ORGANIZATIONAL CHART

MANAGING
DIRECTOR

MANAGER MANAGER MANAGER FACTORY FACTOR

QUALITY & HUMAN MANAGER Y
COMMERCI CONTROL RESOURCES TYRES MANAG
AL & ER
FINANCE TRM

WORKERS WORKERS

OFFICER LAB PRODUCTI SUPERVISO

COMMERCI ASSISTA ON RS
AL NT SUPERVISO
RS

OFFICE ASSISTANT RECEPTIONIST

SECURITY
PRODUCTION DEPARTMENT
Production means application of process to the raw material to add use and economic value to
arrive at desired product by the best method, without sacrificing desired quality. Production
department is headed by production manager who looks after the timely production of products.
The production process is done by the production department.
The production department deals with the most important function of JQ.TYRE. all activities of
the company are related with production. The production department controls all the production
process in the organization. The production manager is the main head of this department. Factory
manager and the store manager come under the production manager. The production processes
are being carried out in three different plants.
Production is the functional area responsible for turning inputs into finished outputs through a
series of production processes. The AGM is heading the department and makes sure that raw
materials are provided and made into finished goods effectively. He ensures that work is carried
out smoothly and supervises procedures for making work more efficient and more enjoyable.
Production manager gives leadership to the production department. Around 150 workers are
there in the production department.

PRODUCTION DEPARTMENT HIERARCHY

PRODUCTION MANAGER

ASSISTANT MANAGER

EXECUTIVES
 PRODUCTION SUPERVISORS

WORKERS

PRODUCTION FLOW CHART

RAW MATERIAL

BATCH WEIGHING

MIXING

RE
PROCE
SS LAB
TESTI
OK NG

COMPOUNDS SCRAP

EXTRUSION

IN
PROCESS
INSPECTI
 OK
RAW MATERIAL COMPOUNDS
TREAD

CALENDARING

IN SCRAP
PROCESS
INSPECTIO
N

CALENDERED FABRIC

BIAS CUTTING

IN SCRAP
PROCESS
INSPECTIO
OK N
 CUT PLIES

PLY CUSHIONING

CUSHIONED PLY

INCOMING
MATERIAL BREAD WINDING
COMPOUN
D

BEAD WRAPPING
IN SCRAP
CUT
PROCESS
INSPECTI PLY
O ON
TREAD COVERED
K BEAD

CUSHIO WOUND BED

NED
PLY
CUT TYRE BUILDING
PLIES
COVER
ED
BEAD
SCRAP
IN
PROCESS
INSPECTI
ON

GREEN TYRE
 TYRE PAINTING &
POKING

TYRE CURING

TRIMMING SCRAP
IN
OK PROCESS
INSPECTI
ON

IN SCRAP
PROCESS
S
TYRE INSPECTI
REPAIR ON

SCRAP
IN
PROCESS
INSPECTI
ON
OK

STOCKING

DESPATCH
PROCESS MAP

TECHNICAL RAW MONTHLY

SPECIFICATI MATERIALS PRODUCTIO
ON N PLAN

MOULDS
SPECIFICATI
ON &
GUIDELINES
MANUFACTURING
ENGINEERIN HUMAN
G RESOUR
MATERIALS
CES
&
CONSUMABL
ES &
POWER TYRES
FUEL

DESPATCH PLAN

DESPATCH TO
VARIOUS
LOCATIONS
MATERIAL USED IN RUBBER COMPONENTS

The essential ingredients in rubber compound are as given below:

Raw rubber or natural rubber.

Vulcanized rubber.
Carbon black.
Zinc oxide.
Accelerators.
Activators.
Reinforcing agents.
Process oils or aromatic oils.
Anti degrader.
Filler.
Process aids.
Special additives.

MANUFACTURING PROCESS ACTIVITIES

A) COMPOUND MIXING

A Compound is made by mixing the required additives into rubber. This mixing is
accomplished in two or more steps using a Banbury mixer. This mixing is done in the
chamber of the Banbury mixer under high share and pressure using the rotors of the
machine so that the ingredients are uniformly dispersed inside the rubber matrix.
Different rubber compounds are used in the different components of the tyre.

The rubber compound is thus used for the preparation of different components in
subsequent stages of manufacture.

1) Thread – made from rubber compound

2) Sidewall - -do-
 3) Thread cushion - -do-
4) Piles – made from dipped tyre cord and compound.
5) Chafer – made from dipped square woven fabric and compound.
6) Flipper – made from dipped tyre cord and compound.
7) Filler – made from rubber compound.
8) Bead – made from bead wire and rubber compound.
9) Breakers – made from dipped tyre cord and rubber compound.
B) Cement preparation

Various cements, solutions, lubricants and paints are prepared in the cement house using
rubber compound solvents and other raw materials. These are then used at various stages
of tyre manufacturing.
C) Fabric dipping
Raw fabric (Nylon) as received is having very poor adhesion to the rubber compound and
has poor dimensional stability. During the dipping process an adhesion coating is applied
to the surface of the fabric to improve adhesion. The fabric is also stretched and hot set to
increase the dimensional stability.
D) Extrusion
Here compounds of the tyre like tread and sidewall are prepared from rubber compounds
using a dual extruder. Extrusion is the process by which the rubber compound is given
definite continuous shape. A thin sheet of rubber compound prepared using a small 2 roll
calendar is applied to the bottom side of the thread. This thread is called thread cushion.
The continuous profile is then cooled, and cut to required length which is used in the
assembling of tyre at tyre building.

E) Calendaring
Fabric calendaring is the process of coating both sides of the dipped fabrics using rubber
compound. This is accomplished using a 4 roll ‘Z’ type calendar. The coated fabric is
cooled and wound in liners to avoid sticking. This goes to the next stage of ply cutting.

F) Ply cutting (Horizontal and vertical BLAS cutting)

 For assembling a tyre several plies are used. For example, a 16PR nylon truck tyre uses 8
plies and 2 breakers. Each ply is cut from the coated fabric rolls prepared by calendaring.
Cutting is accomplished in a bias cutter. Each ply is cut at definite width and angle and
mould in liners. The cut plies then go to 3 roll calendars for squeegee application.
Components like chafer and flipper are also made at the bias cutter. These are further
shift using a slitter into small widths and mould into rolls. Chafer rolls from slitter go to
the tyre building and flipper rolls go to bead flopping.

G) Squeegee calendaring/ squeegee application

Squeegee calendaring is the process of making thin sheet of rubber compound usually by
using a 3 roll or 4 roll calendar squeegee are used at the inner most layer of the tyre(
drum squeegee) and also in between the different piles. Drum squeegee is prepared in the
4 roll ‘Z’ calendar. It is n liners and the squeegee rolls are sent to tyre building for
assembling. The ply squeegee preparation and its roll calendar. After squeegee
application the piles are sent to tyre building assembling.

H) Beads preparation

Bead preparation consists of three stages:

a. Bead winding
b. Bead fillering
c. Bead flipping

6.1.7 Tyre building or tyre assembling

Tyre building is the process of assembling various components into semi finished product called
a ‘GREEN TYRE’. This is accomplished by a tyre building machine. The components like drum
squeegee, piles are assembled using a tyre building drum. The flipped beads are applied next.
Finally the thread and sidewalls are applied. The assembly is taken out after collapsing the drum.

The different components that make a Green tyre are the following:

Plies
Breakers
Chafer
Beads
Thread
Sidewalls

HUMAN RESOURCE DEPARTMENT HIERARCHY

GENERAL
MANAGER

H.R MANAGER

OFFICE RECEPTIONIST
ASSISTANT

HUMAN RESOURCE DEPARTMENT

SECURITY
Human beings are the key resources in any organization. The success of any organization
depends on the efficiency with which its resources are managed. Human beings are the total of
the inherent abilities adequate knowledge and skill.

The HR department of TOLINS is much effective. MR. Abraham Kuruvila as its General
Manager. The main function is it aids in the better performance of an organization by identifying
the right type of people with the right combination of skills, attitude and interest. The main
function of HR department are training, recruitment, employee welfare, grievance handling,
bonus, incentives, prevention of accidents, maintaining good relation with customers, employees
etc.

HR department functions start with security that issue passes to the people and checking
vehicles. Then it goes through the reception where the messages received and sent. They also
give canteen facilities, cleaning and sanitation, transportation, fire and safety, housing facilities
for workers. All the above, maintaining good relationship in the organization is the main function
of HR department.

Human resource is ensured that the personnel performing work affecting product, quality are
competent. Company competence standard for each position in terms of education, training,
skills and experience. The competency of the current personnel performing the activities is
compared with the competency gaps. Training will be provided to fill the gaps of the existing
employees.
FUNCTIONS OF HR DEPARTMENT

The various functions of HR department are as follows:

1. Recruitment
 Recruitment is the most important function of HR department. It is the process of
searching for prospective employees and stimulating and encouraging them to apply
for the job in an organization. There are three types of recruitment. They are:
 Campus selection
 Examination
 Advertising agency

2. Selection

Selection is the process of identifying the most suitable and promising candidates
from the list of recruited persons.

3. Placement and Induction

After selecting a candidate, he/she should be placed on a job. Placement is the actual
posting of an employee to a specific job. It involves assigning a specific responsibility
to an employee.

4. Training

Training is the method of increasing the knowledge, skills and aptitudes of an

employee for performing a particular job. Training policy of TOLINS is formulated by the
training organizing committee, which consists of the representative of the entire line department
with the advice and assistance of the staff’s personal policies.
5. Compensation
All the employees of the company are paid according to the scale. Workers are paid
their daily wages and staff is paid monthly salary which is decided by the Managing
Director.

6. Performance Appraisal
 Performance appraisal is the systematic evaluation of the individual with regard to
his/her performance on the job and his potential for development. It provides
feedback to employees so that they come to know where they can improve their job
performance.

7. Trade union

There are two types of trade unions.

 CITU
 Pvt. Union

8. Attendance and Leave

There is a routine check about leave and attendance of every person in the
organization. Every employee has a separate register for keeping his/her attendance
and the whole information entered into the computer. Earn leave for workers are 16
and staff is 21. Casual leave is 12days and medical leave is 10 days for each
employee.

9. Medical and Insurance

TOLINS provide medical facilities for employees and it covers their family members
also. All the members in the organization come under insurance policy. Policy is
different according to the job. All the machineries and factory itself is covered under
the insurance policy.

10. Contract labor administration

Welfare of the society is the real motto taken by the company. The company
employed more people on the contract base. More than 20% of the workers belong to
the locality is legible for the work.
11. Safety of workers

Fencing of machinery
Maintenance of building and machinery
Prohibition of women employees in the factory
Providing uniform dresses to the workers

12. Welfare of workers

Facilities for sitting

First aid appliances
Canteen and shelters
Restrooms and lunchrooms
Welfare officers

13. Health of workers

Cleaning of the factory

Disposal of the wastes and affluent
Ventilation and temperature control
Dust and fume control
Artificial humidification
Lighting
Provision for drinking water
MARKETING DEPARTMENT
MARKETING DEPARTMENT

GENERAL MANAGER

MARKETING MANAGER

ASSISTANT MANGER

OFFICERS

EXECUTIVES

J.Q.TYRE MANUFACTURING INDUSTRY PVT LIMITED has got a very good marketing
department controlled by efficient and dynamic marketing manager. Marketing department is
divided into three such as Marketing, Advertisement and Sales promotion. Under each section,
assist. Manager, Marketing Executives, Sales man etc are there to assist.

Functions of the Marketing Department

To conduct market survey for future requirement.

 To make detailed survey on the trends
To maintain relationship with customers
To maintain relationships with government

OBJECTIVES

1. To establish and maintain a quality system suitable for organizations vision and
commitment towards marketing and sales of products and services rendered to the
customer.
2. To improve upon customer satisfaction by reducing customer complaints.

FUNCTIONS OF MARKETING MANAGER

Marketing Manager is personally responsible for performance of marketing activities which
include number of functions such as marketing research, strong transportation and advertising,
selling, distribution, promotion etc. he is accountable to the chief executive of the company.

Marketing analysis
Determining market goals
Organizing the marketing activities
Assembling
Product management
Controlling marketing activities.

Marketing Mix
Product, Price, Place, Promotion are the factors of marketing mix. These 4 P’s are equally
important for the marketing of the product. If any P is weak product will be a failure.
Marketing activities taken place in Tolins involve the marketing survey. Information is
collected from the market through the market survey. In order to know the pulse of the
market, market information is collected from various sources like Dealers, Distributers,
Competitors, Newspapers, Magazines and Sales force.
ADVERTISING AND SALES PROMOTION
Advertising and sales promotion tools are used to promote the product in the market. The
ultimate object of advertising should be modifying the attitudes or the behavior of the
customers. Advertisement includes the customer to buy the product. In advertisement,
media plays vital role in the effectiveness of the advertisement. So it should be carefully
selected by considering the nature of the product, target consumers etc. sales promotion
activities are displays, coupons, contest, replacement guarantee etc.
The important marketing strategies are:
Pricing strategy
Price is important factor in marketing mix. Without pricing no product can be
sold.
Product strategy
Packing, brand image of (product features) is related to product strategy.

Distribution strategy
Product quality, distribution channels, market survey, dealers etc are important in
distribution strategy.
Promotion strategy
Replacement guarantee and new product development are included in promotion
strategy.
FINANCE DEPARTMENT
FINANCE DEPARTMENT Hierarchy

FINANCE MANAGER

ACCOUNT MANAGER

OFFICERS
The basis for financial planning analyzing and decision making is the financial
information. Financial information is needed to predict, compare and evaluate the firms
earning ability. It is also required to aid in economic decision making investment and
financing decision making. The financial information of an enterprise is contained in the
financial statements or accounting reports.

The financial functions are performed by the finance department. It determines sources,
quality and of funds together with efficient management of funds. The major activities of
the finance department are the data entry, book keeping, preparing the budgets etc. the
financial year of the company is from 1st April to 31st March. The finance department
verifies all the bills passed by various departments and the bills are cleared, either on the
same day or some of the customers have credit for one month.

FUNCTIONS OF FINANCE DEPARTMENT

The following are some of the main functions of this department

Preparation of cash flow budget(monthly, quarterly, yearly)

Preparation of capital expenditure budget
Preparation of revenue budget(monthly, quarterly, yearly)
Budget varies statement(monthly, quarterly, yearly)
Closing statement
(Standard costing statement on yearly basis)
(Actual costing statement on monthly basis)
Preparing monthly profit and loss account and balance sheet on or before 5th of
every month
Banking (Working capital loan management)
(Cash flow management)
(Tolins provide periodical performance to the bank)
Accounting
 Start with data entering, sources of data with document. Accounting is done
according to the account manual of the company. Account also follows the
policies and procedures of the company.

Functions of Finance Manager

To select the best sources for procurement of funds
To make investment decisions
To manage cash inflows and outflows
To help in tax administration and tax planning.

MATERIAL DEPARTMENT

MATERIAL DEPARTMENT HIERARCHY

MATRIAL MANAGER

EXECUTIVES

OFFICERS
 HELPERS

Material department for maintaining the material in the organization required for running its day
to day affairs. Department manager is heading this department. Under him, the assistant
manager, the executives and the supervisors.

It is the department which deals with the procurement and maintaining the stock of raw material
and essential items which are needed for the production and performance of the industry. Each
and every item for the company is purchased through the materials and supplying the same to the
various department of the company.

FUNCTIONS OF MATERIAL DEPARTMENT

PURCHASE
a) Purchase of raw materials
Whenever the raw material is wanted in the day to day process, it is the duty of the
material department to make sure the availability of raw materials. All raw materials may
not get in bulk quantity every time.

b) Purchase process

It will be carried out as per documented procedure to ensure that purchased

products/ services conform to specified requirements.
 It will be made only from approved suppliers, primal purchase orders will be
used for all production related materials except semi finished compounds.
All materials including semi finished compounds are procured by manager-
commercial & finance.
Selection, evaluation and re evaluation of suppliers shall be conducted as per
procedure for purchase.
c) Production materials
It means the materials that are wanted other than the raw materials
d) Purchase of capital goods
Capital goods mean goods that have capital value or it has a long term use. It may be
tangible or intangible assets. Eg; Machinery, land, building etc.

RESEARCH AND DEVELOPMENT DEPARTMENT

RESEARCH AND DEVELOPMENT DEPARTMENT HIERARCHY

MANAGER

EXECUTIVES EXECUTIVES
Areas of research and plant development are the main functions of research and development
department.

DEVELOPMENT DEPARTMENT

New product development

Energy utilization
New product technique
Instrumentation and product quality
New technique of packing
Always techniques are practiced inside the organization.

NEEDS OF THE STUDY

The academic curriculum of master of business administration degree, demands a project report
on organizational study in the second semester. The study should be conducted at an
organization having all the major functional areas. This report has been prepared in the light of
the study conducted at the J.Q.TYRE MANUFACTURING INDUSTRY PVT LIMITED AT
COIMBATORE

LIMITATIONS OF THE STUDY

  The managers, they do not want to reveal the problems in their department.
 Lack of Co-operation from the part of employee and management personnel.
 The working schedule of management staff is too tight, so they have no time to spend

METHODOLOGY

 primary data:
A set of questionnaire had been prepared to gather the information related
to the subject from the employees. Personal interview were conducted to get more
information. Information is also collected by observing the employees.

 secondary data:
Data has been collected from organizations various documents from HR
department. The process of data collection is further supplemented by various books
and web-sites to get more information.

The Causes of Grievances:

The causes of employee grievances:

1. Demands for individual wage adjustments.

2. Complaints about the incentive systems.

3. Complaints about the job classifications.

4. Complaints against a particular foreman.

5. Complaints concerning disciplinary measures and procedures.

6. Objections to the general methods of supervision.

7. Loose calculation and interpretation of seniority rules, and unsatisfactory interpretation of

agreements.
8. Promotions.

9. Disciplinary discharge or lay-off.

10. Transfer for another department or another shift.

11. Inadequacy of safety and health services / devices.

12. Non-availability of material in time.

13. Violation of contracts relating to collective bargaining.

14. Improper job assignment.

15. Undesirable or unsatisfactory conditions of work.

3.4 Effects of Grievance:

Grievances, if they are not identified and redressed, may affect adversely the workers,
managers and their organization. The effects include:
1.On production :

Low quality of production

Low quality of production and productivity

Increase in the wastage of material, spoilage/leakage of machinery.

Increase in the cost of production per unit.

2. On employees:

Increase in the rate of absenteeism and turnover.

Reduces the level of commitment, sincerity and punctuality.

Increases the incidence of accidents.

 Reduces the level of employee morale.

3. On managers:

Strains the superior-subordinate relations.

Increases the degree of supervision, control and follow up.

Increases in disciplinary action cases.

Increases in unrest and, thereby, machinery to maintain industrial peace.

3.5 The benefits of a Grievance Handling Procedure:

According to Jackson, further benefits that will accrue to both the employer and
employees are:

It encourages employees to raise concerns without fear of reprisal.

It provides a fair and speedy means of dealing with complaints.

It prevents minor disagreements developing into serious disputes.

It saves employer’s time and money as solutions are found for workplace problems.

It helps to build an organizational climate, based on openness and trust.

Objective of a Grievance - Handling Procedure:

Jackson lays down the objectives of a grievance-handling procedure as follows:

To enable the employees to air his/her grievance

To clarify the nature of the grievance
To investigate the reasons for dissatisfaction
 To obtain, where possible, a speedy resolution to the problem
To take appropriate actions and ensure that promises are kept.
To inform the employee of his or her right to take the grievance to next stage of the procedure,
in the event of an unsuccessful resolution

3.6 The Discovery of Grievances:

Grievances can be uncovered in a number of ways. Gossip and grapevine offer vital
clues about employee grievances. Gripe boxes, open door policies, periodic interviews, exit
surveys could also be undertaken to cover the mystery surrounding grievances. These methods
are discussed below:

1. Observation:

A manager/ supervisor can usually track the behaviors of people working under him. If a
particular employee is not getting along with people, spoiling materials due to carelessness or
recklessness, showing indifference to commands, reporting late for work or is remaining absent-
the signals are fairly obvious. Since the supervisor is close to the scene of action, he can always
spot such unusual behaviors and report promptly.

2.GrievanceProcedure:
A systematic grievance procedure is best means to highlight employee dissatisfaction at various
levels. Management, to this end, must encourage employees to use it whenever they have
anything to say. In the absence of such a procedure, grievances pile up and erupt in violent forms
at a future date. By that time things might have taken an ugly shape, impairing cordial relations
between labour and management. If management fails to induce employees to express their
grievances, unions will take over and emerge as powerful bargaining representatives.

3. Gripe boxes:
A gripe box may be kept at prominent locations in the factory for lodging anonymous complaints
pertaining to any aspect relating to work. Since the complainant need not reveal his identity, he
can express his feelings of injustice or discontent frankly and without any fear of victimization.

4. Open door policy:

This is a kind of walk-in-meeting with the manager when the employee can express his feelings
openly about any work-related grievance. The Manager can cross-check the details of the
complaint through various means at his disposal.

5. Exit intervie

Employees usually leave their current jobs due to dissatisfaction or better prospects outside. If
the manager tries sincerely through an exit interview, he might be able to find out the real
reasons why “X” is leaving the organization. To elicit valuable information, the manager must
encourage the employees to give a correct picture so as to rectify the mistakes promptly. If the
employee is not providing fearless answers, he may be given a questionnaire to fill up and post
the same after all his dues are cleared from the organization where he is currently employed.

6. Opinion Surveys:

Surveys may be conducted periodically to elicit the opinions of employees about the
organization and its politics.

3.7 Forms of grievances:

The grievance may take any one of the following forms:

a. Factual:
A factual grievance arises when legitimate needs of employees remain unfulfilled,
e.g., wage hike has been agreed but not implemented citing various reasons.

b. Imaginary:
 When an employee’s dissatisfaction is not because of any valid reason but because
of a wrong perception, wrong attitude or wrong information he has. Such a situation may
create an imaginary grievance. Though management is not at fault in such instances, still
it has to clear the ‘fog’ immediately.

c. Disguised:
An employee may have dissatisfaction for reasons that are unknown to himself. If
he/she is under pressure from family, friends, relatives, neighbors, he/she may reach the
work spot with a heavy heart. If a new recruit gets a new table and almirah, this may
become an eyesore to other employees who have not been treated likewise previously.

Model Grievance Procedure:

The Model grievance procedure suggested by the National Commission of Labour

involves six successive time bound steps each leading to the next, in case of dissatisfaction.

1. The aggrieved worker in the first instance will approach the foreman and tell him of his
grievances orally. The foreman has to redress his grievance and if the worker is not satisfied with
this redressal, he can approach the supervisor.

2. The Supervisor has to provide an answer within 48 hours. In the event of the supervisor not
giving an answer or the answer not being acceptable to the worker, the worker goes to the next
step.

3. At this stage, the worker either alone or accompanied with his departmental representative
approaches the Head of the Department who has to give an answer within three days.
4. If the Department fails to give answer or if the worker is not satisfied with his answer, the
worker may appeal to the Grievance Committee, consisting of the representatives of the
employer and the employees. The recommendation of this Committee should be communicated
to the Manager within seven days from the date of the grievance reaching it.

5. Unanimous decisions, if any, of the Committee shall be implemented by the Management. If

there is no unanimity, the views of the members of the Committee shall be placed before the
Manager for decision. The Manager has to take a decision and the worker within three days.

6. The worker can make an appeal against the manager’s decision and such an appeal has to be
decided within a week. A Union official may accompany the worker to the manager for
discussion and if no decision is arrived at this stage, both the union and management may refer
the grievance to voluntary arbitration within a week of receipt of the management’s decision.

7. The worker in actual practice may not resort to all the above mentioned steps. For example, if
the grievance is piqued because of his dismissal or discharge he can resort to the second step
directly and he can make an appeal against dismissal or discharge.

3.8 Model Grievance handling Procedure:

Procedure Time Frame

Appeal against within a week

 Manager 3 days

Grievance Committee 7 days unanimous

HOD 3 days

Supervisor 48 hours

Foreman

Worker