1.1 History of The Organization: Innovation

1.
1 HISTORY OF THE ORGANIZATION

The C.R.I. began in the year 1961 with the manufacture of irrigation equipment at an in-
house foundry with very limited facilities in Coimbatore, India. C.R.I. Pumps Private Limited
was formerly known as Coimbatore Rajendra Industries and changed its name to C.R.I. Pumps
Private Limited in 1996. It had some troubles during the starting stage of the industry but
managed to withstand in the market and now it became the one of the popular and leading
manufacturer of pumps.
C.R.I. – the name itself encapsulates the company’s ethos: “Commitment, Reliability,
Innovation”. C.R.I. has now become a household name associated with pumps, pipes, wires &
cables, valves and solar system – be it for Residential, Agriculture, Industries, Building, Waste
Water, Mining, Oil, Gas & Civil Applications and Solar System.
C.R.I. Pumps Pvt. Ltd., a leader in providing complete pumping solutions has been
setting high standards in the pumping industry for the past 5 decades. With its world-class
production facilities with a capacity of producing more than 1 million pumps per annum, being
supplied in India and exported to more than 120 countries, World-Wide. C.R.I. Pumps had
earned several accolades for its accomplishments and has been pumping trust to customers
through its ethos of Commitment, Reliability and Innovation for its products and services.
Powered by technology and the spirit of innovation, C.R.I. has always set the benchmark when it
comes to quality and performance. C.R.I. has what it takes experience, expertise, commitment
and a clear vision to be a precursor of change, an innovator of new technologies and a standard
bearer for quality.
1.2 VISION, MISSION AND VALUES
To be the industry Leader providing best – in – class fluid management solutions to

individual and institutional customers and societies in our chosen markets.
We will achieve this through our dedicated efforts to enhance the welfare of all our
stakeholders and by living by our values of COMMITMENT, RELIABILITY and
INNOVATION.
CHRIST DEEMED TO BE UNIVERSITY
(INSTITUTE OF MANAGEMENT)
KENGERI BANGALORE 560060. Page 1
1.3 PROFILE OF THE PRODUCTS
List of products manufactured in C.R.I are

 Pumps
 Pipes
 Wires & Cables
 Valves
 Solar system
PUMPS:
AGRICULTURAL PUMPS:
 Bore-well Submersible Pump sets
 Open-well Submersible Pump sets
 Surface Pump sets
RESIDENTIAL PUMPS:
 Bore-well Submersible Pump sets
 3” Submersible
 3.5” Submersible
 5/4” Submersible
 Genie Series
 Zuno Series
 Steelix Series
 Open-well Submersible Pump sets
 Horizontal Open-well Submersible Pump sets
 Open-well Submersible Pumps sets

 Surface Pump sets
 ACM Series
 CTSS & JTS Series Pumps
 Virat Series Pumps
 Centrifugal Jet Self Priming Pump set
 Deep Well Jet Centrifugal Pump set
 Mini Pumps
 Selfy Series
 MHBS Booster Pumps
 Compressor Pumps
BUILDING AND COMMERCIAL SERVICES

 Fire Fighting Solutions
 End Suction Water Pumps
 Horizontal Split Case Pumps
 Vertical Volute Casing Pumps
 Vertical Multistage Pumps
 Submersible Sewage Pumps
 Cutter Pumps
 Submersible Aerator
 Submersible Mixer
 Submersible Lite Sewage Pumps
 Immersion Pumps
 Multistage Vertical Pumps
 Horizontal Multistage Pumps-Mhd
 Horizontal Multistage Pumps-Mh
 Centrifugal Monoblock Pumps

 Hydropneumatic Pressure Boosting System
 Hydropneumatic pressure boosting system
 Multistage vertical hydropneumatic system
 Multistage Horizontal Hydropneumatic system
 HVAC Pumps
 Horizontal Multistage Pumps
 Building and Commercial Services
 Multistage Vertical Hydropneumatic System
 Multistage horizontal Hydropneumatic System
 Submersible Sewage Pumps
 Cutter Pumps
 Submersible Mixer
 Submersible Aerator
 Surface Waste Water Pumps
 Centrifugal Monoblock Pumps
 End Suction water pumps
 Horizontal Split Case Pumps
 Vertical Turbine Pumps
 Textile Solution
 Multistage Vertical pumps

 Multistage Vertical Hydropneumatic System
 End Suction Centrifugal Chemical Pump
 Surface Waste Water Pumps
 Submersible sewage Pumps
INDUSTRIAL PUMPS
 ECC Pumps
 ECCV Pumps
 ECH Hard Metal Slurry Pumps
 ECP Paper Pumps
 ECR _ ECRV Pumps
 VS Series
 I - Tech Series
 SCW Series
 Vertical MV Series
 CCW Series
PIPES
C.R.I.’s vast experience and successful track record in pump industry spanning over 5
decades facilitates to foray into Pipe segment with its state-of-the-art manufacturing facility at
Ahmedabad & Hosur. The plants are manufacturing best quality uPVC & CPVC Plumbing pipes
and fittings, uPVC Column pipes, uPVC Pressure Pipes & Fittings, HDPE and SWR pipes. The
plants are empowered with fully automated machines that control the manufacturing process.
 uPVC Column Pipes
 CPVC Plumbing Pipes
 uPVC Plumbing Pipes
 uPVC Pressure Pipes
 HDPE Pipes
 Casing Pipes
 uPVC SWR Pipes & Fittings
WIRES & CABLES

C.R.I. cables are manufactured to Indian standards that generally conform to IS 694.
High Conductivity Annealed and Bunched flexible Copper conductors are made from
electrolytic bright copper twisted together and insulated with Double Layer Protection. It is made
up of special grade PVC Compound which gives high resistance in insulation.
 Flat Cables
 Housing Wires
 XLPE Winding Wires
 Solar D.C Cables
 EPDM Cables
VALVES
C.R.I. Valves is a part of C.R.I. Pumps, the Valves Division of C.R.I. is located in
Coimbatore and was incepted to meet the growing demand for quality valves that are suitable for
multitude of applications in the fluid control systems. They design, manufacture and supply
valves in special materials, such as Carbon Steel, Stainless Steel. The valves are delivered
worldwide and cater to meet various customer demands including Power plants, Distillery, Paper
and Pulp Industry, Sugar Industry, HVAC, Water treatment plants, Construction Industry,
Chemical and Pharmaceutical Industries.
BUTTERFLY VALVE
 Fabricated Butterfly Valve, AWWA C 504
 Double Flanged Butterfly Valve, AWWA C 504
 Lug Type Butterfly Valve

 PN 16 Butterfly Valve
 PN 10 Butterfly Valve
 Gear Operated Butterfly Valve
BALL VALVE
 Ball Valve Reduced Bore
 Ball Valve Full Bore
GATE, GLOBE & CHECK VALVE
 Gate Valves
 Globe Valves
 Check Valves
FORGED GATE, GLOBE & CHECK VALVES
 Forged Gate Valve
 Forged Globe Valve
 Forged Check Valve
VALVE MODELS
 Resilient Seated Gate Valve
 Metal Seated Gate Valve
 Air Valve
 Ball Type Non Return Valve
 Y Strainer
 Knife Gate Valve
WAFER TYPE & DUAL PLATE CHECK VALVE
 Wafer Type Check Valve
 Dual Plate Check Valve

SOLOR SYSTEM
C.R.I. Solar Systems are easy-to-deploy in a shadow free space, in any remote locations,
village & rural areas, new construction sites where there is no grid power at all or with the
availability of limited grid power. Solar Power is also an alternate source of energy to power the
existing pumps & save millions of units from the grid in a clean, green and efficient way.
Applications
 Agricultural - Irrigation & Sprinklers
 Domestic & Municipal Supply
 Pressure Boosting Systems
 Civil, Industrial & Mining
 Fountains, Ponds & Gardens
 Small Farm
 Drinking Water Supply & RO Systems
1.4 BRANCHES
 Corporate Office - Coimbatore, Tamil Nadu.
 Global Branches – Brazil, China, Spain, Turkey, UAE, South Africa.
 Indian Branches – Tamil Nadu, Andhra Pradesh, West Bengal, Haryana, Gujarat,
Maharashtra, Karnataka, Orissa, Kerala, Uttar Pradesh, Madhya Pradesh, Rajasthan,
Punjab, New Delhi, Bihar, Chattisgarh, Jharkhand.
 Distributed globally over 120 countries across six continents.

1.5 UNIQUE FEATURES AND SIGNIFICANT FACTORS
OF SUCCESS OF C.R.I.
 More than 5 decades of engineering expertise.
 A formidable Global Player with 6000 products sold through 20000 outlets over 120
countries.
 One among the few leaders in the Industry to produce 100% stainless steel pumps.
 Total production area over 3 lakh square metre, fully equipped with state-of-the-art
machinery and adapting latest manufacturing processes and techniques.
 Products are with international quality certifications CE, UR, UL, TSE, NSF, INMETRO,
EIL, IBR, API, PED, ISI, ISO 9001, ISO 14001 and OHSAS 18001.
 Winner of EEPC (Engineering Export Promotion Council) India Award for 14 times.
 Winner of National Energy Conservation Award for 3 years.
 Strong R & D wing “Fludyn Advanced Technology Centre” recognized by Ministry of

Science & Technology, equipped with the latest development tools & softwares.
 Fully mechanized and automated Foundry with state-of-the-art technology.

2.1 ORGANISATIONAL STRUCTURE
It is a centralized organizational structure. All the decisions are taken by the M.D. The assembly
in-charge, winding in charge, packaging in charge, painting in charge report to the production
engineer. The MRS assistant, store-keeper (process store), store keeper (component store) report
to the store manager. Production engineer, stores manager, purchase manager, marketing
executive collect the details from the respective subordinates and then report to the unit head.
The unit head reports to the G.M. The marketing manager, HR manager, finance manager, G.M
report to the M.D.
Figure 2.1 : Organizational Structure of C.R.I

2.2 WORKFLOW STRUCTURE
Figure 2.2 : Workflow Structure of C.R.I
Whenever customer places the order to the marketing and sales department, Marketing and sales
department discuss with the general manager and then manager will approve the order. After the
approval manpower planning is done by the HR department and resource planning is done by the
Finance department. The necessary raw materials and design are given to the production
department and they start manufacturing the product. Sample from the manufactured products
are given to the Quality Control department and the quality of the product is checked and the
products are dispatched to the customer.

2.3 MERITS OF ORGANISATIONAL STRUCTURE
1. Uniformity in action is established throughout the organization because of central
administrative control. The same executive supervises the work and same type of office
equipment’s are used which ensure uniform performance of activities.
2. Centralization permits flexibility and adaptability of the organization to the changed
circumstances. Occasional pressure of extra clerical work is handled with the existing
staff.
3. Authority and responsibilities can be clearly defined and fixed.
4. Since the top managers are responsible for the end results, control shall become effective.
5. Improved quality of work is possible because of standardized procedure, better
supervision and use of improved- machinery.
2.4 DEMERITS OF ORGANISATIONAL STRUCTURE

1. Centralization results in delays in work as records are sent to and from the head office.
Employees rely on the information communicated to them from the top, and there will be
a loss in man-hours if there are delays in relaying the records.
2. There is no initiative in work because employees perform tasks conceptualized by top
executives. It limits their creativity and loyalty to the organization due to the rigidity of
the work.
3. The organization’s executives are under tremendous pressure to formulate decisions for
the organization, and they lack control over the implementation process. The failure of
executives to decentralize the decision-making process adds a lot of work to their desk.
4. Employees are merely implementers of decisions made at the higher level. Even when the
employees face difficulties in implementing some of the decisions, the executives will
not understand because they are only decision-makers and not implementers of the
decisions. The result of such actions is a decline in performance because the employees
lack the motivation to implement decisions taken by top-level managers without the input
of lower-level employees.
3.1 PURCHASE DEPARTMENT
Purchase Department is the most crucial area of the entire organization. They buy raw
materials, spare parts etc., which are required for the manufacturing of the products. It decides
the profitability of the company. The raw materials for the manufacturing of the pumps are
mostly produced by them and few are bought from the suppliers. There are nearly 100 suppliers
for raw materials. 70%-80% are local suppliers and 10% of it is imported. They ensure that all
goods and inventory needed to operate the business are ordered and kept in stock. It controls the
stock of the goods ordered. Their main aim is controlling inventory levels and building strong
relationship with the suppliers.
Role of the Purchase Department
 Supply sourcing
 Bidding
 Supplier management
 Cost control
 Legal controls
 Evaluating price
 Policy compliance
 Browsing materials
 Paper work and accounting
Process of the purchase department
 Market survey
 Requisitioning
 Approving
 Studying market
 Making purchase division
 Placing orders

 Receipting goods and service received
 Accounting goods and services
 Receiving invoices and making payment
 Credit notes in case of material defect
Figure 3.1 : Organization Chart of Purchase Department
3.2 STORES DEPARTMENT

The materials received are verified for quantity correctness, proper maintenance at the
godown. Depending upon the nature of the materials received, the material inward and receiving
inspection form is computer painted and issued to the QC personnel for the correctness of the
quality and dimensions.
The material inward and receiving inspection holds the name of the material, vendor
details, the purchase order placed, purchase document details. The items that are found defective
are sent back and rejected goods report is generated and it is forwarded to the purchase
department. If the material is not defective then it is stored for issue and its details are maintained
for future reference.

The operations are classified as:
 Receipt of materials
 Materials inward and receiving inspection
 Inspection by QC Engineer
 Storing of materials/purchase return and rejection goods
 Report
If the production department needs any material from store, they have to request for the materials
and based on the stock availability the materials are issued to the production by the store
personnel
Figure 3.2 : Organization Chart of Stores Department
3.3 PRODUCTION DEPARTMENT

The purpose of the production department is to convert the raw materials into finished
goods with high quality standards. In production department pumps are produced according to
the requirements given by the sales and the marketing departments. They follow “order based
production”. The average pumps produced is 750 per day. The raw materials for the
manufacturing of the pumps are mostly produced by them and few are bought from the suppliers.
There are nearly 100 suppliers for raw materials. 70%-80% are local suppliers and 10% of it is
imported.

CRI pumps have installed flexible manufacturing systems and a wide range of
configuration design platform that can be shared by the family of products. Each of the raw
material produced in different units are brought together for assembling. In assembling they
follow “Lean Manufacturing”. Lean Manufacturing reduces the wastes of production process and
creates a continuous flow in the entire process. They prefer the maximum utilization of the raw
materials.
The production department also sees that the machines and equipment’s are serviced at
the correct interval of time and properly maintained. Testing of the pumps is done in each stage
of the assembling. The overall testing of the pumps is also carried out in the same unit. The also
do the testing based on the feedback given by the customer and try o rectify those errors.
Endurance testing is done once in a month.
Production process
 Production Planning
 Quality Control
 Acquisition and Issue of materials
 Production
o Pressing
o Welding
o Winding
o Fitting
o Painting
 Stocking of finished goods

Figure 3.3 : Production Process
Figure 3.4 : Organization Chart of Production Department

3.4 FINANCE DEPARTMENT
Finance department is fully computerized and that enables fast recording, editing and
alternation of records. They are responsible for arranging finance and monitor the cash flow and
allocation of fund to each department of the company and they are responsible for controlling
over all cash flow.
The transaction are also accounted as per law in sales tax, income tax, central excise duty,
tax deducted at source and service tax etc., Training will be provided for new comers and
existing employees whenever required. It is also responsible for maintaining good relationship
with the dealers, customers, suppliers, government bodies and public etc.,
Functions of Finance department
 To increase necessary funds for the company business operation

 To arrange finance for each department of the company
 Prepare Budget for every year
 Take control measure in order to check the accounts
 Maximize the wealth of the company
 Preparing balance sheet of the company for every finance year.
Figure 3.5 : Organization Chart of Finance Department

3.5 MARKETING AND SALES DEPARTMENT
Marketing department plays a vital role in CRI pumps, it is responsible for promoting the
products, ideas and mission of the enterprise, finding new customers and reminding existing
customers. They do marketing with pamplets and advertisements. They do whole sale business.
Their main aim is to get new dealers. For the existing dealers the make sure that the target is
reached.
The marketing department of the company is organized as follows:
 Chief marketing Officer

 Marketing Director
 Marketing Manager
 Marketing Analyst
 Public Relation
 Creative service
 Marketing Coordinator
Chief marketing Officer
Chief Marketing officer is in charge of the marketing department and his responsibility is
making decision within the process of development of products and the sales of the company. He
is answerable to the director about the results of marketing.
Marketing Director
Marketing Director takes care of the projects and plans that are implemented. He assists
the chief marketing officer with his performance.
Marketing Manager
The marketing managers role is to implement the market strategies like advertisement,
choosing the medium of displaying the messages, which might include print media, television,

banners to hoarding, websites and social media marketing etc. A marketing manager is also
responsible for managing the other employees of the department.
Marketing Analyst
There are several marketing analyst in the company. They do research and analyze the
marketing strategies by finding the target.
Public Relation
The public relation officer takes charge of managing the reputation and goodwill of the
company (PRO). He uses media management and communication to build up the company
profile PRO works under marketing manager.
Creative Services
The company uses internet for marketing as it plays a major player it also benefits from
the social media experts (SME). This creative service offer takes care of the website page,
brochures, booklets replying mails etc.
Marketing Coordinator
Marketing Coordinator co-ordinates various section of the marketing department and

manage the advertising and marketing campaigns. He is also responsible for tracking sales data,
planning events preparing reports.

Figure 3.6 : Organization Chart of Marketing and Sales Department
3.6 ADMINSTRATIVE DEPARTMENT

The administrative officer takes the responsibility for marinating the day to day financial
accounting and personal services in order to meet the requirement support of the service
operations. The Vice President(VP) , Assistant Vice President(AVP),Managing Director(MD)
are the board of directors that is the administrative department. The Administrative officer acts
as the link between an organizations various departments and ensures the smooth flow of
information from one part to the other. They understand the company’s concept and work
efficiently .They enhance the office staff ability to manage and organize the company.
Main Activities
 Preparation of the budget
 Implement financial policies and procedures
 Reconcile the general ledger
 Prepare and reconcile general bank statement
 Establishes and maintain supplier accounts
 Ensure data is entered into the system
 Ensure transactions are properly recorded and feed to the database(ORACLE)
 Prepare balance sheets and assist with the annual audit

Monitory Activities
 Ensure the safeguarding of all municipal funds
 Issue code and authorize purchase orders
 Reconcile the accounts payable
 Reconcile the accounts receivable
 Reconcile weekly deposits
 Manage distribution of utilities bills and collection of accounts
Recording files and accurate payment

 Administer employment agreement
 Verify report on benefit payment
 Maintains leave management system
 Supervise completion of payroll
 Review payroll reports
4.7 QUALITY CONTROL DEPARTMENT

There are about 26 service units all over India. There are about 2 trained employees in
each of the service centers. They work for the satisfaction of the employees. Testing of the
pumps is done in each stage of the assembling. The overall testing of the pumps is also carried
out in the same unit. The also do the testing based on the feedback given by the customer and try
to rectify those errors. Endurance testing is done once in a month

Figure 3.7 : Organization Chart of Quality Control Department
4.8 HUMAN RESOURCE DEPARTMENT

The human resource department takes in charge of recruiting, training and dismissal of
employees in the organization. The also provide training for the new employees. There is no
bond for new joining employees. There are about four HR manager in each of the branch.
The resumes for the new employees are bought from the social links such as Nacori,
Monster and Indee. Based on the requirements of the employees the HR managers select the
employees.
HRD MEASURES
Recruitment, Selection and training
The company employees the labor by their experience and skills. They appoint labors
very rarely because only if an employee resigns his job, they look for a new employee.
Personal Administration

After appointing the employee the HR manager of the particular branch instructs the
employer personally and sees that he/she is comfortable with the company and co-workers.
Training and Development
Training programs are held by the human resources department to improve

the employee skills. The training centers are located at Hyderabad and Secundrabad.
Performance and Reward Management
The HR department also provides grades to the employees. Based on the grade level their
salary is allocated.
Talent Management
The manager rewards the worker by giving grades. He/she also improves the skills.
Succession and career planning

 Providing accommodation facility to employees
 Health care insurance
 Life insurance
 Disability insurance
 Voluntary accidental death
 Workers compensation
 Salary determination
 Leave/sick vacation, emergencies
Manpower Planning
The HR department thinks ahead and organizes the number of workers needed in future
.Failure to do this could lead to few or too many staffs.
Dismissal and Redundancy

The workers of the company, maximum does not resign from the company. The company
trains it employees according to the technological improvements.

Human resource management
Recruitment, selection and training
Personal administration
Training and development
Performance and reward management
Talent management
Succession and career planning
Labor relations
HR planning
Man power planning
Dismissal and Redundancy

Leave Policy
Annual Leave
The employee can take annual leave for vacation and personal reasons. . An employee
has a right to take annual leave, subject to the right of the supervisor to schedule the time at
which annual leave may be taken.
Sick Leave
Employee can take leave which can be taken during periods of sickness, to attend
doctor visits, or to care for family members.
Maternity Leave
Maternity leave called as parental or family leave, is the time a mother or father takes
off from work for the birth or adoption of a child.
Time in Lieu
Time-in-lieu will be granted to those employees who are required by their manager to
work outside of their normal job function. All time-in-lieu granted will be added to the
employee’s annual leave. The company will maintain time-in-lieu accounts which will record
time-in-lieu credits and debits.
Emergency Services Leave
If an employee needs to take temporary absence from work because of voluntary
emergency management activities then they must make a request to management for leave.
The total absence for such leave must be reasonable and must be agreed between the employee
and management.
Leave without pay
An application giving personal details, employment details, the amount of time and
the reason for the leave should be submitted by the employee.
Loan Policy
General loans policy
The company provides loans for general purpose such a marriage of self or own sisters,
accidents and emergencies such as accidents, hospitalization and death in the family. These loans
are provided to permanent employees who have completed 1 years of service.

Loans procedure
The employee has to fill a loan application form .The duly filled form is thereafter
forwarded to HR department. The HR Department verifies the eligibility amount and
forwards the application to Vice President for approval. The sanction / rejection of loan is
finally at the discretion of the Vice President. After the loan is sanctioned, an advice is
given by HR to Finance to process the payment.
Working Time Policy

Working hours
The normal working time for all employees is Monday to Saturday. The prescribed
working hours are from 9.00 a.m. to 05.30 p.m. for women and from 9.00 a.m. to 6.00 p.m.
for men
Employee code number
Whenever an employee joins the organizations a trainee; probation; permanent he / she is
allotted a code number which shall be referred in all the official transactions in addition to his
name.
Attendance Register
Employees are required to punch time card shall get cards punched in the time clock at
the time of reporting for duty and at the time of leaving duty.
Employee Communication Policy

 Internal Magazine
 Notice Boards
 Bulletin Board
 Web Mail
 Board Meetings
 Suggestion Box
 Procedure for Handling Complaints

5.1 SWOT ANALYSIS
SWOT is an acronym for strength, Weakness, Opportunities and Threats. It is a part of
strategic business process. SWOT analysis is broken into two parts because of the different
nature of information. These parts of environmental analysis are for identifying opportunities,
strength, corporate appraisal and weakness.
STRENGTH:
C R I always sets the benchmark when it comes to quality and performance and it never
compromises its quality and performance. It is one among the few leaders in the industry to
produce 100% stainless steel pumps.
Good infrastructure - The Infrastructure of C.R.I. is covered area of 300,000 square

metres that is pretty comprehensive with state-of-the-art machineries and a high potential R&D
wing, all inside its own. The production environment is accredited with ISO 9001 & 14001
Certification. The R&D team always stays in tune with the changing scenario and seldom fails in
coming up with outstanding solutions every time.
Behind this renowned growth lies the determined, innovative, enthusiastic and dedicated
team work who flawlessly maintained value system too. They have well-organized
manufacturing units and well-equipped quality system. They also inter and intra department
communications are effective. With the help of expertized manpower, they manufacture wide
range of products.
WEAKNESS:
They have less man power so that they are unable to produce more products and
assembling the pumps is manually done so many people are needed to do that work. They have
less safety measures for workers while producing the raw materials for the production of the
pumps.

OPPURTUNITIES:
The company is diversifying into new product lines such as wires, cables, etc., They can
use few latest technologies so that they can increase the production rate and satisfy the customer
needs even faster. R&D has more than 100 engineers so that they can work on new technologies
and provide new variety of products.
THREATS:
Existing players in the market are giving high competition to them. In future man power
may reduce, if the process of assembling the pumps is not automated, then and that becomes the
major threat.

5.1 KEY RESULTS AREA OF THE ORGANIZATION
The following are the key result areas that the organization as a whole focuses upon.
PROFIT: The net profit or surplus before tax planning efforts, produced by the efficient
operation and effective administration of your enterprise. 
SALES/INCOME/REVENUE: The gross or top line billing/invoicing produced by all
operational activities of your enterprise. 
COMMUNITY IMAGE: The way your organization is perceived by the social, vendor,
customer and employee communities - Stakeholder perceptions. 
CUSTOMER/CLIENT SATISFACTION: The policies, procedures and values that determine
how your people provide service, and to what degree your customers/clients' needs will be
satisfied. 
PHYSICAL ENVIRONMENT (PLACE): The physical space, layout, ambiance, tools and
equipment that your people work in and with. 
PEOPLE: The number, positions, qualifications, pay scales, benefits and training/development
needs of your people at all levels. How you compensate them, how you recruit, hire, appraise
performance, promote and transfer, your organization's policies & structure. 
DIVERSIFICATION: The identification/creation/acquisition of new products, services,
geographic & demographic markets to ensure your organization's continued competitive
viability. 
SYSTEMS, PROCEDURES & TECHNOLOGY: The methods, principles and technologies
used, the "way the company does things," to ensure the best use of human, financial and
equipment resources to generate profit and satisfy your customers. 
KRA of HR department

Recruitment/ Selection 

Workforce Planning 

Diversity Management 

Performance Management 


Reward Management 

Workplace Management 

Industrial Relations 

Safety And Health Workplace 

Building Capabilities And Organization Learning 
KRA of Research & Development Department


Plan and estimate development activities. Hold reviews to validate designs & analysis. 

Working out on budget 

Cost analysis 

Minimize purchasing costs 

New Product development & Testing. 

Value engineering & innovative solutions 

Analysis of customer requirements. 

Coordinate with the factory and suppliers for product development. 

Preparation of SOP’s. Authorize all documents for development of new product.
Preparation of technical documentation and resolve product problems. 

Define specifications of all the instruments & research materials for conducting the
experiments. 

Evaluate competitors offerings technically & commercially. 
KRA of Production Department

Good working conditions 

Product development 

Preventive maintenance 

Delivery management 

Minimize downtime and meet annual production target as per expected cycle time 

Resource utilization 

Maximizing quality of product, efficiency of production and maximize production rates 

Maximize plant efficiency through teamwork and innovation 


Operational costs 

Minimize the scrap level/wastage reduction 

Control overhead expenditure 

Stock control 

Reduction in operating costs 

Minimize the inventory levels 

Implementation of quality control programs 

Apply newer management techniques such as ISO, TQM, Six Sigma, etc. 

Application and acceptance of new technology 

Shop floor improvements 

Productivity: Improvement of process 

Record Keeping 

Customer Satisfaction 
KRA of Finance and Accounting Department

Credit referencing 

Management information 

Capital expenditure 

Security 

Financial analysis 

Cost control 

Internal audit 

Regulatory reporting 

Credit control 

Financial records 

Cashflow forecasting 

Budgeting 

Costing 

Sales 

New business acquisition 

KRA of Sales Department

New business acquisition 

Territory management 

Customer care 

Lead generation 

Lead follow up (internal and external) 

Account management 

Customer retention 

Interpersonal skills 

Negotiating skills 

Product knowledge 

Sales forecasting 
KRA of Manufacturing Department

Stock control 

Maintenance 

Labour relations 

Waste management 

Reworks 

Productivity 

Health and Safety 

Quality control 

Record keeping 
KRA of Marketing Department

Advertising 

Promotional strategy 

Hold/ Participate in events 

Pricing 

Market research 

Field support 


Marketing materials 

Media relations 

Sales support 

Agency relations

Strategize Marketing Mediums
KRA of the Marketing Trainer


Design of solutions 

Delivery of solutions 

Evaluation of solutions 

Budgets 

Client satisfaction 

Innovation 
KRA of the Human Resource Specialist

Staffing 

Employee relations 

Employee development 

Compensation planning and administration 

Policy development 

Benefits administration 

Career development 

Statutory compliance 

Human Resource information systems 
KRA of General Manager or Senior Executive

Internal operations 

Market development 

Profitability 

Organisational structure 

Organisational vision and mission 


Asset and liability management 

Board of directors relationship 

Productivity 

Financial strategy 

Business development 

Technology 

Customer satisfaction 

Community relations 

Regulatory compliance
KRA of Administrative Executives

Correspondence 

Filing 

Records management 

Administrative support 

Internal customer relations 

Equipment maintenance 

Forms administration 

Scheduling 

Supply maintenance and purchasing 

Telephone coverage 

Project support 

5.2 PRODUCT PROMOTIONAL MEASURES
The aim of promotion is to increase awareness, create interest, generate sales or
create brand loyalty.
There are three objectives of promotion.
They are:
1. To present information to consumers and others.

2. To increase demand.
3. To differentiate a product.
The promotional measures that they undertake are
 Print Media(pamplets).
 Television.
 Banners to Hoarding.
 Websites.
 Social Media Marketing .
 Advertising.
 Public Relations or Publicity.


6.1 FINDINGS AND RECOMMENDATION
Comparatively low degree of promotional policies
The distribution of C RI pumps is done only through middlemen distributors and not to
direct retailers. Though certain incentives are given to the distributors to push the shelf
space and space allocations, the company have not introduced sales promotional offers uptil
now. I believe, introducing sales promotional offers (seasonal/ non – seasonal) can induce
bulk buying and impulse buying of products.
Poor performance appraisal programs
Better performance appraisals will act as a motivator to the employees thus
increasing productivity to a large share
Weak training methods
Training measures could be strengthened and proper training has to be given to all
recruits. Training areas should cover functional responsibilities, effective communication,
social media management, grooming and personal development.
Weak online presence
Marketing through online plays a good role in spreading the brand name over a large
crowd in short time. Online reputation management and social media monitoring are other
areas that the company should focus upon. The social media presence (Face book, twitter
etc.) of C R I is poor and non-interactive and their corporate and promotional ads have very
low hits in sites like YouTube.
6.2 FUTURE PLANS

C.R.I. sewage & drainage pumps are their current project which is perfectly powered by
motor. It designed to deliver optimal performance and to with stand vagaries of weather and
power fluctuation.
They want to increase their turnover to 5000 crores by 2025 and they are working for it
very hardly.

REFERENCES
http://in.crigroups.com/


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1.

1 HISTORY OF THE ORGANIZATION

1.2 VISION, MISSION AND VALUES

To be the industry Leader providing best – in – class fluid management solutions to

List of products manufactured in C.R.I are

CHRIST DEEMED TO BE UNIVERSITY

BUILDING AND COMMERCIAL SERVICES

CHRIST DEEMED TO BE UNIVERSITY

CHRIST DEEMED TO BE UNIVERSITY

WIRES & CABLES

CHRIST DEEMED TO BE UNIVERSITY

CHRIST DEEMED TO BE UNIVERSITY

CHRIST DEEMED TO BE UNIVERSITY

 Winner of National Energy Conservation Award for 3 years.

 Strong R & D wing “Fludyn Advanced Technology Centre” recognized by Ministry of

 Fully mechanized and automated Foundry with state-of-the-art technology.

CHRIST DEEMED TO BE UNIVERSITY

Figure 2.1 : Organizational Structure of C.R.I

CHRIST DEEMED TO BE UNIVERSITY

Figure 2.2 : Workflow Structure of C.R.I

CHRIST DEEMED TO BE UNIVERSITY

2.4 DEMERITS OF ORGANISATIONAL STRUCTURE

Role of the Purchase Department

Process of the purchase department

CHRIST DEEMED TO BE UNIVERSITY

Figure 3.1 : Organization Chart of Purchase Department

3.2 STORES DEPARTMENT

CHRIST DEEMED TO BE UNIVERSITY

Figure 3.2 : Organization Chart of Stores Department

3.3 PRODUCTION DEPARTMENT

CHRIST DEEMED TO BE UNIVERSITY

CHRIST DEEMED TO BE UNIVERSITY

Figure 3.4 : Organization Chart of Production Department

CHRIST DEEMED TO BE UNIVERSITY

Functions of Finance department

 To increase necessary funds for the company business operation

Figure 3.5 : Organization Chart of Finance Department

The marketing department of the company is organized as follows:

 Chief marketing Officer

Chief marketing Officer

CHRIST DEEMED TO BE UNIVERSITY

Marketing Coordinator co-ordinates various section of the marketing department and

CHRIST DEEMED TO BE UNIVERSITY

3.6 ADMINSTRATIVE DEPARTMENT

CHRIST DEEMED TO BE UNIVERSITY

Recording files and accurate payment

4.7 QUALITY CONTROL DEPARTMENT

CHRIST DEEMED TO BE UNIVERSITY

4.8 HUMAN RESOURCE DEPARTMENT

Recruitment, Selection and training

CHRIST DEEMED TO BE UNIVERSITY

Training and Development

Training programs are held by the human resources department to improve

Performance and Reward Management

Succession and career planning

Dismissal and Redundancy

CHRIST DEEMED TO BE UNIVERSITY

Recruitment, selection and training

Training and development

Performance and reward management

Succession and career planning

Man power planning