SCHNEIDER ELECTRIC INDIA PRIVATE LIMITED

INTERNSHIP REPORT

(16/09/2019 – 26/10/2019)

DEPARTMENT OF PUBLIC HEALTH

MASTERS OF SOCIAL WORK

Human Resources

SUBMITTED BY:

Merwyn Fernandes (182801015)

SUBMITTED TO:

Alric Dsouza
Assistant Processor
Masters of Social Work
Manipal Academy of higher education

[1]
Disclosure by Internship Supervisor

This is to confirm that I have read the report and the information enclosed is correct and contains
no confidential information.

Company: Schneider Electric India Private Ltd

Supervisor’s name:
Supervisor’s Signature:
Date:

[2]
Acknowledgement
I am very thankful to the human resource Department for giving me the opportunity to
undertake my internship training at their prestigious Schneider Electric Private Limited. It was a
good learning experience for me to have worked at this site.
I would like to convey my heartiest thanks to Ms. Zaira naim, I would also like to give
my heart-felt thanks to Mr. Venkatesh, who heartily welcomed me for internship, Ms. Kalyani
who guided and encouraged me all through the internship training and imparted in-depth
knowledge of the program, Mr. Prakasha, Hr. Plant Head.
I would like to thank all the department heads of Schneider Electric, for giving their
precious time and valuable guidance during my internship program.
I am extremely thankful to Dr. Lena Ashok, Head of Department, Alric Dsouza (associate
professor) and Ida Dsouza (Associate professor) Masters of social work , MAHE, Manipal for
providing me facility to work in, without which this work would not have been possible.
Last but not the least, I would like to thank all the staff of Schneider family, for being
helpful during this internship training.

[3]
[4]
Preface/Abstract

Every student of Masters of social work (Hr. specialization), has an essential requirement
to do 40 days of internship in any of the well reputed organization. The purpose of this program
is to acquaint the students with practical applications of theoretical concepts taught to them
during conduct of their course.

Really, it was a nice opportunity to have a close comparison of theoretical concept in

practical field. This report may depict deficiencies on my part but still it is an output of a
student’s efforts, for which I beg pardon.

The output of my analysis is summarized in a shape of internship, the contents of the

report shows the detail of sequence of these.

[5]
INDEX

Acknowledge………………………………………………………………. 3
Preface ……………………………………………………………………...5
Introduction ………………………………………………………………...7
Schneider Electric India Private Limited………………………………….13
Departments in Schneider Electric……………………………………….. 28
Production department ……………………………………………………29
Testing department ………………………………………………………..32
Quality department ………………………………………………………..34
Human Resource department ……………………………………………..36
Platform department……………………………………………………….87
Manufacturing department………………………………………………...88
Supply Chain Performance…………………………………………….. ....90
Operational Excellence…………………………………………………….90
Digital Idea and SIM System…………………………………………........92
Comparison between Idea system and DISS system…………………........97
Flow chart of DISS ………………………………………………………..98
Flow chart of old Idea system……………………………………….. …....99
CSR…………………………………………………………………….....100
Skills and techniques learned during internship………………………......110
Role of intern during internship…………………………………………...111
Conclusion……………………………………….. ………………………111

[6]
 Introduction

 Beginnings 19th century

The Schneider brothers invest in the Creusot foundries and become major players in the steel and
machinery industries. Schneider & Cie soon enters the emerging electricity market.

 Reconstruction Early 20th century

After two world wars, our company emerges as a diversified business that quickly expands into
new markets, including construction and electricity.

 Evolution Late 20th century

The Schneider Group grows through strategic acquisitions and focuses on the electricity
industry, energy management and innovative technologies.

[7]
 Today 21st century

With a unique portfolio of connected technologies: connected products, edge control and apps,
analytics and services, we are the global specialist in energy management and automation.

Milestone dates

 1836

The Schneider brothers acquire mines and forges at Le Creusot, France. Two years later they
create Schneider & Cie.

 1891

The company expands into Germany and Eastern Europe via the European Industrial and
Financial Union (EIFU).

 1949

In-depth restructuring takes place after World War II, led by Charles Schneider.

[8]
 1975

The Schneider Group acquires an interest in Merlin Gerin, one of the leaders in electrical
distribution equipment.

 1981-1997

The company withdraws from the steel and shipbuilding industries to focus mainly on electricity
through strategic acquisitions.

 1999

The Group develops Installation, Systems and Control with the acquisition of Lexel and adopts
its current name.

 2000-2009

Period of organic growth and acquisitions in new market segments: UPS, movement control,
building automation and security.

 2010-present

Schneider Electric further reinforces its position in software, critical power and smart grid
applications.

History of the brand

 APC

Leader in single-phase UPS and critical power protection systems, acquired in 2007

 Clipsal

Founded in 1920 in Australia, this electrical accessory product brand was acquired in
2004

 Feller

[9]
 Founded in 1909, this Swiss company was acquired by Schneider Electric in 1992

 Foxboro

The Foxboro brand was acquired by Schneider Electric in January 2014

 Invensys

A global technology company with three business segments, acquired in 2014

 Merlin Gerin

Acquired In 1992, the brand's products, solutions and services were added to our electrical
distribution offering in 2009

 Merten

A pioneer in solutions for intelligent buildings, acquired in 2006

 Pelco

A leader in the video and security industry, a part of our Buildings business since 2008

 Square D

In 1991 we acquired Square D, an innovative company in the electricity and automation

management markets

 TAC

We acquired TAC in 2003, and TAC's offering was migrated to the Schneider Electric
brand in 2009

 Telemecanique

A leader in industrial automation and control, acquired by Schneider Group in 1988

 Telvent

A global IT solutions and information services provider, acquired in September 2014

 Triconex

The Triconex brand was acquired by Schneider Electric in January 2014

[10]
Schneider Electric India Pvt. Ltd (SEI)

A 100% subsidiary of Schneider Electric Industries SAS, is one of the top three energy
management companies in India and offers integrated solutions across multiple market
segments, including leadership positions in Utilities & Infrastructure, Industries &
Machines Manufacturers, Nonresidential Building, and Data Centres & Networks and
in Residential areas.

 Completing 50 years presence in India with rapid expansion over the last 12 years, the company
prides itself for its unique vision, progressive management and above all, its exemplary quality.
Schneider Electric helps in improving the bottom line while consuming less energy and without a
power outage which is done by providing solutions that make energy safe, reliable, efficient and
productive from plant to plug.

Safe: protecting you, your customers, your business

Electrical energy is the core to keeping business functioning. With Schneider Electric’s many
years of experience in Power & Control, they help to make energy use safer and help businesses
protect their people, their assets and their business.

Reliable: uninterrupted, ultrapure power at all time

Business cannot tolerate the slightest fluctuation in current quality — not to mention a highly
damaging and costly power outage. Schneider Electric can assist in providing ultra-secure power
for critical applications.

Efficient: up to 30% energy savings is now available

They provide energy efficiency solutions that deliver significant savings and optimise total cost
of ownership.

Productive: simplicity and peace of mind

They enhance automation and connectivity everywhere by making it simpler to run many aspects
of your business.

The company operates with the following Vision and Mission

[11]
Mission:
Provide Access To Electric Power To Rural India With Deficient Grid Supply Through
Renewable Energy With Sustainable Inclusive Means

Vission

• To see a world where innovative individuals use collaborative solutions to make the most of
their energy, while using less of our common planet

• To enable people to experience and transform efficiency where they live and where they work,
from home to enterprise grid.

• To move towards an active energy management architecture from Plant to Plug through
EcoStruxure, because integration is the key to efficiency MISSION

To help people change their lives through ‘Access to Energy’.

EMPLOYEE STRENGTH & GEOGRAPHIC SPREAD

Schneider Electric has more than 19,000 employees working in India among which more than
1700 work in Research and Development. They have 31 global manufacturing plants located in
India.

CORPORATE STRUCTURE

Schneider Electric is a fortune 500 companies headquartered in France, a global specialist in

energy management providing an integrated approach through the solutions across multiple
market segments, including leadership positions in utilities & infrastructures, industries &
machine manufacturers, residential and non-residential buildings, data centres & networks,
focused on making energy safe, reliable, efficient, productive and green. They are into
manufacturing products for electrical distribution, electric lighting systems and energy
optimization.

Schneider Electric India Private Limited is a 100% subsidiary of Schneider Electric Industries
(SAS). Schneider Electric India headquartered in Gurgaon, has its presence across India through
its Sales Offices, Manufacturing plants, Logistics Centres and Resident Engineers.
[12]
Management Team

- Anil Chaudhry: Managing Director & Zone President

- Abid Makani: Country President, Sri Lanka & Bangladesh

- Bruno Dercle: Vice President & Managing Director, Power Systems

- Rachna Mukherjee: Vice President & Country Partner, Human Resource

- Sugata Sircar: CFO & Country Finance Partner, Greater India

- Bidisha Nagaraj: Vice President, Marketing

- Rajat Kishore: Vice President, Process Automation

- Shrinivas Chebbi: President, Power Products

- Vipul Sabharwal: MD- Luminous, Power Technologies

- Venkat Garimella: Vice President, S&A, CTM, EE, A2E & CSR

- Venkatraman Swaminatha: Vice President, Secure Power

- Meenu Singhal: Vice President, Industry Business

[13]
 - Manish Khandelwal: Vice President, National Sales

- Sudhir Puthran: Vice President, Mutualised Field Services

- Kasargod Srinivas Shanbhogue: Vice President, Home and Distribution

- Javed Ahmad: SVP GSC-India, Middle East & Africa, Global Supply Chain & Safety

- Sreenivasa Reddy: Vice President, IPO (APAC & MEA REGION)

- Arindam SEN: CIO, International Operations, Cloud and Connectivity

- Premraj Krishnakutty: Vice President, R & D

- Sanjay Sudhakaran: Vice President, Digital Energy

 Awards and Rankings

 Achievements

Schneider Electric CMO, Chris Leong, named one of Forbes World’s Most Influential CMOs,
speaks about supporting our customers to become fully digitized.

 2018

[14]
 India's Zinnov NextGen Employee Experience Award, 2018
- Exclusively focusing on R&D and Digital Global In-house Centres (GIC), the award recognizes
Schneider Electric India for having successfully enabled access to platforms and practices that
provide seamless and engaging experience for employees, thereby boosting productivity and
morale.

India's Gender Equality in Workplace Award, 2018

- Ask Insights and Business World have recognized Schneider Electric India for its strong long-
standing focus and multidimensional approach to diversity and inclusion.

Schneider Electric India wins the Golden Peacock Award for Sustainability 2018
- Schneider Electric has been recognized by the Institute of Directors (IoD) for its best-in-class
sustainability efforts in India and has been adorned the Golden Peacock Award for Sustainability
2018.

Best in Benefits for Working Parents

- To recognize progressive companies that are designing work-parent-friendly initiatives that
ensure productivity and inclusiveness.

Best French Group in India

- “Best French Group in India” award by IFCCI – CII France – INDE.

Zinnov NextGen Employee Experience Award

- Schneider Electric India wins the prestigious Zinnov NextGen Employee Experience Award
acknowledges the innovative use of technology tools for enhancing talent engagement at
Schneider Electric

 2017

February 2017
- Rachna Mukherjee, Country Partner - VP HR, Greater India, awarded as the “Most Influential
HR Tech Leader” by World HRD Congress at HR TECH Awards 2017 and Lipika Verma,
[15]
 Director Rewards, Greater India, won the award for "Global C&B Leadership Award” by World
HRD Congress at 7th Compensation & Benefits Rewards Summit.

 2016

November 2016 
- Schneider Electric India picked the prestigious Parivartan Sustainability Leadership Award,
fourth year in a row, at an Awards ceremony held in New Delhi on November 24, 2016. The
occasion was a part of 6th Annual Summit of Sustainable Business Leadership Forum.

The award recognizes large corporates, emerging innovators and individuals leading the charge
in the sustainability space. Aalok A Deshmukh, General Manager and Head – Energy Efficiency,
received the award on behalf of Schneider Electric India.

- We are honoured to win the prestigious IT Pride of Karnataka 2015-16 Award under the
Electronic Hardware Exports category, consecutively for the 11th time.

September 2016 
- We’re honored to receive the Silver Award for Excellence in Innovative Use of HR
Technology and the Bronze Award for Excellence in Workplace Wellbeing at the Asia Pacific
HR Excellence Awards at Singapore.
The recognition, presented by Human Resources magazine, is Asia’s most respected awards
celebrating excellence in human capital strategy and execution.

August 2016 
- Schneider Electric India, Chennai Plant has won a ‘Gold Medal’ and the ‘First Runner-up’ title
in National Awards for Manufacturing Competitiveness (NAMC) 2015-16 conducted by
International Research Institute for Manufacturing (IRIM). Mr. Ravindra Bharadwaj, Plant
Director, GSC Chennai received the award along with the Plant Management team.

[16]
 April 2016
- Anil Chaudhry, Managing Director & Country President, Schneider Electric India receives the
highest French civilian award, Legion of Honour at a ceremony held at the ambassador’s
residence on April 18, 2016. 

January 2016
- Digilink won "The Most Popular Vendor-Networking (Passive)" award in the IT North East
CompuVAR Channel Awards at Guwahati.

- APC by Schneider Electric received the CIO CHOICE 2016 Honor & Recognition Title in the
Data Centre Infrastructure Management (Large Enterprise category).

 2015

October 2015
- Schneider Electric India IT Business received the Gold Award at The Economic Times India
Manufacturing Excellence Assessment conducted by Frost & Sullivan.

September 2015
- Schneider Electric India won two Golden Star Six Sigma Awards for 2015 in Best Customer
Service Result and Supply Chain Technology Award categories by the World Quality Congress
& Awards at Vivanta by Taj in Bangalore.

August 2015
- Schneider Electric Receives Make In India Award for Energy Saving Solutions 2015 at a grand
award ceremony at Gandhinagar. 

- Schneider Electric gets gold @ National Awards for Manufacturing Competitiveness

- Schneider Electric India foundation wins 5th Asia Best CSR Practices Award in the category

[17]
 ‘Support & Improvement in the Quality of Education’ at Pan Pacific Marina Square Singapore

- Gaurav Burman (Director- Field Marketing, India) honoured with 6th CMO Asia Awards for
Excellence in Branding & Marketing at Pan Pacific, Marina Square, Singapore.

July 2015
- SEI ITBU Sweeps Six Awards at World Quality Congress 2015 

- Schneider Electric India has been awarded the ‘Best Overall Excellence in CSR’ award under
the National Awards for Excellence in CSR and Sustainability conducted by World CSR
Congress at Taj Land’s End Mumbai.  

- Schneider Electric India won First Runner UP award in the Case Study Competition organized
as part of 2nd CSR SUMMIT 2015 under the aegis of NHRD Network. 

- Schneider Electric India received the Innovation Potential to Solve Large Scale Problems
award by the Zinnov organization at Bangalore

April 2015
- Schneider Electric India has won the ‘Bronze prize’ at the Pro-face Brand Award 2014

January 2015
- APC by Schneider Electric won CIO CHOICE 2014 award under the 4 categories : DC
Cooling, DCIM, Enclosure Systems, DC Power (UPS)

ONS

 Building a sustainability strategy strong sustainability strategy begins with reliable data.

Chief Strategy Officer Emmanuel Lagarrigue, explains how we harness connectivity to empower
our own sustainability efforts and those of our customers. Hear how the company is taking an
ambitious approach to renewable energy, delivering sustainable solutions to those in need, and
striving for a carbon-neutral supply chain.

[18]
 Schneider Sustainability ImpactSince 2005, we have measured our sustainable
development progress. Chief Marketing Officer Chris Leong shares the company’s results from
2017 and how the barometer has been reimagined for 2018-2020 as the Schneider Sustainability
Impact with even more ambitious goals that will continue to help our and our customers’
operations become more sustainable. Sustainable Development Goals

Schneider Electric aligns with the United Nation’s Sustainable Development Goals (SDGs), a
universal call to action to end poverty, protect the planet, and ensure that all people enjoy peace
and prosperity by 2030. We’re committed to accomplish the 17 SDGs through our core business
and five sustainability megatrends: Climate, Circular Economy, Ethics, Health & Equity, and
Development.

Sustainability at the heart of our strategy

Our mission is to help businesses achieve the energy challenge - keep global warming under a
2°C limit - while achieving better operational efficiency. We put ethics and responsibility at the
center of our interactions with our customers, partners and suppliers; with our employees and the
communities where we operate. We want to be a corporate citizen a responsible employer. In
new economies, we foster solutions to provide reliable energy to the 1.3 billion people that do
not have access to energy. In mature economies, we address the hundreds of…

 Sustainability performance

Follow Schneider Electric's sustainability performance quarter by quarter

 Diversity & Inclusion

Diversity is our heritage and our future. Be part of it!

 Access to Energy

Schneider Electric addresses this challenge through the Access to Energy programme

 Environment

Schneider Electric commits to protecting the environment and health

 Fuel poverty

Engagements to tackle the energy gap all around the world

 Schneider Electric Foundation

[19]
The Schneider Electric Foundation’s aim is to contribute to the development of people and
societies

Climate

80% renewable electricity

10% CO2 efficiency in transportation

100 million metric tons of CO2 avoided on our customers’ end through our offers

25% increase in turnover for our EcoStruxure Energy & Sustainability Services

75% of sales under our new Green Premium™ program

200 sites labeled toward zero waste to landfill

100% cardboard and pallets for transport packing from recycled or certified sources

100,000 metric tons of avoided primary resource consumption through ecoFit™, recycling, and
take-back programs

Circular Economy

Health & Equity

70% scored in our Employee Engagement Index

1 medical incident per million hours worked

90% of employees have access to a comprehensive well-being at work program

100% of employees are working in countries that have fully deployed our Family Leave policy

[20]
 100% of workers received 12 hours of learning in the year with 30% digital learning

90% of white collar workers have an individual development plan

95% of employees are working in a country with commitment and process in place to achieve
gender pay equity

5 pts / 100 increase in average score of ISO 26000 assessment for our strategic suppliers

300 suppliers under Human Rights & Environment vigilance received specific on-site
assessment

100% of sales, procurement, and finance employees trained every year on anti-corruption

Ethics

Development

 x4 turnover of our Access to Energy program

350,000 underprivileged people trained in energy management
12,000 volunteering days thanks to our VolunteerIn global platform

 Energy and sustainability for worldwide growth

 At Schneider Electric, we care about the many places where we have a corporate
presence. This means playing an active role serving markets that consume 70% of the
world’s energy demand, but also bringing economic and sustainable development to
some of the most remote, off-grid communities around the world.

 We help clients become more sustainable.

Discover how Schneider Electric provides innovation At Every Level to help AEG meet their
sustainability goals.

[21]
 Achieving long-term goals

“The ability to boil everything down to numbers enables us to communicate back to executive staff
on how we are making progress — what gets measured, gets done.” 
Ron Voglewede, Global Sustainability Director, Whirlpool Corporation

 One label, many advantages: The story of Green Premium

Our Green Premium ecolabel brings complete environmental information to everyone, from
homeowners, building managers, and architects, to our distributors and OEM partners.

Are you ready for the New Energy Future?

What are the barriers to achieving energy and sustainability goals? Find out in this GreenBiz survey
of corporate energy and sustainability programs.

Digitization as a sustainability enabler

Technology, digitization and the IoT are helping organizations set and achieve their most ambitious
sustainability goals, see how in the first of our 4-part series.

Business resiliency through increased circularity

We remain committed to our environment and utilizing the world’s natural resources responsibly.
Learn how a circular business model can help maximize resource efficiency and attain long-term
sustainability.

Optimise through digital transformation

 Up to 80%Engineering costs and time

 Up to 75%Maintenance cost
 Up to 50%Carbon footprint

 EcoStruxure Innovation at Every Level

[22]
 EcoStruxure is Schneider Electric's IoT-enabled, plug-and-play, open, interoperable architecture
and platform, in Homes, Buildings, Data Centres, Infrastructure and Industries. Innovation at
Every Level from Connected Products to Edge Control and Apps, Analytics and Services.

Featured resources

 Mainfreight

See how scalable data centres connect a global logistics giant from the core to the edge.

 Saint Gobain

One of the largest construction material manufacturers in the world improves its energy usage and
cuts costs with EcoStruxure solutions.

 Lidl Finland

A new, state-of-the-art logistics centre in Finland uses EcoStruxure to boost sustainability and cut
costs.

 Yili Group

Using EcoStruxure Plant, China's leading dairy digitises their production and becomes a model of
energy savings.

Facts about EcoStruxure

 20,000+Developers and system integrators

 650,000+Service providers and partners
 480,000Sites deployed

Specialized in:
 Designing of PCBA’s, low voltage products.
 Manufacturing of PCBA’s, Drives, PV boxes, Circuit Breakers, Switches, Protection
Relays, Fuses, Motor Stators.
 Production of UPS, Solar Products, instruments for medical applications.

Capabilities and Capacities:

[23]
 Mechanical, Structural and Electrical experts can custom fabricate E-Houses to offer
“Plug and Play” solution, simplifying the installation process and complying with local
regulations and standards which includes safety and quality, save time, better usage of space and
reduction of costs.
Planning and optimizing utilization of actual power, cooling and rack capacities via
shared data center model, enabling efficient equipment and provisioning and right-sizing of data
center.

Schneider Electric India Private Limited

· Schneider Electric is leading the Digital Transformation of Energy Management and

Automation in Homes, Buildings, Data Centers, Infrastructure and Industries.

With global presence in over 100 countries, Schneider is the undisputable leader in Power
Management – Medium Voltage, Low Voltage and Secure Power, and in Automation Systems.

We provide integrated efficiency solutions, combining energy, automation and software.

In our global Ecosystem, we collaborate with the largest Partner, Integrator and Developer
Community on our Open Platform to deliver real-time control and operational efficiency.

In India, Schneider Electric is present for over 50 years, with rapid expansion in the last 10 years.

At present it has over 20,000 employees, including 1500 R&D engineers, 24 manufacturing
plants, over 61,000 points of sale and a direct presence in over 130 cities & towns in India.

We believe that great people and partners make Schneider a great company and that our
commitment to Innovation, Diversity and Sustainability ensures that Life Is On everywhere, for
everyone and at every moment.

Core values
[24]
 Embrace
Customer first Dare to disrupt difference Act like owners Learn everyday

At a Glance

 1836 founded Safety first – emergency assembly are

 Personal protection equipment – hard hat
 180+ years of history
 Global specialist in energy management & solution
 Acquired apc, mesbin geren
 142000 employees
 5 R&D hubs
 Euro 24.76 billion
 At pay at par – same pay-out
 32 plants – Neraluru ones being a part of that

Schneider India private limited (SEIPL) Banglore

 Bangalore – Jigani. APC, DPW, ETO

 Meher capacitor bought by schinder in 2011
 The plant came into being in 2013

[25]
 Meher
Capacitor

Schneider Electric
Digilink SEPFC
Attibele

SEPM

SEIPL Banglore = Meher Capacitors Banglore + Digilink Goa + SPEFC + SEPM ( Electronic
city Banglore)

Products

Capacitor
Defiling product
Power Meter
AFFC panel

[26]
Departments in Schneider Electric Private Limited

 Production Department
 Testing Department
 Quality Department
 Platform Department
 Manufacturing Department
 Purchase Department
 Planning Department
 Equipment Department
 Design Department
 Supply Chain Management
 Supply Chain Performance
 Inventory Department
 Ware House
 Safety department
 Methods and maintenance department
 HR department
 Finance department
 Hospital facilities – Springfield hospital

[27]
 Production Department

 Production is the functional area responsible for turning inputs into finished outputs
through a series of production process.

 Production manager is responsible for making sure that raw materials are provided and
made into finished goods efficiently.

Products

Low voltage
Low voltage Varplus can
Varplus can Easy
Easy can
can
capacitor
capacitor

Panel
Panel Network
Network
Varplus box
Varplus box automated
automated connectivity
connectivity
power (apfc)
power (apfc) product
product

Copper patch
Copper patch Copper patch
Copper patch Fiber patch
Fiber patch
cord
cord panel
panel cord
cord

Power
Power meters
meters
(14-15 variants
(14-15 variants
Fiber patch
Fiber patch –– energy
panel energy
panel meter)
meter)

Major Customers
[28]
Market

Market

India
15%

export
85%

export India

PFC
[29]
 Energy meters
 Capacitors manufacturing
 Network connectivity cables
 RJ fs keystone jack
 Assemble / man fiber optic cables

 Plant manager – Janardhana Soranena

Schneider Electric Energy & Power

Plant rating

 Highest 1200 – this plant 721 – level 3 global benchmark – 950 0ut of 1200
 Customer personification – Clara, barlos, simen, fabis, Dana, peter made by different
characteristics
 Cgs – 447 million in this plant

Sale

 Power capacitors – 10% sold in India - single care unit to manufacture

 90% goes to global market
 Power meter support from us

[30]
  This plant started in 2009

Testing Department
There are two ways of testing. They are:
1. Manual testing
2. Machine testing

 Manual testing: This type of testing is carried out by operator. There are three types
of manual testing. They are:
 100% testing
 200% testing
 Final testing

Safety feature
 Safety healing feature
 Pressure sensitive disconnect

Why we revise?
 Cooling
 When element vibrate it does the tempering
 Electric insulation
 Connection tube

Faction – 01 to 10 kvar
Clampteti – 5.4 to 37.7kvar (more current will flow)

 Terminal cover – power protection

 Grey – soft resin
 Green cap – sticky resin
 Safety restate insulation
 Power code meh VC sdy/adv /eny
 Varplus can standard duty energy type
[31]
 1. Meh – India
2. Vlr – overseas

 Meh VCs dy100a44 – 40, 42,21,48,52 exception meaning s25

 Multiply by Ir meaning voltage
 Divide by 10 followed by a meant 50+2
 1 is surplus area = more capacitors
 Stoppage

Z A/M – Zinc Aluminum Metalized Propylene

Film (Zampb film)

Testing department ensures 100% tested products.

[32]
Quality Department

There are four branches in quality department. They are:

1. Customer Care Quality: Maintain the quality of products purchased by the customers.
The issues are reported by customers will be at PRB TAT. Customers visit the
department to check the quality and performance of the products. If products fail, then it
is taken as a project to solve the problem.
2. Manufacturing Quality: Manufacturing defect rate (MDR) is rate of measure of
manufactured product quality. DPMi are the internal products (within the company) and
DPMo for PCBA’s. FQC/Surveillance test is done to check proper testing of products.
3. Supplier Quality: Supplier quality is measured according to Supplier Defect per
Manufacture (SDPM). The raw material supplier for Schneider electric are, FCI OEN
CONNECTORS LTD- supplies cables, NASH INDUSTRIES PVT LTD- supplies sheet
metals, J PAN TUBULAR COMPONENTS PVT LTD- supplies tubular components for
coolant, SHARA LABELS PVT LTD- supplies labels.
4. Total Quality: Total quality is the measure of Non-Quality Cost, here the cost of the
material will be estimate. Process robustness is done to check the total quality.

Rejection

 Denting
 Willfully

 Day – 200 capacitor / day

 5% presion
 5000
 Green channel reference ‘ao analysis
 Lifetime – 5 years

Quality control process

1. Schedule checking
2. Vst planning
3. Material planning
4. Machine setting
5. Machine condition checking

[33]
6. Core expiry date
7. loading and unloading
8. Planning to mto orders Machine breakdowns – maintenance support
9. Visual check & half set
10. Film checking, B1 cutting
11. Sim meetings
12. Enroll scrap
13. Training new operators
14. Mdxl
15. winding machine sunning
16. Route card reading & launching 5s – Basa Spraying ,Zinc spraying ,Element
cleaning
17. Putting peg in element
18. System auditing
19. Tray fitting in spraying frame
20. Root card checking
21. Pass box unloading
22. Conveyer loading
23. Setting 02 gas
24. Manage chamber time
25. Production check
26. Give ideas for improvement
27. Screening
28. Assembly
29. Soldering
30. Soft resin filling
31. Mikal resin filling
32. Holding grove setting
33. Sim meeting
34. C value testing
35. Lds
[34]
 36. Chamber loading unloading
37. Capacitor before and after
38. Standard duty leak test
39. Soten testing.

Every person involved in making a product is responsible for making it a quality product.
Quality department exist as audit function within manufacturing and packing areas.

Human Resources Department

Employee
engagement plans
Mental well being
Physical wellbeing
Emotional wellbeing
Social well being

Social well being

[35]
This is done so that people from different department would know one another

 Employees would be taken to a resort so that they could know one another from different
departments
 Yammer - a social networking site that is internal to the organization e.g. Facebook solely
for people

Schemes and talent Management

 PPE – Personal productive equipment

 MPTA – MAIN PROPULSION TEST ARTICLE NASA
 Neesa – national employability enhancement scheme through apprentership
 Neem national employability enhancement mission
 Internal talent mobility – can move from one location to another
 Apc by schinder electric”
 Include their in – laws in the insurance this policy came in force from this year
 R&d centre are mostly at some other place acc to the different competencies and the r &d
in this plant doesn’t has much it is mostly related to the products manufactured in the
plant
 Toyota production system – lean production system
 Schinder performance system is like
 Edison expent – if you are good at something you are built a career in that after 2 years
 Pamer factor correction.

Wesop schneider electric

All information on Schneider Electric's share. Share price, ownership structure, share count,
buyback, dividend. Products. View the new All Products menu. View Share Information.
Financial Calendar and Events. Annual General Meeting. Learn More. Press. Press Releases.
News. Reports. Learn More. Careers. Why Schneider Electric?the 2018 WESOP is 3. 7 million
newly issued Schneider Electric SE shares, which will be split on the price fixing date between
the Schneider Electric Group Savings Plan and the Schneider Electric International Employee
Shareholding Plan. wesop schneider electric

[36]
Wesop schneider electric free

Schneider Electric WESOP. Both Schneider Relais International 2016 and Schneider
Actionnariat Mondial FCPEs are invested almost exclusively in Schneider Electric SE shares.
The FCPE is divided into units of equal value, and each of these units represents an interest in
the shares held by the FCPE. wesop schneider electric About Schneider Electric: Schneider
Electric is leading the Digital Transformation of Energy Management and Automation in Homes,
Buildings, Data Centers, Infrastructure and Industries. With global presence in over 100
countries, Schneider is the undisputable leader in Electric Utilities. Metals. Minerals& Cement.
Mining. Oil& Gas. Smart Cities. Solar. EcoStruxure TM for Partners. Contractors. Global
Strategic Alliance. Panel Builders. RELIABLE power for metro commuters. Shanghai Metro
ensures reliable power for safe, stable and The 2018 WESOP had the highest subscription rate
ever in Schneider Electric history, with a 45 subscription rate (over 52, 000 employees) across
the 41 participating countries. Schneider Electrics Worldwide Employee Share Ownership Plan
(WESOP) was first launched in 1995. Since 2007, it has been renewed every year, allowing
Schneider Electrics employees to share collectively in the companys success, and build a stable
and sustainable shareowner group in

Diversity and Inclusion

 Well being
 386 goal sites in 60 countries, flexibility @ Work
 Care of family & dependents (insurance policy)
 High performance
 Sustained performance
 Differentiating top performers
 Share membership scheme (wesop)
 Global supply chain – manufacturing plants part of GSC
 Competing among & collaborating too one another
[37]
  84 different policies
 Quality policy
 Customer satisfaction
 Stop someone from working damage, no risk-taking acceptable, health and safety policy,
customer expectation. Decision making, refuse to Work if you safety is endangered
 Digital energy management beginners

Recruitment

GET

Selection Process:

Company conducts recruitment process every year to select new candidates. The selection
process of the company consists of 3 rounds. These rounds are as follows:

 Written Exam
 Technical Interview
 HR Interview

Academic Criteria:

 Candidate must be a B.Tech.

 65 percent throughout (Class X, XII and Graduation).

Pattern of Written Exam:

Schneider Electric Test Pattern is as the following:

Section No. of questions Time allotted (in mins)

Aptitude 20 30
Technical 20 30

[38]
Total 40 60

Time allotted for the written exam is 60 minutes.

Details:

 Aptitude of questions from the sections such as Quantitative and Logical reasoning.
 Technical section consists of questions related to the basic electronics subjects such as
transistors,zener,diode, sensors, etc.

Overall the level of the paper is easy to moderate. Only those candidates who clear the written
exam will qualify for the next round.

*The Company reserves the right to make changes in the written exam.

Contract Labour

SR. NO. PARTICULARS

1. PF REGISTRATION NO.
2. PF CALLAN NUMBERS FOR LAST THREE MONTHS
3. PF FORM NO. 10
4. PF NUMBERS OF ALL WORKERS
5. PF 3A
6. PF 6A
7. PF 12A
8. PF RECONSILATION ALONGWITH STATEMENT
9. ESIC REGISTRATION NO / WC POLITY DETAILS
10. ESIC CHALLAN FOR LAST THREE MONTHS / WC PREMIUM
11. ESIC RETURNS HALF YEARLY
12. WAGE SLIP DISTRIBUTION DETAILS FOR LAST THREE MONTHS
13. LAST LEAVE PAYMENT DETAILS
14. LAST BONUS PAYMENT DETAILS
15. PERSONAL FILE OF WORKERS 16 REGISTER OF CONTRACT LABOURS IN
FORM NO. 13
16. REGISTER OF DEDUCTIONS IN FORM 20
17. REGISTER OF FINES IN FORM 21
18. LEAVE WITH WAGE REGISTER
19. INSPECTION BOOK
[39]
 20. CONTRACT VALIDITY
21. STRENGTH AS ON PAYROLL
22. PER DAY PRESENT
23. LABOUR LICENSE NO. & DETAILS
24. PF FORM NO. 5
25. PAYMENT DETAILS FOR LAST THREE MONTHS 27 ID CARD OF WORKERS
DETAILS
26. MUSTER-ROLL IN FORM-16
27. REGISTER OF WAGES IN FORM 17
28. REGISTER OF ADVANCES IN FORM 22+B4 31 REGISTER OF OVERTIME IN
FORM

JD and JS

[40]
[41]
Onboarding Process

[42]
[43]
[44]
L&D building competencies

[45]
[46]
[47]
[48]
[49]
Talent management

Rewards and Recognitions

ELIGIBILITY

Recognition & Awards is an integrated global recognition platform that supports multiple
recognition programs and is designed to be expandable and flexible to meet the evolving
needs of Schneider and its people. This streamlined approach to recognition improves
operational effectiveness and efficiency, helps us achieve global consistency, enables
local relevance and improves the user experience, thereby engaging employees in
spreading a culture of recognition across Schneider.

All Schneider employees have access to Recognition & Awards. The site is not accessible
to contractors and/or temporary agency workers. Within Recognition & Awards,
individual program rules govern program eligibility for Schneider employees. Access to
Recognition & Awards is independent from access to or eligibility for individual
programs.

All Schneider employees are in scope for all programs within Recognition & Awards:

[50]
Delivering Outcomes
Thank a Colleague
Core Values
Milestones and Celebrations
There may be other programs added to the list of options available to Schneider
employees, which is aligned with our flexible needs in Schneider’s diverse workforce.

Other recognition programs exist and have varying levels of membership that are be
determined based on criteria such as Geography, Career Level, Country,
DTE/Organization, etc. If you are eligible to participate in any of these programs, you
will see references in the Recognition & Awards site. For more information and specific
Rules & Frequently Asked Questions (FAQs) about each program click on the program
card located on the Program information link in Recognition & Awards help site.

Career Counselors may be copied on recognition and awards received by employees.

However, receipt of a recognition and award provides no presumption of or entitlement to
any level of performance bonus. The receipt of a recognition or award does not entitle the
recipient to future recognition and awards.

All employees except Schneider Leadership are eligible to receive Recognition &
Awards points.

AWARDS

Schneider will monitor program usage to help ensure recognitions and awards are
distributed according to these terms and conditions.
Recognition and awards should not be issued in exchange for favoritism.
Award giver must not be in a family or intimate personal relationship with the award
recipient.

[51]
Awards must meet the highest standards of integrity and should be granted in recognition
of demonstrated contributions to Schneider. In granting awards, award givers should
avoid actual or perceived conflicts of interest and should generally always act within the
spirit of our Core Values.
Recognition & Awards distributors cannot name themselves as recipients of either
recognitions or monetary awards (i.e., recognition with points attached).
Attempts to manipulate the system will be in violation of these terms and conditions and
could lead to disciplinary action being taken, up to (and including) termination of
employment.
Award Guidelines:

Monetary award points received through any recognition program in Recognition &
Awards are redeemable for merchandise, gift certificates/vouchers, charitable
contributions and travel options (where available) featured in the online catalog.

Each individual program is set up with its own set of award guidelines that are stated in
the program Home page. The following are award guidelines for the Recognition &
Awards point distribution:

Awards distributed must be given based on direct exposure to recipient's demonstrated

performance or behavior.
The value of a monetary award must be appropriate for the outcome achieved. Budget
holders should apply judgment when considering the value of a monetary award.
Career Counselors are automatically copied on all awards.
Receipt of recognition and awards provides no presumption of or entitlement to any level
of performance bonus. The Receipt of a recognition or award does not entitle the
recipient to future recognition and awards.
Recognition and awards received are not to be considered part of the employee's
compensation package, however monetary awards may be subject to local taxes or social
security premiums, see below.

[52]
Budget holders can only issue a monetary award for an employee at or below their own
career level.
Schneider Leadership cannot receive monetary awards.
Any employee can issue recognition for any other employee eligible in the system.
The minimum amount for a monetary award is 25 points per recipient.
The maximum amount for a monetary award is 1000 points per recipient.
Monetary awards must be rounded off in increments of 5 points (e.q. 55 not 53).
There is no annual cap on the number of points a person can receive in this system.
TAXATION

Depending on your country of residence, a taxable event may be created after points are
redeemed. The third party vendor will communicate the fair market value of the
redemption/item to local payroll. Payroll will then withhold the appropriate amount of
income, social security and/or any other relevant taxes that may apply on this benefit
from the employee's payroll according to local tax laws and regulations.

RECOGNITION POINTS RECEIPT

The transfer or sale of recognition points from an employee’s personal account is

prohibited.
Cash may not be substituted in lieu of awards.
For the US and Argentina only, expiration rules apply, please see more by clicking here.
Recognition points awarded to employees do not expire for all other countries.
Termination - Employees will forfeit any remaining points upon termination. The states
of Illinois and California in the U.S., are the exception to this policy as local law requires
that employees are paid out for remaining point balances.
Death – The employee’s estate will receive a check for any outstanding point balance.
Leaves of Absence/Disability – Point balances will remain until time employment is
terminated.

INTERNATIONAL TRANSFERS
[53]
In the event an employee is transferred to work in another country, award redemption
will be facilitated by the new home country.

AMENDMENT AND TERMINATION

Management reserves the right to amend, alter or discontinue the program in any respect
at any time. No amendment, alteration or discontinuation will be made that would
diminish the rights of an employee with any recognition points previously granted,
without consideration to be determined by Schneider.

RECOGNITION & AWARDS PRIVACY STATEMENT

INFORMATION FOR RECIPIENTS OF RECOGNITION POINTS UNDER THE

PROGRAM
Under Schneider’s Recognition & Awards programs, all employees except Schneider
Leadership are eligible to receive points. Budget Holders may award you recognition
points that we will collect and administer for you. Schneider will hold personal data
about you as a recipient of recognition points for the following purposes:

To enable the Recognition & Awards program to operate and reward you when you
receive a certain number of points;
To allow your Career Counselor or other relevant assessor to review your points
distribution
To notify payroll where you receive goods in exchange for recognition points so this can
be taken into account when assessing your liability for taxation purposes (where
appropriate);
To monitor your use of the program to ensure points are being distributed based on
program intent.

[54]
We may transfer your data to other countries in which Schneider’s worldwide
organization does business from time to time, if we need to make the transfer for our
business purposes. The ways in which Schneider collects and uses personal data, and
your rights to request access to, and correction of your personal data, are regulated by
Schneider Data Privacy Policy 90.

As part of this program you will be able to exchange your points for goods or services
offered by organizations other than Schneider. These may be offered via an online
catalogue. Please note that Schneider does not accept any responsibility for any personal
information you choose to provide to such suppliers and you should always check the
privacy policy of an organization before passing your information to them.

INFORMATION FOR DISTRIBUTORS OF POINTS UNDER THE SYSTEM

The information you provide as a distributor of points under the program will be used for
the following purposes:

To distribute recognition points to other Schneider employees as part of the Recognition

& Awards program;
To allow the recipient’s Career Counselor or other relevant assessor to review your
recognition points distribution;
To notify payroll when you receive goods in exchange for recognition points so this can
be taken into account when assessing your liability for taxation purposes (where
appropriate);
To monitor your use of the program to ensure recognition points are being distributed
based on program intent.
It is not mandatory for you to provide information under this program but by choosing to
do so you will be agreeing to the processing of data by Schneider for these purposes,
including any transfers of those data to other countries in which Schneider’s worldwide
organization does business from time to time.

[55]
Employee engagement

Schneider Electric SE or Schneider, is a multinational organization specialized in energy

management and automation solutions. It is headquartered in France, Paris also known as Le
Hive with more than 160K employees.

Speaking of multinational organizations , Schneider Electric undoubtedly connects employee

from different countries together through various programs and communication media, and this
is the real definition of employee engagement in my opinion.

Schneider Electric as one of the leaders promoting Internet of Things IOT and connected devices
in the Electrical industry business (The EcoStruxure Platform) has also taken the idea to the next
step by engaging employees to share and brainstorm their brilliant ideas through connected
systems by different communication platforms. SE intranet SPICE portal for instance!

The SPICE portal is a similar platform as Schneider Electric Facebook or Twitter page where
each SE user can start a discussion on a particular topic by utilizing HASHTAG# plus the word
or words related to the topic. This way subject matter experts can get notified and get engaged in
the discussion and share their experience. Undoubtedly this whole experience will help to utilize
the collective intelligence of the SE members and to generate an excellent outcome which could
not possibly be obtained with efforts of one or an isolated group of people.

Utilizing internal communication platforms in every organization can save more than 10K hours
a year for work force of this magnitude.

Finding out who to go to by sending direct Email and waiting for an individual’s response may
possibly lead to a follow-up email trails.In contrast, the innovative internal social media can help
find a resolution or get an expert opinion by using a HASHTAG # and the topic word, and get
feedback from all the SE people who are expert in that one particular subject.

[56]
The trails of discussion can be publicly open to SE users in case there is a need to refer to the
discussed topic.

If you think through this process, you will find how amazing this process is as it can encourage
subject matter experts to get engaged in the discussion as now there is visibility to their opinion
knowing their voices are getting heard and it may get executed somewhere in the world to
benefit some people. So their ideas are not kept to themselves where they may not have
potentials for implementation, but other SE members can benefit from and help to shape new
ideas for more innovative solutions and products for collectively better future for all people.

Social media has not only been used for exchanging technical information within Schneider
Electric internal platforms but, to encourage employees to participate in fundraising and charity
events which are an amazing teamwork phenomenon.

SE has been involved in these type of events to support people who are in need of help. Of
course, the role of social media platforms can’t be denied in spreading the message, explaining
the mission, engaging the employees who are willing to join and eventually gathering people
together to accomplish this successfully.

One Walk was one of these activities that have been encouraged to the employees through the
inter-organizational social media platform.

Deborah, the internal communication manager for Canada operation in Schneider Electric stated
that ;

[57]
Surveys conducted each year tells us that there is a solid connection between sharing and
learning information here about the company, departments, projects etc., having the ability to
collaborate more globally, and how this tool improves their efficiency. Canada’s users have
shown some great activity on Spice since the launch of this collaboration platform in 2013, but
we still have a way to go. Canada had a 60% target mark to achieve the first year, and
unfortunately, it was not achieved. Key here is that all information needed by employees was
made available here and we had to look at ways to show the benefits of the Spice tool to our
employees and most importantly, how to use it. The average employee age at SE is 46. We noted
that the global marketing teams, Safety, and younger employees around the world quickly
adopted use of this tool and continue to connect with global employees. This made sense given
use of social media tools by those who grew up with these tools…For our older employees, we
had to physically show them how it works, how to use it, and the benefits. There continues to be
improvement in engagement here. However, more is yet to be done and to make it more user
friendly. As the blog outlines, some of the great uses for Spice, enjoyed by employees are:

• To inform and be informed

• To collaborate on projects, issues, ideas, and more

• To network with colleagues in groups or individually

• To share information across Canada and around the globe– making great connections,
sharing our wins with content and photos for all to see, enjoy and to recognize achievements

[58]
 Scope of
recruitment

Operator GET

Masters
ITI DIPLOMA BE/BTECH
Degree

6am 2pm - 9am -

Shifts
-1pm 6am 6pm

[59]
 6:30 pm - 8:00pm
Dinner

4:45 Lay off / Tea

12:30pm – 2:00pm
Food Time Schedule Lunch

8:00 am - 10:00pm
Breakfast

Hr. Facilities at SEIPL Attibele

 Prayer room
 Children play area / crush
 Outsourcing ambulance
 Canteen

Competency mapping

 Job title
 Job code – alpha numerical
 Linked to 12 competencies
 Functional
 Cross functional
 Leadership competency

[60]
Measured on the scale of 5

 Labor laws (at the level of 2) if less a development is required

 Risk – dare to disrupt
 Experience (70%)
 Exposure (20%)
 Development has to when competency gap)
 Education and class room training, e learning (10%)
 Employee aim the career, manager support
 Learning management system for e learning

Categorization of Employees

NDVC (Non-directive
variable cost) - 50
employees

Dvc (directive variable cost) –

143 employees

Contract – 300

NOTA – 2 years contract

NEEDS – 9 months
contract

[61]
Transport

 Transport provided for DVC and NDVC employees at door step.

 3-5 people at the in the back.
 Timings – 5:00 am – 8pm
 23 cabs

 Contact Labor till Electronic City.

 As per Shift timings

Personal Safety

1. Safety shoes
2. Hard Hat
3. Ear plugs
4. Boiler Jacket
5. Hair net and gloves

Always walk in gang way if not wearing safety equipment,

Every individual that comes in is called talents because we believe in our talent recruitment

 Max 60% competent

 Max 20-30%
 Last year everyone was in those zone
 Under performer higher performance
 Bell curve for performance appraisal
 Schinder has come out of bell curve
[62]
  Min 2% under performance min 2% high performance
 Diversity melunium – bn5

Evaluation

 Behaviors
 Evaluation of values
 Embrace differences
 Targets / goals
 Exceeding the target level but not behaviorally not a good performer
 Goals
 Specific
 Competency cartography review
 Cross functional – 3
 Functional -3
 Leadership – 2

[63]
Wellbeing challenges

 Digital
 Urbanization
 Health
 Economy
 Multipolar world
 Work culture

[64]
 Physical motional
Sleep
Sleep
Fitness
Fitness
Nutrition
Nutrition
Intermittent rest
Intermittent rest

Emotional
Mental
social

1. To do more with less To find energizing ways of working – sustainable engagement

2. more we have to think about doing something the less likely we are to do OT
3. 30-45 days to develop new habit

 5% conscious
 95% sub conscious

[65]
 Well being rituals wellbeing sustainable
= habits – wellbeing
Domains

 Customer satisfaction and quality

 Environment
 Embedded control
 Industrialization
 Procurement
 Supply chain management
 Safety

[66]
Applicable Acts

Overtime

Several statutes regulate overtime and overtime payment, and different legal acts provide for
respectively different periods of working hours. However, the working hours prescribed under
the Factories Act, 1948 is taken as a standard period. Under Section 51 of the Factories Act,
employees are not supposed to work for more than 48 hours in a week, and under section 59, for
not more than nine hours a day. The time worked in excess of these 48 hours per week and nine
hours per day will be counted as overtime under the Act, and will require the employer to pay
workers twice the standard wage.

Section 14 of the Minimum Wages Act, 1948 states that after an employee is paid his or her
minimum wage for a fixed period, they are required to be paid extra as an overtime rate.

Under section 33 of the Mines Act, 1952 if any mine worker works for more than nine hours
above the ground and more than eight hours below it in a day or works for more than 48 hours in
a week anywhere, whether above or below, he or she is entitled to be paid twice the ordinary
wage for the extra time that was worked. Also, the act does not allow anyone to work for more
than ten hours in a day, inclusive of overtime under Section 36.

Under section 17 and 18 of the Bidi and Cigar Workers (Conditions of Employment) Act, 1966,
no one is to work for more than ten hours a day and fifty-four hours a week, including overtime.
Similarly, under the Plantation Labour Act, 1951, if one works for more than the normal number
of hours, he or she is to get overtime wages.

Overtime Laws for Women and Children

The Factories Act, 1948 restricts the employment of women between 7:00 pm and 6:00 am,
which can be relaxed by the Chief Inspector of factories in certain cases. If such a relaxation of

[67]
stipulated working hours exceeds the normal period of working hours, employees will be eligible
for overtime compensation. Even then, this relaxation is still time sensitive, that is, women
cannot be required to work between 10:00 pm to 05:00 am.

Under the same Act, Section 75 specifies that no child below 14 years of age can be employed in
any factory. A child above fourteen who is eligible to work in a factory cannot be allowed to
work for more than four and a half hours in a day and cannot work between 10:00 pm and
6:00am. In addition, a female child is not allowed to work in any factory, except between 8:00
am and 7:00 pm.

Gratuity retirement benefit

Gratuity is given by the employer to his/her employee for the services rendered by him during
the period of employment. It is usually paid at the time of retirement but it can be paid before
provided certain conditions are met.

A person is eligible to receive gratuity only if he has completed minimum five years of service
with an organisation. However, it can be paid before the completion of five years at the death of
an employee or if he has become disabled due to accident or disease.

There is no set percentage stipulated by law for the amount of gratuity an employee is supposed
to get - an employer can use a formula-based approach or even pay higher than that. Gratuity
payable depends on two factors: Last drawn salary and years of service. To calculate how much
gratuity is payable, the Payment of Gratuity Act, 1972 has divided non-government employees
into two categories:

a) Employees covered under the Act

b) Employees not covered under the Act

An employee will be covered under the Act if the organisation employees at least 10 persons on
a single day in a preceding 12 months. And once an organisation comes under the purview of the
gratuity Act, then it will always remain covered even if the number of employees is falls below
10.

 Calculation of gratuity
a) For employees covered under the Act
There is a formula using which the amount of gratuity payable is calculated. The formula is
based on the 15 days of last drawn salary for each completed year of service or part of thereof in
[68]
excess of six months.

The formula is as follows:

(15 X last drawn salary X tenure of working) divided by 26

Here last drawn salary means basic salary, dearness allowance, and commission received on
sales.

Suppose A's last drawn basic pay is Rs 60,000 per month and he has worked with XYZ Ltd for
20 years and 7 months. In this case, using the formula above, gratuity will be calculated as:
(15 X 60,000 X 21)/26 = Rs. 7.26 lakh

In the above case, we have taken 21 years as tenure of service because A has worked for more
than 6 months in year. Had he worked for 20 years and 5 months, 20 years of service would have
been taken into account while calculating the gratuity amount.

b) For employees not covered under the Act

There is no law that restricts an employer from paying gratuity to his employees even if the
organisation is not covered under the Act.

The amount of gratuity payable to the employee can be calculated based on half month's salary
for each completed year. Here also salary is inclusive of basic, dearness allowance, and
commission based on sales.

The formula is as follows:

(15 X last drawn salary X tenure of working) divided by 30

In the above mentioned example, if A's organisation was not covered under the Act, then his
gratuity will be calculated as:
(15 X 60,000 X 20) /30 = Rs 6 lakh

Here the number of years of service is taken on the basis of each completed year. So, since A has
worked with the company for 20 years and 7 months, his tenure will be taken as 20 and not 21.

As per the government's pensioners' portal website, retirement gratuity is calculated like this:
one-fourth of a month's basic pay plus dearness allowance drawn before retirement for each
completed six monthly period of a qualifying service. The retirement gratuity payable is 16 times
the basic pay subject to maximum of Rs 20 lakh.

In case of death of an employee, the gratuity is paid based on the length of service, where the
maximum benefit is restricted to Rs 20 lakh.

[69]
Qualifying
Rate
service

Less than
2 times of basic pay
one year

One year or
more but
6 times of basic pay
less than 5
years

5 years or
more but
12 times of basic pay
less than 11
years

11 years or
more but
20 times of basic pay
less than 20
years

20 years or Half of emoluments (salary) for every completed 6 monthly period

more subject to maximum of 33 times of emoluments

VRS

[70]
1. 240 days contract (needs) – no explosion, no change among
2. Stopped working – 2017, mpta – team lease (only 4 people)
3. Upto 15% absenteeism allowed
4. All to factory act
5. No employee should work for continuous 10 days
 SEFC
 SEPM , Digilink

[71]
The Maternity Benefit Act, 1961

[72]
 Employee Provident Fund (EPF) , 1952.

What is EPF

The Employees’ Provident Fund (EPF) is a savings scheme introduced under Employees’

Provident Fund and Miscellaneous Act, 1952. It is administered and managed by the Central
Board of Trustees that consists of representatives from three parties, namely, the government, the
employers and the employees.  The Employees’ Provident Fund Organization (EPFO) assists this
board in its activities. EPFO works under the direct jurisdiction of the government and is
managed through the Ministry of Labour and Employment.

The EPF scheme basically aims at promoting savings to be used post-retirement by various
employees all over the country. Employees’ Provident Fund or EPF is a collection of funds
contributed by the employer and his employee regularly on a monthly basis. The employer and
employee contribute 12% each of the employee’s salary (basic + dearness allowance) to the EPF.
These contributions earn a fixed level of interest set by the EPFO. The amount of interest to be
received on the deposit along with the total accumulated amount is totally tax-free, i.e. the
employee may withdraw the entire fund without worrying about paying any kind of tax on it.

The accrued amount may also be withdrawn by the nominee or the legal heir of the employee
post his death or can be withdrawn by the employee himself post-resignation.

Employees’ Provident Fund (EPF) Schemes

The scheme caters to the needs of more than 5 crore members and is governed by three Acts.

Employees’ Provident Fund Scheme, 1952

Employees’ Pension Scheme, 1995
Employees’ Deposit Linked Insurance Scheme, 1976

Eligibility Criteria

 Employees need to become an active member of the scheme in order to avail benefits
under this scheme

 Employees of an organization are directly eligible for availing Provident Fund, insurance
benefits as well as pension benefits since the day they join the organization.

 Any organization employing a minimum of 20 workers is liable to give EPF benefits to

the workers.
 This scheme does not cater to the needs of people residing in Jammu and Kashmir.

How to Register for EPF?

[73]
  Visit the government website Employee Provident Fund Organisation (EPFO)
 Go to the section of ‘Establishment Registration’ that opens up a new page with
‘Instruction Manual’. It will explain the process of Employer Registration, followed by
registration of DSC [Digital Signature Certificate] of the Employer which is a
prerequisite for fresh application submission
 Accept ‘I have read the instruction manual’ tickbox to proceed and fill in the details to
register
 An email e-link is sent which is to be activated and mobile PIN is also sent. You need to
upload certain documents to register
 Those who are already registered can log in using their Universal Account Number
(UAN)

How to Login to EPF?

You need to visit the member website of EPF i.e. EPF e-SEWA/EPF Members Portal and on the
right side you have the option to login using UAN. However, UAN must have been activated
earlier.  

EPF KYC Update

 Visit EPF Members Portal and login using UAN & Password
 As the new page opens up, under the section of ‘Manage’, click on KYC from the
dropdown menu
 Update the details like name and number of PAN, Aadhar, Bank documents, etc.
 Save it and it will show as Pending KYC as long as it is verified from the other end

EPF UAN Activation

 You need to visit the member website of EPF i.e. EPF e-SEWA/EPF Members Portal
 On the right corner below, you will find the option of ‘Activate UAN’ and click on it
 As the new dashboard opens up, enter either UAN, PAN or Aadhar and other details as
Name, Birth date, etc according to EPFO records
 Enter the ‘captcha’ code and get authorization PIN on your registered mobile with EPFO
 Use the One Time Password (OTP) to validate and activate the UAN online
 Another message will be sent to confirm activation of UAN
 Once UAN is activated, you can login using it to check the status of Provident Fund

EPF Contribution

The Employees’ Provident Fund is a fund where both the employer as well as the employee
contributes a part of the salary. These contributions are made regularly on a monthly basis. The
interest rate fixed depends upon the employee’s basic pay along with the dearness allowance in
his salary. Here is a breakup of the EPF Contributions:

[74]
Contribution By Monthly Percentage Contributed (%)

[75]
Employee 12/10*
Employer 12**
Total 24%

*10% EPF share is valid for the organisations– where there are 20 or less than 20 employees
/organisations with losses incurred more than or equal to the net worth (at the end of financial
year) /organisations declared sick by the Board for Industrial and Financial Reconstruction

**12% Employer’s contribution includes 3.67% EPF and 8.33% EPS

For Example:

If the monthly salary of a person is Rs.30,000. The contributions calculated are as follows-

 12% of Rs.30,000 (Employee share)= Rs.3,600

 3.67% (in EPF) of Rs.30,000 (Employer’s share)= Rs.1,101
 8.33% (in EPS) of Rs.30,000 (Employer’s share)= Rs.2,499
 Total= Rs.7200/-

A) Employee’s Contribution towards EPF

In general, the contribution rate for the employee is fixed at 12%. However, the rate is fixed at
10% for the below-mentioned organizations:

 Organizations or firms employing a maximum of 19 workers.

 Industries declared as sick industries by the BIFR
 Organizations suffering annual loss much more as compared to their net value.
 Coir, guar gum, beedi, brick and jute industries.
 Organizations operating under wage limit of ₹ 6,500.

B) Employer’s Contribution towards EPF

The minimum amount of contribution to be made by the employer is set at a rate of 12% of ₹
15,000 (although they can voluntarily contribute more). This amount equals to ₹ 1800 per
month. It means that both the employer as well as the employee has to contribute ₹ 1800 each
per month towards this scheme. Initially, this amount was set at 12% of ₹ 6,500 which would
equal to ₹ 780 to be contributed both by the employer and the employee.

 The contribution from both the parties is deposited into the EPFO (Employees Provident
Fund Organisation)
 This is a long-term investment fund for the contributors which helps them continue an
independent life after retirement
 EPF also provides its contributors the loan facility in need

[76]
 Important Points Related to EPF Contributions
 The contribution made by the employee goes totally towards the provident fund of the
employee.

 The contribution made by the employer is divided into different parts.

 Total contribution made by the employer is distributed as 8.33% towards Employees’ Pension
Scheme and 3.67% towards Employees’ Provident Fund.

 Apart from the above-made contributions, an additional 0.5% towards EDLI has to be paid by
the employer.

 Certain administration costs towards EDLI and EPF standing at the rate of 1.1% and 0.01%
respectively also have to be incurred by the employer.

 This means that the employer has to contribute a total of 13.61% of the salary towards this
scheme.

Interest Rate on EPF

The interest rate for the financial year 2018 – 2019 is 8.65%. The interest rate for the following
financial year i.e. 2018-19 is scheduled to be declared in the month of January 2019. The
accumulated fund in the PF account attracts certain interest which is 100% tax exempted.

The interest earned is directly transferred to the Employees’ Provident Fund account and is
calculated depending upon the rate which is pre-decided by the GOI along with the Central
Board of Trustees (CBT). The CBT administers the Act.

The year in which the new interest rates are announced stays valid for the next financial year i.e.
from the year starting on 1st April of one year to the year ending on 31st March of the next year.
Let’s understand this with the help of an example:

 The rate of interest i.e. 8.65% is valid and will be applicable only on EPF deposits made
between the financial years of April 2018 to March 2019.
 The interest even though calculated on a monthly basis, is transferred to the Employees’
Provident Fund account only on a yearly basis on 31st March of the applicable financial
year.
 The transferred interest is summed up with the next month i.e. April’s balance and is then
again used for calculation of the interest.

[77]
  If the contribution is not made into an EPF account for thirty-six months continuously,
the account becomes dormant or inoperative.
 Interest is offered on inoperative accounts of employees who have not attained the
retirement age.
 Interest is not provided on the amount deposited in inoperative accounts of retired
employees.
 The interest earned on inoperative accounts is taxable as per the member’s slab rate.
 For contributions made towards the Employees’ Pension Scheme by the employer, the
employee shall not receive any interest. However, a pension is paid out of this amount
after the age of 58.

Know More About EPF Interest Rate 2019-20

Calculation of Interest Rate on EPF

The interest rate is announced on a yearly basis, whereas, the interest is calculated on a monthly
basis. The interest rate is calculated by dividing the per annum rate by 12. This is done in order
to arrive at the amount of interest to be given to the employee for a particular month.

For example :

 If the interest rate per annum is set at 12% then the rate of interest for any particular
month in the given year will be calculated as 12/12= 1% per month.

Let’s suppose that an employee started his contributions from the month of November 2018.

 The applicable rate of interest for him will stand at 8.65%.

 In this case, the rate of interest per month will be 8.65/12=0.7208%.
 The employee directs 12% of ₹ 15,000 which is equivalent to ₹ 1,800 per month towards
his EPF account.
 This amount is transferred to the employee’s EPF account at the end of every working
month and is reflected as a component of the total salary.

The employer makes a contribution of ₹ 1,800 which is equivalent to the contribution made by
the employee.

 3.67% of the employer’s contribution is made towards EPF account and

 8.33% of the contribution is made towards the employee’s EPS account

 The employer’s contribution to the employee’s account stands at 3.67% of ₹ 15,000

which is equal to ₹ 550.
 The monthly contributions made by the employer and the employee towards this account
amounts to ₹ 1800+ ₹ 550, which is equal to ₹ 2350.

[78]
 1. The balance calculation for the next month  (December) will be done in the given
manner:

 Balance carried forward from November 2018= ₹ 2,350.

 Interest earned for the month of December 2018 = ₹ 16.75
 Balance at the end of December 2018 = ₹ 2,350 + ₹ 2,350 = ₹ 4,700

Note: Although interest has been earned in December 2018, it is only credited at the end of the
financial year on 31st March.

EPF Form Use of the EPF Form

Form 31 EPF Withdrawal
Form 14 Buying LIC Policy
Form 10D For claiming monthly pension
Form 10C For claiming withdrawal benefits/scheme certificate of EPS
Form 11 EPF Account Transfer
Form 19 Final Employees’ Provident Fund Settlement
Form 20 EPF Final settlement in case of death of the employee
Form 2 Declaration and nomination form for EPF & EPS
Form 5 IF Claim as per EDLI scheme
Form 15G To save TDS on the interest income on EPF
Form 5 New employees registering for EPF and EPS
Form 11 Auto transfer of EPF

EPF Forms

An EPF form is mandatory for all activities that employees wish to undertake in their accounts;

the activities include registration, withdrawal, transfer of PF, availing loans from an existing EPF
account or for any other reason.

Mentioned below are the various types of forms available :

Forms for EPF Claims

[79]
EPF Payment

Given below are the steps to be followed to process the payments:

1. Login to EPFO Portal using the Electronic Challan cum Returns (ECR) credentials
2. Click on ‘Payments’ and go to ‘ECR upload’
3. Select Wage Month, Salary Disbursal Date, Rate of Contribution
4. Proceed to upload ECR text File. You will see a pop-up saying ‘File Validation
Successful’ in case the uploaded file is validated for predefined conditions. However, if
the file is not validated, ‘Error’ appears on the screen
5. The TRRN will be displayed on the screen, Click on ‘Verify’
6. Click on ‘Prepare Challan’ to obtain summary sheet for ECR
7. Go to Admin/Inspection Charges and select ‘Generate Challan’
8. Click on ‘Finalize’ and proceed to pay
9. Choose ‘Online’ as the payment mode and choose any bank account
10. Once you select your respective bank account, you will be redirected to the online
banking website of the same bank
11. Make payment using Net Banking

Once the payment is successfully made, a confirmation will be generated with Transaction-id
and e-Receipt. The transaction will further be uploaded on the EPFO Portal and confirmation via
TRRN number provided accordingly.

Also Read: EPF Payment: Online Procedure, Receipt Download & Late Payment Penalty

EPF Passbook

All contributions made by a member and his employer are mentioned in the EPF passbook. The
passbook also contains other important details such as establishment ID and name, member ID
and name, office name, employee’s share, employer’s share, EPS contribution, etc.

The member can download the EPF passbook online by visiting the EPF website.

Checking EPF Balance

A member can check the EPF balance accumulated in the account online by following these
simple steps:

 Visit EPF’s website at www.epfindia.gov.in  

 Go to “For Members” in the “Our Services” section
 Click on the “Member Passbook” option
 Now enter your “UAN”, password and captcha code and login to your EPF account
 Select the “Member ID” to view your passbook
 Your passbook will be displayed with complete details in the document.

[80]
The member can also check his EPF balance by sending an SMS to 7738299899 in the
format EPFOHO <UAN> ENG.

EPF balance can also be checked through a missed call on the number- 011-22901406.

Read More: How to Check EPF Balance

How to Transfer EPF Online?

 Log in to the EPFO members’ portal using your UAN and password

 Go to the ‘Online Services’ tab on the main menu of the home page and select ‘Transfer
Request’ to generate an online transfer request
 A new dashboard displaying all your personal details will be shown. Verify all of that
like DOB, EPF and date of joining, etc. soa s to claim the process
 Once you verify, go to Step 1, select the option of previous or present employer and then
provide the details of the previous employer through which you want to claim
 Submit the details, an OTP will be sent to your registered mobile number. You need to
authenticate your identity by entering the OTP, then only the request will be submitted
and an online filled-in form will be generated. You need to sign the form and send it to
your present or previous employer
 The employer will also get an online notification about the EPF transfer request. EPFO
Office will process the claim only after employer digitally forwards the claim to the
EPFO  after verifying your employment details
 Post submission of the request, you can check the status of your EPF transfer claim under
the ‘Track Claim Status’ menu, which is under the ‘Online Services’ menu

How to Activate Inoperative Accounts?

Inoperative or dormant accounts are those which have not seen a contribution in over 36 months.
Generally, it happens when a member has not transferred the old account to his new employer
and tends to forget about the previous contributions. One can either transfer them to the current
EPF account as per the above mentioned steps or withdraw them using UAN number.

Lodging EPF Grievances

The EPFO also provides for a grievance system which enables members to register their
complaints.

 The members may lodge their complaints by clicking on the ‘Register Grievance’ tab at
EPFiGMS.gov.in.
 Members have to fill in all the relevant details pertaining to their account along with the
description of the grievance that they have been facing.
 Relevant files related to the grievance being faced can be uploaded on the site.
 The member may also track the status of the grievance by clicking on the ‘View Status’
tab.

[81]
EPF on Umang App

Mobile users can avail services provided by the EPF through the Umang app. The portal has five
separate sections:

EPF Services on Umang App

 Employee Centric Services

 General Services

 Employer Centric Services

 Pensioner Services

 eKYC Services

Employee Centric Services

Employee Centric Services

View Passbook
Raise Claims
Track Claims

Employer Centric Services

Employer Centric Services

 Get Remittance Details by Establishment ID

 Get TRRN Status

Pensioner Services

Pensioner Services
[82]
View Passbook
Update Jeevan Pramaan

eKYC Services

Aadhaar seeding can be done directly through the Umang app.

Benefits Of EPF Scheme

EPF scheme is among one of the largest and biggest saving schemes available to Indian
employees. The key benefits of the scheme are mentioned below:

1. Tax-Free Savings: EPF Scheme provides certain interest on the deposits at a specific rate

which is pre-decided by the organisation. Both the amount of interest received on the
deposits and the actual deposited amount is deemed to be tax-free by the Indian
Government. Any kind of withdrawal made at maturity or post completion of 5 years of
having availed the scheme is 100% tax exempted. However, if the amount is being
withdrawn prematurely (within 5 years) it is not free of tax. This feature helps an
employee receive special benefits in the form of added income to his savings in the form
of interest.
2. Long-Term Financial Security: Funds deposited in this account cannot be withdrawn
easily and hence, helps in ensuring savings.
3. Retirement Period: The accumulated fund under this scheme may be used at the time of
retirement of the employee. This provides relief to the retired employee in the form of
monetary security.
4. Unseen circumstances: The accumulated fund can be used by the employee in case of any
kind of emergency. The employee may choose to withdraw his/her fund prematurely. The
scheme provides for such pre-term withdrawals in certain special cases.
5. Unemployment/Income Loss: In case, where the employee loses his/her current job
owing to any reason, then these funds may be used to meet expenses.
6. Resignation/Quitting of Job: The employee post-resignation is free to withdraw his/her
75% of the EPF fund after one month of the date of having quit the job and remaining
25% after 2 months of unemployment.
7. Death: In case of death of the employee, the collected amount along with the interest is
given to the employee’s nominee thus helping the family tide through difficult times.
8. Disability of the employee: If the employee is no longer in the position to work then
he/she may use these funds to help him/her get over the difficult time.
9. Lay-off: In cases of sudden layoffs or retrenchment from the job, this fund may be used
by the employee until the time he/she gets another suitable job.
10. Long run savings: A safe and full proof saving scheme for individuals wishing to have
long run investments.
11. Liquidity of funds: This scheme acts as a sound source of income for an individual at the
hour of financial crisis. The funds so obtained may be used to meet unavoidable expenses
like medication needs or education needs.

[83]
12. Pension Scheme: The employer not only contributes towards the PF fund but also makes
the necessary contributions towards the employee’s pension which can be later used by
the employee post-retirement.
13. Insurance Scheme: The act also provides for certain provisions whereby, the employer is
required to make certain contributions towards an employee’s life insurance where group
insurance cover is not present. This scheme ensures that the employees are properly
insured.
14. Accessible All Over: With the help of the Universal Account Number (UAN), employees
can easily get access to their PF account via the EPF member portal. They can transfer
their accounts whenever they make a shift in their current jobs.

[84]
Employees State Insurance Act of 1948

[85]
[86]
Minimum Wages Act 1948

[87]
[88]
Contract Labour (Regulation & Abolition) Act, 1970

[89]
[90]
Factories Act, 1948

[91]
HR Workflow

[92]
Frontend solutions services

 Training coordinators
 Negotiation with vendors
 Filled
 Internally

Backbends

 Interact with management

 Hrbp
 Decide the training minimum 15 – 20 employees
 Training internal training committee
 Technical training
 Soft skills training
 Vendors - confirm with the vendors negotiate

Applicable Schemes

 National employability enhancement mission - 5 million youth employable by 2019-209

 Neem – scheme – under make in India
 Before it was 8 months – now 3 years – modi called a new scheme for the fresher’s
 All the acts come into picture after independence
 For contract labor – the factory act doesn’t come into picture but they have a spate
bonded labor act
 Competency review
 IDP – individual development plans

Outsourcing : Aprajitha – external vendors, outsourced

Platform Department

[93]
 Platform department work on technical aspects. If testing fails, platform department is
responsible to check the cause and correct it to meet the requirements and handover it to
testing department for further testing.
 Action plans are taken when there are quality issues, component issues, or if some tasks
are skipped.
 If a product fails the test continuously then testing is stopped and a document is made on
that.
 There are two types of products:
 Single phase- 1500 products are produced in a shift, if the product fails the test,
whole production can’t be stopped, as there will be productivity loss, therefore
one product is taken tested and if it is critical then whole testing will be stopped.
 Three phase- 3-5 products are produced and are tested, there won’t be continuous
testing, and if there is failure they debug and see if the testing is to be stopped.
 When new product is launched there are 3 phases:
 EP (Engineering Procurement) Build- this is from the designer end.
 MP (Manufacturing Procurement) Designers and core people involve in it.
 Pilot build- RMF (Regency, frequency, monitor) is an overall method for
analyzing customer value.
 When a parameter is not reaching the required specification then test type is changed.
 Any technical issues will be reported to platform department so they give field support
and feedback. They interact with all the teams like quality, manufacture, production etc.,
if there is any PCB failure, it’s their prime responsible to analyze and clear.

[94]
 Manufacturing Department

There are four branches in manufacturing department, they are:

1. Equipment- Programming, machine maintenance, handling SMT line comes
under this.
2. Process- It is responsible for monitoring, reviewing and alignment of the
components.
3. MES (Manufacturing Execution System)- Routing and Mapping of critical parts
by labeling them with bar codes, all these critical parts must be scanned to
proceed to next step.
4. IE (Industrial Engineering) - Deals with analysis and investigations of new and
revised plants and office building.

1. Network cable barriers

2. Verticals
3. Capacitors
4. Panels
5. Paving

 4000 capacitors per day

 Ratio test to fail 5-6
 Water consumption is high in the plant
 Water leakage if fire system
 Energy audit

Forecast
 6.5%
 But now 4.5 %
 Dergrain 23% in June
 Capacitor is flat – DE productivity – resin issue
 Productivity 2.50%
 First plant to close all kic points
 Scrap revenue is better
 3, 04% of capacitors – scrap
[95]
  1.36% 350 crores – scrapping total
 Energy is the right of everyone
 Power factor > 1
 Resistive load – power factor – 1
 Capacitive load > 1

Planning Department
There is a weekly plan of number of products to be manufactured per day. If the
production doesn’t meet the requirements of the day, then plan will be changed for the upcoming
days.

Informer touch points

 Listen explore
 Select, enquire, and consult
 Get, quote, contract
 Get delivered, install
 Maintain
 Stay connected, optimize

[96]
Supply Chain Performance

Supply Chain Performance refers to the extended supply chain’s activities in meeting
end-customer requirements, including product availability, on-time delivery, and all the
necessary inventory and capacity in the supply chain to deliver that performance in a responsive
manner. Supply Chain Performance crosses company boundaries since it includes basic
materials, components, subassemblies and finished products, and distribution through various
channels to the end customer. It also crosses traditional functional organization lines such as
procurement, manufacturing, distribution, marketing & sales, and research & development. To
win in the new environment, supply chains need continuous improvement. To achieve this we
need performance measures, or “metrics,” which support global Supply Chain Performance
improvements rather than narrow company-specific or function-specific (silo) metrics which
inhibit chain-wide improvements.

Operational Excellence

Operational Excellence is a well-established management philosophy. It is a philosophy

of leadership, teamwork, and problem solving, resulting in continuous improvement throughout
the organization by focusing on the needs of the customer, empowering employees, and
optimizing existing activities in the process.

There are many approaches, frameworks, and models that have been presented under the
term Operational Excellence. It is also closely related to other continuous improvement
methodologies, such as Lean Manufacturing and Six Sigma.

Idea System

 Idea management puts a structure to the process of collecting and capturing ideas within
an organization or community.

 Idea management to be effective in a company, three things are required. They are:

1. A defined process modal.

2. A focus on innovation

3. The right tool to manage it i.e. an idea management system

 Idea management system- the overall aim of an idea management system is to identify
and select the most valuable ideas for implementation. Having a central place that
[97]
 captures and stores ideas submitted by employees, means that ideas can be discussed,
shared, developed and signed off all in one place.

 Companies that manage this process effectively, enjoy increased revenue under more
engaged, productive work force.

 The option of points and gift was there for the idea Suggest or.

 There will be different path for ideas and I SEE I Do’s.

 Idea Suggestor has to prepare report manually. There is go automatic generation of

report.

Short Interval Management (SIM) System

 SIM is a concept of daily stand up meeting.

 SIM is a shop floor exercise that engages team members to assess whether they are still
on track.

 Key component of SIM is the regular “Daily Stand up Meeting” which is held at the same
time and same place every day.

 SIM meeting is over all discussion about over all barriers of production.

 There are 5 SIM meeting held, they are:

1. SIM 1

2. SIM 2

3. SIM 3

4. SIM 4

5. SIM 5

 SIM 1 is the meeting held at the shop-floor which is between operators and Continuous
Improvement Leaders (CIL’s). It is to discuss the barriers in the shop-floor. It’ll be
according to shift wise.

 SIM 2 is the meeting held between operators and CIL’s. But this meeting is day wise, it
includes previous day’s activities.

[98]
  SIM 3 is the meeting between CIL’s and Supervisor. If the issues are not solved in SIM 2
meeting it’ll be escalated to SIM 3.

 SIM 4 is the meeting between CIL, Supervisor and HOD. If the issues are not cleared in
SIM 3 meeting, it will be escalated to SIM 4 meeting.

 SIM 5 is the meeting held between HODS’s and overall heads.

Digital Idea and SIM System

(DISS)

Earlier, two different tools were used for Idea system and SIM system. Now, the system
called DISS has been used. DISS is a collaboration of both Idea system and SIM system. DISS is
a tool, which is globally accepted by Schneider Electric.

 In DISS, there is no separate points and gift for ideas. Instead gift is fixed for each
implemented idea.

 No quality score.

 The path will be same for both Idea and I SEE I DO.

The following steps are used for entering idea in DISS:

1. Click on E-Idea Overall to enter an idea.

Page 3

Idea System

SIM System [99]

2. Click on Enter
To enter idea

[100]
3. Past entered ideas details will be displayed.

[101]
4. Submitting new ideas

Click on this
icon

[102]
5. Fill the details and click on enter

After filling details, click on

create

[103]
 Comparison between Idea system and DISS system
Idea System
1. In Idea system there is an option of point &
gift system.
2. There is a quality score part which is rated
for the suggestion by facilitator.
3. It was mandatory to fill each & every row
in Idea system or else suggestion would be
not created
4. Only Idea is created in Idea system & for I
SEE I DO they used to make in a PPT.
5. No any automatic creation of any Report in
Idea system.
[104]
DISS
1. In DISS there is no option of gift &
point. Hence for each implemented
suggestion gift will be given.
2. There is no Quality score part in DISS,
hence for each implemented Idea
amount is fixed.
3. Here not all the rows are mandatory to
create a suggestion.
4. Both Idea & I SEE I DO can be created
in one tool i.e., DISS.
5. In DISS Automatically Report is
generated for an Idea as well as for an I
SEE I DO.
Flow chart of DISS System

New Idea
suggestion

Reject by giving
remarks

Accept
No (or)
Reject

Yes

Select action
owner by giving
remarks

Yes

Accept No
(or)
Reject

Yes

Give remark, start

implementation

Final closure

[105]
Flow chart of Old Idea System

New idea suggestion

Accept Rejected
(or)
Reject

Select implementer

Accept
(or)
Reject

Implement

Final closure
Allot quality score

[106]
ESSENTIAL FEATURES OF CSR STRATEGY, SCHNEIDER ELECTRIC

The CSR strategy of Schneider India essentially focuses on 5 E’s and believes in creating a
transformation in every corner of the country which are:

1. Education

2. Entrepreneurship

3. Employment

4. Electrification

5. Emergency

List of CSR Activities

1. Schneider Electrics Contribution:

2. Funding vocational training programs in energy related trades

3. Commercializing tailored educational solutions

4. Enabling Schneider Electric Employees to contribute their time and expertise

5. Donating energy related equipment’s to the society

SCHNEIDER ELECTRIC INDIA FOUNDATION

The Schneider Electric India Foundation has developed a sustainable programme to bring safe
and clean electricity to the people who need it most worldwide. To achieve this objective they
have been sponsoring the training of young people from the bottom of pyramid in electrical
skills. After completion of the training, Schneider India Foundation assists the trainees to get
employed. Schneider Electric India Foundation helps facilitate trained electricians with a “Start-
up Kit” and an entrepreneur training to run their own business. It joined hands with The Art of

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Living Prison SMART Program in rehabilitation of prisoners through skill development. The
trust is registered under section 12A which was established in 2008 and is funded by:

O Schneider Electric Corporate Foundation

O Schneider Electric India Pvt. Ltd.

O Employees and partners of Schneider Electric India

PROGRAMS

1. CONSERVE MY PLANET

All of us — not sparing even the governments, organizations and individuals face socio-
environmental dilemmas in our daily operations – such as reducing our Carbon footprints,
controlling Greenhouse gas emissions and adopting energy efficiency solutions; yet at the same
time not compromising on speed and quality of our daily activities. This has become a new age
predicament. To help address this, Schneider Electric India Foundation as part of its Social
charter has deployed a participative educational program called ‘Conserve My Planet’ for
children across the world.

This program in its sixth successful year has trained children in the age- group of 10—12 years
about making the most of energy Children the future of tomorrow wife inherit our planet. The
world is at a juncture where sensitivity to energy consumption and optimization of resources is at
its peak. This sensitivity to energy and impacts on our planet is percolated to the children
through the Conserve My Planet program.

Program Mission

• Educate young minds on energy conservation

• Make students realize that they each can make a difference to a global issue

• Instil a sense of responsibility

• Provide energy saving solutions to homes and campuses

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• Target a larger community through this program

Core Values

 Benefits
 The 4 sections of the society get the direct impact of the effectiveness of the program:

 Green Ambassadors:

 • As Energy Auditors & Power Detectives in the Campus and at Home,

 • As Green Cops spearheading the Carbon footprint movement and reducing the carbon
footprint.

School:

• Proudly preparing the future qualified auditors

• Efficient resource management of the campus.

• Savings in Campus electricity bills.

• Certified as the Green Conscious School under the Green Republic.

• Cleanliness at Campus.

Parents:

• The behavioural changes inculcated at the very young age.

• Savings in the domestic electricity consumption pattern.

• Attitudinal changes in the mind set of enrolled child.

• Kids as Role models on energy savings.

• Kids being the change makers in the society.

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Society:

• Creating the responsible future citizens.

• A Green and sustainable environment for our future generations.

• Addressing the Global energy crisis and targeting a larger community in a small but measurable
way.

 2. EMPLOYMENT – Nurturing professional advancement

 The Foundation is engaged in the area of employment which believes in making a difference in
the communities, where one work’s and live. It tries its best to keep in touch with real-life
conditions in our local markets. So, the foundation makes a strong commitment to the
community partners. One of the objectives of the foundation is to contribute fully to the building
of the career of underprivileged youth in rural areas.

The Foundation has endeavoured towards the establishment of electrical training centres to help
unemployed youths to become professional electricians. The network connects young people
with rural background and thereby provides an opportunity for them to start on a career

 3. ENTREPRENEURSHIP in India more than 80 Million household are living without
electricity. Those who are connected to grid, always face scheduled and unscheduled power cut.
In most of the rural areas electric power is available during few hours in a day. People who don’t
have electricity spent INR 3- 5 / day for lighting using kerosene lamp. Even people who have
grid connection use kerosene lamp or candle during unavailability of power from grid. Use of
kerosene lamp is root cause of many diseases among poor people. Kerosene lamp produces
greenhouse gases like CO2. Schneider Electric India Foundation helps the poor people to have
clean source of light at affordable price. Schneider Electric India Foundation helps facilitate
trained electricians with a “start-up kit” and an entrepreneur training to run their own business.
This project supports socioeconomic activities like:

• School and college going children can read and write during the night.

• Income generating activities like handicrafts, weaving, selling in

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Market late evening etc.

• Lighting up during festivals, marriage, late evening/night

Functions etc. and enjoy a quality life.

4. RURAL ELECTRIFICATION

The propaganda of Rural Electrification program are:

• Facilitate Access to Electricity at very remote areas without grid supply

• Providing better access to safe & clean energy

Through this initiative the foundation reaches out to underprivileged families in the rural areas
and thus helps them

• Better performance in Education

• To improve their health conditions

 • Social economic development The Role of Schneider Electric Foundation

 • Identify partners working with rural development

 • Identify the remote non electrified villages

 • Shortlist the villages to be electrified

 • Provide access to energy through rural electrification using Solar home Lighting System The
strategy of Schneider Electric India is to help people change their lives through access to energy.
The energy and climate changes are crucial challenges for our planet. It is possible to achieve
more with fewer resources, starting now! By supporting innovative projects, the Schneider
Electric Foundation is committed to helping find solutions.

 The social charter of Schneider Electric India Foundation, since 2008 is to support various CSR
initiatives to empower the rural communities in order to make them get access to electricity. The

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aim of the foundation is to aid people change their lives through access to energy. The long term
mission of Schneider Electric is to empower local communities to acquire long term
competencies to maintain and develop access to energy solutions.

 Schneider Electrics contributes to:

 Funding vocational training programs in energy related trades

 • Commercializing tailored educational solutions

 • Enabling Schneider Electric Employees to contribute their time and expertise

 • Donating energy related equipment’s to the society

Outcome and Impact of CSR Activities.

Scholarship for seditious students

 The novel initiative of scholarship to underprivileged Engineering students was introduced in

2009 by Schneider Electric India Foundation. The aim of this initiative is to “To help students
shape their dreams by providing scholarships to deserving candidates in the field of
Engineering”. The second year Engineering students only are eligible to apply for this
scholarship. The scholarship initiative is being carried out for the last three consecutive years and
Schneider Electric India Foundation is proud to have supported 23 Engineering students of
twelve registered colleges across India.

Colleges supported under the scholarship program

Top 12 colleges shortlisted for Schneider Electric India Foundation sponsored scholarship
Program for the year 2011-12. Jabalpur University, Kolkata & MNNIT, Allahabad benefited
through this initiative for batch in the year 2009-

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Gift of Safe & Clean Energy to Vidarbha Villages, Nagpur

Schneider Electric India Foundation (SElF) and Rotary Club of Nagpur South have planned to
transform the lives of nearly 5000 households in 272 remote villages. In the first phase of the
program Schneider Electric India Foundation and Rotary Club of Nagpur South will donate Solar
Home lighting Kits to 27 houses in two villages near Butibori, two villages in Deolapur area, 16
villages in Deori and some villages in Melghat area. The kits have a solar PV panel, battery box
with built-in mobile charger, a torch and an LED lamp. The complete kit is prewired and ready
for installation. The first phase of the program will benefit about 2,500 citizens

Restoring Power in remote villages of Odisha after cyclone Phailin

Schneider Electric after the devastation caused by cyclone Phailin in Odhisa put together a ten
member Execution centre team that reached Berhampur with necessary equipment within 48
hours. Providing round the clock service, the team restored the power supply in four 33/11 KV
substations, namely, Ganjam, Maluda and Lachapada, located in remote parts of Ganjam
District. The team completed the restoration work within the stipulated time while maintaining
the Schneider Electric safety and quality standards.

This dedicated approached of Schneider Electric was appreciated by the Managing Director of
SOUTHCO and the Energy Secretary of Odisha Government.

FEW OF THE SUSTAINABILITY EVENTS

1. National HRD Network & Schneider Electric hosted National CSR Summit — August 2014

With a view to discuss the new Companies Act, 2013 and effective CSR strategies for the future,
National HRD Network (NHRDN) along with Schneider Electric India hosted the National CSR
Summit in New Delhi on 1 and 2 August 2014. Dr. Shalini Sarin, Vice President HR & CSR,
Schneider Electric, chaired the two days CSR Summit. The objective of the workshop was to
create a platform for organisations to understand the amendments pertaining to CSR in the
Companies Act 2013. The new Companies Act 2013 have mandated Indian organisations to
undertake a variety of initiatives which include promoting education, gender equality and
ensuring environment sustainability.

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 Speaking on the occasion Anil Chaudhary, Country President & MD, Schneider Electric India
highlighted sustainability through energy conservation. He urged organisations to embed CSR
strategy in the core business operations to instil trust amongst the stakeholders.

 2. World Environment Week Celebrated at Vagdevi Vilas School – June 2014

 Vagdevi Vilas School, Bangalore-a proud member of Conserve My Planet programme of

Schneider Electric India Foundation observed the World Environment Week recently.  More
than 4000 students were present at a special assembly organized on the occasion.

Abhimanyu Sadhu, Director, CSR Schneider Electric who was the chief guest of the event
highlighted the contribution of Vagdevi Vilas School in energy conservation in an interactive
address.

3. A Gift of Light for Rural Population of Uttara Kannada, May 2014

Schneider Electric achieved another success in its drive towards Rural Electrification on 17 May
2014 when it provided the gift of electricity to 643 beneficiaries in 179 households with In-Diya,
the Solar Home Lamps.

The Alvin Panchayat in Jaida, an Uttara Kannada district in Karnataka had the help of 13
enthusiastic Schneider Electric India Foundation volunteers, many of whom were helping out for
the first time. The day began with the volunteers explaining the functions of In-Diya to the group
of excited rural citizens. The excitement was palpable as many villagers went straight home to
prepare for installation of the Home Solar Lamp. Schneider Electric volunteers visited house
after house demonstrating the power of In-Diya, which is so much more than just a solar lighting
system! Volunteers demonstrated how In-Diya, which includes a battery pack, powers an in-built
torch and is capable of charging the five most common mobile phone types. After successful
installation and explaining the different settings related to the brightness of the light, the
volunteers bid goodbye to the rural citizens of Uttara hand and Kannada.

Schneider Electric India Foundation provides many fulfilling opportunities to employees who
would like to volunteer their time for various social causes.

4. Schneider Electric India Foundation brightens Life in Rural Karnataka, March 2014

Between 27th and 29th March, 2014, Rural Electrification Drive was organized by Schneider
Electric India Foundation in the vicinity of Jaida TQ, Karnataka. Volunteers from Schneider
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family brightened several households and touched many lives by installing In-Diya, the solar
panel and battery that give a steady output for 8 Hrs.

 The selected entrepreneurs in the villages will continue to execute this initiative on- ground with
their support. Moving from home to home, they will create an electricity source for the 716
selected households in the area. Proud as we felt at being able to help out people, the main
benefit was conceived by the needy themselves. With the new found ability to work during night
and children’s being able to study, the future looks brighter. Furthermore, In-Diya can also
function as a standalone torch, or be used to charge the most common mobile phones. This lifts
the burden of having to walk for kilometres on end and pay to charge the phone in a distant
village, multiple times a week.

 5. ICICT & Schneider Electric India

Launch World Class Skill

Development Programme in India –

March 2014

Schneider Electric India Foundation joined hands with ICICI foundation to launch a world class
skill development program in India which will address the challenge of imparting the skills
required by the growing economy. The joint partnership will focus on underprivileged sections
of society enabling them move out of poverty. The initiative aims to train 5,000 youth at eight
training centres across the country in the first year of operation.

6. Launch of ICICI Academy of Skills in the Pink City of Jaipur

The ICICI Academy for Skills was launched in Jaipur recently. The academy aims to provide
vocational training to youth from economically weaker sections and help them earn a sustainable
livelihood. The academy aims to train 15,000 youth across the country by the year 2016.

 7. Conserve My Planet- Green Championship 2013: Bangalore – Jan 2014

 The concluding phase of Conserve My Planet program by Schneider Electric India Foundation
was celebrated recently in Bangalore.
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8. Green Championship-Semi-finals @ Exora

Thirty one school champions from 31 schools of Bangalore converged with working models at
the Conserve My Planet semi-finals on 6 January 2014. The top five out of the best 31 working
models were selected for the finals. Srinivas Chebbi, SE-Regional President, for Karnataka and
VP- Buildings honoured the selected schools champions and the participating schools.

9. Green Championship 2013 at ELECRAMA

The Green Championship 2013 was a day of celebrations! The winners of different competitions
took centre- stage while being honoured at a world stage- ELECRAMA 2014.

The final round of selection process for the top five finalists was also conducted during the
event. All top five finalists captivated the judges with their working models presented in the most
unique way. Om Girish Kulkami from Vagdevi Vilas School, Marathahalli bagged the Green
Champion award for the year 2013 with his unique presentation on the topic “My Green School”
during the finals.

CONCLUSION

European MNC’s are generally ahead of rest of the world in the domain of CSR and
sustainability. It is natural for a France headquartered MNC to adopt CSR and Sustainability
with utmost sincerity. The facts presented in the story confirms that Schneider Electric has
undertaken appropriate strategies and implemented them ahead of the mandatory CSR provisions
of the Indian Companies Act 2013. For an energy company adopting solar lighting, conserve my
planet and training of Electricians is an ideal strategic CSR connect.

Skills and techniques learned during internship

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An internship assists with career development by providing real work experiences that provide
students with opportunities to explore their interests and develop professional skills and
competencies. During internships, we are provided with opportunities to apply what we learned
in classes to actual practice. It is expected that we will also be challenged to examine how our
attitudes, believes, and values influence the process.
It was valuable time her in SCHNEIDER ELECTRIC PRIVATE LIMITED and we learn
unlimited here are a few points I summarized.
 We learnt about the leadership and team work to do an efficient work.
 We learnt about tactics to maintain discipline and how to deal with workers.
 We trained operators about the new DISS System.
 We trained them to enter suggestion in DISS System.
 We verified the implemented suggestions and closed them.
 We proposed for new gift system for implemented ideas.
 We observed PCBA manufacturing closely and that helped us understand the process.
 PDU manufacturing was complete elaborated to us and we collected knowledge.
 We observed UPS along with advance benefits.

Role of Intern during Internship

“I learned how to adjust myself in the work environment, how to deal with the people at work
from the boss to the operators. It’s a good and quality experience. The necessary kind of
experience as it helps us realize what we want in future. Also, got the opportunity to evaluate
myself under these stressful conditions”.
Conclusion

It was a wonderful learning experience at Schneider Electric Private India Ltd for 40 days. I
gained a lot of insight regarding almost every aspect. I was given exposure in almost all the
department at the plant.
The friendly welcome from all the employees is appreciating, sharing their experience and
giving their piece of wisdom which they have gained in long journey of work. I am very much

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thankful for the wonderful facility from Schneider Electric. I hope this experience will surely
help me in my future and also in shaping my career.

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