E- GRAM BUS BODY BUILDERS PVT LTD.

CHAPTER I

1.1 INTRODUCTION OF THE STUDY

The internship program is designed to provide students engaged in a field experience with an
opportunity to share their insights, to explore the links between students' academic
preparation and their field work, and to assist participants in developing and carrying out the
major research project which will serve to culminate their internship experience.
The purpose of internship training is to facilitate the intern to practice the acquired skills
independently or under supervision, as mentioned in the respective discipline course contents.
The focus of internship training should be to develop the methods and modalities for actual
practice of management study. Emphasis should be laid on Hands on experience. The
settings of internship should be preferably a decentralized setting in a organization structure
like production, marketing, human resource and finance department. At the end of the
internship, the intern should be a confident, more helpful in futures.

1.2 OBJECTIVES OF THE STUDY:

Develop managerial skills and leadership qualities to function effectively as a leader

of the management team.
Develop communication skills.
Develop professionalism including ethical behavior, etiquettes and demonstrate
behavioral
To study the company profile of Spare Parts Manufacturing
To study the working of marketing & services department.
Market Analysis of retail products.
To study the problems of Spare parts industry
1.3 SCOPE OF THE STUDY:

To gain an understanding of the administrative elements and day-to-day

functioning of an organization while completing assigned tasks.
To strengthen judgment, decisiveness and team skills.
To assess potential in the work environment and possible areas needing
development for successful career growth.

1.4 LIMITATION FOR THE STUDY

The study was restricted to certain specific areas of chennai which may
not seem to present the general picture of the product.
Respondent unwillingness to provide adequate information was
consequent upon time constraints and personal inconveniences.
Sampling and non-sampling errors might have crept in and attempt is
made to minimize them.
Considering the mammoth size of the market the sample size was
probably inadequate as covering each and every department, which was
at geographical disparate location, was not feasible.

CHAPTER II
INDUSTRY PROFILE & COMPANY PROFILE

2.1 INDUSTRY PROFILE:

Automobile industry, the business of producing and selling self-powered vehicles, including
passenger cars, trucks, farm equipment, and other commercial vehicles. By allowing
consumers to commute long distances for work, shopping, and entertainment, the auto
industry has encouraged the development of an extensive road system, made possible the
growth of suburbs and shopping centers around major cities, and played a key role in the
growth of ancillary industries, such as the oil and travel businesses. The auto industry has
become one of the largest purchasers of many key industrial products, such as steel. The large
number of people the industry employs has made it a key determinant of economic growth.

Automobile, self-propelled vehicle used primarily on public roads buT adaptable to other
surfaces. Automobiles changed the world during the 20thcentury, particularly in the United
States and other industrialized nations. From the growth of suburbs to the development of
elaborate road and highway systems, theso-called horseless carriage has forever altered the
modern landscape. The manufacture, sale, and servicing of automobiles have become key
elements ofindustrial economies. But along with greater mobility and job creation,
theautomobile has brought noise and air pollution and automobile accidents rank among the
leading causes of death and injury throughout the world. But for better or worse, the 1900s
can be called the Age of the Automobile, and cars will no doubt continue to shape our culture
and economy well into the 21st century.

Automobiles are classified by size, style, number of doors, and intended use. Thetypical
automobile, also called a car, auto, motorcar, and passenger car, has fourwheels and can carry
up to six people, including a driver. Larger vehicles designedto carry more passengers are
called vans, minivans, omnibuses, or buses. Thoseused to carry cargo are called pickups or
trucks, depending on their size and design.Minivans are van-style vehicles built on a
passenger car frame that can usually carryup to eight passengers. Sport-utility vehicles, also
known as SUVs, are more ruggedThan passenger cars and are designed for driving in mud or
snow.

In 2007 manufacturing plant in more than 25 countries produced 73.2 million

passenger cars .The automobile is built around an origin various systems supply the origin
with fuel, cool it daring operation, lubricate its moving parts and remove exhaust gases it
creates. The origin produces mechanical power that is transmitted to the automobiles wheels
through adverting which includes a transmission. One or more dive shafts, a differential gear
and axles. Suspension system which includes sparing and shock absorbers, customs the ride
and help protect the vehicle from being damaged by bumps heavy loads and other shersis.
Wheel and tares supportvehicles on the road way and when rotated by powered axles, propel
the vehicleforward or backward. Steering speed. Electrical systems starts and operate
theengine monitor and control many aspects of the vehicle operation and powers such
components as head light and radios. Safety features such as bumpers air bugs and seat bells
help protect occupants in an accident.

The history of the automobile actually began about 4,000 years ago when the first wheel was
used for transportation in India. In the early 15th century the Portuguese arrived inching and
the interaction of the two cultures led to a variety of new technologies, including the creation
of a wheel that turned under its own power. By the 1600s small steam-powered engine
models had been developed, but it was another century before afull-sized engine-powered
vehicle was created.

In 1769 French Army officer Captain Nicolas-Joseph Cugnot built what has been called the
first automobile. Cugnots three-wheeled, steam-powered vehicle carried four persons.
Designed to move artillery pieces, it had a top speed of a little more than 3.2km/h (2 mph)
and had to stop every 20 minutes to build up a fresh head of steam. As early as 1801
successful but very heavy steam automobiles were introduced inEngland. Laws barred them
from public roads and forced their owners to run them liketrains on private tracks. In 1802 a
steam-powered coach designed by British engineer Richard Trevithick journeyed more than
160 km (100 mi) from Cornwall to London.

Steam power caught the attention of other vehicle builders. In 1804 American inventor Oliver
Evans built a steam-powered vehicle in Chicago, Illinois. French engineer Onsiphore
Pecqueur built one in 1828. British inventor Walter Handcock built a series of steam
carriages in the mid-1830s thatwere used for the first omnibus service in London. By the mid-
1800s England had anextensive network of steam coach lines. Horse-drawn stagecoach
companies and the newrailroad companies pressured the British Parliament to approve heavy
tolls on steam- powered road vehicles. The tolls quickly drove the steam coach operators out
of business.

During the early 20th century steam cars were popular in the United States. Most famouswas
the Stanley Steamer, built by American twin brothers Freelan and Francis Stanley. AStanley
Steamer established a world land speed record in 1906 of 205.44 km/h (121.573mph).
Manufacturers produced about 125 models of steam-powered automobiles,including the
Stanley, until 1932.
AUTOMOBILES IN THE 20THCENTURY

For many years after the introduction of automobiles, three kinds of power sources wherein
common use: steam engines, gasoline engines, and electric motors. In 1900 more than2,300
automobiles were registered in New York City; Boston, Massachusetts; and Chicago, Illinois.
Of these, 1,170 were steam cars, 800 were electric cars, and only 400were gasoline cars.
Gasoline-powered engines eventually became the nearly universal choice for automobiles
because they allowed longer trips and faster speeds than engines powered by steam or
electricity. But development of gasoline cars in the early 1900s was hindered in the United
States by legal battles over a patent obtained by New York lawyer George B. Selden. Selden
saw agasoline engine at the Philadelphia Centennial Exposition in 1876. He then designed
asimilar one and obtained a broad patent that for many years was interpreted to apply to
allgasoline engines for automobiles.

Although Selden did not manufacture engines or automobiles, he collected royalties from
those who did. Advances in automobile technology in the 1980s included better engine
control and theuse of innovative types of fuel. In 1981 Bayerische Motoren Werke AG
(BMW)introduced an on-board computer to monitor engine performance. A solar-
poweredvehicle, SunRaycer, traveled 3,000 km (1,864 mi) in Australia in six days.

Other Improvements

During the 1980s and 1990s, manufacturers trimmed 450 kg (1,000 lb) from the weightof the
typical car by making cars smaller. Less weight, coupled with more efficientengines, doubled
the gas mileage obtained by the average new car between 1974 and1995. Further reductions
in vehicle size are not practical, so the emphasis has shifted tousing lighter materials, such as
plastics, aluminum alloys, and carbon composites, in theengine and the rest of the vehicle.
Looking ahead, engineers are devising ways to reduce driver errors and poor drivinghabits.
Systems already exist in some locales to prevent intoxicated drivers from startingtheir
vehicles. The technology may be expanded to new vehicles. Anti-collision systemswith
sensors and warning signals are being developed. In some, the cars brakesautomatically slow
the vehicle if it is following another vehicle too closely. New infraredsensors or radar
systems may warn drivers when another vehicle is in their blind spot.

Catalytic converters work only when they are warm, so most of the pollution they emitoccurs
in the first few minutes of operation. Engineers are working on ways to keep theconverters
warm for longer periods between drives, or heat the converters more rapidly.

2.2 COMPANY PROFILE

E Gram Bus Body Builder Indian subsidiary formerly known as Industry was established
in 2005 in Coimbatore, India. In the initial years from 2001 to 2003, company activity was
mainly concentrated on supplying blow room machines. In 2006 cards were added to the
production program and in 2010 draw frames. It was in 2011 that a transition began with
supply of E Gram Bus body builders of machines to the Indian market under the brand
name of E Gram Bus body builders . These cutting-edge machines ensured that products
and services were of the global level. The company managing director in E.Ramanathan .

Today E Gram Bus body builders is not only the place where machines of international
quality are produced, but also project planning, sales and nation-wide service are
independently taken care. E Gram Bus body builders (RAE) plant admeasuring 42000 sq.
m. is upgraded with extensive investments in building, machines and processe in order to
align itself with Truetzschlers Global Production Strategy. With the addition of new
highly sophisticated machines like high speed laser cutting machines from Trumpf, CNC
press brake Weinbrenner , CNC roll bending machine, machining center from Hueller Hille
(MAG), turning center from Magdeburg and Monforts, turn-mill centers from DMG and
Mazak and new powder coating plant from GEMA, the plant capacity has stepped up
resulting into improved productivity. This helped us to follow the best manufacturing
processes and operations, as practiced in Germany.

VISION AND MISSION:

Committed to Excellence, Quality and our deeply rooted heritage

To be a world class corporate constantly furthering the interest of all its stakeholders.

To be the most respected and successful enterprise, delight customers with a wide
range of products and solutions in the automobile industry with the best people and
best technology.
The most respected.

The most successful.

Delighting customers.
Wide range of products.
The best people.
The best technology.

GROUP MISSION
We will always strive to brand Nasser Bin Khaled as the leader quality provider for all
businesses that we choose to associate with; to achieve this we will conduct the following:

Remain a key Quality Service Provider and a leading name in the region, for elite
services within our planned scope of business, in keeping with our long and
illustrious heritage as an industry leader across the Automotive and Automotive
Service sectors.
 Establish an unmistakable presence in the construction and related industries as a
renowned quality service provider across the region, who offers the best value
service, reliable customer care, and total solutions by utilizing our long standing
experience in the field of our businesses to delight our clientele.

CUSTOMERS:

To strengthen the Tata brand and create lasting relationships with the customers by working
closely with business partners to provide superior value for money over the life cycle.

EMPLOYEE:

To create a seamless organization that incubates and promotes innovation, excellence and the
Tata core values.

VENDOR AND CHANNEL PARTNERS:

To foster a long-term relationship so as to introduce a broad range of innovative products and

services, that would benefit our customers and other stakeholders.

COMMUNITY:

To proactively participate in reshaping the countrys economic growth. To take a holistic

approach towards environmental protection Passenger Car Business Unit
2.3 ORGANIZATION CHART:

Director

Sales Manager Supply Chain Finance Operation

Manager Manager
Department

Marketing Sales Delivery Manager Chief HR Manager

Manager
Manager Accountant

Sales

Supervisor
Accountants
s

Salesmen
 CHAPTER III
BUSINESS OPERATION OF THE ORGANIZATION
Production department
HR department
Finance department
Purchase department
Marketing department
Sales department

3.1 PRODUCTION DEPARTMENT

In this section, those manufacturing processes typically used to make products found in
automotive composites market are covered. Unique to the composites industry is the ability to
create a product from many different manufacturing processes. There are a wide variety of
processes available to the composites manufacturer to produce cost efficient products. Each
of the fabrication processes has characteristics that define the type of products to be
produced. This is advantageous because this expertise allows the manufacturer to provide the
best solution for the customer. In order to select the most efficient manufacturing process, the
manufacturing team considers several factors such as:

User needs
Performance requirements
Size of the product
Surface complexity
Appearance
Production rate
Total production volume
Economic targets/limitations
Labor
Materials
Tooling/assembly
 Equipment

What manufacturing process do I select?

Selecting a manufacturing process is often made depending on the volume of parts being
made. The chart below is a guide to selection of a process.

Composites Manufacturing Process Selection Guide

Low = 0 - 5000 parts

Medium = 5000 - 15,000 parts
High = 15,000 - 100,000+ parts

Production Volume

Process Low Medium High

Compression Molding
BMC/SMC X
Liquid Composite Molding (LCM) X

Injection Molding
RRIM/BMC X
SRIM X

Vacuum Infusion Processing (VIP) X

Resin Transfer Molding (RTM) X

Hand Layup X

Compression Molding

Compression molding is the most common method of molding thermosetting materials such
as SMC (sheet molding compound) BMC (bulk molding compound), and LCM (liquid
composite molding). This molding technique involves compressing materials containing a
temperature-activated catalyst in a heated matched metal die using a vertical press.

The molding process begins with the delivery of high viscosity uncured composite material
such as SMC, BMC, or a mat or perform covered with a medium viscosity resin paste (LCM)
to the mold. Mold temperatures typically are in the range of 300 o - 320o F. As the mold
closes, composite viscosity is reduced under the heat and pressure approximating 1000 psi.
The resin and the isotropically distributed reinforcements flow to fill the mold cavity in the
case of SMC and BMC. In LCM the reinforcements do not move only the resin paste flows
throughout the mold.

While the mold remains closed, the thermosetting material undergoes a chemical change
(cure) that permanently hardens it into the shape of the mold cavity. Mold closure times vary
from 30 seconds up to several minutes depending on part design and material formulation.

When the mold opens, parts are ready for finishing operations such as deflashing, painting,
bonding, and installation of inserts for fasteners. By varying the formulation of the thermoset
material and the reinforcements, parts can be molded to meet applications ranging from
automotive class 'A' exterior body panels to structural members such as automobile bumper
beams.

SMC Molding SMC arrives at the press in roll form or folded in a large box. The SMC is
encased in nylon film. The film is stripped and the sheet is cut into predetermined shapes to
be loaded into the open heated matched metal dies. The charge is of a predetermined weight.
The compression press is closed for a set time and the part is cured. The part is deflashed and
ready to assemble or ship.

BMC Molding BMC (bulk molding compound) consists of a highly filled resin paste
combined with short (1/8 to inch) glass fibers. It can be a mass of mix take right from the
mixer, but it is usually extrude into "logs" and cut to the weight required for charging the
compression or injection mold. In compression molding the weighed log is inserted in the
open mold and the heated mold is closed. Once the material is cured the mold is opened and
the part is removed and deflashed. In injection molding BMC logs are placed in the hopper of
an injection molding machine and the material is forced into a closed mold and cured.
Liquid Composite Molding (LCM)

In liquid composite molding a fiberglass perform matching the shape of the finished part or
fiberglass mat (for simple planer shapes) is loaded with the correct weight of a medium
viscosity resin pasted is placed in the open dies and the compression press is closed. The
glass does not move during molding leading to uniform orientation of the glass and thus
uniform strength.

Performing Performing uses a metal screen made to the shape of the inside of the molded
part. A vacuum is drawn through this screen and strands of fiberglass rovings are chopped
onto the screen with enough binder material to hold the preform together. The preform is then
cured and removed from the screen.

Injection Molding

In this process short glass SMC or BMC are injected into a heated closed matched metal die
by screw or ram injection and allowed to cure. Usually these injected parts will be lower than
compression molded parts, but require little or no deflashing.

Reinforced Reaction Injection Molding (RRIM)

In this process, two components (polyol and isocyanate) which are reacted together to
produce a polyurethane are brought together into a mixing head where other constituents such
as fillers are combined. The ingredients are mixed very rapidly and then injected under
pressure into a closed mold where a preform has been placed. A combination of chopped
roving and preform may be used.

Structural Reaction Injection Molding (SRIM)

In this process the reinforcement is placed in the mold, the mold is closed and under pressure.
The resin is then injected into the closed mold. The usual molds used in this process are
telescoping molds allowing the resin to be injected into a closed cavity. The mold is then
fully closed, which spreads the resin throughout the reinforcement. Fiberglass mat or
performs are the usual reinforcement used in this process. The resins used are unfilled with
polyurethane being the main resin.
Resin Transfer Molding (RTM)

Resin Transfer Molding or RTM as it is commonly referred to is a "Closed Mold Process" in

which reinforcement material is placed between two matching mold surfaces one being
male and one being female. The matching mold set is then closed and clamped and a low-
viscosity thermoset resin is injected under moderate pressures (50 - 100 PSI typically) into
the mold cavity through a port or series of ports within the mold. The resin is injected to fill
all voids within the mold set and thus penetrates and wets out all surfaces of the reinforcing
materials. The reinforcements may include a variety of fiber types, in various forms such as
continuous fibers, mat, preforms, or woven type construction as well as a hybrid of more that
one fiber type. Vacuum is sometimes used to enhance the resin flow and reduce void
formation. The part is typically cured with heat. In some applications, the exothermic reaction
of the resin may be sufficient for proper cure.

RTM as a process, is multi-compatible with a variety of resin systems including polyester,

vinyl ester, epoxy, phenolic, modified acrylic and hybrid resins such as polyester and
urethane. Typically, it requires a resin viscosity of 200-600 centipoise to penetrate all
surfaces of the mold cavity. Advantages of the RTM process include:

As a closed mold process, emissions are lower than open mold processes such as
spray up or hand lay up
The mold surface can produce a high quality finish (like those on an automobile)
This process can produce parts faster - as much as 5-20 times faster than open
molding techniques.
Complex mold shapes can be achieved. Cabling and other fittings can be incorporated
into the mold designs.

Disadvantages of the RTM process are:

High production volumes required to offset high tooling costs compared to open
molding techniques.
Reinforcement materials are limited due to the flow and resin saturation of the fibers.
Size of the part is limited by the mold.

Vacuum Infusion Processing (VIP)

Vacuum infusion is a variation of vacuum bagging where the resin is introduced into the
mold after the vacuum has pulled the bag down and compact the laminate. The method is
defined as having lower than atmospheric pressure in the mold cavity. The reinforcement and
core material are laid-up dry in the mold. This is done by hand and provides the opportunity
to precisely position the reinforcement. When the resin is pulled into the mold the laminate is
already compacted; therefore, there is no room for excess resin. Very high resin-to-glass
ratios are possible with vacuum infusion and the mechanical properties of the laminate are
superior. Vacuum infusion is suitable to mold very large structures and is considered a low
volume molding process.

The mold may be gel coated in the traditional fashion. After the gel coat cures, the dry
reinforcement is positioned in the mold. This includes all the plies of the laminate and core
material if required. A perforated release film is placed over the dry reinforcement. Next a
flow media consisting of a coarse mesh or a "crinkle" ply is positioned, and perforated tubing
is positioned as a manifold to distribute resin across the laminate. The vacuum bag is then
positioned and sealed at the mold perimeter. A tube is connected between the vacuum bag
and the resin container. A vacuum is applied to consolidate the laminate and the resin is
pulled into the mold.

Molds Molds are similar to those used for conventional open-mold processes with
additonal structure.
Production line for bumpers

This line is almost 60 m long. High grade components for the automobile industry are
produced from aluminium extruded sections.

The production steps are fully automatic

deburring,
stretch-bending,
straightening,
machining,
cleaning,
checking,
marking

Cycle: In 19 seconds only, a ready machined bumper is made from the aluminium profile.

NC-controlled manipulators transport the work pieces from station to station.

Three big bending and cutting presses care for optimal bending and stamping of the profiles.
There are more than 30 NC-servo- and adjustable axes installed in the line - this is why it is
extremely flexible for forthcoming modifications and changes of types of work pieces.

Shock absorber

A shock absorber is a mechanical device designed to smooth out or dampshock impulse, and
convert kinetic energy to another form of energy (usually thermal energy, which can be easily
dissipated). It is a type of dashpot.

Description

Pneumatic and hydraulic shock absorbers are used in conjunction with cushions and springs.
An automobile shock absorber contains spring-loaded check valves and orifices to control the
flow of oil through an internal piston (see below).[1]

One design consideration, when designing or choosing a shock absorber, is where that energy
will go. In most shock absorbers, energy is converted to heat inside the viscous fluid. In
hydraulic cylinders, the hydraulic fluid heats up, while in air cylinders, the hot air is usually
exhausted to the atmosphere. In other types of shock absorbers, such as electromagnetic
types, the dissipated energy can be stored and used later. In general terms, shock absorbers
help cushion vehicles on uneven roads.
Vehicle suspension

In a vehicle, shock absorbers reduce the effect of traveling over rough ground, leading to
improved ride quality and vehicle handling. While shock absorbers serve the purpose of
limiting excessive suspension movement, their intended sole purpose is to damp spring
oscillations. Shock absorbers use valving of oil and gasses to absorb excess energy from the
springs. Spring rates are chosen by the manufacturer based on the weight of the vehicle,
loaded and unloaded. Some people use shocks to modify spring rates but this is not the
correct use. Along with hysteresis in the tire itself, they damp the energy stored in the motion
of the unstrung weight up and down. Effective wheel bounce damping may require tuning
shocks to an optimal resistance.

Spring-based shock absorbers commonly use coil springs or leaf springs, though torsion bars
are used in torsional shocks as well. Ideal springs alone, however, are not shock absorbers, as
springs only store and do not dissipate or absorb energy. Vehicles typically employ both
hydraulic shock absorbers and springs or torsion bars. In this combination, "shock absorber"
refers specifically to the hydraulic piston that absorbs and dissipates vibration.

Types of vehicle shock absorbers

Most vehicular shock absorbers are either twin-tube or mono-tube types with some variations
on these themes.
3.2 HR DEPARTMENT
FUNCTIONS OF HR DEPARTMENT:
1) HR ACQUISITON
Recruitment
Selection

2) HR DEVELOPMENT
Training and development
Organization development
3) PERFORMANCE AND COMPENSATION
Performance appraisal
Incentives and benefits
4) MOTIVATION
Creating motivation environment
Empowerment and participation
HR Mobility

1) HR ACQUISITION

RECRUITMENT
Recruitment is the process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their applications are submitted.
The result is a pool of applicants from which new employees are selected.

SOURCES OF RECRUITMENT
The following are various external sources of recruitment:
1. Consultancies
2. Campus recruitment
3. Lateral entries

1. CONSULTANCIES
The department heads where requirements are needed informs to the HR department about
the requirement. The concerned persons for recruitment get approval for filling the vacancies.
Then the consultancies are approached telling the requirements. The fit applications are
mailed to attend the interview. If satisfied, they are called for the personal interview.

2. CAMPUS RECRUITMENT
The recruitment panel goes to the reputed colleges to select the candidates.
On the following basis they recruit the candidates
GETs - Graduate Engineer Trainees
DETs - Diploma Engineer Trainees
ITI- Industrial Training Institute

3. LATERAL ENTRIES
They pick the experience candidates or people from other companies. The
Following is the process of lateral entry recruitment:
1. Sourcing
2. Interview
a. Written test
b. Technical round interview
c. Personal Interview

PROCEDURE FOR LATERAL RECRUITMENT

Pre-Selection
Selection
Post-Selection
PHASE 1: PRE-SELECTION

REQUIREMENT FUNCTIONAL HEAD

REQUISITION

HR APPROVING AUTHORITY

IDENTIFICATION OF
PROSPECTIVE CANDIDATE
Job site search
Internal references
Hiring consultants
Direct applicants
PHASE 2: SELECTION

Initial hr screening

Screened resumes
Sent for further
Short-listing to the
Functional head

personal interview

Discussion and final

Interview by the
interview panel
 PHASE 3: POST SELECTION

Salary and grade fixation by approved

Negotiation with the
authority
candidate

Initial offer communicated

to the candidate

Hr informs the
Functional head
about probable doj
offer not accepted
offer accepted hr issues offer letter
hr informs the joining formalities
Functional head and
Closes the case
 new hires

SELECTION
The selection procedure is concerned with selecting the right candidate at right time for right
place. The selection procedure saves a lot of time and money by eliminating candidates who
are not eligible for the post.

STEPS IN SELECTION
Receiving of application
Preparing of shortlist by the department
Verification of resume by department head
Interview (one round)
Psychological test
Reference/Background information
Final selection
Placement

2) HR DEVELOPMENT
TRAINING
Training is an on-going process aimed at capability-building of the employees at all levels. In
todays competitive mileu, organizations are increasingly turning to training to capture the
cutting edge. As they manage growth in a constantly changing environment. Purposive
training and planned re-training have an acquired priority status on the corporate agenda.
Training programmed is classified into
Skill
Knowledge
Attitude
TRAINING PROCESS

Business Plan
Performance Priority Needs

Appraisal of depts./ units

3600 Feedback Competency

Mapping

Quad 1 Yes Initiative

Training Need
Executives
Input Sources
Climate Survey Competency

Mapping

Training Effectiveness Training Plan

Training Objectives

On- The Job

Learning Outlines
Evaluation

Programme Design &

Evaluation of Faculty Methodology
Resource
Identification of

Faculty Resource

Evaluation of Training
Effective Measures
Programme

Schedule of Training

Schedule of Training
TRAINING PROGRAMS:
Quad 1 executives
Competencies and priority needs of departments/ units
E-learning
Induction for DET (2 years) GET (1 year), Laterals (7 days)
GENMOD training program.
General-Planning for retirement
Budget spent for training (8hrs- 1day) middle managers (3 to 4 persons) is 3-4 lakhs
WORKMEN CAPABILITY BUILDING
Training & Development for the unionized employees at the manufacturing units is focused
on skill development. Both internal and external training is given for associates. Guest
lecturers of external faculty and various other industrial visits will be arranged for associates.
In addition to some programmers like engineering drawing and waste elimination are also
conducted.

TRAINING FOR SENIOR/ MIDDLE LEVEL MANAGEMENT

Both external and internal training is given for the executives. Faculty from outside agencies
will be arranged for training them. They also get faculty from corporate level.
Training for senior/middle level management is done on the following basis:
1. Technical
2. Behavioral
3. Functional
MANAGEMENT DEVELOPMENT PLAN
Management development plan of Ambigai Engineering Works focuses on the following
competencies
People leadership
Transformational leadership
Project management capability
Result orientation
Entrepreneurial perspective
HR processes such as job evaluation and competency mapping will be dovetailed into the
development plan to enhance objectivity and effectiveness.
DEVELOPMENT ACTIVITIES
The following are the developmental activities:
TEI Total Employee Involvement
CFG Cross Functional Group
QC Quality Circles
SS Suggestion Scheme
Re-deployment

3) PERFORMANCE AND COMPENSATION

PERFORMANCE APPRAISAL
Performance appraisal is the systematic evaluation of the individual with regard to his or her
performance on the job and his potential for development
In Ambigai Engineering Works graphical scale method is followed, it is also known as linear
rating scale. In this, a printed appraisal form is used for each appraise. The form consists of
various employee characteristics and his job performance. Various characteristics include
initiative, leadership, dependability, creative ability, analytical ability etc..,
The rating is done on the basis of scale which is in continuum representing various degrees of
particular quality. Ambigai Engineering Works use numbers say 5, 4, 3, 2 and 1 to denote
points for various degrees of excellent-poor, high-low, good-bad and so on.
The appraisal form is divided into 8 parts where under each part separate sections are being
covered.
Part I- Performance in the present job (Employees achievements, goals)
Part II- Work behavior (Plans, objectives, activities, execution of plans)
Part III- Abilities (Job knowledge, commitment to achieve results at work)
Part IV- Potential ( Areas of interest, personality traits, strength, weakness)
Part V- Overall performance rating ( Based on assessment of part I, II III)
Part VI- Training need (To improve performance in present job, to assume higher
responsibility)
Part VII- Development plan (Job rotation, job enlargement, special assignment/
reputation)
Part VIII- Other comments
The appraisal form also consists of customer satisfaction survey where the need, service
provider and period of assessment are all identified. It also follows graphical scale method
using a five point scale based on the criteria
1) Quality ( Customer needs, service information, quality works, complaints etc..,).
2) Delivery (Delivery time, point of use, use or parts/service information)
3) Communication (Interaction with customers, listening to customer views, timely
feedback, and review changes with the customer)

4) Responsiveness (Responding to customer complaints, changes to customer needs)

5) Improvement (Positive attitude for improvement, implementation & effectiveness of
improvement and improvements at the customer end)

Overall Customer Rating = 1+2+3+4+5

5

EMPLOYEE RETENTION
Performance linked pay
The company has an annual appraisal system in place and pursuant to this system,
performance linked pay, annual variable pay and/or commission is paid to the employees.
Employee motivation
Ambigai Engineering Works targets 100% of its employees to be involved in its continuous
improvement activities. Reward systems such as IMPROVE, RISE, BITES, 100% CLUB and
GEMBA passport scheme motivates people to contribute their ideas.
INCENTIVES
1) Surcharge on Direct Booking Incentive.
2) Special Incentive Scheme.

Employee welfare schemes

The following are the welfare schemes available to the employees.
Canteen facilities
Medical claims
Transport facilities
 Ambigai Engineering Works school for their children
Scholarship schemes
Recreation facilities

BENEFITS
1) Tuition fee refund:
Reimbursement of expenses related to course fees, examination fees and purchase of books
is allowed up to 75% of amount spent per academic year subject to a maximum amount as
given by personnel administration.
2) Major medical plan:
Benefits will be available within the laid down overall limits for self dependants viz.
reimbursement of medical expenses and interest free loan
3) Medical reimbursement:
Domiciliary expenses incurred on domiciliary medical treatment shall be reimbursed subject
to the annual limits fixed from time to time.
4) Domestic travel:
Boarding and lodging expenses per diem allowance, when an employee opts to makes his
own arrangements , out of pocket expenses, other expenses such as local conveyances, office
phone calls.
5) Conveyance reimbursement:
It is made on self certification of expenses by the executives. This will stand withdrawn in the
event of company transport being provided.
6) Vehicle loan:
Interest free loan upto 100% of the cost of a new two wheeler subject to a maximum limit
stipulated from time to time.
7) Group term insurance:
It is in addition to the accident insurance cover provided by the company for executives. In
the event of accidental death, the beneficiaries will receive benefit under both policies.
8) Sixth day compensation (ie. Saturday):
Executives in CG 25 (Corporate Grade) and below will be paid 7.5% of basic salary for every
6th day (optional) worked. The 6th day compensation as indicated above will be considered as
salary for the purpose of contribution to PF and eligibility for bonus/ Ex-gratia.
Maternity leave:
Total period: 12 weeks leave with pay (6 weeks before delivery and 6 weeks immediately
following the delivery) for lady executives.

10) Leave:
All executives are eligible for privilege leave (PL)-30 days, sick leave (SL)- 7 days, casual
leave (CL)- 7 days, national and festival holidays. All leave will be credited in January, every
year.
11) Retirement age:
The age of retirement from companys service will be the last day of the calendar month in
which the executive attains the age of fifty eight years.

EMPOWERMENT AND PARTICIPATION

IMPROVE
Improve is an annual company- wide event to record, recognize and award employees for
their positive involvement in organizational growth innovation and customer satisfaction.

RISE
The expansion for RISE is Reward for Individual Search for Excellence. It is an integrated
award and is given to the associates. If an employee does some good activity or work apart
from his usual one he is being awarded with RISE.

TQM Total Quality Management

The main objective of the TQM cell is to set human in a good manner to achieve the goals.
The quality circle includes 6 people which include 5 associates and 1 executive. Their main
function is to identify the problem, find the solution and to implement it.
HR MOBILITY
PROMOTION OPPORTUNITIES
Promotions is based on the seniority, eligibility for post , efficiency, skill, qualification etc..,
The management decides whether to fill a post of outside recruitment or through promotion.
Workman shall be considered for promotion to a post based on certain rules.
He has rendered a minimum period of qualification service of five years.
He possesses the qualification prescribed for the post to which he is to be considered.
Fulfills prescribed attendance.

SEPARATIONS
Separation involves cessation of services of personnel from an organization. When people
leave the organization, Exit interviews are usually conducted to know the reasons for leaving.
The common reasons given are:
Better opportunities
Lack of growth

ALLOWANCES
House rent allowance
Washing allowance
Uniform and stitching allowance
Night shift allowance
Conveyance allowance
Milk and vitamins allowances
Flexibility allowance
Quality certification allowance
Direct production allowance
ORGANIZATION ISO :
Both ISO 9001 and ISO/TS 16949 require that the organization should determine and manage
the work environment needed to achieve conformity to with product requirements. This
relates to cleanliness of the work place, and safety and general empowerment of the
employee. The 5S system (Seiri - Separating, Seiton - Set-in-order, Seiso - Shine, Seiketsu -
Standardize, Shitsuke - Sustain) and small improvement steps related to everyday activities
Kaizen help to increase employees empowerment. ISO/TS 16949 requires that product
safety and measures to minimize the potential risks to employees should be addressed by the
organization. The management system provides a systematic way to deal with occupational
risks, based on the specification OHSAS 18001. Employee awareness must include
environmentally friendly manufacturing, waste separation and recycling of waste material.
Not only is this often a customer requirement in the automotive industry, but also it is
common sense in the current climate of awareness of global warming and the associated
consequences which we all have to bear. Systematic attention to environ

HUMAN RESOURCE IN PROCESS:

It is common to divide company processes into the management processes, the value creating
processes (also, the main or customer oriented processes COPs) and supporting processes.
The HR processes belong to the key supporting processes. All processes should be
continuously improved, not just when shortcomings occur or in response to failures
identified, but also as a result of a continuous review
An essential tool for improving processes is the ability to measure performance.
Develop mutual interests
Employee suggestions
Personnel communications
Employee participation
Information exchange
Commendation & correction
Promotion to influence

AUTOMATE YOUR HR PROCESSING FROM APPLICATION TO SEPARATION

HR Departments are under increasing pressure to ensure that the service they are providing is
not only efficient, but also cost effective. There are many disparate functions that all sit under
one department; many of the functions are filled with manual processes associated with
contracts, appraisals, health and safety, pension documents or new starter, induction,
appraisal and document knowledge management.

HR ProcessFlows enables HR departments to better manage employee files, equipping

personnel with secure, instant access to information. Organisations can store employee
documents electronically in one central location, reducing the time spent searching for
content while increasing security and supporting compliance initiatives. Authorised personnel
interact with documents and data directly from their human resources information system
(HRIS) or other familiar applications, improving efficiency while moving HR processes
forward.

The Problem

A recent Forrester report highlighted the fact that up to 50% of an HR departments time is
spent processing employee information and responding to queries. This is not good news for
HR Managers trying to juggle existing workloads, particularly in todays volatile
employment market; some organizations are driving recruitment, whilst some are managing a
decrease in staffing levels and others are looking at temporary contracts. All of these options
increase HR workloads as managers have to continuously ensure that they retain the best
talent.

HR teams deal with thousands of documents, most of which are in paper format, and have to
be physically filed, archived and stored. Processes need constant attention to ensure that
things run as smoothly as possible and each department deals with required tasks.

THE SOLUTION

HR PROCESS FLOWS ALLOWS HR DEPARTMENTS TO:

Automate HR Processes
Provide immediate and multiple access to documents for both HR staff and employees
Dramatically reduce paper usage and storage via the use of electronic forms rather than
paper forms
Control secure access to documents, people can only view what they need to
Manage documents to conform to compliance needs

Application

Applications can be submitted in any media; email, web and post

CVs and covering letters can be introduced into the system with full Optical Character
Recognition
 In turn, this makes initial review a simple task for the appropriate personnel
All approved applications can then be routed to the relevant line manager via our
automated workflows
All applications are stored and tagged for skills, making on-going recruitment simpler

Interview Process

Predefined letters can be auto-populated and produced for easy interview invitations
Interview feedback can all be stored in one location, making review easier
Managers are presented with all relative information in one location and hire/fire
decisions can be made very simply
Offer or Rejection

Workflows send acceptance or rejection notifications directly to the HR Department

Production of contracts with predefined terms e.g. salary, along with offer letters, are
automatically generated and sent to the applicant, as well as rejection letters to
unsuccessful candidates

Induction

Once a candidate has accepted an offer of employment, notification can be sent to all
departments for easy new starter set-up on internal systems
Provides checks and reminders to ensure that all pre-employment documentation and
tasks are completed prior to the start date

Employee

Self-populated electronic personal file with details of all preemployment documentation

Training and employee growth can also be documented in a single location
Performance review, grievance logging and holiday booking etc can be done in one
location, creating a single comprehensive employee file
Separation

Automated management of the leaving process

Log and ensure all company equipment is returned
Automatically archives the employment record
Retention policies ensure destruction of the documentation at the appropriate time

The Benefits

Our automation helps organizations remove these common problems and allows them to be
more productive and efficient and makes the working day less stressful for everyone.

You dont need to look at replacing your HR system. Our solutions complement seamlessly,
through a non-intrusive method, enhancing the way you access information and eliminating
the need for physical document storage, by creating an electronic filing cabinet and
automating processes. The result is that an HR professionals time is spent on real, added
value services to your employee family, not looking for documents in office filing cabinets,
or in an old basement archive.

Shorten the productivity curve

Increase employee engagement
Reduce processing costs
Reduce clerical tasks
Eliminate manual handling and routing time
Reduce manual and duplicate data entry
Decrease delays
Establish consistent, repeatable processes
Instant access to all employee documents
Reduce costs associated with stationary, printing and filing.
3.3 MARKETING DEPARTMENT

MARKETING DEPARTMENT FUNCTION

to achieve success in your marketing effort you need to have glimpse of the big pictures and
the activities you need to perform in achieving your set marketing objectives, these activities
is referred to as the function of marketing. It refers to those specialize activities that you as a
marketer must perform in order to achieve your set marketing objectives.

The ten (11) functions of marketing are;

1. Researching
2. Buying
3. Product development and management
4. Production
5. Promotion
6. Standardization and grading
7. Pricing
8. Distribution
9. Risk bearing
10. Financing
11. After sales-service

(1)Research function: the research function of marketing is that function of marketing that
enables you to generate adequate information regarding your particular market of target. You
must carry out adequate research to identify the size, behaviour, culture, believe, genders etc.
of your target market segment, their needs and want, and then develop effective product that
can meet and satisfy these market needs and want.

(2)Buying function: the function of buying is performed in order to acquire quality materials
for production. When you design a good product concept, you should also ensure you're
buying the essential materials for the product. This function is carried out by the purchase and
supply department, but your specifications of materials goes a long way in assisting the
purchasing department to acquire the necessary materials needed for production.

(3)Product development and management: product development is an essential function of

marketing since it was the duties of the marketing department to identify what the market
need or want and then design effective product based on the identified need and want of the
market. Product development passes through some basic stages carried out by the marketers
to develop a targeted market specified product. And you can also manage your product by
evaluating it performance and changing them to fit the current market trend.

(4)Production function: production is the function performs by the production department.

Though, this is interrelated to the department of marketing, because your product must
possess the essential characteristics that can meet the target market needs and want as
identified during your market research, such characteristics as in your product Test, Form,
Packaging etc.

(5)Promotion function: promotion is one of the core functions of marketing since your
finish product must not remain in the place of production, hence, you as a marketer must
design effective communication strategies to informing the availability of your product to
your target market.

You must be able to design effective strategies to communicate your product availability and
features to your target market, such strategies as in; advertisement, personal selling, public
relation etc.

(6)Standardization and grading: the function of standardization is to establish specified

characteristics that your product must conform to, such standard as in having a specify test,
ingredient etc. That makes your product brand so unique.

Grading comes in when you sort and classify your product into deferent sizes or quantities for
different market segment while maintaining your product standard.
(7)Pricing function: you perform the function of pricing on your product offerings by
designing effective pricing systems base on your product stage and performance in the
product life cycle. Price is the actual value consumers perceive on your product, so you as a
marketer should ensure that your value of your product is not too high or too low to that of
your costumers.

(8)Distribution function: the function of distribution is to ensure that your product is easily
and effectively moved from the point of production to the target market, the kind of
transportation system to employ e.g. Road, rail, water or air, and ensures that the product can
be easily accessed by customers. You as a Marketer should also design the kind of
middlemen to engage in the channel of distribution, their incentives and motivations etc.

(9)Risk bearing function: the process of moving a finished product from the point of
production to the point of consumptions is characterized with lots of risks, such risks as in
product damaging, pilferage and defaults etc. So you must provide effective packaging
system to protect your product, good warehouse for the storage of your product until they are
needed, effective transportation system to speedily deliver your product on time.

(10)Financing function: financing deals with the part of marketing to providing incomes for
your business. It refers to how you can raise capital to start operation and remain in business.
It refers to your modes of payment for the goods and services transferred to your costumers.

(11) After sales-service: in a more complex and technical product, you as a marketer should
make provision in order to assist your customers after they have purchased your product. In
terms of machines or heavy equipment product that requires installation or maintenance, most
marketing organization renders such services like installing the machine or maintaining it for
stipulated periods on time for free or by a little service charge.

After sales services is an effective marketing strategy to building a long lasting customer
relationship, staying ahead of your competitors while making profit for your organization.

Adequate understanding of these functions enables you as a marketer to know what is

required to be done to having an effective transfer of ownership between you and your
costumers, creating a big picture of your business, while also making profit for your
organization.
Choosing a career in the field of marketing

Thinking of choosing a career in the field of marketing?. Career in marketing can be much
challenging, strategic and fun, and also its highly rewarding for your time and efforts.

Stepping into the market

if you want to step a foot into the market and achieve enormous success for yourself and your
organization then you need to first seek adequate knowledge about every niches there in.

The workflow of marketing department is defined by its functions. Most organizations have a
marketing division responsible for marketing strategy, advertising, researching, promoting,
conducting customer surveys, branding, public relations and creating of corporate style. All
these responsibilities can be gathered in several main functions of marketing department.
These functions are as follows:

Development of marketing goals and strategy

Conducting marketing researches and monitoring customer needs
Promotion and advertisement

Besides these main functions, there are other functions including focus on customers,
research customers habits and needs, analyze customers reaction to advertising, identifying
influential groups in market segments, get feedback from target audience, managing
relationships with vendors, manage budget, track competitors activity, conduct advertising
campaigns, plan sales presentations, measuring effectiveness, develop product brands,
forecast and analyze sales, developing price strategy, plan for product and package design,
treat for online promotion.

Marketing dept can use enterprise-wide business management solutions to carry out these
functions. For example, with help of Centres software marketers can manage customer
relationships, process payments and orders, and make marketing schedules.

MANAGING CUSTOMER RELATIONSHIPS

Customer relationship management (CRM) is one of the fundamental practices of marketing

dept. to build a strong relationship between the company and its customers. CRM requires
marketers to develop a client-oriented approach that could allow attracting more first-time
customers and strengthening relations with repeat customers.

With help of Centres the CRM function of marketing department appears to be easier to the
personnel. This business management programallows creating an enterprise-wide client
database which helps in profiling prospects, recording their needs, and viewing sales state.
For example, marketing specialists can view the details of their customers (incl. name, photo,
phone number, etc.), access links to related files, and label new and regular clients.

PROCESSING ORDERS AND PAYMENTS

Marketing department is often involved in processing orders and payments. In cooperation

with sales teams this department keeps track of sales orders and payment status. It may also
need to report to accounts division on revenues, costs, margins, and other sales-related
parameters.

Centre lets create a single view of sales orders to help marketing department carry out
processing of orders and payments. Marketing personnel can track sales orders by
paid/unpaid status, order date, product, etc. The program lets calculate sales amount, gross
margin, COGS, revenue, etc. so this information can help marketers report on sales
performance and state.

MAKING MARKETING SCHEDULES

The activities of marketing department should be scheduled so that the personnel would
know which activity to perform, when to do it and what resources to utilize. Scheduling helps
department manager assign an appropriate number of employees to various jobs (ad
campaign, presentation, phone call, negotiation, etc.) during each workday.

By using the Scheduler view in CentriQS, marketers can make schedules of various tasks and
appointments relating marketing activities. Tasks and appointments can be assigned to certain
employees, with certain priority, due date, project, etc. Overdue tasks and appointments will
be highlighted with red, so employees will see delays directly on their schedules.

Development of marketing goals and strategy

One of the most important functions of marketing department is to design a set of written
goals, objectives and strategies for marketing activities of the organisation. This means
establishing rules and business concept of how the organization will conduct itself on the
market, what marketing instruments will be used, what goals will be set and what strategies
should be applied to attaining effective advertising campaigns. marketing department
develops a market-based business strategy that provides unique value to the customers on
all services and products of the organization.

The strategy establishes the workflow in the marketing department so that each process
within the workflow can be continually evaluated, measured, and improved until marketing
goals are successfully achieved. The software allows to design and share marketing goals and
strategy and build marketing department workflow. By using this software, Marketing
Director can create a work structure for coordinating all marketing processes toward the
attainment of organizational goals.

Conducting marketing researches and monitoring customer needs

To introduce products and services into a market and create value in the mind of the
customers, the managers of the marketing department need clear and appropriate information.
marketing research provides the facts and directions that the managers can use to make their
important decisions for marketing and competitive activities. To organize the workflow for
managing market research and monitoring customer needs, marketing department can
business management software. Then each marketing research can be created as a project
with appropriate stages and to-do lists. In the Scheduler view the managers can create
schedules for marketing researches and set due dates per task.

Advertising and Promotion

Finding new customers is the key challenge for every business. Through creative advertising
and promotion a business can attract new customers and gain more revenue. The marketing
department is responsible for providing product/service advertising and promotion. The
function of advertising and promotion is especially important when the organization launches
a new brand and it should be promoted by informing the customers of the brands features
and advantages. Marketing dept staff can arrange advertising campaigns and manage
promotion activities. The software allows to break down a campaign into stages and tasks
with possibility to track each step of the involved employees and measure the campaign
outcome. It is a convenient tool for brand and product management

FINANCIAL DEPARTMENT

Finance department
This is the major department of the company. Finance department is located with the
factory. It prepares different kinds of financial reports and gives information to
management for decision-making purposes.
Finance department prepares the Income statements, Balance sheet, Trail balance,
Cash flows, Production report for the whole month, stock taking report yield
comparison report etc. these all reports are helpful for the management to make
production plan, financing decisions and other important matters. The head of the
department in finance manager. He is a chartered accountant.

FINANCE DEPARTMENT OF AMBIGAI ENGINEERING WORK

Finance is considered as the life blood of business. This is because in the modern money-
oriented economy, finance is one of the basic foundations of all kinds of economic activities.
Finance function may be defined as the procurement of funds and their effective utilization.

RESPONSIBILITIES OF FINANCE DEPARTMENT:

The pricing department is responsible for the fixing of prices for sales of the vehicles
and for buying of raw materials and semi finished goods.
Treasury section is responsible for all kinds of funding managements such as
investments.
Taxation section is responsible for remittance of tax, filing of returns, handling of
litigations etc..,
Costing and Budgeting department is responsible for the unit costing of each product
in particular, such as spare parts and a vehicle as whole.
 The FSG (Finance account Service Group) deals with the payables and receivables at
regional offices.
The Explore finance department deals with the FSG exporting of items.

DEPARTMENTAL STRUCTURE:

ROLE OF FINANCE:
Recorder (accounting) of all Financial Transactions
Reporting of Financial Performance
Arranging long and short term funds Capital and Debt
Working Capital Management
Compliance of tax and other corporate laws
Risk Management
Controllership function
Audit coordination
Investor Relations

PROCESS & ACTIVITIES OF FINANCE:

a) Financial Accounts
Quarterly, Half-yearly and annual results published as per listing requirements
Limited Review / audit coordination.
Annual Reports Disclosures made are comprehensive; complied much before they
become mandatory
Early completion of accounts, audit process; forefront in adherence to accounting
standards & other guidelines.
Audit Committee comprises of Stalwarts from the profession.
Automation of processes
b) Financial Planning & Control
Financial Planning includes estimating the amount of capital to be raised and laying
down the policies as to administration of the financial plan.
Monthly MIS: Very Comprehensive with wider coverage and highly informative.
Monthly review covers business volumes, market share, physical and financial
parameters including alerts on laggards, exceptions in all fronts.
 Exception reporting and Profit management measures form integral part of this
process

c) Treasury Management
- Raising of Funds
- Funds Management
- Debt Servicing
- Risk Management
Financial instruments for Funds raising would depend on end use of funds; de-risking
is an important consideration in deciding the instrument.
Capex and long term working capital requirements are funded through share capital
and long-term debt.
Financial Instruments used include
- Long term funds: Shares, GDR, ECBs, Debentures, term loans etc.
-Short term Funds: Cash credit, Demand Loans, Commercial paper, FCNR,
etc.
Major funds raising in AL include GDR of US$134 Mn. in 1995 & ECB of
US$315Mn incl. US$ 200 Mn. in Dec 2007.
Level of debt (Long-term): Rs. 2280.44 cr as on 31/3/10
Banking relationships for working capital is managed through Consortium of banks
comprising of 14 banks Fund based Rs.600 cr & Non-fund based Rs.750 cr.
Funds Management includes managing collections and outflows and surplus/deficit
management. Closer working with Marketing and Units is vital.
Surplus management includes investment in Fixed Deposits, Mutual Funds, etc.,
Direct investment in equity avoided.
Debt Servicing includes repayment of principal and payment of interest on due dates
and ensuring that commitments made are adhered to.
Risk Management is vital since organization is exposed to both currency as well
interest rate risks. Risks offer both threats and opportunities (can increase income or
reduce expenditure). Results depend on how well they are managed.
d) Costing & Pricing
Strategic pricing of products, quotes for various tenders.
Special pricing for export contracts.
Monitoring of cost of production of various models and for make or buy decisions
Project / capex evaluations for optimization and for making commitment decisions
e) Taxation
Compliance with Direct (Income Tax Act, Wealth Tax) & Indirect Taxes (Excise,
Customs, Service Tax, Sales tax etc).
Tax planning is an important component of business decisions.
Recent major developments include introduction of Service Tax legislation and VAT
across many States.
Aligning the business process across the organization and maximizing the benefits
against such legislations is a major task handled by Finance.
Regular tasks include remittance of tax, filing of returns, handling of litigations etc.
f) Investor Relations
In AL, Mutual Funds, FII etc.., hold 32% of shareholding besides public who hold
10%.
FII & Mutual Funds represent investment community who track companys
performance continuously very closely.
Dissemination of data relating to companys performance and developments very
important and sensitive.
Handled through presentations in periodic investor meet, web-cast, tele-conferences,
individual meets, address in TV etc.
Presentations made are hosted in companys website

PLANNING & MANAGING CASH FLOWS:

1. Planning cash flows
Rolling Quarterly cash forecast prepared and monitored weekly seeking
explanation for variance in order to control and direct operations.
2. Management of daily funds
Collections from 49 locations pooled under cash management system in to
centralized accounts with consortium banks at Chennai.
Various payments reported are collated and funded for in the various bank accounts
depending on the expected debits.
 Surplus for the day, if any, invested for tenor which is based on requirement of funds
back in to the system.
Deficit funded through short term loans from banks, availed based on best product
available / rate offered

STRATEGIC GOALS:
Raise resources to the tune of roughly US$ 1.8 billion for funding expansion plans of
AL, Nissan and other JVs over the next 3 years
Achieve optimum funding mix / restructuring of companies to minimize the cost of
raising of funds.
Maximize tax efficiencies to improve cost competitiveness of products and improve
viability of projects.
Make globalization a reality through acquisitions and setting up of new ventures
abroad by leveraging ALs strengths.
Bench mark financial processes to the best in the world and improve the bar; maintain
high standards of financial discipline.
Maintain excellent relations with international investor community through effective
communication for international offerings.

FINANCIAL CHALLENGES AHEAD:

Global slowdown challenging break even.
Decrease in Margins due to inability to pass on cost increases due to competitive
pressures partially compensated by increase in volumes.
Profitability pressures due to changes in business mix and commodity price
movements.
Forex management unforeseen volatility in major currencies; particularly important
with forex loans
Supporting inorganic growth evaluation & funding of emerging options.
Need to fund major capex & investments Rs.2400 cr in the next 3 years; major
investments in JVs
Tackling financial covenant breaches.
Increase in interest rates
Business integration of overseas units.
Managing expectations of stakeholders
Components of finance department
o Finance department consists of the following sections:
o Payable, Contractors, Misc.
o Bank negotiation & reconciliation
o Right share
o Store costing
o Sales account costing
o Excise
o Audit

Payables, contractors, misc.

In this section usually payables are paid to the suppliers of all goods including stationary,
maintenance goods, cement etc. payable is made according to the contract and according to
the instructions of the CEO. Bill of the supplier, inspection & receipt note, store purchase.
Journal voucher is received after inspection by store dept to this section and then bill is paid
according to the due date.

Bank negotiation & reconciliation

This department starts working when documents reach back to Faisalabad office. Documents
are recorded in document receipt register and in bank register.
Payments are received by two methods:
L/C = Sight, CDA, 120 days, 90 days
Contract = Bill of exchange
If payment is required as according to L/C or contract without factoring then bank charges
the service charges and make payments on the due date. If post shipment payment is required
then bank works as a factor and makes payments after deduction of mark-up.
A report is given to the G.M finance, on daily basis about the customer and payment date. He
makes decision either to grant discount to him or not.
Right share
Right share are issued when there is a need of long-term financing. The directors in the Board
of directors meetings issue right shares. These are announced in the newspapers, stock
exchange and letters are issued to authorized banks for collection of money. Foreign investors
are called Non-Resident and special letters are issued to non-resident shares holders to inform
about right share issuance. State Bank of Pakistan approves the issuance of right shares to the
non- residents.
Dividend
Dividend is decided in the board of directors meeting and percentage is decided on each
share. Crescent Textile Mills posts dividends warrants to share holders at their home
addresses. In reply, shareholders apply for dividends. Checks are issued to the shareholders
after checking their records in register.
Store costing
Inspection receipt note, the store costing section receives bill of the related. There are
checked against purchased order and Performa invoice in terms of quantity, specification,
price etc. After this, a bank payment voucher is prepared and sent to payable section, which
issue the checks to the related party and posted in the ledger.
For import when advice from bank is received the work of store costing starts. It is recorded
in L/C ledger with all expenses and the arrival of Bill of Lading. It is also recorded in ledger
and payment is made to the exporter through bank.
Excise
Excise section deals with the outgoing products for issuance of Gate pass. The working of
excise section starts after sale; when a loading program is received from export sale & local
sale processing. According to that program, gate pass are prepared and issued to the god own
keeper. After issuing Gate pass, its details are recorded in the register and then sale invoices
are prepared in which actual value and sales tax value is mentioned.
Audit
The internal audit section performs three types of audit:
1.Pre-audit
2.Post-audit
3.Physical verification
Pre audit deals with the local purchase, TA/DA, utility bills, while post audit deals with L/C,
cotton purchase, dry port, civil works etc.
The working of audit section starts from the receptions of voucher/checks, L/C; ledger after
this pre/post audit is started. At the completion of audit it is installed and stamped and
returned to finance and account department.
Vouchers
Store purchase Journal voucher
It is a voucher, which is used to record the store purchases.
Bank payment voucher
It is the voucher, which is used to record the payments, which are made through the bank.
Bank voucher
The bank uses thin voucher to record the amount from the credit advice, which is issued.
Journal voucher
It is issued to record the entry in the books of account.
Sales journal voucher
It is used to record the sales & sales tax.
Cash payment voucher
It is used to pay the amount in cash
Head office cash receipt
This receipt is used to record the proceeds of sales
Bank receipt
When cash or check is deposited for credit to Crescent Textile Mills account, the bank issue
a credit advice and that is attached with the voucher.
SWOT ANALYSIS

While conducting strategic planning for any of the company it is useful to complete an
analysis that takes into account not only your own business but also your competitors
business and the current business well. The following description will highlight the strength,
weakness, opportunity and threats of the E- Gram Bus Body Builders.

STRENGTHS
The world 3rd largest capacitors manufacturing company
Competitive price of products is a most powerful weapon of the company
Highly equipped and modern technological manufacturing plant
Quality control of products in each stages and technological quality checking
of each products
Using the highly qualitative raw materials
Sufficient human resource power
Customer satisfaction through supplying products at in time
Providing the good services to customers for standard and non-standard
products
Skilled and highly experienced departmental heads
L&T is the major customer to the products

WEAKNESS
Capacity of the plant is not fully utilized
There is less scope for diversification of the products
Employees and workers are not satisfied in their work, salaries and working nature
The company is not able to get enough grants from various financial institutions
Lack of good relationship between the management and workers
There is no unity between the workers and there is any workers union in the company

OPPORTUNITIES
Growing power industry
Availability of skilled workers and policy support
 Huge export opportunities and government support
All types of industries tries to minimum use energy, capacitors main function is to
save the energy
Having great opportunity to become a number one leading company in the Asia
Availability well connected road network
There is good scope for company to grow in the present market because of the
benefits given by the government to use capacitors.

THREATS
Fluctuating policies of the government and ecological imbalance
There is a fluctuating the product design for standard and non-standard products

CHAPTER IV
4.1 FINDINGS

Strength of E-GRAM BUS BODY BULIDERS is its Brand Name

E-GRAM BUS BODY BULIDERS is willing to take up any challenges
customization project & successfully implement it
Advertisement costs are too less because they manufacture the products based on the
orders
E-GRAM BUS BODY BULIDERS, has ISO, KEMA, CE & NVLAP certifications
Quality assurance department is maintaining the quality of the product & it has
become basis of competition with other companies
Company is eco friendly, they recycle the waste water & reuse the same water for
their daily use like washing & gardening
They have well integrated SAP & use data base like ORACLE or other RDBMS that
co-ordinates & connects various information of different departments, hence it
provides ready information to the top level management to take immediate decisions
The ready acceptance of E-GRAM BUS BODY BULIDERS products in USA,
Europe, Canada, Hongkong, Australia, China, Singapore, South Africa, Malaysia,
Pakistan & Bangladesh along with the effort to earn certification like worlds leading
company.
4.2 SUGGESTION:

For most of the deployed machines, a recommended spare parts list is offered, the intention
of this suggestion is to have the correct part types in useful numbers to satisfy any last minute
need in field. Timely responsiveness is in many cases what makes the difference in being able
to keep the positive bottom line from the tinting corner, whereas downtimes create negative
feelings and results. The suggested spare parts list is offered to all, although in particular
situations, spare parts handling and setup may vary according to clients needs, local service
agreements and in-or-outsourced services.

4.3 CONCLUSION:
Aim of project economy Analysis Indian Automobile has a lot of scope for
both two wheelers and four Industry Analysis wheelers due to development in
infrastructure of the country. Company Analysis; According to Indian Statistical
Organization the per capita income Conclusion (Rs.38000) is increasing and national
income at the rate of 14.4% References which shows potential to buy vehicle in auto
industry. The growth rate of Indian Automobile is so fast that by 2016 Indian Industry
will be world 7 largest manufacturers in all sections. The Indian auto market is still
untapped the majority of the people in country done own a four wheeler and all the
major auto companies are trying to increase their sales by several moves. By
analyzing the current trend of Indian Economy and Automobile Industry we can say
that there is lot of scope for growth.
 CHAPTER V
BIBILOGRAPHY
REFERENCES:
o Census of India, Provisional Population, 199 1.
o Garg, Y.M., "Chinese Railways-Delivering the Goods," Economic Times of
India, 23 September, 1991.
o Economist Intelligence Unit, India, country profiles, 199 1 - 1992.
o Sivaramakrishnan, K.C., "Move from Private to Public Transport," Economic
Times of lndia, 4 October 1991.
o India: 1991, Observer Statistical Handbook, Observer Research Foundation.
o Seshan, P.A., Hard Choices for Planners, The Hindu Survey of Indian
Industry, 1990.
o Chandra Mohan, N., "Economic Survey-Valuable Pointers," India, 2 March
1992.