INTRODUCTION

INDUSTRY PROFILE Indian Auto Components Industry:

The Indian auto ancillary industry has come a long way since it had its small beginning in the 1940s. If the evolution of the industry is traced in India, it can be classified into three distinct phases namely: Period to the entry of Marti Udhyog Ltd, period after the entry of Maruti Udhyog Ltd and period post Liberalization. The period prior to the entry of Maruti Udhyog Ltd was characterized by small number of auto majors like Hindustan Motors, Premier Automobiles, Telco, Bajaj, Mahindra, low technology and assured business for most of the component manufactures. The entry of Maruti in the 1980s marked the beginning of the second phase of the industry. The auto ancillary industry in the country really showed a spurt in growth during this period. This period witnessed the emergence of a new generation of auto ancillary manufactures who were required to meet the stringent quality standard of Marutis Korean collaborator Suzuki of Japan. The good performance of Maruti resulted in an upswing for the domestic auto ancillary industry. It was during this period that auto components from India began to be exported. The entry of foreign automobile manufactures ranging from Mercedes Benz, Ford and General Motors to Daewoo following the government liberalizing the foreign investment limits saw the beginning of the third phase of the evolution of the industry. The auto ancillary industry witnessed huge capacity expansions and modernization initiatives in the post liberalization period. Technological collaborations and equity partnerships with world leaders in auto components become a common affair. However, the global automobile majors soon realized the folly of their estimation in India. The market did not seem to be as big as it appeared to be. Hence, sales targets went away. The tough competitive scenario saw a lot of consolidation in the industry and it still continues unabated

Profile of Sanjeev Auto Parts Manufacturers Private Limited:

Sanjeev auto parts Manufacturers private Limited is the flagship company of sanjeev Group, started in the year 1988. The company primarily focuses on the manufacturing of various transmission components to cater the needs of Indian and overseas automotive Industry. Sanjeev Group is one of the leading Industrial Houses in Maharashtra, having core business in transmission and other precision components to cater Automobile Industry in India and Overseas. Sanjeev Auto Parts Manufacturers Private Limited is an ISO / TS 16949 certified company engaged in manufacturing of transmission & drive train parts like sub assemblies, gears, shafts, shifter forks & other precision machined parts. They supply to automotive & engineering OEMs. Their turn over for the financial year 2009-10 was 40 million US Dollars. The present contribution of export is 10% of total turnover. They have plans to achieve 40% of our sales turn over from exports in next 5 years. Total number of employees working in Sanjeev Auto Parts is 540.

Group Policy Sanjeev Group of Industries believes that quality is generated at heart and delivered by hand. They are committed to continually improve processes and products by Reduction of Variation Prevention of defect rather than detection Supplier development Effective resource management Keeping costs optimum

Customer satisfaction is the prime motto of the organization. with all this, company aim at establishing healthy work environment and safety of all our colleagues. Group Vision Growth of all our employees, associates and to become a world-class manufacturer. Group Mission Blending together youthful creativity and competitive technology. To exceed the spoken and the implicit expectations of our customers. Group Values Learning: That embraces knowledge as the platform for building well-informed reasoned and decisive action. Integrity: We conduct our business fairly, with honesty and transparency. Everything we do should stand the test of public scrutiny. Excellence: We constantly strive for achieving the best possible standards in our day to day activities in all spheres we work. Responsibility: we honor the commitments, quality, customers, communities and environment in which we work for ensuring what comes from people going back with multiple knowledge.

We at Sanjeev Group of companies commit to satisfy our customers by providing zero defect products as per schedules. We shall strive to elevate company standards in domestic and international markets by minimizing the waste and by continually improving the effectiveness of quality management system. Quality Objectives To achieve zero customer returns To achieve 100% defect free production and processing of customer orders. To achieve 100% compliance of deliveries on scheduled time. To achieve 100% accuracy of inventory accounting and financial book keeping.

Quality Certification ISO / TS 16949 Certification Excellence award for best presentation in National Convention of Quality Circle held at Baroda in Nov 2008. EFQM (European Foundation for Quality Management) under ASIA-QUAL project. Quality Circle Award from Bajaj Auto Ltd.

PRODUCTS
Sanjeev Auto Parts Manufacturer is one of the recognized Auto Parts and Precision Components manufacturing company in India. They have manufactured more than 400 different parts in gear, shaft, and fork and machined part categories. With the latest technology and an ISO /Ts 16949 Certification, quality is never an issue as quality procedures are built into EVERY STEP of the manufacturing process. Sanjeev Group is dedicated to manufacture and supply quality products in time. The following are the major categories of products manufactured at Sanjeev Group: Product Name Transmission subassemblies Description / Range Image Main shaft assembles Differential gear assemblies Oil pump assemblies Spur, helical &bevel gear From 1 Module to 6 module Max weight upto 15 kg Max Diameter upto 400 mm Din class 8 after heat treatment From 1 module to 4 module max weight upto 15 kg max Diameter upto 400mm Din class 8 after heat treatment

Gears

Shaft

Shifter Forks

From forging or casting depending on the design Max weight upto 5 kg

Precision Components

Impeller and turbine hubs CNC finished components Broached components Max weight up 15kg

INFRASRTUCTURE
Over 20 years of experience Sanjeev Group has created world class capacities and ca[abilities that have allowed the Group to meet the development and delivery timeline with quality products. They have to installed world class and state of Art manufacturing facilities for various processes which help us to provide complete solution to their customer.

Type of Process Forging

Infrastructure 1600 Ton Forging Press Induction furnace Trimming and coin Presser drop Hammers of 0.5, 1, 1.5 & 2.5 Ton Capacity. Die Shop Shot blasting

Image

Gear Cutting

CNC liebherr habbing machines CNC shaping machines CNC Shaving machines Hurth camfering Machines CNC Engis Honing Machines Hard Tuning Machines Rolling Tester

Shifter Fork

Vertical machining centers Double disc grinders Horizontal honing machines

Precision Components

Vertical machining centers CNC turning centers Other conventional machines like milling, drilling and broaching Continuous type multi chambered Gas Fired Furnace Line Straight Trough Gas Fired Sealed Qench Furnaces. Pre / Post Washing Baths with Electrical Heating Electrical Preheating Furnace. Electrical Tempering Furnace. Induction Hardening Machines. Spinner Hanger shot Blasting Machine. Shot Peening Machine. Endogas Generator with Automatic Dew Point Control. TTI and HOFLER lead and profile gear testers Profile Projector TRIMOS heights gauge Digital vernier caliper Outside Conventional measuring Instruments and gauges Metallurgical microscope Hadenability testers Brinell and Rockwell hardness testers Micro hardness tester Allied equipments for case depth measurement

Heat Treatment

Inspection Facilities

Metallurgical Laboratory

Vendors of Sanjeev Auto

Sanjeev its inception, Sanjeev Auto has worked closely with its customers, had mutual dialog to understand their need and develops its plans to process a product which fulfills customer expectations. The core team within Sanjeev Auto keeps on working for excellence in product quality, minimizing response time to retain cost competiveness. This coupled with investment in latest technology & human resources has enables us achieve continual growth & exact Standards. Sr. No. 1 2 3 4 5 6 7 8 9 10 CUSTOMERS NAME & LOCATION BAJAJ AUTO LIMITED, INDIA EATON TRUCK GROUP, INDIA & BRAZIL ZF AG, GERMANY JOHN DEERE, INDIA & USA TRANSAXLE MANUFACTURING OF AMERICA KIRLOSKAR OIL ENGINES LTD INDIA GREAVES COTTON LTD. INDIA ENDRESS=HAUSER FLOWTEC,SWITZERLAND STROMAG AG, GERMANY INGERSOLL RAND USA INDUSTRY Automobile Automobile Automobile Tractor/ Agricultural Tractor/ Agricultural Gensets/ Diesel Engines Gensets/ Diesel Engines Flow meters / Engineering Off highway/ engineering Off highway/ engineering PRODUCTS Transmission sub assemblies. Gears, Shafts, Shifter fork & other machined Parts Shifter Forks Gears & Shafts Gears, Shafts, Shifter Forks Gears, Shafts, Shifter Forks & other precision machined parts. Gears & other precision machined parts. Gears, Shafts, Shifter Forks & other precision machined parts. Precision machine parts Gears & Huns Gears, Shafts, Shifter Forks & other precision machined parts.

Areas of operation:
Sanjeev Auto Parts works in the local and the international market. There are total 7 manufacturing units of units of Sanjeev Auto Parts in Waluj, Aurngabad. These are K-96 (Corporate Office), M-115, C-4, C-86, C-238, D-33, E-84. The company runs in three shifts i.e. First Shift: 7.0 AM- 3.30 PM Second Shift: 3.3 PM- 11.30PM Third Shift: 11.30 PM 7.00AM General Shift: 9.00 Am- 5.30PM

Organization Structure of Sanjeev Auto Manufacturers Private Limited

HUMAN RESOURCE DEPARTMENT

Head of Human Resource Department: Mr. MV Kulkarni

Sanjeev Auto Parts Manufactures has aligned its HR policies a strategy of sustaining a leader. The HR policies aims to enable scalability of its business and processes, simultaneously achieving a high level of ownership and involvement in its employees. The HR policies are built around the core values and beliefs of: Trust and faith Flexibility Open Culture Development of employees being the prime responsibility Concern for individual

There are various function carried out by the HR Department in Sanjeev Auto similar to the other organization which includes: Recruitment Training and Development Employee Evaluation Incentive Policies Retention Salary and Wages Time Office Statuary Compliances Admin Work

All these functions have its own important which helps the company to run smoothly. The basic function of HRD is to provide service to all. Basically its a service sector of the company The HR Department follows all the rules & regulations that come under the factories Act, 1956 & Labour Laws, etc.

FINANCE DEPARTMENTS
Head of Finance Departments: Mr. G N Deshpande. He takes care of the finance department. The company is committed towards its sources of funds for their best utilization. Finance department of any company is responsible for obtaining and effectively utilizing the funds. All the necessary decisions are taken by the owner and finance director. The finance Departments takes care of the following important areas: Finance Accounting Costing Taxation Export Suppliers payment

The basic areas of working for finance department under these heads are as follows: Budget preparation Budget administration Cost allocation Accounts payable Grants administration Monitoring service providers Contract administration Billing Property inventory General accounting records Fixed assets records Custody of funds Distribution of pass-through funds

Cash flow Investments Debt administration Risk management Statutory Reports Tax Reports

Highlights of Finance Department

All the financial affairs are settled by finance Manager: Shaikh Ayyaz Account is prepared on the historical cost conventions which materially comply with the mandatory accounting standard used by ICAI. The significant accounting policies followed by Sanjeev Auto Are as follows: Sales are inclusive of excise duty and sale tax. Fixed assets are stated at their original cost of acquisition including taxes, duties, fright and other incident expenses related to equation and installation of the concerned assets. Technical know-how is also capitalized in fixed assets. Raw material is valued at cost computed on the monthly average basis of the last month after providing for cost of obsolescence. Scrap other than raw material is valued at new realized value.

Finance Activities Dealing with bank for companies credit limit. Dealing with bank guarantees and letter of credit Maintenance of all the accounts and their reconciliation. Deposits of cheques received from customer Preparation of cheque and their release to the respected parties. Co- ordination for preparation of payroll.

Compliance under various acts: 1. Income Tax 2. Sales Tax 3. Service Tax Bank system

For regular inflow of cash and ready maintenance of working capital, the company is involved with the banks in fall funds and non funds based transactions. The bank which deal with Sanjeev Auto are 1. IDBI Bank 2. ICICI Bank 3. Cosmos Bank

Use of methods In Sanjeev Auto there is applicable of SAP. This is very useful software which helps to solve many types of problems very easily.

Use of SAP
SAP in India is becoming increasingly popular these days as: SAP allows customizing the software to specific needs of the company SAP is user-friendly, familiar looking, and has an experience of windows based applications SAP can be used worldwide It is easy to process user under transaction with SAP SAP increases liability SAP improves the effectiveness and efficiency of the employees

Other Activities
Finance department keeps the record of all the financial activities taking place in Sanjeev Auto. Some of the functions include maintaining register, keeping vouchers, etc. Register Include: 1. 2. 3. 4. 5. 6. Purchase order register Sales Travelling expenses register DD Purchase register TDS summary register Octroi Register

Vouchers Include: 1. 2. 3. 4. 5. Material purchase voucher Capital purchase voucher Expenses purchase voucher Bank payment voucher Cash payment voucher

Marketing Department:
Sanjeev Auto Parts Manufacturers Pvt. Ltd. is a manufacturing industry which provides the essential materials such as harnessed auto spare parts to the major manufacturing firms for automotive as well domestic appliance manufacture. The customer group of Sanjeev Auto Parts Manufacturers Pvt. Ltd. Consists Mainly of major manufacturing companies producing branded good. These customers belong to different strata of economy, different geographical locations and different professions and business. The need of each customer company is distinct from the needs of other company and, it is therefore necessary on the part of the marketing department to identify the distinct demand of its customer companies and then to supply required harnessed plastic to the customer company. Marketing is done on the basis via sending E-Mail to various companies or mouth to mouth marketing.

Functions of Marketing Department:

1. To generate demand and requirements by the customers for its products by influencing the customers of the good quality of its product this can be used as a raw material for the production of the final output product by the customer company. 2. To charge the customer companies fair amount for the quires produced in the company considering the cost of production as the harnessed wires are mainly manufactured with copper and insulated wires so the host company should charge the customer company on the basis of the price of copper in the international market ALUMNI, and even there is a contractual relationship between the customer company and the host company therefore the host company should give a price discount or price amended on the average of prices of last three months. 3. To retain the customers by supplying them the demanded products at their convenience and sometimes even indulging in the logistics activates to supply the demanded products to the customers. 4. To give instant attention to the customers inquiries and sometimes even going off the way for solving their complaints.

5. To make efforts influence the customers to increase- their percentage of schedule by supplying the customer demanded products percentage of schedule by supplying the customer demanded products to consumers at time even in the stage of crises, such that it will build trust in the minds of the customer company.

Various Departments related to manufacturing sector: Stores This department includes all the activities related to stores. For example the function includes receiving the requirement related to raw material, customers, receive on the delivery of the product and prepare the purchase order and many more. Procedure Design and Development Department: All the activities taking place in this department are related to product designing and development. All the process is carried out under the guidance of the experts. Purchase department: Identifying the potential customers, recording the details, customer communication, sending quotations, its approval and execution and monitoring of contract are all the function related to purchase department. Production department: Procedure for job set up approval: Sr. Activity / Method No. 1. As per the job set up check list, operator sets the process and produces the first component. 2. 3. Operator produces five consecutive components and gives for verification and testing. PRD Supervisor check the components as per the control panel and prepare the hob set up approval report. Incase all the 5 samples are acceptable the supervisor approves the set up. In case the samples are not acceptable, the setting is re-verified, corrected and next 5 samples are produced and re- inspected for product conformity. Identify the issues from rejection n/ rework generated during set up for taking corrective and preventive actions. Verify the effectiveness of actions taken, after one week of implementation of decided actions.

4. 5.

The operations taking place in production shop are: Habbing Deburing Shaving Shaping ID, OD Grinding Broaching Pressing Punching Bush Pressing Bush Boring Tapping Antirust Oiling Final Inspection

Quality Assurance Department: It divided into two parts i.e. Quality Circle. A. Quality Policies The Quality Policies implemented in Sanjeev Group are TPM, KAIXEN and POKAYOKE. 1. TQM TQM Means Total Quality Maintenance, This Concept was originated in Japan In 1940. The main air of implementing TPM is to avoid Losses that are occurring the organization. It Mainly includes 8 Pillars: Out of it 5 Pillars are implemented in Sanjeev auto parts and those are as follows: JH: Jishu Hozen (Autonomous Maintenance) Due to this concept, the concept I operate- you maintain is changed to I operate- I maintain KK: Kobetsu Kiazen It is called as father of pillar. Because it includes 8 pillars of TPM, Contains a parameter which is called OEE means overall equipment efficiency. The parameter OEE shows the performance and progress of any organization. The OEE is calculated as %OEE = A*P*Q Where A = Availability P = Productivity Q = Quality The OEE above 85% is good for the company. QM: Quality Management The aim of the pillar is to improve the situation in order to reduce customer complaint and rejection. The rejections like in- house rejection, supplier rejection and in-house rework. QM: Quality Management The aim of the pillar is to improve the situation in order to reduce customer complaint and rejection. The Rejections like in- house rejection, supplier rejection and in-house rework.

 RM: Preventive Maintenance The plan of PM is prepared and according to this plan it is executed. IN this type of maintenance the sensible part of each machine is checked periodically. SHE: Safety Health and Environment In this pillar care is taken to avoid any accidents, which cause the problem to the health of operator. It should ensure safety of the worker, If any accident took place then with help of why-why analysis the root cause of that accident is found and it is removed. 2. KAIZEN: Kaizen means small change or improvement; it considers the improvements done by single person for its convenience. Daily about 2-3 new kaizen are implanted. Typical example is given as follows: The Exhaust chamber is provided on the oil cooling section of air compressor. The cooling oil with forced air provided by the fan. If this hot air is not channeled properly then it spreads in the compressor room and heat the compressor. B. Quality Circle If any improvement is done by the group of 3-4 people then it is known as quality circle. The problem occurring in the line is selected randomly and this problem is removed by this team. Also sometimes the help of maintenance department is also taken. 3. Pokayoke: Pokayoke means arresting defect. The special arrangement is mad such that if any important part is not assembled then the next operation will not take place. Pokayoke looks at the defect, stops the system, give immediate feedback to get root cause of the problem to prevent it from re-occurrence. All these above methods are followed in Sanjeev Auto Parts to maximum best results and to minimize the errors.

Key Result Areas or KRAs refer to general areas of outcomes or outputs for which a role is responsible. A typical role targets three to five KRA. KRAs are also known as key work outputs (KWOs). Value Identifying KRAs helps individuals: Clarify their roles Align their roles to the organizations business or strategic plan Focus on results rather than activities Communicate their roles purposes to others Set goals and objectives Prioritize their activities, and therefore improve their time/work management Make value-added decisions Description Key result areas (KRAs) capture about 80% of a work role. The remainder of the role is usually devoted to areas of shared responsibility (e.g., helping team members, participating in activities for the good of the organization). For example, image of the organization is usually a very senior officials key result area, but hopefully all employees contribute to this outcome. Most roles include 3 to 5 key result areas. If individuals are accountable for more than this, they may be overloaded, or they may not be delegating effectively. Key result areas are worded using as few terms as possible with no verbs (i.e., these are about results, not action) and no direction/measurement (e.g., words such as "good," "increased" or "decreased"). They simply describe the Areas for which one is responsible for results.

Guidelines for KRA KRAs are applicable for all the existing employees of Sanjeev Auto Parts. All employees confirmed or none confirmed are eligible for KRA. KEAs will be defined for all new joined employee for that subsequent Quarter. Employees joined on the last date of quarter will be considered for KRA for subsequent quarter. But the employees joined in between the quarter will not be considered for KRA. Appraisal Forms The Performance Appraisal Forms at Sanjeev have been designed taking into consideration the roles and responsibilities of employees at different levels. For the purpose of appraisal, the organization has been divided into three levels and three different forms have been designed for the different levels. These are Top / Senior Management 9 Level One) Middle Management / Functional Heads (Level Two) Junior Management (Level Three) The forms for the 3 levels have been broadly divided into 4 sections. These sections includes Part I Employee details Part II Key Result Area Part III Competencies Part IV Overall Performance Rating Part V Self Development Plan Part I Employee Details Part I of the form contains details of the employees and his/her career progression in Sanjeev Group. Employee details filled up by HR department for all employees. Name of the Employee: Date of joining: Business Unit: Carrere Progression at current assignment: Employee Code: Department / Section: Designation: Level: Qualification: Gross Pay: Sanjeev Group starting from date of joining till

Part I also includes score ration from 1 to 5 on KRAs and competencies. Appraise and Appraiser should go through the ration score in details before filling in slf ration and manager rating.

Part II Key Result Area Assessment This section indicates WHAT the appraise would achieve in terms of result and outputs during rating period. Ration scale has been defined from 5 to 1 in descending order. On KRA Significantly exceeds expectations on all major goals and standards and is able to achieve stretched goals with minimum supervision. Consistently meets all major goals and standards, may exceed expectations in a few areas. Needs some guidance and supervision. Meets some goals and standards. May be somewhat below expectations on some goals. Meets the normal expectation of the job. Needs reasonable degree of guidance. Meets some goals and standards with close supervision. Is below expectation with respect to other goals but does not significantly underachieve. Few goals were met and performance on the job in many areas is below minimum standers, in spite of close supervision Rating 5 On Competencies Has mastered the company and demonstrates it all the time. Others see him/her as an expert or role model in this area. Demonstrates the competency most of time. Has the ability to coach for improvement largely through greater self-initiative and self directed learning. Demonstrates the competency often. Has the ability to perform independently in this area but may require guidance.

Demonstrates the competency sometimes. Still needs to learn and improve in this area. Requires close guidance. Does not demonstrate the competency at all. Or demonstrates negative behaviors with respect to the competency.

This section of the form has to be filled at the beginning of the appraisal cycle through a discussion between the appraise ( Individual Employee) and the appraiser (His / her immediate superior).

Performance Planning Key Measure (s) Target Objective of Date Completion Productivity

Performance Review Weight Details of Self Manager age ( Out Achievement Score Score of 100) / shortfalls / learnings

Morale

Safety

Delivery

Cost

Quality

Six Parameters of KRAs are as follows: 1. Productivity: It refers to process efficiency parameters for support departments. 2. Quality: It refers to end product or service out comes for respective functions/ departments. 3. Cost: Parameter targets need to be fixed with due consideration for quality and delivery. 4. Delivery: It refers to timeliness for internal as well as external customers. 5. Safety: refers to adherence to safety norms and adequate provision of safe working conditions, 6. Moral: Refers to motivation of teams and extends to team building and people development.

Part III Competancies Assessment A competency is any observable and / or measurable knowledge, skill, ability or behaviors that contribute to the successful performance of a job. These are often defined in terms of behavioral indicators. Level One Technical / Functional knowledge Communication skill Result Orientation Execution excellence Team Management Valuing People& Relationships Level Two Technical / Functional knowledge Communication skill Result Orientation Execution excellence Team Management Personal Effectiveness Level Three Technical / Functional knowledge Communication skill Result Orientation Execution excellence Team Management Personal Effectiveness

Competencies have been indentified for all the three levels depending on the roles and the responsibilities at different levels. Weight ages for Key Result Area & Competencies For all levels of employees, performance on the KRAs accounts for 60% weight age and on competencies is 40% weight age i.e. 60% & 40% for KRAs & Competencies is same for all levels of management. Review and assessment of KRA needs to be carried out at the end of every quarter. The quarterly scores arrived during this process form a critical input to the annual Appraisal Process. Part IV Overall Annual Performance Rating The overall rating of the KRA is given as follows, which will decide the KRA. Sr. No. 1 2 3 4 5 Qualifier Excellent Very Good Good Average Below Average Total Annual Score 4.1-5 3.1-4 2.1-3 1.1-2 Up to 1

Key Result Areas Will be received at the end of every quarter i.e. in the month of June, September, December & March.

Part V Self Development Plan This part of the form provides for drawing up an Individual Development Plan for the appraise. Inputs form party II on Competencies Review are used for drawing development plan, for TOP Management / HOD of functions, sub-ordinate feedback will also be taken for identifying Developmental needs. This plan should be designed in discussion with the individual employees immediate manager. The manager of the employee needs to take the responsibility for providing the resources and organizational support to ensure that the employee fulfils the developmental plan. An employee must, however, remember that Development is 99% self initiative and 1% organizational support. Important Timelines for performance System: Definition of Quarter 1st April- 30th June every Year 1st July- 30th Sept. every Year 1st Oct- 30th Dec. every Year 1st Jan- 30th March every Year Target Review Key Result Area as told earlier will be received at the end of every quarter, hence performance pay will be divided into 4 quarter and will be paid at end of every quarter on the basis of the grading giving by HOD. Review & Target Setting Period for HOD Between 1st 5th July every year Between 1st 5th Oct. every year Between 1st 5th Jan. every year Between 1st 5th March every year HRD HRD Review Period From 6th July 12th July From 6th Oct.12th Oct. From 6th Jan 12th Jan From 6th March 12th March

Must Received by HRD by 6th July Must Received by HRD by 6th Oct. Must Received by HRD by 6th Jan. Must Received by HRD by 6th April.

1. 2. 3. 4.

Rated 90-100 = A+ -Will be paid 100% of performance Pay Rated 80-90 = A -Will be paid 100% of performance Pay Rated 65-79 = B -Will be paid 100% of performance Pay Rated 64 & Below = C -Will be paid 100% of performance Pay

Review Methodology for all: All HODs should follow the dates. All HODs will evaluate individual KRAs with personal Discussion with Appraise. Individual, HOD & VP, will duly sign all KRAs wherever required. HOD & EMPLOYEE should mutually agree on remarks. Appraisal will be reviewed by HRD if person secured C or less than grade. All the points mentioned in KRAs will carry equal marks. Rating should be given as per percentage of completion of target. Performance Assessment and Rating Performance will be assessed every quarter and also at the end of every year to arrive overall annual performance rating for the year.

Performance Assessment and rating is reviewed at year end & entered in rating column which is multiplied by respective weight age assigned. Annual Score Matrix SR. NO. 1 2 3 4 5 Period of Rating Weight age Appraisal KRA Quarter I 15% KRA Quarter II 15% KRA Quarter III 15% KRA Quarter IV 15% Assessment Score 40% For Competencies Overall Annual Appraisal Score (=1+2+3+4+5) Annual Score (Rating Weight age)

Overall Annual Appraisal Score will be summation of annual score.

SUMMARY OF FINDINGS
After working in the company for nearly one and half months, it came to notice that the company has vertical structure and the environment or the work culture followed is very professional. A review of questioner was taken of 06 different employees (from Level 1 to 3); it concluded that KRA is most of the time taken into consideration as the means of getting the variable pay at the end of every quarter. It was not just the questioner but also one to one talk with the employee which brings me to this conclusion. After working there it came to notice that less number of training sessions and induction programs are undertaken. Complete procedure for KRA was carried out while working in sanjeev Auto Parts. It was found that the total number of employees eligible for KRA in Sanjeev Auto Parts is 182. The separate grading of the employees is

Grade A+ A B+ B C

Number of Employees 30 92 48 12 NIL

SWOT ANALYSIS
Strength: This company has high class of infrastructure which adds to the strength of it. This company has a free and co-operative working condition which makes the atmosphere healthy to work. Weakness: It actually does not lack motivational activities but less number of motivational activities like incentive or bonus or fringe benefits are carried out. Less no. of Induction Program are held which creates confusion in the work for the employees or it may lead to more number of absenteeism. Opportunities: This company has got a worldwide marketing network where this company has got great opportunities to grow. It should look after the local market for expanding its sales. Threats: Local competitors are growing up very fast and are giving tough competition to Sanjeev Auto Parts. More number of absenteeism can lead take a serious action against it.

SUGGESTIONS
There should be increase in the number of training programs and induction programs in Sanjeev Auto Parts so that the employees get more job centered and the new joined get a complete idea of their job profile. More number of motivational activities should be conducted in the company which includes incentives, bonus or any other type preferable.

LEARNING
Amongst all the employees eligible for KRA, almost 17% have got A+ grade, nearly 50% has got A grade whereas less than 33% of the employee have B and C grade. On the basis of the observation and findings for the procedure of KRA, filling of the questionnaire by their employees and interviews carried out, it was a learning that most of the people are self-motivated while others are also work centered but requires a bit motivation. It was a great and explorative experience while working in Sanjeev Auto Parts where I came to learn the incentive cycle of the company, recruitment system in the company and many more actual procedures in the company. Actual observation of various laws which are applicable for an engineering company like Sanjeev Auto Parts was seen, as an engineering company has to follow total 27 Labor Laws out of total 47 in number. Various concepts like the salary structure of the company, statutory compliances to be carried out by the company, the time office work, etc. was understood during the project.

CONCLUSION
I have done this project report in a very healthy atmosphere, where everyone corporate me to do my project work in a systematic and complete manner. This training has given me the knowledge about the various functions of plan. For a MBA student a learning combination of theory and practice is an invaluable asset as this helps in understanding the core principles of business by way of first hand experiences. This in plant training is a stepping-stone, which will groom me for my future in the Corporate World. In Plant-Training helped me to understand all the functions, which is going in the company. This training also helped me to understand the managerial skills, which we study theoretically. It helped me to understand and know the exact mechanism of working of the various departments. It gave the ideas about the exact work done by the Managers and also about the vocation they do in contemporary.

BIBLIOGRAPHY
Website: www.sanjeevgroup.com www.google.com www.wikipedia.com

Primary data collection: The HR manuals of Sanjeev Auto Parts. The official website of the company. The records of all the incentive policy structure. Designed structure for KRA. Modal of the PERFORMANCE APPRAISAL CYCLE.

Secondary data collection: Questionnaires. Interviews.