A PROJECT REPORT ON FINDING OUT THE AWARENESS OF THE ADVANTAGE OF JOB DESCRIPTION. FOR ADOR WELDING COMPANY LIMITED Submitted by
DEEPIKA SHENDE Batch 2009-2010.
Under the guidance of MRS.VIJAYA PURANIK Submitted in partial fulfillment of the degree of MASTER OF PERSONNEL MANAGEMENT.
DECLARATION
DECLARATION
I, the undersigned, hereby declare that the Project Report entitled ³«««« ««««« «´ written and submitted by me to the University of Pune, Pune in partial fulfilment of the requirements for the award of degree of Master of Business Administration under the guidance of ««««««.. is my original work and the conclusions drawn therein are based on the material collected by myself.
Place : Pune
(Name)
Date:
Research Student
CERTIFICATE
This is to certify that the Project Report entitled ³««««««««««««««´ which is being submitted herewith for the award of the degree of Master of Business Administration of University of Pune, Pune is the result of the original research work completed by Mr «««««««««««««««« under my supervision and guidance and to the best of my knowledge and belief the work embodied in this Project Report has not formed earlier the basis for the award of any degree or similar title of this or any other University or examining body.
Director Dr. Apoorva Palkar
Place : Pune Date:
Project Guide (Name of the Guide)
INTRODUCTION
JOB ANALYSIS
It is a procedure by which pertinent information is obtained about a job ,i.e., it is a detailed and systematic study of information relating to the operations and responsibilities of a specific job. An authority has defined job analysis as ³the process of determining, by observation and study, and reporting pertinent information relating to the nature of the specific job. It is the determination of the tasks which comprise the job and of the skills, knowledge, abilities and responsibilities required of the worker for a successful performance and which differentiate one job from all other´. Job Analysis is a procedure and a tool for determining the specified tasks, operations and requirements of each job.´ it is the process of getting information about jobs: specially, what the worker does ;how he gets it done; why he does it; skill; education and training required; relationship to other jobs; jobs; physical demands; environmental conditions´. In other words ,it refers to the anatomy of the job. It is a complete study of job, embodying every known and determinable factor, including the duties and responsibilities involved in its performance, the conditions under which the performance is carried on, the nature of the task. The qualities requires in the worker, and such conditions of employment as pay, hour, opportunities and privileges. It also emphasis the relation of one job to others in the org organization. anization.
PURPOSE OF JOB ANALYSIS Job Analysis is useful for overall management of all personal activities. While this is a generalized statement, it is important important to specify the uses of job analysis. analysis. Job related related data obtained from from a job analysis programme
are useful useful in HRP, employee hiring, hiring,
training, job evaluation, compensation, performance appraisal, computerized personnel information systems, and safety and health. Each of these applications of job analysis is described in brief here. They will however be explained in greater detail in subsequent chapters. HUMAN RESOURCE PLANNING: It determines as to how many and what type of personnel will be needed in the near future. The number and the type of personnel are determined by the jobs which need to be staffed. Job-related information information is, therefore, necessary for HRP. RECRUITMENT AND SELECTION:- Recruitment needs to be preceded by job analysis. Job analysis helps the HR manager to locate places to obtain employees for opening anticipated in the future. An understanding of the types of the skills needed and types of job that may open in the future, enables managers to have a better continuity and planning in staffing their organization. Similarly, selecting a qualified person to fill a job requires knowing clearly the work to be done and the qualifications qualifications needed for someone to perform the work satisfactorily. satisfactorily. Without a clear and precise understanding of what a job entails, the HR manager cannot effectively select someone to do the job. The objective of employee hiring is to match the right people with the right jobs. The objective is too difficult to achieve without having adequate job information. TRAINING AND DEVELOPMENT:- Job analysis is useful for an HRD manager in as much as it helps him/her know what a given job demands from the incumbent in term of knowledge and skills. Training and development programmes can be designed on the job requirements. Selection of trainees is also facilitated by job analysis.
JOB EVALUATION:-Job evaluation involves determination of relative worth of each job for t he purpose of establishing wage and salary differentials. Relative worth is determined mainly on the basis of job description and job specification. spec ification. REMUNERATION:- Job evaluation helps determine wage and salary grades for all jobs. Employees need to be compensated depending on the grades of the jobs which they occupy. Remuneration also involves fringe benefits , bonus and other benefits. Clearly, remuneration must be based on the relative worth of each job .Ignoring this basic principle results in inequitable compensation. A perception of o f inequity is a sure way of demotivating demot ivating an employee. PERFORMANCE APPRAISAL:- Performance appraisal involves assessment of the actual performance of an employee against what is expected of him/her. Such assessment is the basis for awarding promotions effecting transfers, or assessing training needs. Job analysis facilitates performance appraisal in as much as it helps fix standards for performance in relation to which actual performance of an employee is compared and assessed. PERSONNEL INFORMATION:- Organizations generally maintain computerized personnel information systems. Such information system is useful as it helps: 1. Improve administrative efficiency by speeding up the provision of data, by reducing the resources required to carry out routine administration, and by freeing the resources for higher-value activities which are fundamental to t he success of the management. 2. Provide decision report-information which gives a factual basis for decisions concerning the planning, acquisitions, development, utilization and remuneration of human resources. Job analysis is vital for building such information systems. SAFETY AND HEALTH:- The process of conducting a detailed job analysis provides an excellent opportunity to uncover and identify hazardous conditions and unhealthy environmental factors(such as heat, noise, fumes, and dust)so t hat corrective measures can be taken to minimize and avoid avo id the possibility of human injury.
PROCESS OF JOB ANALYSIS:Job analysis is useful for several purposes, such as personnel planning, performance appraisal, and the like. Each p hase in the process of job analysis is explained in the paragraphs that follow.
STRATEGIC CHOICES:With regard to job analysis, an organization o rganization is required to make at least five cho ices; 1. The extent of employee involvement in job analysis. 2. The level of details of o f the analysis. 3. Timing and frequency of analysis. 4. Past-oriented versus future ±oriented job analysis. 5. Sources of job data. INFORMATION GATHERING:This step involves decisions on three issues,viz; issues,viz; 1. What type of data is to be collected? 2. What methods are to be employed for data collection? 3. Who should collect the data? So far as the type of data to be collected, it may be stated that all details about the jobs need to be gathered. The type of data, however, depends on the end use of the information, as also on the time and budget co nstraints. With regard to the methods for data collection, there are several of them, but the more prominent of them arei. ii.
Observation Interview
iii.
Questionnaire
iv.
Checklists
v.
Technical conference
vi.
Diary methods
These methods will be explained in detail latter. With regard to the persons employed to collect data, it may be stated that three types of individuals are used. They are ±
i. ii. iii.
Trained job analysts Supervisors Job incumbent
Each of these alternatives has its own merits and demerits. Trained analysts, for example, will lend objectivity and standardization to the data collected but they , implicitly, mean outflow of money. Supervisors and job holders provide information with no extra cost, but the data may not be objective and standardized. It may be stated that the individuals who collect job related data determine the accuracy , speed and cost of information. The selection of a particular method of collecting job-analysis information and of the person(s) to be involved depends on two important factors i. ii.
What is the purpose of job analysis, and What is the status of the current job analysis a nalysis progarmme?
With regard to the purpose of job analysis, it may be sated the programme is useful in overall PM/HRM. Specifically, job analysis , as stated earlier, provides information to develop job descriptions and job specifications, and to conduct job evaluations. These, in turn, are useful in helping managers identify the kinds of individual they should recruit ,select, and develop, as well as providing guidance for decision about training and career development, performance appraisal, and wage and salary ad ministration. ministration. Speaking about the status of the job analysis programme ,there are two possibilities. First, a given company may not have such programme. Two , the firm may have a well-established jobanalysis programme. When the programme is non-existent, the company must appoint a consultant who will select a method for data collection, supervise its administration and analyse the information, and write the job description descript ion and specifications. For organizations with a well established job analysis programme, it should be remembered that job-analysis information provides only a snapshot of a particular job. Jobs change over a period of time due to technological innovations, organizational restructuring and changes in products, among other reasons. Thus, well-administered job analysis programmes provide a built in system for periodically reassessing jobs. This reassessment may be done, expeditiously, through
observations, interviews, or by keeping the programme up-to-date is a much less expensive and less time-consuming endeavour. INFORMATION PROCESSING Once the job information has been collected, it needs to be processed, so that it would be useful in various personnel functions. Specifically, job related data would be useful to prepare job description and job specification.
JOB DESCRIPTION DESCRIBES JOBS NOT ³JOB HOLDERS´ Human Resource management includes a variety of activities¶ , and key among them is deciding what staffing staffing needs you have and whether to use independent independent contractors or hire employees employees to fill these needs ,recruiting and training the best employees ,ensuring they are high performers ,dealing with performers issues and ensuring your personnel and management practices conform to various regulations .A task is a typically defined as a unit of work, that is ,a set of activities needed to produce some result. Complex positions in the organization may include a large number of tasks, which are sometimes so metimes referred to as functions. Job Description are lists of the general tasks .or functions, and responsibilities of a position. Typically, they also include to whom the position reports , specifications such as the qualifications needed by the person in the job, salary range for the position, etc in order to convert the ideas into a practical working reality. There is a need to develop a job description and person specification. This will help in gathering a ll the necessary information needed to recruit to the post. It will also help to identify and clarify any uncertainities and ambiguities about the new job role and its place in the t eam. The Job description is a practical, relatively simple tool that supports personnel management and employee communications everyday. Written Job Descriptions are helpful part icularly in: Recruitment:- Job announcements based on written descriptions that clearly outline functions and requirements give potential candidates a reasonable basis for deciding whether or not to apply,and they tend to attract a more suitable pool. Selection and hiring:- In identifying the abilities and knowledge needed to perform a job, the job descriptions help supervisors and others who hire to focus on job relevant criteria when choosing from the applicants. Wage and Salary Administration:- Setting a pay rate in relation to other jobs within the company and similar jobs in other companies requires more of a basis for comparison than job title alone. The job description provides it. Orientation:-Guided by a job description, supervisors can better anticipate what employees new to the company or the job need to know and help them minimize
adjustment time. Employees can learn about their responsibilities both directly from a written description and by asking questions when read ing the description. Performance appraisal and employee development:- The statement of duties in a job description is the foundation for evaluating employees with respect to actual performance dimensions rather than personal attributes or traits. It puts the discussion of an employee¶s capabilities, talents, strengths, deficiencies, and advancement aspirations into the current job and other opportunities within the company. Job description may also be used to inform employees of typical promotional sequence and requirements. Workers¶ compensation Claim management:- Before recommending that an injured employee return to work, a treating physician needs to know about the normal demands of the employee¶s job. In addition, if provided with written job description, physicians who treat employees under workers¶ compensation insurance may be able to detect links between injuries and job functions that could be redesigned. A Job Description outlines the responsibilities and functions that are assigned to a particular position or role. In fact it provides clarity about what an employee is supposed to do.´For employers, Job Description establishes wages, salary ranges and grades and promotes a process driven culture. For employees ,Job Description are useful to gain in equity in compensation and a way to be reassured that there are no discriminatory pay policies in the company ,´says Jude Coelho, executive vice president, human resources, Cranes software International. A good Job Description not only defines the roles ro les but responsibilities responsibilities as well. Anshuman ray, HR Country Manager, Synopsys India adds,´it also an interface of the job with internal and external customers, reporting relationship and challenges that the job offers. It provides a sense of how much impact the job can make by providing µa degree of accountability¶ as much as it attempts to align the job with t he overall business group charter.´ Job Description plays a pivotal role and this is leveraged by most of the core HR systems .It is used for recruitment and selection, career mapping or pathing, training and development, performance management, organization design, compensation and benefits and manpower planning. The fact that it provides an overview of scope and responsibility of the job and maps the skills or competencies makes it a handy tool.
Job profile is an integral part of the recruitment process. It can be used to obtain employee ownership and support for the position and to trace the parameters of the skills and abilities sought for the position. Clearly defined Job description can help companies make wise hiring decisions. Hiring the best can be facilitated facilitated through t hrough Job description since it is a too l to access the best fit. Wrong fit will impact the organization adversely and t he fallout is that it hits key metrics around productivity and retention. Right Job description gets the right talent. Employees are able to clearly understand and deliver, thus impacting overall productivi prod uctivity ty levels. Job Description also ensures that an organization does not dilute its standards or competency levels, which is important for processing the spirit of meritocracy.
BARRIERS TO JOB DESCRIPTION A common objection to the use of written job description from concern about losing flexibility to manage, especially when technology or other conditions are changing. y
Understandably, employers do not want their much written words to restrict their right to direct what workers do o the job or how they do it. The legendry, ³that¶s not in my job description,¶ however, need not to be a problem to any employer making reasonable assignments to workers.
y
In fact the employee who does not have a written Job description may be more likely to feel that a supervisor¶s directive is overstepping rightful bounds.
y
Finally, and perhaps most typically, many employers do not use written job description because the task of de veloping them looms too large or uncertain.
UNCLEAR JOB DESCRIPTION The use of µjob description¶ in the management of organizations resources is progressively changing to the writing and use of µrole statements¶. This is because the manner in which a job is described in a typical job description is essentially in the form of enlisting the tasks and duties to be performed. Consequently, it fails to articulate the dynamics and evolving expectations that one has in the execution of the responsibilities of that position. Unclear job descriptions lead to problems like lack of clarity in defining deliverables and mismatch in expectations between the management and the employees. Such descriptions hinder performance management and career development. If employees are clueless about their responsibilities and functions, their productivity is affected and hence the business suffers. This can affect the team performance as well, as a result of under utilities resources. The ambiguity can impact the relationship between a manager and his sub-ordinate.´ managers may not utilize the tasks that the employee can do very well or push the employees to do tasks he or she may not be skilled at either way discontent attrition,´ The job description should be:Job description should be reliable, valid, understandable, and specific enough to provide direction for staff behavior .Job description should focus on what the staff member does.
COMPANY PROFILE
INTRODUCTION
ADOR-WELDING LIMITED (Formerly as ADVANI ± OERLIKON LTD.) is the largest manufacturer of welding consumables and equipments in India. The company has six plants for welding consumables & one for welding equipments located in various cities all over the country. The company was set up in 1951 with technical and financial collaboration with Oerlikon ±Buhrle of Switzerland. Over 50 years of leadership and pioneering work has made ADOR-WELDING a prestigious name in India¶s welding history. The company has a wide customer base for it¶s products and services which command a premium in the Indian market. The customers include a wide variety of industries ± power, steel, shipbuilding, defence, automotive, cement fertilizer; to mention a few. Today the company produces the widest range of welding consumables and welding equipment in the country. The company also represents several world leaders in the welding industry. These include amongst others; Jetline Engineering Inc.of USA, Koike Sanso Kogyo of Japan and Astro Arc Polysoude from USA. AWL, Chinchwad was certified by DNV for ISO-9001-1994 in the year 1995 & are certified to revised ISO 9001-2000 standard with w ith effect from 01/09/2003. AWL, Chinchwad has established its Occupational Health and Safety Management System (OHSMS) as outlined in this HSE manual in accordance with the requirements of OHSAS 18001:2007 and implemented with effect from 01/07/2008.
2.2 - HISTORY
J. B. Advani Advani & Company Ltd. Signed Signed a technological collaboration agreement agreement with Oerlikon, Switzerland in 1951. The company was incorporated with with the purpose of providing Indian Industry with indigenously manufactured electrodes. Advani-Oerlikon started producing electrodes, in August 1952. when its first plant in Bhandup was commissioned, the company intensified efforts soon led to the country¶s self-reliance in welding-electrodes. Success and increasing demand led to the establishment of a second electrode plant at Raipur, M.P in August 1962. In 1967, with the setting up of a third electrode manufacturing plant in Madras and an exclusive Electronics division division at Chinchwad, The Company marked its course for for continued progress and growth. Diversified activities necessitated a change of name in November 1968; J B ADVANI PRIVATE LIMITED changed to Advani Oerlikon Limited. Between 1968 to 1974; the company adopted new techniques of production and also increased the range of products like Oerlikon Low-heater, Input fillers alloy fluxes. In 1975, again name changed fro Advani Oerlikon Pvt Ltd. To Advani Overlikon Ltd.& 1986, the company was declared to be public. In 1992, Welding Torch factor commenced at Chinchwad, Pune. While in 1993, another production unit was set up at Haybunder, Mumbai for electrode. In 2001, technical collaboration between the two companies of 50 years was over and it was decided to independently operate for indigenously manufacture and therefore the company¶s name were changed to ³ADOR WELDING LIMITED (AWL)´. The Pune plant is known for the manufacturer of welding equipment, welding accessories, cutting products & torches.
Company Profile Name of the Company:-
ADOR WELDING LIMITED.
Registered & Corporate Office :-
ADOR WELDING LIMITED. Ador House 6, K. Dubash Marg, Fort, Mumbai ± 400 023 TEL : (022) 22842525 - 3 Lines FAX : (022) 22873083 Central Marketing Office:-
L.B. Shastri Marg,````````` Bhandup (West), Mumbai ± 400 078 TEL : (022) 25612566 / 7 FAX : (022) 25646562 / 25686062
AWL ESTABLISHMENT¶S:List of Plants:
Raipur
Chennai
Silvassa
Chinchwad (Pune)
Technology Development Centres
Silvassa
Pune
Ador Welding Training Centre
Chinchwad
Ador Training Centre
Chinchwad
Area / Territory Offices
Mumbai
Kandivli
Navi Mumbai Pune Nagpur
Goa
Baroda
Ahmedabad
Indore
Raipur
Bhubaneshwar
Kolkata
Jamshedpur
Guwahati
Delhi
Ludhiana
Lucknow
Faridabad
Jaipur
Chennai
Coimbatore
Bangalore
Hyderabad
Kochi
THE BOARD OF DIRECTOR :-
Ms. A. B. Advani
Mr. Raman Kumar
Executive Chairman
Managing Director
Mrs. N. Malkani Nagpal
Mr. G. L. Mirchandani
Director
Director
Mr. J. N. Hinduja
Mr. R. R. Vora
Director
Director
Mr. Anil Harish
Mr. M. K. Maheshwari
Director
Director
Mr. R. A. Mirchandani
Mr. P. K. Gupta
Director
Director
Mr. A. T. Malkani
Mr. D. A. Lalvani
Additional Director
Additional Director
The Company has a vast Network for International clients with a Global Presence in over 40 Countries Location
of E-mail
Area
/
Territory
/
TEL Nos.
Fax Nos.
Countries
Field Offices
Sharjah ( UAE )
[email protected] 0097165578601 Al
Khobar
(
[email protected]
0097165578602 UAE,OMAN
009665422796439
Kingdom of
KSA )
Saudi Arabia, Qatar, Bahrain, Kuwait
&
Iran. COMMERCIAL
[email protected] (022)25960833
(022)25966062
& LOGISTICS (
Corporate
Marketing Office )
For North & South America, other Middle East Countries, Co untries, SAARC Countries & South East Asia, Tanzania. Kenya, Uganda, Nigeria & other African Countries, kindly contact our Sharjah office and / or Corporate Marketing Office (
[email protected] )
AWL's International Business Division (IBD) brings to its customers the benefits of upgraded technology and re-engineered manufacturing plants. We are backed by large manufacturing capacities and technically qualified welding teams which provides customer driven, consultative selling
and
services.
Our customers primarily include large scale fabricators, ship building yards, refineries and other industries linked to Oil & Gas. We have a wide array of products servicing general to niche applications. Our products are continually serviced by our far reaching technical marketing & servicing
team
in
addition
to
a
well
entrenched
distribution
network.
Talk to the IBD team in your country or regional location. and experience the comfort level of dealing with people you know you can trust.
VISION , MISSION AND VALUES VISION:The Ador Group shall be a globally respected industry leader in all its lines of business. The Group culture shall foster Business Excellence, High Ethical and Social Practices and create pride for all stakeholders in the Ador Family.
MISSION:Ador Welding is in the business of welding consumables and welding related products and services.
Our mission mission is to improve continually our products and services to meet our
customers¶ needs, allowing us to prosper as a business and to provide a reasonable return to our shareholder
VALUES Quality
Aiming to achieve leadership in business business growth, profitability profitability and technology by offering the quality of products and services that shall be the best in their class. Customer Focus
Ensuring that customer needs are identified and that products and services meet these needs most effectively. Competitiveness in the International Market
Striving to continuously increase business from markets o utside utside India and creat e business surplus for sustained growth and improvement. Innovation ± An Essential Ingredient for Group Success
Striving to innovate and excel in everything the group does: in products, safety, value, services, human relations, competitiveness co mpetitiveness and profitability.
PRODUCT & SERVICES
The leader in the Indian welding industry for five decades ± Ador Welding is the flagship company of the ADOR Group. It has been rated as one of the top 200 Indian companies, it has also been recognized as one of the top 20 µwealth creators in the corporate sector¶ and as one of the most valuable 500 co mpanies in India.
Products and Services
Welding and Cutting Products
y
Electrodes, wires and fluxes
y
The widest range of power sources
y
Cutting products, accessories and services
WTC based Services
y
Welding procedures & Application services
y
Welding productivity improvement services
In the belief that people are the source of strength, the ADOR Group shall foster teamwork and ensure that all employees treat each ot her with trust and respect. Treating Suppliers, Dealers And Vendors As Partners
Consciously promoting dealer and vendor involvement in order to improve products and services and maintain mutually beneficial and depe ndable relationships. Responsibility to Society
Recognizing the obligation o bligation to society as an integral part o f all business practices and maintaining high ethical and social standards in all dealings.
Welding and Cutting Products
y
Electrodes, wires and fluxes
y
The widest range of power sources
y
Cutting products, accessories and services
WTC based Services Welding procedures & Application services PRODUCT & SERVICES
The leader in the Indian welding industry for five decades ± Ador Welding is the flagship company of the ADOR Group. It has been rated as one of the top 200 Indian companies, it has also been recognized as one of the top 20 µwealth creators in the corporate sector¶ and as one of the most valuable 500 co mpanies in India.
Products and Services y
Welding productivity improvement services
y
Technical and skills training services
y
Knowledge Exchange Services
PORTFOLIO OF EXPERENCE Ador Welding has consistently maintained its pre-eminent leadership status in the welding industry because of its strong technical resource capability. It has the industries largest countrywide network and a consultancy update roster of global partnership. It is therefore the ideal ³solution provider ´ to core sector and critical industries like defence, nuclear, chemical and power plant, petrochemical, LNG tanks construction, heavy engineering, space, steel, cement, mining and shiping. Project Engineering Division The Project Engineering Division leverage on the Group¶s long experience in project Engineering from design to procurement and turnkey delivery. The division provides customized welding automation product and system (WAPS). This customized solution revolve around welding engineering i.e mechanization and automation on intricate welding jobs and high production efficiency in repetitive welding jobs. jobs. Automation solution have been created for for core sector application like steel plants, railway, defence, space, ship bnulding and the like. The division also has capability to handle specialized project related to combustion, thermal and environmental engineering. These solution solution are created on a custom custom dictated basis and executed with turnkey implementation Product and Services y
Flare system custom built to handle all type of gases condition and environmental requirement.
y
DeNox system the latest catalytic Nox reduct ion system.
y
Incinerator for Industrial, Chemical and Hospital waste, crematoria for hu man & animal bodies.
Mechanised Welding Aids Welding Automation system system : All projects are executed to custom custom dedicated brief to provide provide high productivity welding solution.
Value-added fabrication contracts
PORTFOLIO OF EXPERENCE The Project Engineering Engineering Division Division offers international standard quality products and services. The division client range from leading national and international consultant, turnkey contractors refiners, petrochemical and pharmaceutical plant to hospital and municipal corporation. Galvanizing furnaces and special heating system are undertaken for domestic and overseas project.
International business division With a wide portfolio of product experience and an efficient distributer network for sales and service, international business division offer the overseas buyer single window access to a wide range of products and services. The Aodr Welding Brand is the name of choice for all welding needs solution in the middle east, far East and the Gulf, and Asian and African continant.
Product and Services y
Export And Import of welding product pro duct
y
Welding Accessories
y
Welding industry raw material
y
Industrial engineering product
Ador Fontech Ltd Ador fontech is dedicated to supply products, services and solutions that meets and exceed the need of end user. The custom ±base includes mining industries, steel, and other metallurgical complexes, power, railway, rods ro ds transports work shipping industries, sugar mills, cements p lants, fertilizer and chemical plant, oil drilling and refining sector, defence workshops and whole range of engineering industries .
Products and Services ADOR FON a market driven brand name includes a range of low heat input welding alloys with proven performance record. Use extenciely in inda and other locations FONMATIC Open arc FCAW wires and feeders FONARC Welder friendly welding and cutting equipment. Welding system and weldor health and safety equipment FONCOATECH Thermal spray product ARCOFON The world¶s most wear-resistance fuse-alloy wear plates KOSTECH Customer-specific turnkey reclamation job work center.
ADOR MULTIPRODUCT LTD. Ador multiproduct files a vital needed and strategic niche in the business-to-business manufacturing segment of the high-profile personal care product.
Product and Service y
Cosmetic
y
Personal care product
y
Trading in engineering product
ACHIEVEMENT¶S Ador Welding¶s continuous efforts to fulfill new requirements in welding, improved quality and enhanced productivity, has resulted in several several µFirsts¶ in the the Industry. The company¶s two R & D centers spare no efforts to keep the Ador Welding banner flying high in terms of several new introductions that have hit the market for the first time. First to establish welding training schools in the countr y First to introduce medium coated rutile type electrodes First to introduce heavy coated coat ed rutile type electrodes First to introduce low hydrogen basic t ype iron powder electrodes First to introduce iron powder rutile type electro des First to introduce low-alloy high tensile electrodes First to introduce full range of hard facing e lectrodes First to introduce machinable cast iron electrodes First to introduce stainless steel rutile type electrodes First high high deposition iron powder rutile rutile type electrodes for welding of heavy
sections
First to introduce agglomerated fluxes for SA S A welding First with filler wires for SA and GMA welding app lications First hydrogen controlled electrodes for NACE steel used in offshore structures and processing platforms First to develop ultra high tensile electrodes electrod es forging dyes
First to introduce electro slag welding technology First to introduce diesel engine driven DC Arc Welders First to introduce SAW Welding Equipment First to introduce indigenous inverter technology First to introduce a full range of o f stainless steel and cast iron machinable electrodes First to introduce electrodes for aluminum welding First to introduce high deposition iron powder po wder electrodes for welding of heavy sections First to develop plasma arc cutting systems First in India to introduce world class moisture-resistant vacuum packaging ± a major cost and time saver First to introduce the brush less welding generato r First to introduce welding inverters First with new generation SAW fluxes for high high speed manufacture of heavy duty pipes First to introduce electrodes for welding rails: Ador SP 6 and Ador AS First to introduce electrodes for duplex stainless steel First to introduce special consumables for modernization of Dehydro- Desulphurisation (DHDS) units at refineries First to develop indigenous 9 % nickel steel electrodes for LNG terminals First to introduce new generation cellulosic electrodes, one of five countries to crack this sophisticated technology. Certified by the International Oil Fields, Saud i Arabia.
QUALITY POLICY The
mission mission at Ador Ador Welding Welding Limited is is to continually continually improve improve
products and services to
enhance there customer¶s satisfaction, allowing them to prosper as a business and provide a reasonable return to there shareholders. To achieve the above purpose, AWL : 1.
Manage the processes of the Quality Management System in accordance with the
requirements of ISO 9001: 2000 standard.
2.
Understand customer¶s needs and delight them. the m.
3.
Fulfill statutory and Regulatory requirements related to there products.
4.
Be competitive in there operations. op erations.
5.
Involve each employee and enable him to meet his performance standards through a state
of self-control.
6.
Implement Quality Objective through Annual Quality Plan (AQP), which shall include
process/ productivity improvements; continuous enhancement of product and service capabilities. AWL is committed to comply with the requirements of the Quality Management Systems and continually improve its effectiveness through the process Quality Audits and Management Reviews.
HSE POLICY
Acknowledging our responsibility responsibility as as the India¶s Leading & pioneering
welding equipment
manufacturer, We, at Ador Welding Limited, Chinchwad are committed to:
Continual improvement in our HSE Management System and HSE performance.
Healthy and Safe work environment by prevention of injury and ill health, minimizing OH&S risks involved in welding equipment/ Powergen manufacturing, PEB and related processes
Prevention of air, water, land and noise pollution
Efficient use of electricity and other resources r esources
Compliance to applicable legal and any other requirements relating to our OH&S risks and Environmental aspects.
This will be achieved through:
Establishing and maintaining maintaining HSE Management System to the requirements of latest International Standards: OHSAS 18001, and ISO 14001
Awareness and involvement at a ll levels in the organization
OBJECTIVE
y
To find the empl e mployee oyee awareness aware ness about Job Description
RESEARCH METHODOLOGY
Research in common parlance refers to a search for knowledge.One can also define research as a scientific and systematic search for pertinent information on a specific topic. Research is an art of scientific investigation.Research is thus an original contribution to the existing stock of knowledge making for its advancement.It is the pursuit of truth with the help of study,observations,comparison and experiments.The search for knowledge through objectives and systematic method of finding solutions to a problem is research. My research was to find out whether the employees in the organization know about job description and if they did not ,to give them appropriate knowledge about it.Also had to find out how many exact positions exist in the organization. OBJECTIVES OF RESEARCH
The purpose of research is to discover 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.Though each research study has its specific purpose,we may think of research objectives as falling into a number of foll fo llowing owing broad groupings: y
To find the employee awareness about a bout job descritption.
DATA ANALYSIS AND INTERPRETATION
1.Table showing the level of knowledge about job description of employees.
RESPONSE
YES
EMPLOYEES KNOWLEDGE 23
NO
TOTAL
17
40
42.5
100
ABOUT J.D PERCENTAGE
57.5
EMPLOYEES KNOWLEDGE ABOUT JOB DESCRIPTION
43% YES NO
57%
INTERPRETATION The above diagram diagram shows that 57% says yes yes that they know about job job description while while 43% says no that they don¶t do n¶t know about job description.
2. Table showing showing previous knowledge knowledge about Job description. description.
RESPONSE
YES
EMPLOYEES WHO HAVE 27
NO
TOTAL
13
40
32.5
100
BEEN THROUGH J.D PERCENTAGE
67.5
EMPLOYEES PREVIOUS KONWLEDGE ABOUT JOB DESCRIOTION
33%
YES NO
67%
INTERPRETATION:-
The above diagram shows that 67% says yes yes that they have knowledge about job job description while 33% says no that t hat they don¶t know about job description.
3 Table showing performance of Employees RESPONSE
YES
EMPLOYEES
NO
TOTAL
CAN 26
14
40
65
35
100
PERFORME BETTER PERCENTAGE
PERFORMANCE OF EMPLOYEE EM PLOYEES S
35%
YES
65%
NO
INTERPRETATION:-
The above diagram shows shows that 65 % says yes yes that job job description will help in performance while 35% says no that t hat they don¶t think that job description will help them in per formance
4 Table showing Satisfaction of employees towards t owards Job Description .
RESPONSE
YES
NO
TOTAL
EMPLOYEES
28
12
40
PERCENTAGE
70
30
100
EMPLOYEES SATISFACTION
30%
YES NO
70%
INTERPRETATION:-
The above diagram shows that 70% says yes yes that job job description will provide satisfaction while while 43% says no that think t hink that job description will provide job description
5 Table showing Implementation of Job Descr iption in organization
RESPONSE
YES
NO
TOTAL
EMPLOYEES
30
10
40
PERCENTAGE
75
25
100
JOB DESCRIPTION IMPLEMENTATION
25%
YES NO
75%
INTERPRETATION:-
The above above diagram shows that
75% says yes that there should be implementation implementation of job
description while 43% says says no that they don¶t want implementation implementation of job description.
FINDINGS AND OBSERVATION
Observation while doing project are as follows:follows:1. Employees in the organization were not satisfied with their jobs. They had no idea about their role in the organization. 2. Due to lack of motivation, employees, were not able to perform their jobs to the best of their abilities. 3. Employees needed training and development programs to develop their skills to be more effective and efficient. 4. It was also observed that employees were leaving their jobs due to non-clarity and nonsatisfaction of their jobs. 5. One good thing that was observed was that the HR department was taking initiatives to improve the overall environment but due to certain limitations was not been able to do these things.
SUGGESTIONS
y
The present working conditions in the organization is to be improved.
y
The company has to improve the superior sub-ordinate relationship in the organization.
y
The company should check the awareness of job description of employees so that they can perform better.
y
The company should provide guidelines about the job to the employees so they can be more efficient in their job.
y
The company may provide much more opportunity to the employees to express their grievances.
y
The study recommends the company to take necessary attention towards employees to retain them in their job.
y
The study also recommends monthly best performance award for employees so that the employees are encouraged to do their best to achieve the goal.
CONCLUSIONS
Human resource is the most valuable asset in any organization. Organisation are made up of people and functions through people. They are the most vital resource of any organization so the human resource should be utilize to the most possible extent in order to achieve individual and organizational goal. The present study has made an attempt to measure the awareness of job description of employees. The major findings provides valuable information which will help the management of ADOR WELDING LIMITED, Pune to take necessary steps to improve the awareness of job description of the employees. The project is conducted to know the factors which leads to the job description and level of awareness. Human beings are the most valuable asset in any organization and the management should take every efforts to preserve and enhance t he value of the assets.
LIMITATIONS
y
These was only two months study .
y
Data available was not sufficient sufficient , there was lack lack of availability of data as most most of it was confidential for company.
y
Sample size is too small.
y
Language was one o f the major factor during questioner filling.
QUESTIONNAIRE
Name of the empl e mployee:oyee:Designation:Department:Day to day activi act ivities:ties:Qualification:-
1. Do you know kno w what a ³JOB DESCRIPTION´is? Yes
No
2. Have you ever gone through a ³JOB DESCRIPTION´previously? Yes
No
3. Do you think ³JOB DESCRIPTION´ will help you to perform better? Yes
No
4. Do you think,if³JOB DESCRIPTION´ is given to you,you will be more familiar and satisfied with your job? Yes
No
5. Do you feel ³JOB DESCRIPTION´ should should be implemented in your your organization? Yes If yes, why
If no, why
No
BIBLIOGRAPHY
Books Referred :
Human resource management By Ashwaththapa. Personnel management By C.B.Mamoria
Web sites
:
www.AWL.com
www.google.com
www.wekipedia.com
