All Project 3

2011
Sanjivani casting pvt. Ltd. Bhanu maradiya
SUMMER TRAINING PROJECT REPORT
SANJIVANI CASTING PVT.LTD.
A SUMMER TRAINING PROJECT REPORT ON PERFORMANCE APPRAISAL AT
SANJIVANI CASTING PVT. LTD.

SURVEY, NO. 164, GONDAL N/H 8-B, SIDC ROAD, VERAVAL(shaper).
PREPARED BY BHANU D. MARADIYA
PROJECT GUIDE SANDIP DHAKECHA
SUBMITTED TO RK GROUP OF COLLEGES KASTURBADHAM. RAJKOT. AFFILIATED TO GTU ACADEMIC YEAR
2011-2012
PREFASE
As a student of M.B.A. programmer a course is based on management study, every student need to be well versed not only with theoretical knowledge but also with practical aspects of all managerial areas. Practical knowledge is as important for student as a theoretical knowledge is all the principles of managements applied in companies have been vary well in explain in classroom studies given to understand them from industrial point of view to fulfill this aspect of practical training. I went to Sanjivani Casting Pvt. Ltd. and tried to understand their management and function. It was golden chance for me to enrich my knowledge with the on going managerial process of unit. I have under gone the training a major departments. SJCPL is a medium scale industry. I have prepared this report from the information given by the staff of this organization and with help and guidance from our beloved teachers. My special thanks to: Manager: Director: Director: Director: Director: Shri Rajesh Vachhani Shri V.P.Kapadiya Shri K.S.Dhruv Shri V.M.Bariya Shri Nalin Vora
With support of above all who are lead sources. I am able to prepare this report and great pleasure to present it before you. Place: RAJKOT Date: Sign: BHANU D. MARADIYA
DECLARATION
I am undersigning MISS, BHANU D. MARADIYA Here by Declare the Project Report Undergone at Sanjivani Casting Pvt. Ltd. Under the Guidance of Prof. SANDIP DHAKECHA Faculty of RK GROUP OF COLLEGES, Submitted Gujarat Technological university (GTU),Ahmedabad in partial fulfillment of The degree of Master Of Business Administration is my original work an has not been submitted for any award to any other university for degree, diploma or any there such prizes.
Place: Rajkot Date: Sign: BHANU D. MARADIYA
ACKNOWLEDGMENT
The multifarious features of this project could be successfully accomplished only by the persistent support, guidance and encouragement of all concerned. First of all my sincere thanks to Mr. RAJESH VACHHANI (Manager/ Q.A) and Mr. VINU BHAI KAPADIYA (B.O.D.) who guided me in completion of this project. I am also thankful to entire staff of Sanjivani Casting Pvt. Ltd. and RK GROUP OF COLLEGES RAJKOT, for their constant encouragement, suggestions and moral support throughout the duration of the project. Many people have rendered timely support and shared invaluable information and experience, space constraints do not permit me to thank them individually but I acknowledge the help rendered as invaluable and without which this report would have been incomplete.
BHANU D. MARADIYA
INDEX
NO
1 2 3 4 5 6 7 8 9 10 11 12
PARTICULAR
GENERAL INFORMATION PRODUCTION DEPARTMENT HUMAN RESOURSEMENT DEPARTMENT MARKETING DEPARTMENT FINANCE DEPARTMENT RESEARCH METHODOLOGY PERFORMANCE APPRAISAL DATA ANALYSIS FINDINGS SUGGESTION BIBLIOGRAPHY APPENDIX
Page no
EXECUTIVE SUMMERY
It is necessary to have practical knowledge before doing any work because of todays competitive world. For the practice knowledge I have taken summer training at ' Sanjivani Casting Pvt.Ltd. Mainly in this report the focus is on different department like as production
SANJIVANI CASTING PVT.LTD. department, marketing department, personnel department, financial department and general information relating to the Bearing Industry. I am overwhelmed with pleasure while presenting this report at ' Sanjivani Casting Pvt.Ltd. TheSANJIVANI CASTING PVT.LTD.made its progressive curve sky rocket due to exemplary team work in all departments and accomplishment its formidable odyssey from procurement of Bearing to market
BRIEF HISTORY OF INDUSTRY

India has a long heritage of iron and steel making. The journey started in ancient time and through the ages his evolved and matured into vibrant and modern industry at par with the best in the world. The iron and steel industry in India started 100 years ago in Jamshedpur. The TATA iron and steel co. (TISCO), started under the ages of pioneering India entrepreneur. Sir Jamshedji Tata had been the iron of nationalistic pride during the colonial period. The steel sector was one of the primary vehicles of economic development in the independent India. After the founding father of Indias five year plan, it has passed through various phases changing domestic and external policy environment. It has survived well with its impressive array of achievements. The change came in the last decades of the 20 th century with the liberalization of the Indian iron and steel industry. The Indian steel industry today can boost of some of the latest in the state of the art technologies in use globally. The post deregulation India iron and steel industry adopted modern technologies and various product categories. In these years the industry both in the public and private sectors saw impressive gain in efficiency of resource use and productivity. The most remarkable achievement of this decade has been a rapid integration of the Indian steel industry with the global market. Production for export has become an integral part of the profit maximizing business calculations of the Indian corporate. The performance of the Indian steel industry during the last decade, through spectacular, has not been altogether smooth. The external global environment worsened progressively under pressure from a series of financial meltdown in various part of the world while our domestic economy also stagnated. Prizes started falling continuously even as the world steel industry strained under condition of extreme over supply and cut throat competition. Most worrying was the threat posed by narrow national interest which misused the W.T.O Non- Tariff barriers imposed on the Indian exporters of steel bear ample witness to this predilection prizes have risen as a result of improved demand condition at home and abroad and because of some rationalism of capacities across the globe, through on a limited scale.
SANJIVANI CASTING PVT.LTD
COMPANY OVERVIEW
Name Address of registered Office & factory : Sarvey No. 164, Gondal N/H-8B, SIDC Road, Veraval (Shapar), Dist. Rajkot-360002. Telephone no. Fax E-mail Website Board of Directors: Director Director Director Director Manager Installed Capacity : : : : : : V P Kapadiya K S Dhruv V M Bariya Nalin Vora Rajesh Vachhani (Q/A) 600 MT/ Annum : : : : +91-2827-254393, 254353, 252054 +91-2827-254394 sales@sanjivanicasing.com www.sanjivanicasting.com : Sanjivani Casting Pvt.Ltd.
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ORGANISATION STRUCTURE
BOD
CHIRMAN DIRECTORS
Vice president Co-operation
vice president A.C. & Administration
vice president Marketing
Marketing Engineer V .P.production Quality assurance Department Head
Managers
export and Local Incharge
Account manager
personnel Manager
Inspector
Excise officer Account Manager personnel Manager
Assistant Manager
Clerk Cashier
Time keeper
Clerk
Labor
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COMPETITORS
In today globalize world the competition is each and every place. So it is must to make the perfect strategy against it so that the firm or the organization a get the top position. Competition inspires the person to work harder and harder.SJCPL is medium scale company. It exports it products in the international market too. It faces through the competition. Competitor means the person or the organization which manufactures the same product or services. As my observation, three main competitors in India SJCPL are having. Prevail Casting ltd.Rajkot IPCL, Bhavnagar. Steel cast, Bhavnagar. Creative Casting ltd. Junagadh
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SWOT ANALYSISS
Swot analysis means the analysis of main four parts of the organization. It is the most and basically useful for the information of the strategies and policies of the organization in SJCPL. I have found this analysis as given follow:1) STRENGTH Company is engaged in continuous up gradation of its technology. The demand of the companys product is increasing day by day. 2) WEAKNESS All the decision and action plan flow only from managing directors end. The production of the product basically dependent on the basic raw material like stainless steel, scrap, nickel, mettle scrap etc. so the market of this raw material is not healthy that demand can fluctuate. It can be the weakness for SJCPL. 3) OPPORTUNITIES
Due to globalization, the company has got a tremendous opportunity to export product by optimum utilization of plan and resources. SJCPL is manufacturing products like, different parts of machines, submersible, motor vehicle parts, human body parts etc. From which company exports its products, which are used for human body parts in U.K. and Germany. 4) THREATS Due to the local competitors demand reduce. It is true that our strength is our competitors, our competitors opportunities, is our threat. So that as the competition increased the demand will divide. It may be threat for SJCPL. In India there are three competitors of SJCPL.
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INDEX
SR.NO I II III IV V SUB SR.NO. PARTICULARS COMPANY CERTIFICATE COLLEGE CERTIFICATE PREFACE STUDENT DECLARATION ACKNOWLEDGEMENT PG. NO. I II III IV V
A B C D 1. 2. 3. 4. E F G
EXECUTIVE SUMMARY BRIEF HISTORY OF INDUSTRY COMPANY OVER VIEW FUNCTIONAL AREA PRODUCTION MANGEMENT MARKETING MANAGEMENT FINANCE DEPARTMENT HUMAN RESOURSE MANAGEMENT RECOMMENDATION & SUGGETION CONCLUSION BIBLIOGRAPHY
1 4 9 15 21 41 68 86 117 121 123
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PRODUCTION DEPARTMENT OF
Sanjivani
Castings Pvt. Ltd.
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(A) PRODUCTION MAGAGEMENT INDEX

Sr.no. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 Particular Introduction to production management Organization Structure Types of Production process Types of plant layout Selection o location Types of raw material and procurement Material handling system Production planning and control system Repairs and maintenance Management of industrial safety Introduction to material management Role of material management Purchase department Inventory control method Quality assurance. Page no.
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Introduction to production management

From the main function area of the organization, production is the basic activity of all industrial units. All other activities revolve around this activity. Product of the production activity is the creation of goods and services for the satisfaction of human wants. The production activity is nothing but the step-by-step conversion one form of material into another either chemically or mechanically. The basic input of production process is men, machine, plan, services and methods. But it should be noted that the finished product of one manufacture unit does not always furnish a readymade product for ultimate consumption. In a chain of manufacturing activities, the finished product of the processor sometimes becomes the raw material (or component) for the other manufacturing firms falling next in the sequence. In the same way products, which are manufactured in the SJCPL are used as the sub-part or the raw material for the other product. They are the finished product SJCPL.
But the same are the raw material for its other buyers.
In-put
Material Man Machine Money
Out-put
Product
Production Function
Services Information
Resources
Product/Services
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Organization structure
BOD
M.D Vice President Co-operation
V.P Production Quality Assurance
Department Head
Managers
Export and Local Incharge
As a chart shows organization structure of production department is starting with vice president, quality assurance and department head comes under second stage and at last quality assurance has to different ways. The first one is manager and the second one is export and local incharge this draw our attention towards and the production organization structure which is vary much easier and simple to maintain in SJCPL. Present production manager is V.P Kapadiya.
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TYPES OF PRODUCTION PROCESS

There are many production processes. Company adopts the process. Which is more suitable or convenient to it? It is depended on many factors like the flow into, flow through and flow our. Many times the production process may be difficult. Mainly the Four classes or types of production process are comes into picture. 1) Mass production or flow-line production system. 2) Batch production process 3) Job shop 4) Projects ( unit manufacture) They can be understood as given below. (1) Mass production process It is also known as flow-line production system. All the facilities are arranged as per the sequence of the operations. It is the continuous operation system. Out put of one operation becomes the input for the subsequent operation. The system is cascaded. Maintenance must be very important since all the operation depends upon it. Balanced workload results in a smooth output rate. (2) Batch production process According to this system a certain quantity of the material is made. Then the same machine may be used for another product. Thus the variety of products. Can be getting. With the help of this process there is no need to maintain a separate assembly line for each product. Machines are general purpose. Pharmaceutical companies make medicinal formulation by batch production system. (3) Job shop: In this process customers orders and their execution are taken into attention. It does not have its own product mix. This process requires its own planning and tooling. Here each order of the customer may be unique.
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(4) Projects: As this process shows for some special work or any high valued or big products are manufactured with it. As we can say the products of ship, tractor, truck etc. which are never be in large numbers as others. All other Facilities, manpower and resources center on such products. It can be said as projects As we talk about SJCPL. In this manufacturing unit we can see that it is manufacturing many products which are different from each other by the size, color and uses and especially with the quality. So batch production process is used in this company. They manufacture the products as per customers order. So the products are manufacture in some amounts of quantities. Various types of castings are manufacturing as per the requirement of the customers. These castings are not finished products which can directly used by consumer but it is a part or components of a product. This company provides many types of parts are used in many industrial products which are automobiles, measuring instruments, parts of sewing machines, pumps, electronic switches, gears etc. SJCPL offers its customers the best quality with guaranteed in house quality assurance. SJCPL also makes planning based production. It is production based company, so it produced the products as per the products as per the demand of the customers.
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PRODUCTION PROCESS OF SJCPL

(1) RAW MATERIAL
The company purchased raw material from different part of Gujarat like Ankleswar, Chotila, Baroda and Ahemdabad. Mainly roadways are used for transportation. The company used following raw materials.
(2)
METALLURGICAL DEPARTMENT
Metallurgical report is prepared from scrap raw material in which si, al, mo, w.ni contains are detected. Each group of similar pattern is assigned by different color coding for easy identification. But later on here over the following tests are made for the sand.
A) Sand test
Grain size checking Alumina containing
(3)
WAXING DEPARTMENT
This is the basic department from where the process of production of investment casting gets started. This department collected the die to produce wax pattern from the central stored tool room according to their design needs. The designer determined the appropriate dies to make the demanded products This department is equipped with many wax injection machines viz, hydraulic press machines in this department there are set up of 16 machines, This Hydraulic machine injects wax into dies.
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(4)
ASSEMBLY DEPARTMENT
As we know investment casting process is a relatively length process it takes considerably time to prepare the complete casting product. It is beneficial economically to accommodate relatively more number of parts simultaneously for casting process as it saves lot of time as the operations process and saves the labour cost. This department stands for preparation free assembly of small number of parts. That is valving, handdeis; connectors etc. are accommodated around the central space of economy. These are the works or operations, which are being performed into assembly department.
(5)
COTTING/SHELLING DEPARTMENT
In this department assembly tree is received by the life system. This is air-conditioned department. Here the wax pattern assembly is dipped into slurry of a refractory coating material but before being coated the wax assembly are soft washed by the clean water for the removal of dust,durt etc. The process of coating is carried out for 3 to 4 times depend upon the number of casting pattern and their shapes. A number of dips are given I order to build a shell thickness of about 6 to12 mm.
(6) DRYING OF COATING

The drying of casting is carried out in another chamber. This chamber is enabling to maintain proper required atmosphere. This chamber is centralized air-conditioning. The coated with wax pattern are arrange in a drying rack again the several blowing fans. They dry the coated wax. Atmosphere or climate changes are highly sensible to the drying process. For this purpose of following programmers have been considered and maintained.
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SANJIVANI CASTING PVT.LTD a) b) c) d) e) Viscosity of sand PH value of sand Humidity 50% to 70% Temperature of the room (24C to 26C) Drying time 2 to 10 ho
(7)

DEWAXING DEPARTMENT
This department stands for removing wax from the coated pattern This department is equipped with several dewaxing tank in which
temperature is ranges from 200C. to210C. At this temperature the wax pattern is melted and wax is drain from the mould. filtering process. temperature. furnace of fired quickly. To composite the losses of shrinkages some shrinkage compositor techniques or equipment are used. To minimum the shrinkage losses some material are used a) Glass wool b) Ceramic wool c) Slurry The slurry along with glass wool is embedded on the central spray. So it can be simultaneously cooled out with the investment metal. Thus no metal draw phenomenon occurs. Now after having dewaxed properly the mould is fired in the furnace to remove any moistures contents, accesive wax etc.This Any quantity of wax remained unmated is evaporated by heating After remove of the wax the shell is quickly fired at he desired This wax is not discarded and collected again after sufficient
make the structure strong so the shell mould can cope with the molten matel temperature.
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(8)
MELTING DEPARTMENT
This department pours metal into modules. This is the most hazardous department as it contains fired furnaces, melting furnaces etc. There is pouring metal is bundled very carefully the temperature of this department is very high. Very skilled workers are needed to achieve the task of pouring molted metal into the mould, as any mistake in this practice might cause damage of life.
(9)
FETTLING DEPARTMENT
This department has wider significant in the quality of the final product KNOCK OUT When the casting has solidified gets removed from moulding. This operation is called knock out. Here mechanical vibrator are used for the knock out which are known as knock out pneumatic vibrator. It is pneumatically operated with fixed frequency. Investment mould is put on vibrator platform and high frequency oscillations make the casting out. FINISHING OF CASTING Finishing of the casting is a later stage in cleaning of the casting Once the embedded sand gates, risers and other unwanted projections have been removed from the castings.
Finishing is resorted in order to, Smooth the areas of casting from where gates have been removed.
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SANJIVANI CASTING PVT.LTD Remove any excess metal if left on the casting. Improve surface finish and appearance.
Removal of fins and other unwanted projection from casting are most vital process in which casting are trimmed. Belt grinding and abrasive belt machine remove fins, chaplets, wire parting, line flash, pads and the ingetes etc. To remove casting , removal of unwanted projections are done with pneumatic portable hand grinder
Cleaning of casting: The outside and inside surface of casting are cleaned with adhering refectory particles (sand) and oxide scale and they look smooth and polishing. Steel castings require considerable more cleaning than those of iron & brass. This company does cleaning by mechanical equipment. This process is called AIR Blasting. Shot blasting: In the stream of air carrying shoots of matel strikes against the surface of casting the process is known as shot blasting. Shot blasting provides a higher rate of output than thumbling process when sand burns on the heat treatment scale have to be removed from the casting surface. The matel shots includes, a) steel shot b) white cast iron shot c) malleable iron grit d) chilled iron grit
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SANJIVANI CASTING PVT.LTD In short, fettling is the name gives to cover all those Above explained operation which help in giving the casting
(10)
HEAT TREATMENT DEPARTMENT

Heat treatment of casting means the controlled heating and cooling (in the solid stage) to secure the properties and conditions specifically demanded. Heat treatment operations are carried out in furnaces specially designed for the treatment to be applied for the castings to be produced.
Purpose Relief of stresses developed in cooling heat removed, repair, machining etc. Development of structure sensitivity properties by metallurgical changes.
(11) FINAL INSPECTIONS IN DISPATCH DEPARTMENT

This department has to deal with many documented clerical works. In this department there is sampling chart, standard tolerance chart etc. with the help of which final casting are inspection finally. In which final inspection on 100% lot is carried out with the help of a) Measuring gauge b) Fixtures gauge c) Flexible gauge The following major tests for final casting (as per sampling technique) are carried out outside at Ahemedabad metallurgical laboratory. Radiographic test Die-penetrate test Impact test Non-magnetic test 26
SANJIVANI CASTING PVT.LTD These tests are required to carry even if the customers demand them.
INTERMEDIAT TEST / INSPECTION :

This department also carried out required intermediate tests such as
A.
Press inspection: Here the wax pattern is checked for its accuracy against the drawing specification. This department equipped with commonly used every mechanical measuring instrument like, Venire calipers Venire light gauge Flexible gauge etc.
Visual inspection:
Visual inspection of prepared wax pattern is carried out here. If any surface defects like heir crack or detected then it is out for rejection and again new wax of this type is prepared. This department stands to defect the error and also exerts the necessary control actions against these mistakes to accomplish these. They use to draw the surface defect charts, colours and charts of yearly rejection items.
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(12)
DISPATCH
After inspection the final product is sent for dispatch. Here the products are packed or cared in the wooden box or cartoons and they are care with paper, wooden fuzz inside the box for safe hading Products are dispatch to the traders who have order of the product and these products, which are rejected through inspection, are sent to the melting department. So, the process of production comes to an end with dispatch of the product. It takes 30 to 45 days (depending upon products) to convert raw material into finished goods. The machinery used for the production is entirely homogeneous.
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Chart of production process of SJCPL

METALLURGY WAXING ASSEMMBLY COATING DRYING DEWAXING MELTING FETLING HEAT TREATMENT FINAL INSPECTION DISPATCH
The chart shows the whole manufacturing process of SJCPL. It has the latest machines and equipments as well as technique in castings.
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TYPES OF RAW MATERIAL AND PROCURMENT

Raw material is the basic need of the production, because without raw material,
production process can not be possible.
Meaning of the Raw Material : Raw material is the material which is used in the process of the main product. It is the par of the products. Raw material is the necessary rough material, which need some process then it is used as final product. Sanjivani Casting Pvt Ltd. purchase raw materials from different parts of Gujarat like Ankleswar, Baroda, Chotila and Ahemdabad etc. for which roadways are use for materials transportation.
SANJIVANI CASTING USES FOLLOWING RAW MATERIALS:
1. Stainless Steel Scrap 2. Nickel 3. Chromium 4. Zircon Sand 5. Colloidal Silica 6. Metal Scrap 7. Ferro Alloy 8. Miscellaneous 9. Paraffin Wax (Imported) 10. Sand Power (subordinate) 11. Wooden Box (Packing Purpose)
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MATERIAL HANDLING SYSTEM
Material handling system is the process of moving the product from one place to another till it will be the final product.SJCPL has material handling system manually from one process to another one. It can be defined more clearly as below. Material handling is the art and science involving the movement. Packing and storing of substances in any form. -The American material handling Society Which can be done by different equipment like lifting, moving, dropping, positioning, holding, releasing, stocking and many more? They are moved as a single item or in a lot depending upon the size, weight quality etc.of the product. Material handling function enjoys a pivotal role in production engineering. SJCPL is producing more than one product so they prefer for batch production. It has no long distance for different process. So, fixed number of products or quality of products is moved from one process to another one. Material handling is the task which is one of the core and most significant task of physical distribution. A better material handling system is that which require limited or minimum handling of materials through this system sanjivani casting can reduce the excess cost and that will add the benefit to the management and organization as a whole.
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PRDUCTION PLANNING & CONTROLING SYSTEM

Production planning is the process through which the production is planned while production control is the process through which produced products are to be controlled. Thus, production planning is pre-operation activity. Though they both are very closely interrelated with each other that they can considered for belonging the same. Effective control presupposes some part of planning. Planning work to set the goals, objectives and the target on the basis of available resources with given constraints for the translation of such goals. Objectives and targets into reality control machinery are installed.
Meaning :
Production planning is the technique of foreseeing or picturing ache every step in a long series of separate operations each step to be taken in the right place of the right degree and at the right time and each operation to be done at maximum efficiency. -Alford and Beatty Production control constantly keeps a watchful eye on the production flow whether everything is going on as it was fixed or not if anything change, it will arrange for the instant adjustment and try to cover the difference thus smooth way to production can found. In the SJCPL their working policy is depending upon its demand. In the sense in accordance with its customers orders the company produces the good for which product demand is more and in which scale of quantity the demand is? That should be considered before planning the production. SANJIVANI first forecast the demands then it specify the production requirement and then from available resources the whole production planning is done. In production control it includes, activity control, inventory control, control on tools, control on timing of production, efficiency control and specially quality control are used to be considered.
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SANJIVANI CASTING PVT.LTD As we know Sanjivani Casting Pvt Ltd.is a medium scale industry. So planning for future and control on present is must. It is mainly concerned with the philosophy of the management as they giving more important to its quality of the products.
MANAGEMENT OF INDUSTRIAL SAFETY

Safety is very important thing. It is needed in each and every type of
organization because; through if a life of everyone working in the unit can be secured. An organization should organize the safety efforts because it does not happen by itself. A firm or unit should exchange findings experiences to mutual benefit. The main goal or aim of industrial safety management is to reduce the number of all type of accidents which may cause loss of life, loss or damage to equipment or loss of operating efficiency. for this purpose safety kits should be kept in every manufacturing unit. Sanjivani Casting Pvt Ltd. is a steel manufacturing company. Its products pass through many processes. In which they to consider safety management for that they set all well-checked machine and equipments so that the chances of accidents can be minimized. Other than this they have first aid box and they have consulted with the government hospital near by Rajkot. From where they can get immediate treatment at any time and all employees have facilities to get the services from that hospital for their family members too. In the Sanjivani Casting Pvt Ltd. the (treatment) of waxing, coaxing, dewaxing, fire treatment, final inspection etc.in which they provide, protection for eyes for that equipment is given to employees. So, equipment and tank cleaning and repairs should be under the direction of thoroughly trained personnel. Till today there is no case of accident or any damage of life by the machine and equipment in Sanjivani Casting Pvt Ltd. that shows the best industrial safety management in Sanjivani Casting Pvt Ltd.
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MATERIAL MANAGEMENT
Introduction : Material is the basic need for every kind of organization whether manufacturing
unit, trading company or any other. Very important inputs in the manufacturing organization are men, machines, materials which are inevitable inputs efficient management of any of the inputs directly affects the output and results in the development benefit to the organization.
Definition : Material management is a term to describe the grouping of management
functions related to the complete cycle of material flow from the purchase and internal control of production materials to the planning and control of work in progress, to the warehousing, shipping and distribution of the finishing product. It differs from the material control in that the latter term traditionally is limited to the internal control of production materials -APICS (American Production and Inventory Control Society) In Sanjivani Casting Pvt Ltd. there is also a very good from of material management. They have very useful techniques and equipment for processing machines and equipment for processing. They get raw material from Gujarat so that the scarcity can avoid. They produce the products according to their demands of customers order, So the materials for such products are stored in that way as needed due to that we can say that materials. Consume lions share of the investment and that too with a possibility of turnover.
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PURCHASE DEPARTMENT
Purchase department is the department, which work as the first step towards production process. It is the responsibility of purchase department to choose or to select proper materials, as per the requirement of organization. They should test, check and inquire about the raw material very gingerly because on the basis of purchase department decision of purchasing the whole process goes on. Sanjivani Casting Pvt Ltd. is purchasing materials from different part of Gujarat like Ankleswar, Chotila, Baroda and ahemdabad etc. They have no separate department for purchasing the manufacturing goods or products according to their clients orders. So, they require different materials as figure shows. Purchase of SJCPL on ended year then raw material inward is mixed then the final opening stock can be purchased. Department should check many thing before purchasing the material like quality of material, price and durability of material, transportation policy of expanse of materials etc. many more, If they take any wrong or faulty decision it will harm to organization as a whole. Purchase department is very responsible for products quality because they are the basic elements of final product of the organization.
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MARKETING DEPARTMENT OF
Sanjivani
36
Castings Pvt. Ltd

(B) MARKETING MANAGEMENT
Sr.No. 1 2 3
Particular Introduction to Marketing Management Organization Structure Product

Product Mix Product Life Cycle New Product Development Branding & Packaging
Page No.
4 5
Pricing- Methods & Strategies Promotion Mix

Advertising Sales Promotion Publicity Personnel Selling
Channel management
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Introduction of Marketing Management
Introduction : Marketing has been effectively practiced for many years but its rise to formal acceptance as function of business is recent. Marketing management task is to regulate the level and character of demand through planning and executing the conception, pricing, promotion and distribution of ideas, good and service to create, build and maintain beneficial exchanges and relationship with target market for his purpose of achieving organizational objectives. Future success will be assured by only having the right product liked with the right promotion at the right place.
The American Marketing Association : They defines marketing as the process of planning and executing the competition, pricing, promoting, distribution of ideas good and services to produce and exchange that satisfy individual organizational goals. Sanjivani Casting Pvt.ltd. is having separate department of marketing and marketing manager performs all the roles in marketing department. The marketing manager of Sanjivani Casting Pvt.Ltd. is shree K. S. Dhruv Vice-President of marketing department of this unit. Performs the entire job very accurately. He has very good experience in the same field of marketing.
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ORGANIZATON STRUCTURE B.O.D M.D Marketing Engineer Inspector Excise Officer Administration
As the chart shows SJCPL has its own way of working under the observation of BOD and MD they have separate marketing department in that the first stage is of marketing engineer and second stage is of inspector third stage is of excise officer and last is administration. Sanjivani Casting Pvt.Ltd. use direct manufacture to consumer. President marketing manager is K.S.Dhruv.
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PRODUCT
Sanjivani Casting Pvt.Ltd. manufactures many products. Part of sewing machines, marshal pumps, part of human body, steel and alloy castings. Product Range : Casting for the process valves and pump industry, covering check, globe, ball, diaphragm valve, pump casting and impellers, power generation, switch gear and electrical industries defense mechanical handling and allied engineering industry.
PRODUCT MIX
Product mix is the area of marketing mix which studies various decisions regarding the product. A product mix is set of all products lines and items that a particular seller offer for sale to buyers. Sanjivani Casting Pvt.Ltd. produces steel and alloy and casting this unit has only one product line that is investment castings. A) Product line : Product mixes consist of various product lines. A product line is a group of products that are closely related because, they perform a similar function, are sold to the
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SANJIVANI CASTING PVT.LTD same customer groups are marketed through the same channels, or fall within given price range. Product line managers need to know the sales and profits of each item in their line in order to determine which item to build, maintain harvest or divest. They also used to understand each products market profile.
In Sanjivani Casting Pvt.Ltd. various types of castings are manufactured as per requirement of the customer. These castings are not finished products that can directly used by customer but it is a part of a product. It manufactures 80% of products of industries manufacturing industrial valves used for chemical industries etc. and 20% of the production to various types of industries like automobiles, measuring instrument, sewing machine, pumps, electrical switches, gears etc. there is no any by product.
B) Product : Size &Weight : The maximum size and weight 400 x 400 x 400 mm & maximum weight up to 60 kg per piece.
Specification : As per the specification ASTM, ASME, DIN, BC, IS & other international
standards.
Products World Wide Supply : These are product sales in USA, UK, ITALY, GERMANY, SPAIN, FRANCE and DENMARK.
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PRODUCT LIFE CYCLE

As a human being product and unit has its own life cycle which start with its production and ends with its stoppage. Whatever may be the starting strategy that will not be same as other strategy. The product has different marketing strategy, according to their capacity in marketing within some period of time. Product will change its price, packing etc.because of the competition in market i.e. Your strength is your competitors, weakness and your opportunity is your competitors threat. First of all product & development it is used as per-stage. In this stage company is planning & investing money. They sell up product or produce no single unit but they are busy with development of product. They consider the competitor product. Research and new development is done in this stage.
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1.
Introduction : This is the first stage of product life cycle. Here the company introduces the
product into the market to sell. In this stage the sale is lower, not so much or not at all profit. More advertisement is needed. Few competitors in the markets, here the main objective of company is to create product awareness enough information to customer. 2. Growth : It is the second stage of product life cycle here the main objective is changed that is to have maximum market share, sales is also rapidly increase profit is rising, and also no. of competitors are growing with increase in sales. Prices are also fixed as per the condition of market. 3. Maturity: This is the third stage of product life cycle. It is very stable period of any product here pick sales, low cost per customer, high profit is achieved. Here the main objective is maximization of profit and depending market share. Prices are may be matched or bit with competitors but stable no. of beginning to decline is also started. 4. Decline: This is the fourth and last stage of product life cycle here product ends because decline in sales low cost per unit but decline in profit etc. are comes into picture. In this stage the objective of company is to reduce expenditures and build the brand. Here the wick products are phased out of the market. Price is less company should be at minimum level as it can in sales promotion. Sanjivani casting Pvt.Ltd. is at the second stage it at growth stage of product life cycle. They have introduced their product in 2004-05 in Veraval (Shapar) survey No. 164.
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SANJIVANI CASTING PVT.LTD SIDC Road. It was their introduction stage now in the year 2006-07 they are very much developed but less than maturity of the product. So, it can say that are at growth stage.
BRANDING & PACKAGING :Meaning of Branding : Branding is the process to identify or to differentiate the product or group from others. It may be name, sign, symbol, designed or any terms. Sanjivani Casting Pvt.Ltd. its own symbol of as a mark of its organization. It is brand of Sanjivani Casting Pvt.Ltd.
Meaning of Packaging : Packaging is the activity for designing or covering the final product in suitable manner safety. It may be boxes, containers trunks etc. Sanjivani Casting Pvt.Ltd. produces many products. So, as per the size, quantity and suitability of each product the packaging is done after the final inspection of the product they are put into packaging as per suitability and sent to the customers. As a labeling they put the symbol of Sanjivani Casting Pvt.Ltd.
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PRICING: METHOD & SARATEGY
Price is the exchange value of product always expressed in money. Pricing is the important concept is made in the marketing as the pricing pays significant pricing of product must be taken carefully. Price may be defining as the economic value of the product, which customers pay as expected to pay in exchange and anticipation of the expected or offered utility. Price is thus, a link that binds consumers and company. Price is helpful to establish a mutually advantageous economic relationship and facilities for the transfer of ownership of goods & service from the company to the buyer. Thus, pricing is the function of determining product value in monetary terms by marketing management of a co. before it is offered to the target customer for the sale. The decision regarding pricing of product is very crucial during which not only the product is very crucial which not only the profit but also social responsibilities are to be taken into consideration. In Sanjivani Casting Pvt.Ltd. the price is being selected by the price they give concentration over following points. 1. 2. 3. 4. Weight of Casting Market Costs To arrive at per kg. rate of given product Considering product process cost & over rate
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SANJIVANI CASTING PVT.LTD This unit produces steel and alloy casting so there is no seasonal effect on price and there is no legal restriction on prices.
CHANNEL MANAGEMENT
Marketing demands are the mediums or set of different activities done to make the product or service available to the consumer. Marketing channels are the way to reach to the customer. (A) CONSUME MARKETING CHANNELS :
0-Level:
In 0-Level, any intermediates are not there means that here, manufacture will direct contact to the consumers. Manufacturer
Consumer
1)
1-Level : Channel which connect the manufacturer though the retailer to the consumer.
Manufacturer 2) 2-Level :
Retailer
Consumer
Channel which is intermediate by two mediums and then the consumer. Manufacturer
Wholesaler 46
Retailer
Consumer
3)
3-Level : Market channel, which connect the manufacturer to the customer with the help of three intermediaries.
Manufacturer
Wholesaler
Jobber
Retailer
Consumer
4)
Multi level : Marketing channel which uses more than one channel for interacting to the consumer that is known as multilevel channel. Sanjivani Casting Pvt.Ltd. is using the (Zero based) O-level marketing channel for contacting the consumer. The direct, manufacturer to the consumer is done in Sanjivani Casting Pvt.Ltd. INDUSTRIAL MARKETING CHANNEL ; These channels are used to contact the industrial consumer. As we see Sanjivani Casting sales their products to the industrial consumers.
(B)
1)
0-Level :
Direct contact with consumer Manufacturer Industrial consumer
2)
1-Level : Contact to consumer with the help of industrial distributors. Manufacturer Industrial Distributors Industrial Consumer
3)
2-Level : Contact to consumer with the help of two intermediaries.
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Manufacturer
Manufacturers Representative
Industrial Distributor
Industrial Consumer
4)
Multi Level : Here the contact of manufacturer to the industrial consumer is done more than two levels of medium. Then the network selection. Manufacturer need to select the network contact group to reach to the final consumer. Here the easiest and suitable (network) is selected in such a way that communication, interaction, transportation and availability of the product is suitable.
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FINANCE DEPARTMENT OF
49
Sanjivani
Castings Pvt. Ltd
(C) FINANCIAL MANAGEMENT
INDEX
Sr. No.
1 2 3 4 5 6 Capital Budgeting Sources of Finance Introduction to Finance Management Organization Structure Capitalization and Capital Structure
Particular
Page No.
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SANJIVANI CASTING PVT.LTD 7 8 Working Capital Management
Introduction on to financial management

Financial management is that specialized branch of general management which is related to procurement at finance and its effective utilization for achievement of common goals of the organization. Nowadays, finance has its own status in management of any organization. The important functions are investment decision, allocation of profit, collect and then distribute of finance. Finance is private around which all economical activities take share the field of finance refers to the concept of time, money & risk. The efficiency and performance of the firm depend upon efficient financial management because through financial management makes, it is possible to make maximum utilization of finance. So, it can develop through proper application of finance management. So, here we can define financial management as planning, organizing, directing and controlling the activities of an organization. And it is concerned with procurement and utilization of funds. The authority of Sanjivani Casting Pvt.Ltd. also understanding the importance of financial management and therefore they have maintained separate department for handling of financial activities.
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SANJIVANI CASTING PVT.LTD The finance manager is also taking the good care of the finance invested and borrowed in the company. Any one wrong decision of the finance manager can be proved cataclysmic for the company and can bring huge loose. Therefore all financial decision is consider as risky pertain in company and also market. Thats why it is said higher the risk higher return. So, it is advisable think before twice in any kind of decision. Thus, these type of decision needs the current market trend knowledge to make a profitable and the wise decision.
ORGANIZATION STRUCTURE
B.O.D
M.D.
Vice President & Finance
Assistant Manager
Clerk / Cashier
This chart shows the organization structure of Sanjivani Casting Pvt.Ltd. finance department. Here on the top the board of directors/ then M.D. then the Vice president of A/c & Finance under him two ways work is going on one is the job of assistant manger and the other is the job of clerk and cashier. From the chart it can easily observed that a line type organization in which authority flow down from top to bottom
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SANJIVANI CASTING PVT.LTD and responsibility flow upward from bottom to top. Present finance manager is Mr.K.S.Ddruv and Mr.Rajesh Vachhani
Capitalization and capital structure

Capitalization refers sum of long term securities , surplus, share capital etc. in short we can say that capitalization is the sum of par value of outstanding stock and financial sources available with the company. Capitalization = long term securities + share and debenture + long term loans + working capital requirement. Where is under capitalized or over capitalized is determined by the real value of assets in long term realization. When real value of share is said to be under capitalized and vice versa it is also true. There are two types of capitalization which are as follows; Here, BV = Book Value RV = Real Value
1. Over Capitalization:- ( BV = RV )
In this condition the book value is greater then real value. It is found when earning is less then invested in the unit.
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2. Under Capitalization: - ( BV < RV )
In this condition the real value is greater then book value. It is found when earning is more then earning is more then capitalized value. 3. Fair Capitalization:( BV > RV )
It is received when earning of the unit is as some to the capitalized assets. The systematic arrangement of all capital is called as capital structure. The capital structure is the combination of long term and short term debts, secured and unsecured debts, preference shares, debentures, equity shares, retained earning etc. Generally there are three types of capital structure like.. Equity share capital structure Equity and preference share
Equity and preference share and debenture
Here, the Sanjivani Casting Pvt.Ltd. Company prefers both term loan i.e. long term as well as short term loan. And here short term capital structure refers to the composition of make up the amount of the of long term finance.
Capital budgeting
Allocation of capital budgeting in the best and efficiency was, is very important function in financial management. Top-level management carries out capital budgeting decision. It is the decision regarding long term fixed investment in business by firm. Capital budgeting is defined as firms decision to invest its current fund most efficiently in long-term activities. In general sense capital budgeting consist of planning the employment of available capital for the purpose of maximizing the long-term profitability of the firm. 54
SANJIVANI CASTING PVT.LTD In Sanjivani Casting Pvt.Ltd. too, the decision regarding acquisition of machineries on any new plant establishment are taken. The decision is taken in the formal meetings the related capital budgeting schedule are been prepared to achieve their goal.
Sources of finance long term and short term

Finance is primary requirement for each and every organization for business operations their may be short tern requirement to meet the working capital requirement; it may be one of five years. And long term is long enough to stay in the market. Long period is consisting of issues of shares, debentures, secured loan, etc. In this period company can adjust its plant size or may establish a new plant. If we talk about the source of finance of SJCPL, then it meets its financial requirement by long term option such as secured loans, own capital, retained earning, etc. and short term option such as loan from banks, trade credit, depreciation fund, purchase bills, bank O.D,cash credit, accrued expenses etc. And so SJCPL has taken loan, cash credit from banks.
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RATIO ANALYSIS
HUMAN RESOURCE MANAGEMENT
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Sanjivani
Castings Pvt. Ltd.
(D) HUMAN RESOURCE MANAGEMENT INDEX

NO. 1 2 3 4 5
Particular
Introduction to Human Resource Management Organization structure H R Planning Recruitment Sources Selection Method
Page No.
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SANJIVANI CASTING PVT.LTD 6 7 8 9 10 11 Placement induction Training & Development Performance Appraisal Wages & Salary Promotion, Transfer, Demotion Policy Social Responsibilities
INTRODUCTION TO HRM
Human Resource Management is mainly concerned with the management Planning, organizing, directing and controlling and operative procurement development maintenance and utilization function with a very to attaining the organization goals, economically and effectively and meeting the individuals & social goals. Human resource management is a part of management that deals effective control and use of manpower. Human have dynamic nature different persons are having different nature behaviors mentality etc.so, it is a challenging job. It manpower is properly used it may prove dynamic motive force for running an enterprise at its optimum cost. If is management of human resource is viewed as a system in which participants seeks to achieve both individuals and goals. In Sanjivani Casting very well managed HR department is developed
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ORGANIZATION STRUCTURE
Vice president of account and administration, in administration department the human resource management is done by him. BOD
Chairman M.D.
Vice president A.c. & Administration
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SANJIVANI CASTING PVT.LTD Personnel Manager Time keeper Labor
Organization structure of SJCPL has large working force of 195 employees. Firm has separate HR department. It is of line and staff base. Authority passes from upper level to bottom level and responsibilities passes from bottom to top level management. Present production manager is V.P.Kapadiya.
HR PLANNING
Human resource planning is supportive system in the whole organization planning. It is the simple method to forecast a firms future demand for a supply of the proper people in the proper place at the proper quantity. In Sanjivani Casting Pvt.Ltd. Personnel manager plays many roles. 1. 2. 3. He handles personnel problems of employees and use human resource effectively. Recruitment, selection, training and development of employees is done by him Personnel manager looks after provident fund etc.and time keeping system too. There are many factors which are affecting to human resource plan.
Organizational growth Cycle & Planning
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SANJIVANI CASTING PVT.LTD Type and Strategy of Organizatio n HRP Environmental Uncertainties
Outsourcing
Time horizons
Nature of jobs Being Filled Type & quality of Forecasting information
In SJCPL is the same planning process is done according to organizational goals & policies needs and supply forecast is done then HR programmers are handled by HR manager then its implementation with control and evaluation programmer then two conditions are accrued the firs one is surplus it means there is no used for, this no. of employees, it means employees are more than necessary so hiring are restricted and hours of work are also reduced., by which control on surplus of employees can have. But if there is shortage of employees as other conditions suggesting then recruitment and selections are done. It means there are lesser employees than the need. So, employees are recruited into the organization. It is the whole HR planning process which helps the management to forecast and to control over the employees as well as organization as a whole.
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RECRUITMENT SOURCES
Recruitment, selection & induction are the step of continuous process of delegation and filling the place with the suitable persons. We are explaining above terms as given below. Recruitment is said to be a process of searching of prospective employees and stimulating to apply for job in organization.
Sanjivani Casting Pvt.Ltd. Follow the method of third party for recruitment it uses the external sources of recruitment as under.
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(a) (b) (c)
News paper: Notice Board:
SANJIVANI CASTING PVT.LTD Mainly when there is the need for qualified person. for labors and workers.
Employment Exchange:
All kinds of labor in Sanjivani Casting Pvt.Ltd. They mostly recruit the employees within from the organization itself thats why the training process may be at low level. Recruitment process in SJCPL is starts by application form as enclosed, then rough.As the departments requirement, technical test, if needed is taken. The interview method is similar to every department then the selection is decided.
SELECTION METHOD
Selection is a process in which the choice of persons is to be made out of available candidates. Following steps are followed in selection procedure. 1) First of all this units receives all the application and select that application which he need but Sanjivani Casting pvt.Ltd. Selects the more application than his requirement. 2) Second Stage Company arranged his preliminary interview and co. invites more person than his requirement on the basis of experience, qualification, salary structure and ability. 3) In this stage application blank is provided to candidate and bring at the time of interview. A copy of application blank is attached with report appendix-1.
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SANJIVANI CASTING PVT.LTD 4) Most of this unit arranges both oral as well as written test but unit adopts only oral interview. In oral unit interview unit measures his experience, personnel and other items and personnel and other items ad psychological knowledge of candidate. 5) This unit is find the candidate satisfactory after passing from above adopts steps than the unit plans that candidates as per the advertisement was published. 6) SJCPL is a medium scale unit and all the requirements and selection procedure are over than after co. decided about induction. SJCPL gives the perfect decision about induction. Because, and person has very high degree those persons are appointed in a high status job and less degree or less knowledge persons appointed in less status job. Thus the selection is done by the perfect method good and efficient employees can be selected easily. Selection of employees is the matter of co.s present as well as future image. So, that should be done in the right manner.
PLACEMENT-INDUCTION
Induction is the last step. It is a proper arrangement for a new person coming in organization by which can perform his work effectively. When employees have been hired and oriented that should be placed in his\her right job. It is the allocation of jobs. Placement refers to the allocation of people to jobs. It includes initial assignment of new employees, and promotion transfer or demotion of present employees. Sanjivani Casting Pvt.Ltd. Has placement policy as we discuss before by interview its selected employees are placed at proper place as their qualification and efficiency. Mainly SJCPL has three shifts.
No.
Shift
Time
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Hours
1 2
A B
6 a.m.to 2 p.m. 2. P.m.to 10 p.m.
8 hours 8 hours
TRAINING & DEVELOPMENT

In simple term, Training & development means identify specific skills, qualities, abilities, knowledge and information to employees regarding technology method or specific training programme conducted by Creative Casting as trained and experienced workers are selected. If candidate is fresh or not experienced, he is put on machine under supervision of person. Mechanism of machine is explained to him details and matters of machine are also taught to employees. Top level persons are selected who are qualified and experienced. So, there is no need of conduction special management development programme. In Sanjivani Casting Pvt.Ltd. on the job training is provided to fresh employees. This Industry does not prepare any training programme. They select the person from J.I.T. this is not desirable. It shows inefficiency of the co. adopt some training programme so on become more efficient.
PERFORMANCE APPRAISAL
Performance appraisal is the step where the management finds out how effective it been at hiring a placing employees. If any problems are identified steps are taken to communicate with the employee and to remedy them. Performance appraisal is a process of evaluation on the very of fulfilling the requirements of employees -W.C.Scor & R.C.Closier It is the systematic periodic and just fair rating on a employees excellence in matter concerning to his present job and to his potential for better job -according to Adalin clipo
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SANJIVANI CASTING PVT.LTD There are many method of performance appraisal Creative has adopted running method or give rank they prepare an application from which all information of the employees are given. In this application form following points are given. 1. Serial number 2. Name of employees 3. Date of joining 4. Work place: working days, Present days, salary increments, job knowledge, experience, hard work, obedience Regularity, co-operation and manners, attitude towards superiors, handling of labors, system conciseness, sincerity, remark. This method is simple for separating the most efficient from least efficient and easy to develop and use. Sanjivani costing uses the performance appraisal programme for betterment and development of their organization on the basis of this performance appraisal they make the decision regarding promotion or transfer policy.
WAGE AND SALARY

Administration-job Evaluation :The term wage refers to the payment made to labor. While payment made, to person whose service can not be measured in term of output called salary. Thus collectively wage and salary administration refer to the establishment and implementation of sound policy and practice of employees compensation. It includes job evaluation survey of wage and salaries inclusive of profit sharing supplementary payments. In SJCPL, a ship is given before one day of salary wage and salary system is computer regulated. SJCPL pay a-salary to employees at 4th date of particular month. In SJCPL.there are 4 grades as follow
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SANJIVANI CASTING PVT.LTD Grade Skilled A Skilled B Semi skilled Unskilled Office Staff Basis(P.M.) 1627.60 1573.00 1534.00 1513.20 1570.40 Scale Present 20000 to 30000 20000 to 30000 3500 to 4500 3500 to 4500 5000 to 12000
Sanjivani Casting Pvt.Ltd. Follows a minimum wage rate in general but fair wage is provided to the good efficient workers.
Job Evaluation:Job evaluation is an effort to determine the relative value of every hog in a plant to determine what the fair basic wage for such a job should be -According to Kimball and Kimball It is a method which helps to establish being a foundation for the setting of wages. Job evaluation is only one of the staring points for establishing the relative differentiation of base wage rates.-Netherlands committee of experts on job evaluation. In Sanjivani Casting Pvt.Ltd. job analysis job Description, and job specification these all are calmingly working. All employees jobs are evaluated in such a way that formal and systematic comparison of wage, rewards job responsibilities are given in right way to achieve the objective of organization.
PROMOTION, TRANSFER, DEMOTION POLICY Promotion:Promotion is a term which covers a change and calls for greater responsibilities and usually involves higher pay and better terms and condition of service and therefore a higher status or rank. It is vertical upward movement of employees. According to Soft and Clothier A promotion is the transfer of a employee to a job which pays more money or one that carries some preferred status. This is done for the motivation, stability, loyalty and general moral of employees.
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Transfer:A transfer is a horizontal or lateral movement of an employees from one job section, department, shift plan or position to another at the same or another plane where is salary, status and responsibility are the same. It generally does not involve a promotion, demotion on a change in job status other than movement from one job or place to another one.
Demotion:Demotion is a type of punishment. It is the process in which and employee is given the lower status job than the present. In Sanjivani Casting Pvt.Ltd. There is all decisions of promotion and transfer are decided by top management only. There is no policy of demotion in CCL. If any employees go against to the rules and Regulations he is explained or try to make him understand about the problem but no any demotion policy is there. Employees are transferred to another department as well as promoted at higher post just by the board of directors or top management.
TRADE UNION & INDUSTRIAL RELATION

Trade union is continuous and voluntary association of the salary or wage earners and engaged in whatever industry or trade framed for safeguarding the interest of its number maintaining and improving the conditions of their working live, raising their status and promoting their vocational interest and securing of better relation between them and their employee through collective bargaining. In the modern era, the trade union are handling vary significant and vital role in industrial world. The importance of trade unions have been increasing in India to solve the problem of employees with management.
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SANJIVANI CASTING PVT.LTD In Sanjivani Casting Pvt.Ltd. there is no trade union because there is good relation co-operation between management and workers.
Industrial Relation :
The industrial relation between the management and employees of the company at all levels continued to be extremely cordial during the entire year.
SOCIAL RESPONSIBILITIES
Social responsibility in the sense, whatever profit earned by company, they give or contribute of donate certain amount for charity or for social welfare. For e.g. TATA and Birla have contributed temple and many other companies have constructed schools, hospital and many useful donations for society. Social responsibility means, the reward to society, from where the company earns the profit. Company is responsible for society and its welfare. Company produces many product they all are to be useful to society not harmful to the society. Sanjivani Casting many times gives donations to the charity fund and other than this they have contributed for earth quack calamity. There is no any specific group or institution for SJCPL in which they contribute regularly but they try to help the society
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SANJIVANI CASTING PVT.LTD in all nature calamities as well as for the development of backward of needy people.Sanjivani casting products the products as human body part which is the best help to society and they export these products in foreign countries like U.K, ITALY, GERMANY, POLAND & DENMARK by that it is useful for government to earn the foreign currency too. So, by this way we can say that SJCPL has performed its all social responsibilities very well as possible as they can.
CHAPTER
CONCEPTUAL FRAMEWORK OF
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RESEARCH STUDY
RESEARCH ON PERFORMANCE APPRAISAL INTRODUTION

A performance appraisal, employee appraisal, performance review, or (career) development discussion[1] is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor.[2] A performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, and recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgement of an employee's performance in a job based
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onconsiderations other than productivity alone.
Performance Appraisal Definition

When thinking about employee appraisals many managers quickly picture sitting in a formal setting, with their employee providing annual feedback on the employees past performance. You will find that this is just one part of the overall process. The full scope of an employee performance appraisal is the act of Defining your employees performance expectations Measuring and evaluating employee performance relative to those expectations Providing feedback on performance against agreed standards Recording or documenting your employees performance
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Why use the Appraisal Process

There are many reasons why you may complete employee performance reviews, the top five reasons why organizations implement appraisals include Evaluation of current performance Identifying training or development needs Establishing future performance goals Determining merit pay increases or salary reviews Determining performance based bonuses
Leadership Tip: Whilst you may pursue efficiency with your processes, you will quickly find that leaders do not take shortcuts with their people management.
Objectives Of Performance appraisal:

To review the performance of the employees over a given period of time. To judge the gap between the actual and the desired performance. To help the management in exercising organizational control. Helps to strengthen the relationship and communication between superior subordinates and management employees. To diagnose the strengths and weaknesses of the individuals so as to identify the training and development needs of the future. To provide feedback to the employees regarding their past performance.
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Provide information to assist in the other personal decisions in the organization. Provide clarity of the expectations and responsibilities of the functions to be performed by the employees. To judge the effectiveness of the other human resource functions of the organization such as recruitment, selection, training and development. To reduce the grievances of the employees
Basic Purposes
Effective performance appraisal systems contain two basic systems operating in conjunction: an evaluation system and a feedback system. The main aim of the evaluation system is to identify the performance gap (if any). This gap is the shortfall that occurs when performance does not meet the standard set by the organization as acceptable. The main aim of the feedback system is to inform the employee about the quality of his or her performance. (However, the information flow is not exclusively one way. The appraisers also receives feedback from the employee about job problems, etc.) One of the best ways to appreciate the purposes of performance appraisal is to look at it from the different viewpoints of the main stakeholders: the employee and the organization.
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SANJIVANI CASTING PVT.LTD Employee Viewpoint From the employee viewpoint, the purpose of performance appraisal is four-fold: (1) Tell me what you want me to do (2) Tell me how well I have done it (3) Help me improve my performance (4) Reward me for doing well.
(from Cash, 1993)
Organizational Viewpoint From the organization's viewpoint, one of the most important reasons for having a system of performance appraisal is to establish and uphold the principle of accountability. For decades it has been known to researchers that one of the chief causes of organizational failure is "non-alignment of responsibility and accountability." Nonalignment occurs where employees are given responsibilities and duties, but are not held accountable for the way in which those responsibilities and duties are performed. What typically happens is that several individuals or work units appear to have overlapping roles. The overlap allows - indeed actively encourages - each individual or business unit to "pass the buck" to the others. Ultimately, in the severely non-aligned system, no one is accountable for anything. In this event, the principle of accountability breaks down completely. Organizational failure is the only possible outcome.
Advantages
1. Performance based conversations
Managers get busy with day-to-day responsibilities and often neglect the necessary interactions with staff that provide the opportunity to coach and offer performance feedback. A performance management process forces managers to discuss performance issues. It is this consistent coaching that affects changed behaviors.
2. Targeted Staff Development
If done well, a good performance management system can be a positive way to identify developmental opportunities and can be an important part of a succession planning process.
3. Encouragement to staff
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SANJIVANI CASTING PVT.LTD Performance Appraisals should be a celebration of all the wonderful things an employee does over the course of a year and should be an encouragement to staff. There should be no surprises if issues are addressed as they arise and not held until the annual review.
4. Rewards staff for a job well done
If pay increases and/or bonuses are tied to the PA, process staff can see a direct correlation between performance and financial rewards.
5. Underperformers identified and eliminated
As hard as we try, it is inevitable that some employees just wont cut the mustard as they say. An effective PA process can help identify and document underperformers, allowing for a smooth transition if the relationship needs to be terminated.
6. Documented history of employee performance
It is very important that all organizations keep a performance record on all employees. This is a document that should be kept in the employees HR file.
7. Allows for employee growth
Motivated employees value structure, development and a plan for growth. An effective performance management system can help an employee reach their full potential and this is positive for both the employee and manager. A good manager takes pride in watching an employee grow and develop professonnaly
Disadvantages
1. Time Consuming
It is recommended that a manager spend about an hour per employee writing performance appraisals and depending on the number of people being evaluated, it can take hours to write the departments PA but also hours meeting with staff to review the PA. Ive know managers who had 100 plus people to write PAs on.
2. Discouragement
If the process is not a pleasant experience, it has the potential to discourage staff. The process needs to be one of encouragement, positive reinforcement and a celebration of a years worth of accomplishments. It is critical that managers document not only issues that need to be corrected, but also the positive things an employee does throughout the course of a year, and both should be discussed during a PA.
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3. Inconsistent Message
If a manager does not keep notes and accurate records of employee behavior, they may not be successful in sending a consistent message to the employee. We all struggle with memory with as busy as we all are so it is critical to document issues (both positive and negative) when it is fresh in our minds.
Chapter
RESEARCH DESIGN & RESEARCH METHODOLOGY
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1. OBJECTIVES OF RESEARCE
The propose of research is to discover answers to questions through the application Of scientific procedures. The main aim of research is to find out the truth which is hidden and which has not been discovered as yet. Thogh each research study has its Own specific purpose. The main objectives of this research to find out employee engagement in sanjivani casting and sub objectives are as follow.
To measures designation wise employee engagement level.

To measures experience wise employees engagement level.
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SANJIVANI CASTING PVT.LTD To check whether employees engagement activities affect productivity of the employees or not. To compare score of employee engagement among various designation year of experience, age etc.
2. FORMULATION OF RESEARCH PROBLEM

Every research has their own problem and limitation but good research have to overcome that problem by their skill. In order to avoid waste in time and money it is necessary to define problems in specific terms. An early step in process is a situation analysis or a survey of available data regarding the company. Through this we can arrive at a hypothesis or presumption and a regarding refinement of the problem definition. A problem should never be defined too broadly nor too narrowly. Plan may be prepared for each problem and master plan can combine all the plans. Problem definition To examine the employees of sanjivani casting are satisfied with this organization.
.POPULATION AND SAMPLING
Population of the inverse means, the entire mass of observation, which is the parent group from which sample is to be formed. The term `Population conveys a different meaning than a traditional one. In research, population means characteristics of specific groupe. For the purpose of this research study the population is taken as the total number employees working in sanjivani casting Rajkot. Research must prepare a sample design for her study i.e. she must plan how a sample should be selected and of what size such a sample world be. The sample size selected for this research is 20.
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4.METHOD OF DATA COLLECTION

In research literature, there are two types of data: primary date and secondary date. The researcher can gather primary data of secondary data of both.
PRIMARY DATA
The first hand data collected for specific purpose or for a specific research project constitutes primary data. When the needed data do not exist or are inaccurate, incomplete or unreliable the researcher collect primary data. Most research project thus involves some primary data collection. Our main primary data sources consist of importers and exporters of Rajkot city and upcountry station of Rajkot. The normal procedure is to interview some people individually or in groups to get An idea of how people feel about the topics in question or to conduct a pilot survey and than develops the formal research instrument.
SECONDARY DATA
Information collected by other organization or individuals which might be relevant to study, constitutes the secondary data. Researcher usually start there investigation by examining secondary data to see whether their problem can be partly or wholly solved without collection costly primary data. Secondary data provide starting point for a research and offer the advantage of low cost and ready availability. However, it also has its limitations in like degree of accuracy, reliability, outdated data and data not matching the purpose of research study. In our study we have primarily used Primary Data obtained throuth survey with the help of questionnaire. The use of secondary data was restricted to obtaining the general information only.
5. DESIGNING THE DATA COLLETION FORMS

Researchers have a choice of two main research instruments in collection primary DATA: Questionnaire
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QUESTIONNAIRE
A questionnaire consists of questions presented to the respondents for their answers. Because of its flexibility, the questionnaire is by far the most common instrument used to collect primery data. In preparing questionnaire, care should be taken in choosing the question and their form, wording and sequence. The question included in the questionnaire can be closed end or open end. Closed end question prosperity all the possible answers and are easier to tabulate and interpret. Open end questions allow respondents to answer in their own words and they often reveal more as they give an insight into how people think. The questionnaire should have simple, direct, unbiased working and a logical order. The lead question should attempt to create interest. Difficult or personal questions should be asked towards the end so that the respondents do not become defensive early. In our study, the questionnaire contained both open-end and close-end questions depending upon the type of information to be gathered. The questionnaire was designed in following manner.. o o o o o Types of the information to the collected Structuring the questions Sequencing the questions Pre-testing of the questionnaire Follow-up
The survey was conducted by personally meeting the employees of sanjivani casting in the questionnaires.
6. SIGNIFICANCE OF RESEARCH
The knowledge pertaining to employees engagement and the factors affection them has increased To study the motivating factors that encourages the employees to perform better To suggest their ideas to the organization. To know the satisfaction level of their employees.
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SANJIVANI CASTING PVT.LTD To study the contribution of the employees engagement in the progress of the banking sectors. To study the attitude of the employees pertaining to the satisfaction, motivation, job involvement. To participate actively in the training facilities provided by the organization.
7.LIMITATION OF STUDY
There is always limitation with the advantages or significance of the particular study or approach because one has to conduct his study or idea with certain boundaries because it may be in any term. So as my research study has some limitation which are as follow. This research is restricted to Rajkot of sanjivani casting Time constraint makes the limitation Limitation of secondary data All answer which have got are assumed as true No experience in research work of mine is also limitation for research
8.RESEARCH PROCESS
The research process is similar to undertaking a journey. For a research journey there are two important decisions to make1) What you want to find out about or what research questions (problems) you want to find answers to; 2) How to go about finding their answers. There are practical steps through which you must pass in your research journey in order to find answers to your research questions. The path to finding answers to your research questions constitutes research methodology. At each operational step in the research process you are required to choose from a
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multiplicity of methods, procedures and models of research methodology which will help you to best achieve your objectives. This is where your knowledge base of research methodology plays a crucial role. Steps in Research Process: 1. Formulating the Research Problem 2. Extensive Literature Review 3. Developing the objectives 4. Preparing the Research Design including Sample Design 5. Collecting the Data 6. Analysis of Data 7. Generalisation and Interpretation 8. Preparation of the Report or Presentation of Results-Formal write ups of conclusions reached..
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CHAPTER
3
84
DATA ANALYSIS AND INTERPRETATION
This data collected after reviewing from 20 no. of company employees.
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SANJIVANI CASTING PVT.LTD 1. Are you getting opportunity to use your skill. Option Yes No Sometimes 15 1 4 Frequency 75 5 20 Percentages
INTERPRETATION Any employee working in any organization are having skill and achievement target
2. What are the rating technique of company for performance.
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SANJIVANI CASTING PVT.LTD Option Good Very good Excellent Average 7 9 3 1 Frequency 35 45 15 5 Percentages
3. Performance feedback of the company.
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SANJIVANI CASTING PVT.LTD Option Good Very good Excellent Average 7 9 3 1 Frequency 35 45 15 5 Percentages
INTERPRETION There are should be a feedback system after performance appraisal so that employee can justify their rating and even can be communicated about their weakness so that proper training can be solved through feedback is taken after appraisal.
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SANJIVANI CASTING PVT.LTD 4. Recognition for good work. Option Good Very good Excellent Average 4 11 5 0 Frequency 20 55 25 0 Percentages
5. Performance Appraisal policies and practices. 89
SANJIVANI CASTING PVT.LTD Option Good Very good Excellent 3 7 10 Frequency Percenta ges 15 35 50
INTERPRETION Performance appraisal is required for all it is a report which shows the correct data of your work performed in the organization. Here 15% says good and 35% says very good and rest of says excellent
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SANJIVANI CASTING PVT.LTD 6. Company as work place to work. Option Good Very good Excellent 1 3 16 Frequency Percentages 5 15 80
7. Performance and career advancement opportunity.
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SANJIVANI CASTING PVT.LTD Option Good Very good Excellent 3 5 12 Frequency Percentages 15 25 60
8. Learning and growth opportunity.
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SANJIVANI CASTING PVT.LTD Option Maximum Minimum Average 17 0 3 Frequency Percenta ges 85 0 15
Frequency
Average 15% Minimum 0% Maximum 85%
9.
Training system of the company.
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SANJIVANI CASTING PVT.LTD Option Good Very good Excellent 0 5 15 Frequency Percentages 0 25 75
10.Contribution of individual performance in appraisal.
Option Maximum Minimum
Frequency 16 1
Percentages 80 5
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SANJIVANI CASTING PVT.LTD Sometime 3 15
11.Approachability and support of the superior.
Frequency Good Very good Excellent Average 3 7 9 1
Percentages 15 35 45 5
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12.Are you getting motivation from the company.
Option Good Very good Excellent Average
Frequency 2 9 9 0
Percentages 10 45 45 0
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13.Are you aware about the method of performance of appraisal.
option Yes No 13 7
Frequency
Percentages 65 35
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14.Are you aware about the 360 deg performance appraisal.
Frequency Yes No 15 5
Percentages 75 25
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15.Are you agree with the 360 deg performance of appraisal method.
Frequency Yes No 12 8
Percentages 60 40
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CHAPTER
4
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SUMMARY AND FINDIND
1. SUMMARY
This research was conducted for finding the result for improving the performance of the employees. And for that existing appraisal method is appropriate or not which can improve the performance of the employees in sanjivani casting. This research study was conducted on performance appraisal systems of sanjivani casting . after this research it was found that company needs to concrete on this
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SANJIVANI CASTING PVT.LTD existing performance appraisal method. Existing appraisal method is not designed in away that biasness can be there but self assessment should be there. 65% employees have said that employees assessment should be done from their peers so that employees actual trait and behavior can be measured and remaining have said that there must be chance of biasness if peers are assessing employees but it can be solved if proper method is used. Employees believed that assessment should be done by subordinate, superiar and selt. They also believed that when assessment which is done by subordinate, at that time biasness may be ther. But for that proper method should be there. By this it can be that the current appraisal method needs to be changed because employee is appraisal only from one side which possesses high level of biasness and depend on the superior. There is need of an appraisal method which can appraisal from whole their surroundings.
2.FINDINGS
After scrutinizing the performance appraisal systems of sanjivani casting . I get following outcomes. There is a need to develop a performance method which can reduce business . After this research it is found that need of an appraisal method which can appraisal from whole their surroundings. Performance appraisal method is good in comparison of other corporate sector. Employees feels that their performance is motivated by feedback of performance appraisal method. In cash of positive remark they get promotion of other reward. In case of negative remark, they dont get any reward. About 78% says that there should be a feedback systems after performance appraisal So that employees can justify their rating.
3.IMPLICATION:
This research study has found the area which can be very use full for the organization as well as for others.
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SANJIVANI CASTING PVT.LTD This research study can be useful for the company for developing or redesigning the performance appraisal method in sanjivani casting. It can be helpful to organize in government organization which may interpret good result to make them modernized in terms of better productivity of the employees.
4.SUGGESTION
As I have conducted my research study on performance appraisal system of sanjivani casting with the objectives of improving employees performance and make to motivate to improve their objectives. After scrutinizing the existing performance appraisal,I have designed new performance appraisal as a suggestive approach of this research study. This may be useful for organization. I have designed this system after collecting all information. For that I take initial stage I have made job description for each employees. Then I prepared standard according to the job description in a generalized form. This method is designed in a generalized. Form which can be variable as department or section change in the company. The main method for this appraisal method is to develop employee and make them motivate to improve their performance, not for giving punishment after appraisal
5.conclution
The company a taking cares of all the components of Human Resource Policy. The company is equally concerned with all the HR policy. There is very positive and strong relationship between the workmen and the management 62% employees of the company are between the age of 40 to 50 years. The company has very experienced staff members who can think innovatively and help the organization in its fast growth
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in this fast changing business environment. The company should take initiative to provide more and more facilities to their employees. The company doesnt have dearth of technical personnel. The employer employee relation in the company is very cordial. There is no incident of strikes in the organization. The company provides all basic amenities like drinking water, canteen rest room etc. to its employees. The company provides promotion based on the performance of the employees. Top management of the company is easily approachable. The organization provides ample opportunity for the employees improvement. The management treats all the employees equally. Majority of the employees feel that secure in their job. The company welcomes the suggestions from the employees. The employees of this organization feel like with a family The Indian Ray one division is the large scale manufacturing organization and successful player in the VFY and chemical products. The companies have the strong financial structure and have a good reputation in the market. The company manages its working capital very effectively. For cash management it has Corporate Finance Division. It collects the cash from various centers all over the India. While for the payment are paid through two centers. Being a manufacturing organization, it has to invest large chunk of amount in its inventory. So here inventory management takes the significant management time in the operation. Company is also doing its business with the global market. In India, the share of Indian ray one in the total export of VFY is nearly 42 %. The company able to earn more profit in the year of compare to other years was because of good market conditions and faster growth of economy
6.RESULT
Yarn produce here is of high quality then also management always trys to increase the quality of yarn in order to fulfill their potential customer and new ones. Total produced items+ wasted are being sold; this shows the efficiency of sales activity. Better pacing, carriage and transportation system with all modern equipment and good after sales service. Regular meeting and seminars are conducted in the entire department in order to find our loopholes and solve the same. Division also have continuous spinning yarn
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department in which the modem technology is used for the spinning the yarn and its is adopted fro Germany. Divisions have domestic as well as export market and for this they are doing the Internet marketing in order to find new markets. Cost of production is more due to existence of very old technology installed in this division. Many process steps and process is more sensitive to normal process variations Division is unable to pay more attention toward proper human resource management. Location away from consuming centers.
Division should find new market area for its products specially chemicals Quality has ore weight age in international market. SANJIVANI CASTING Pot Spinning Yarn is next to Asahi Japan and better than Chinese and Russian Yarn used in international market. Biggest opportunity, when opening up of global market when MFA expires in 2005. Quota restriction will go which will boost the export of Yarn directly and though Textile in Worlds two biggest market Europe and US. Government policies are the main hurdles of the divisions
performance. Emergence of cotton threads made the market share of Rayon Yarn low. Fashion changes are also basic threats for such division. The Viscose Process is highly polluting. The basic raw material (pulp) is again pollution prone.
7.BIBLIOGRAPHY
BOOKS
C.R.KOTHARI, RESEACH METHODOLOGY
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SANJIVANI CASTING PVT.LTD C.B.GUPTH HUMAN RESOURCH MANAGEMENT K. ASWATHAPA, HUMAN RESOURCH MANAGEMENT
WEBSITES
WWW.HR.COM WWW.ASKFORHRD.COM
JOURNALS
HRM REVIEW
APPENDICES
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SANJIVANI CASTING PVT.LTD Questionnaire for performance of Appraisal * This questionnaire is about to collect the information of the PMS(performance management system) of the sanjivani casting Name: Marital status : Married Unmarried Educational qualification : Age: Designation: Department:
Are you getting opportunity to use your skill. Yes No Sometimes
* What are the rating technique of company for performance. Good Very good Excellent Average * Performance feedback of the company. Good Very good Excellent Average * Recognition for good work. Good Very good Excellent Average * Performance Appraisal policies and practices. Good Very good Excellent * Company as work place to work. Good very good Excellent.
Performance and career advancement opportunity.
Good Very good Excellent
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Learning and growth opportunity. Maximum Minimum Average Training system of the company. Good Very good Excellent Contribution of individual performance in appraisal.
Maximum Minimum Some times
Approachability and support of the superior. Good Very good Excellent Are you getting motivation from the company. Good Very good Excellent Average Are you aware about the method of performance of appraisal. Yes No Are you aware about the 360 deg performance appraisal.
Yes No
Are you agree with the 360 deg performance of appraisal method. Yes No.
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2011

Sanjivani casting pvt. Ltd. Bhanu maradiya

SUMMER TRAINING PROJECT REPORT

SANJIVANI CASTING PVT.LTD.

A SUMMER TRAINING PROJECT REPORT ON PERFORMANCE APPRAISAL AT

SANJIVANI CASTING PVT. LTD.

PREPARED BY BHANU D. MARADIYA

PROJECT GUIDE SANDIP DHAKECHA

SUBMITTED TO RK GROUP OF COLLEGES KASTURBADHAM. RAJKOT. AFFILIATED TO GTU ACADEMIC YEAR

SANJIVANI CASTING PVT.LTD.

SANJIVANI CASTING PVT.LTD.

Place: Rajkot Date: Sign: BHANU D. MARADIYA

SANJIVANI CASTING PVT.LTD.

SANJIVANI CASTING PVT.LTD.

SANJIVANI CASTING PVT.LTD.

SANJIVANI CASTING PVT.LTD.

BRIEF HISTORY OF INDUSTRY

SANJIVANI CASTING PVT.LTD

SANJIVANI CASTING PVT.LTD

Vice president Co-operation

vice president A.C. & Administration

vice president Marketing

Marketing Engineer V .P.production Quality assurance Department Head

export and Local Incharge

Excise officer Account Manager personnel Manager

SANJIVANI CASTING PVT.LTD

SANJIVANI CASTING PVT.LTD

SANJIVANI CASTING PVT.LTD

1 4 9 15 21 41 68 86 117 121 123

SANJIVANI CASTING PVT.LTD

SANJIVANI CASTING PVT.LTD

(A) PRODUCTION MAGAGEMENT INDEX

SANJIVANI CASTING PVT.LTD

Introduction to production management

SANJIVANI CASTING PVT.LTD

M.D Vice President Co-operation

V.P Production Quality Assurance

Export and Local Incharge

SANJIVANI CASTING PVT.LTD

TYPES OF PRODUCTION PROCESS

SANJIVANI CASTING PVT.LTD

SANJIVANI CASTING PVT.LTD

PRODUCTION PROCESS OF SJCPL

SANJIVANI CASTING PVT.LTD

(6) DRYING OF COATING

SANJIVANI CASTING PVT.LTD

HEAT TREATMENT DEPARTMENT

(11) FINAL INSPECTIONS IN DISPATCH DEPARTMENT

INTERMEDIAT TEST / INSPECTION :

SANJIVANI CASTING PVT.LTD

SANJIVANI CASTING PVT.LTD

Chart of production process of SJCPL

SANJIVANI CASTING PVT.LTD

TYPES OF RAW MATERIAL AND PROCURMENT

production process can not be possible.

SANJIVANI CASTING USES FOLLOWING RAW MATERIALS:

SANJIVANI CASTING PVT.LTD

MATERIAL HANDLING SYSTEM

SANJIVANI CASTING PVT.LTD

PRDUCTION PLANNING & CONTROLING SYSTEM

MANAGEMENT OF INDUSTRIAL SAFETY

SANJIVANI CASTING PVT.LTD