) Unsatisfied Jobs

C) No rewards D) No Promotion
E) No Autonomy F) Unsatisfied pay
G) Other____________
3) What is your feeling or attitude or feeling towards BLUE STAR?
A) Very Good company B) Good Company

C) Indifferent D) Bad E) Very Bad
4) What has made you to remain with Blue Star?
A) Brand Name
B) Better Infrastructure
C) Better working Condition
D) Calm, Cool & autonomy atmosphere.
E) Participative, & concerned superiors and subordinates
F) Others________________________________________________
5) What you will do if demand for company gets reduced and company is not in position
to pay you salary, only half can be affordable. What will you do in such
circumstances?
A) Remain in Organization
B) Leave Organization
46
6) If Company likes Voltas, Videocon, Samsung, Godrej offer you job with same
position but with high pay, what will you do?
A) Accept offer B) Reject Offer
7) What is your feeling about BLUE STAR?
A) My Company
B) Company where I work
C) Just company like other
D) Company through which I earn livelihood.
8) Do you work after office hours?
A) Yes B) No
9) Why do you work?
A) To Complete Job within Stipulated time.

B) To reduce burden of work for next day.
C) To show good picture of sincerity & commitment in the eye of superior.
D) For good performance appraisal
10) What should Blue Star do in order to retain you till your retirement?
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
___
11) Please Rank this set of employee loyalty factor Group from 1(High) to 7(Low)
according to your own view of their Importance to you for today & in future.
46
A) Company Perks (season Ticket, Loan company)

B) Financial Rewards (salary, pensions)
C) Involvement in corporate activity (Value employee, Part of the business Regular
appraisal)
D) Job security aspect (e.g. Job of Life, Status)
E) Lifelong learning
F) Social aspect (e.g. Family, Friendly)
G) Work activity (Challenging Work, Variety, and Career Progress.)
12) Suppose if your friend working with another company with same line of business try
for discussing about private policies & procedure & techniques of blue star, will you
discuss it or not?
A) Yes B) No
13) If yes, why?
A) It is going to be useless to him.

B) Policy is different of different company.
C) Doesn’t make any difference to you
D) You will discuss to get information from him of his company.
14) If something is going wrong either any wastage of material or time or anything will
you put in meeting or will ignore?
A) Yes B) No
15) How do you use the facilities and equipment provided by company to you?
A) Smoothly
B) Roughly
C) Will use as it is used by others
46
D) Will use as the way it should be used.
16) Suppose some colleagues or workers is doing some indiscipline or creating nuisance
what will you do in such case?
E) Go & explain him kindly

F) Scold him, & seek commitment for not doing it again.
G) Just think in heart that this is wrong
H) Remain indifferent, as it is not your job.
17) Out of 100% how much % do you feel Blue star has fulfill your expectation?
Answer in percentage: ___________% out of 100%.
Bibliography
 Cooper Donald (2007) Business Research methods, 9th edition, New Delhi, Tata
McGraw-Hill Publisher
 Dessler Gary(2008) Human Resource Management, 11th Edition, New Delhi,
Pearson publisher
 Websites:
• www.bluestarindia.com
References
 Company Manuals
 Annual Reports of the Bluestar Ltd.
46
Loyal following: bringing employee loyalty back from the dead

Robert McGarvey, "Loyal following: bringing employee loyalty back from the
dead".
Link:-
http://findarticles.com/p/articles/mi_m0DTI/is_n5_v26/ai_20923852
 Cultivating Employee Loyalty
Jim Harris, PhD, from R&D Innovator Volume 5, Number 8 , August

1996
 How to Encourage Employee Loyalty | eHow.com

http://www.ehow.com/how_2054860_encourage-employee-
loyalty.html#ixzz143Bb1QTY
 www.bluestarindia.com
46

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1Bluestar India Ltd.

NARMADA COLLEGE OF MANAGEMENT, BHARUCH

Gujarat Technological University, Ahmadabad

In Partial Fulfillment of the Requirement of

Faculty Guide Company Guide

In the current perspective we know that no knowledge is complete without knowing

The industrial training is important in management education, because it aims at

I am highly indebted to Mr. Jitendra Patel (Senior Manager-HR) for associating me in

I am immensely thankful to my project guide Narmada College of Management,

PART 1: Page no.

PART 3: Research Project

NAME OF THE COMPANY - BLUE STAR LIMITED

COMPANY SECRETARY - K P T Kutty

AUDITORS - K S Aiyar & Company, Mumbai.

REGISTERED OFFICE: Kasturi Buildings,

Guiding Values and Beliefs of Blue Star

 Pursue the Corporate Vision: Provide a world-class customer experience.

Blue Star Bharuch presently Produces mainly 3 types of products in different

Future Expansion Plans

To set up state of Art, Manufacturing, set up for manufacturing a “World class”

Head Head Head Head

Accounts & Maintenance Stores &

Bharuch Plant Dadra Plant

Himachal Plant Thane Plant

FOURTH MANUFACTURING PLANT : 2005

Some of the competitors of Blue Star ltd.

[I] Central Air-conditioning

 It involves manufacturing, installation, commissioning and servicing of central

 It continues to be the market leader in central air-conditioning.

[II] Refrigeration & Air-conditioning Products

 The Company also manufactures and markets a wide range of commercial

[III] Professional Electronics & Industrial Equipment

In Blue Star, Human Resource Development is a critical and important function. A

The Company gives significant importance to the development of employees through

Strategy for Future Growth & Development

To set up of Art Manufacturing set up for manufacturing a World Class product

Blue Star Ltd at Bharuch

Raw Materials Used: -

4) SS ( Stainless Steel Sheets)

Other Raw Materials: -

Types of Material Handling Equipments Used

Blue Star uses the following types of material handling equipment’s:-

 PALLETE HAND TROLLY

Purchase & Production:

Production & Dispatch:

Master Production Scheduling (MPS):

Material requirement planning (MRP):

Production unit at Bharuch division:

DINESH POHIWALA SHAILESH

2. COLD ROOM AND COOLING

4. Roll forming & End folding:

Fabrication shop is mainly divided into two:

Punching and Embossing:

Time Keeping System

Other Function of Time Office

• Posting the leaves in muster book.

• To maintain the records of employee state insurance

• Application form of employee.

• Employment offers Letter.

• Interview assessment form.

• Copy of appointment letter.

• Medical Fitness Certificate of the employee.