harsha abhi

8/6/2019 Harsha abhi

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Harsha engineers pvt.

Limited

Indian Supplier of boll bearing Machinery

&

Parts in Ahmedabad, Gujarat, India.

SUBMITTED BY:-

Kothari abhi

Class:-S.Y.B.B.A

Roll No: - 174Division:-B

SUBMITTED TO:-

Dipali Atre

2010-2011

N.R.INSTITUTE OF BUSINESS ADMINISTRATIONGls Campus, Mardia Plaza Lane, Opp.C.G.Road, Ellis Bridge,

Ahmedabad-380006



CERTIFICATE

This is to certify that a project report on industrial visit to

STOVEC INDUSTRIES LIMITED is submitted by Mr. AMIT S.

PATEL to N.R.INSTITUTE OF BUSINESS ADMINISTRATION

affiliated to THE GUJRAT UNIVERSITY, in the fulfillment of the

requirement for completion of the “practical studies” in the area of

human resource management at the second year bachelor of business

administration programme.

-------------------- ----------------------

Director Prof. In Charge

DATE: / / 2010



ACKNOWLEDGEMENT

The successful completion of this report would not havebeen possible without co-operation and support of my

teacher,friends and my institute.

I forward my gratitude to respected director of institute for

arranging this visit.

I am highly thankful to the management and staff of HARSH

ENGINEER LTD.

I express my sincere thanks to the staff of the unit who given usall the information and who have guided us during the visit. I am also

thankful to Prof. Dipali Atre with whose help, the training was made

possible and who provided full guidance,co-operation and valuable

suggestion about industrial report.

I am really obliged to the company and all those manager,Chief

executive & other person of company who heartily give me

information about the company by answering my question.

I am thankful to my college friends and allthose who have helped me directly or indirectlyin the preparation of this repor.

Abhi N kothari



INDEX

Sr No. Particulars Page

No.

1. COMPANY PROFILE1.1 Name of the company

1.2 Location of works and registered office

1.3 Main business and product rang

1.4 Form of business organization

1.5 Brief history1.6 Mission

1.7 Business philosophy

1.8 Board of directors

2 HUMAN RESOURCE MANAGEMENT2.1 Details of workers

2.2 Scope of HR activities2.3 Organization of HR department

2.4 Human resource planning

2.5 Job analysis and Job design

2.6 Recruitment and Selection process

2.7 Orientation and Placement

2.8 Training and Development

2.9 Performance Appraisal2.10 Employee and Executive Remuneration

2.11 Incentive Payments

2.12 Employee Benefits and Services

2.13 Welfare

2.14 Safety and Health of Employee

2.15 Promotions, Transfers and Separations

2.16 Industrial Relations



Company profile

1.1 NAME OF COMPANY

Harsha Engineers Limited

1.2 Location of works & registered office

Company Head Office / Quarters:

Sarkhej Bavla Highway,

Po-Changodar

Ahmedabad,

Gujarat-382213

Phone : 91-27-17391200

Fax : 91-27-17391259

Web : http://www.harsh engineers.com

Address

7 Evergreen Industrial Estate , 1st Floor Shakti Mills Lane ,

Off E Moses Road Mahalaxmi

Mumbai

Maharashtra 400011

Tel : 91-22-4922423/56/61Fax : 91-22-4932980

Head office

Stork Prints BV

P.O. Box 67

5830 AB Boxmeer

The Netherlands



1.3 Main Business & Product Range

INTRODUCTION

Cage, also known as retainer is a components used to

space,separate and retain rolling elements like balls and rollers of a

bearing.the role of cages or separators as they are sometimes known,is

threefold.firstly,they spacethe rolling elements equally apart and help

with lubricant distribution of separable type bearing speeds.finally ,

they facilitate handing and installation of separable type

bearings.some of the materials used to manufacture cages aresteel,plastic and brass.

Since bearing are required to accelerate rapidly, cages shold be

lightweight and be manufactured from materials that have superior

strength/weight ratios.In the past, cages were made from brass or

bronze.these had good wear characteristics but progressively became

too expressive for all but critical applications. This resulted in the

development of steel cages , which provide excellent service at lower cost particularly in ball bearings where the cage presents a large

contact area to the balls.

Products

Roller bearing cages

Taper Roller bearing cages

Needle roller bearing cages

Cylindrical roller bearing cages

Spherical roller bearing cages

Ball Bearing cages

Deep groove ball bearing cages

Angular contect ball bearing cages



1.4 Form of organization

HARSHA ENGINEERS are PVT LTD Company.

Owners

As of November 2007 Stork Prints’ owners are Bencis Capital

Partners (60%) and Stork (40%).

1.5 Brief History of Organization

HISTORY

Harsha engineers is a global solution provider of bearing cages as well as special purpose stampedcomponents. It is a preferred supplier of different typesof roller and ball bearing cages and cages for bearingwith special application.harsh has been a growing

organization with significant international presence.Since 1972, harsha brings rich experience gainedfrom customer engagements around the world throughtechnology pantership and strategic alliances.

Harsha takes pried in its position as a preferredsupplier to bearing manufacturers worldwide.

Harsha’s constant focus on quality, system and processes has

resulted in ISO 14001:2004(E) envroment certification and

ISO/TS16949-III certification ,which is the highest certification in

auto component manufacturing se

1972– inception of harsha engineers.

1979-developed first cages for taper roller bearing.

1985- developed brass machined cages as an import substitute.

http://www.bencis.com/


http://www.stork.com/



http://www.stork.com/



1993-new facility in Changodar,Ahmedabad. introduced State –of –

the art manufacturing facilities for pre-riveted ball bearing cages for

the firist time in India. The technical knowhow was sourced from

shimizu Seiko of Osaka.

ISOme in India. The technical knowhow was sourced from shimizu

Seiko of Osaka.

ISO 9002 certification received.

Tool room established with german &Japanese cnc machines.

1998-harsha establishes a 100% export oriented unit atMoraiya, Ahmedabad with technical knowhowfrom USA for taper roller beraing cages.

1998-award for outstanding performance from FAGprecision bearings.

2000-ltd. For three consecutive years.

2001- AMA-Atlas dyeche outstanding entrepreneur of the year award to managing director, Mr.Rajendra shah.

2002-poyamide cages shop set up inChangodar,Ahmedabad .

received best supplier award from Timken Indialtd.

2004-ISO/TS 16949:2002 certification received.Implemented ERP system –SAP.

2005-taper automation division established atChangodar,Ahmedabad .started production of steelspherical roller bearing cages.

2006-brass machined cages shop established inMoraiya,Ahmedabad.

2007-set up new world class deep groove ball bearing

facility at Changodar,India



2008-ISO 14001 enviromental certification accreditedbackward integration with brass foundry.

2009-six sigma implementation across the organization.

2010-Harsha opens new manufacturing facility inChangodar,India.



1.6 Mission & Vision Statement of organization

Vision

Vision 2010

To build a learing organization

With

customer focus

Ingraining amily values with professionalism,

Integrity,lean processes, agility,speed & innovative solutionsTo Create

Value & Competitive prices for the customer

Enhancing stakeholder value by achieving

Growth rate of more than 30%

In the field of Bearing Cages,

Automobile Components & Solutions

Mission

To enable Individuals to contribute and make a difference to

their work and their communities by fulfilling what is possible for

them.

To empower Organizations to create new advantages and realize

unprecedented futures that honor individual contribution andorganizational vision.

To create opportunities for individuals and businesses to come

together in a commitment to accomplish goals that benefits not only

the organizations but also society at large.

Stork Prints is a global leading company in the textile and

graphics printing market. Providing total system solutions: from



screens, lacquers, inks and digital engraving to a broad range of rotary

screen and digital printing systems.

Being the expert in electroforming this not only entails highly

reliable rotary screen technology but also an extensive program of

precision metal products.

The group achieved worldwide a turnover of € 180 million in

2008. Through continuous innovation and a powerful distribution

network Stork Prints adds significant value to its customer’s processes

and products.

Core activities

Leveraging the electroforming technology rotary screen printing

for the bolls and graphics industry offering complementary digital and

flexor printing concepts in these markets all from a consumables-

driven market approach

Core competences

Development and production of screens and the printing systems

required for their use in the textile and graphic printing industry.

Supply of consumables such as ink and lacquers, services, spare parts

and auxiliaries for the textile and graphic printing industry.

Production of precision metal products by means of electroforming

and photo-etching.

HARSHA ENGINEERS is a global solution provider of Bearing

cages as well as special purpose stamped components. It is a prefered

supplier of different types of Roller and Ball Bearing Cages and cages

for Bearing with special applications. Harsha has been a growing

organization with significant international presence. Since 1972,



Harsha brings rich experience gained from customer engagements

around the world through technology partenerships and strategic

alliances. This results in realizing superior value to help industries

perform efficiently and profitably. Harsha also believes thatinnovation and reliable support helps to strengthen customer

relationships.

Harsha takes pride in its position as a preferred supplier to

bearing manufacturers worldwide.

Harsha’s constant focus on quality, systems and processes hasresulted in ISO 14001:2004(E) Environmental Certification and

ISO/TS16949-III certification, which is the highest certification in

Auto component manufacturing sector.

Harsha is a learning organisation. Offers you an exiciting array

of careers in engineering, design,marketing,logistics,human resources

nad general management, opportunities to suit your skills andexperience the best.

Varoetu. Learning. Teamwork. Growth. Joining Harsha

translates into continued opportunities to expand your horizons. There

is challenging and interesting work being done here and our ambience

ensures that all team members excel in their assigned roles. A culture

which values excellence complements a state of the art infrastructure

and an enjoyable work environment.

Prospective employees are invited to browse through this web

site to know more about our company, our products and services and

the kind of career path potentially available to you from time to time.

Do keep in touch with our web site to find out about new job

openings in your area of speciallisation.

Business Description:



Industries

Limited is an India-based company. The Company is engaged in

textile machinery manufacturing. The products manufactured by the

Company include nickel perforated rotary screens and machinery for

textile printings. The Company operates in four business segments:

screens, industrial machinery, graphics product and chemicals. Its

product range includes Rotary Printing Machines for textiles, Rotary

Screens and Chemicals for textile printing, and Anilox and Screens

for graphic printing.

Products

Roller bearing cages

Typically a roller bearing uses cylindrical spherical or a Needle roller

as a rolling element to reduce friction in the bearing.These rollers are

well supported by a cage or a retainer. Roller Bearing finds its

application in the bearing for construction machinery, gear

construction, vehicle manufacture,rolling mills & railway wagons.

Harsha has production shops dedicated to different product

families. These shops have manual, semi automatic and automatic

processes considering the cost effective manufacturability of a

product. The facilities are also equipped with sophisticated CNC

machines.

Harsha is technically competent to offer these cages in different

surface finishes such as Vibro finished, shot blasted, Zinc (Zn) or

Manganese (Mn) Phosphated as per customer requirements.

All these cage facilities are also equipped with state-of-the-art

dirt cleaning machines.

A sophisticated 3D CNC – Coordinate Measuring Machine for

measuring product dimensions has also been installed.

Needle Roller Bearing Cages

http://www.corporateinformation.com/Company-Snapshot.aspx?cusip=C356Y1000#%23





Cylindrical Roller Bearing Cages fine application in bearings

where the radial load is substantially higher than the axial load.

Harsha offers a diversified range of Products which includescages for Rivet Hole type, Rivet-less type, Traction Motor Bearing

and other applications.

Product Range:

Material OD Range(mm)

Steel upto 650

Brass upto 120

Taper Roller Bearing Cages



Deep Groove Ball Bearing can withstand high radial as well as

axial forces which make them ideal for a wide range of applications.

Product Range:Material OD Range(mm)

Steel 20-300

Brass 75-1200

Polyamide 20-100

Angular Contact Ball Bearing Cages

Angular Contact Ball Bearing Cages are designed to support

combined radial and thrust loads or heavy thrust loads depending on

the contact angle magnitude. High speed machine tool spindles

typically use Angular Contact Ball Bearing. Generally cages for these

bearing are made of special Brass or Polymide for hub bearings.

Product Range:

Material OD Range(mm)

Brass upto1200

Polyamide upto100



Markets/clients

Graphics section:

Packaging - and label printers and converters

Repro houses for the graphics market

Industrial/security printers

Textile section:

Textile printing preparation specialists worldwide (commission

engravers) Textile printers and finishers worldwide with in-house

engraving facilities



Metal precision section:

Electronics industry

AutomotiveFood industry

Market position

Rotary screen printing for the textile industry: world market

leader Flexographic laser engravers: among the top three Digital

textile printing: among the top three Rotary screen printingtechnology in the graphic industry: number two Precision metal

products – electroforming: world market leader

1.7 Business Philosophy

Ten things we know to be true “The perfect search engine,” says co– founder Larry Page, “would understand exactly what you mean and

give back exactly what you want.” When Google began, you would

have been pleasantly surprised to enter a search query and

immediately find the right answer. Google became successful

precisely because we were better and faster at finding the right answer

than other search engines at the time.

1. Focus on the user and all else will follow.

Since the beginning, we’ve focused on providing the best user

experience possible. Whether we’re designing a new Internet browser

or a new tweak to the look of the homepage, we take great care to

ensure that they will ultimately serve you, rather than our own

internal goal or bottom line.



2. It’s best to do one thing really, really well.

With one of the world‘s largest research groups focused

exclusively on solving search problems, we know what we do well,and how we could do it better. Through continued iteration on

difficult problems, we’ve been able to solve complex issues and

provide continuous improvements to a service that already makes

finding information a fast and seamless experience for millions of

people

3. Fast is better than slow.

We know your time is valuable, so when you’re seeking an

answer on the web you want it right away – and we aim to please. We

may be the only people in the world who can say our goal is to have

people leave our homepage as quickly as possible.

4. Democracy on the web works.

It relies on the millions of individuals posting links on websites

to help determine which other sites offer content of value. We assess

the importance of every web page using more than 200 signals and a

variety of techniques, including our patented PageRank™ algorithm,

which analyzes which sites have been “voted” to be the best sources

of information by other pages across the web.

5. You don’t need to be at your desk to need an answer.

The world is increasingly mobile: people want access to

information wherever they are, whenever they need it. We’re

pioneering new technologies and offering new solutions for mobile

services that help people all over the globe to do any number of taskson their phone



6. You can make money without doing evil.

The revenue we generate is derived from offering search

technology to companies and from the sale of advertising displayed

on our site and on other sites across the web. Hundreds of thousands

of advertisers worldwide use AdWords to promote their products

7. There’s always more information out there.

Our engineers turned their attention to information that was notas readily accessible. Sometimes it was just a matter of integrating

new databases into search, such as adding a phone number and

address lookup and a business directory.

8. The need for information crosses all borders.

Our company was founded in California, but our mission is tofacilitate access to information for the entire world, and in every

language. To that end, we have offices in dozens of countries,

maintain more than 150 Internet domains, and serve more than half of

our results to people living outside the United States.

9. You can be serious without a suit.

Creative things are more likely to happen with the right

company culture – and that doesn‘t just mean lava lamps and rubber

balls. There is an emphasis on team achievements and pride in

individual accomplishments that contribute to our overall success.

10. Great just isn’t good enough.



We see being great at something as a starting point, not an

endpoint. We set ourselves goals we know we can’t reach yet,

because we know that by stretching to meet them we can get further

than we expected. Through innovation and iteration, we aim to takethings that work well and improve upon them in unexpected ways.

Managing Change believes in a proactive approach to change

By positively seeking and exploiting the opportunities that

change brings whilst ensuring that ethics are not compromised.

Managing Change advocates participation

By encouraging all stakeholders to participate actively to ensure

success.

Seeking to make change learning and rewarding experience for

all participants.

Using personal and organizational development as enablers for change.

Conducting assignments in an open and trusting style with

respect for the individual.

Business Approach

Managing Change aims for quality and practical results

The approach is systematic and thorough, seeking to challenge

business practices and aiming to solve problems with realistic and

practical solutions.

Managing Change works to the IMC professional code of conduct



Human resource management

2.1 Details of workers

Founded: 1974

Area (m2): 49,000

No. of employees: 160

Level of workers

In the Stovec industries there are three levels of workers. Lower

level and less qualified workers which are come from ITI. Other

employees who are more qualified and they are people of mechanical

engineer and electrical engineer.



2.2 Scope of Human Resource activities conducted

by the organization

Meaning:

The scope of HRM is very wide. Specifically includes – HR

Planning, Job Analysis and Design, Recruitment and Selection,

Orientation and Placement, Performance Appraisal and Job

Evaluation, etc.

Specifically, the activities included are – HR planning, job

analysis and design, recruitment and selection, orientation and

placement, training and development, performance appraisal and job

evaluation, employee and executive remuneration, motivation and

communication, welfare, safety and health, industrial relations and

like.

These scopes help the HR to fulfill the societal, organizational,

functional and personal objectives of the company.



The main scope of the HR activities at Stovec industries is as

follows:

a. Recruitment and selection b. HR operations

c. Training & Development

d. Employee motivation tools

e. Rewards & Recognition

f. Employee engagement activities

Thus in Stovec industries, there is wide scope for humanresource management. An employee of that company can get wider

benefits of the good scope of the human resource functions.

2.3 Organization of HR Department



2.4 Human Resource Planning

Meaning:

Human Resource Planning is the process of forecasting a firm’s

future demand for, and supply of, the right type of people in the right

number.

HRP is understood as the process of forecasting an organization’s

future demand for, and supply of, the right type of people in the right

number.HRM department can intiate the recruitment & selection process.HRP is the sub system in the total organization planning .

Organization planning include managerial activity that set the

company’s objective for the future and determine the appropriate

means achieve those objective.HRP facilitates the realization of the

company’s objectives by providing the right type and the right

number of personal.

In the Stovec industries ltd

2.5 Job Analysis & Job Design

Meaning and definition

Job analysis is a systematic exploration of the activities within a

job. It is a basic technical procedure one that is used to define duties,

responsibilities and accountabilities of a job.”

Job Design involves conscious efforts to organize tasks, duties

and responsibilities into a unit of work to achieve certain objectives.

Job Design follows job analysis.



“Job analysis is the process of studying and collecting

information relating to the operations and responsibilities of a specific

job. The immediate products of this analysis are job descriptions and

job specification.

Job analysis is useful for overall management of all personnel

activities. It is Important to specify the uses of job analysis.

2.6 Recruitment & Selection process

Meaning:

Recruitment involves attracting and obtaining as many

applications as possible from eligible job-seekers.

Selection is the process of differentiating between applicants in

order to identify and hire those with a greater likelihood of success ina job.

Definition:-

“It is the process of differentiating between applicants in order

to identify those with a greater likelihood of success in job.”

SELECTION PROCESS:

1. External Environment

2. Internal Environment

3. Preliminary Interview

4. Selection Test

5. Employment interview

6. Reference and background analysis



7. Selection decision

8. Physical examination

9. Job offers

10. Employment contract

At Stovec:-

The Recruitment process is decentralized at Stovec Ltd. in the

sense that each department looks after its needs for people and does

the needful to realize its requirements. A budget is allocated for the

recruitment process through manpower planning. Recruitment is done

through the media of job portals (name of ‘Naukri.com’ given by theofficials) and newspaper advertisement. Even consultants are

commissioned for recruitment at senior level position. During the

selection process there are two phases of interview for a candidate.

The first interview is taken to gauge a person’s technical knowledge

in the particular field he has applied for and the second interview is

taken by the HR department.

2.7 Orientation & Placement

ORIENTATION

Meaning:

Orientation is a systematic and planned introduction of

employees to their jobs, their co-workers and the organization. It is

also called induction.

Definition: - “Orientation is a systematic and planned introduction of

employees to their jobs, their co-workers and the

organization.”



A firm needs to make four strategic choices before designing

its orientation programme. They are-

1. Formal and Informal2. Individual and Collective

3. Serial and Disjunctive

4. Investiture and Divestiture

The Human Resources Department of stovec structures an appropriate

induction programme to orient the new employees to various

businesses and services at stovec.

PLACEMENT

Meaning:

Placement refers to the allocation of people to jobs. It includes

initial assignments of new employees, and promotion, transfer, or

demotion of present employees.

After an employee has been hired and oriented, he or she

must be placed in his or her right job. It is the assignment or re-

assignment of an employee to a new or different job.

Definition: - “Placement refers to the allocation of people to jobs. It

includes initial assignment of new employees, and

promotion, transfer, or demotion of present employees”



2.8 Training & Development

Meaning:

Training and development is an attempt to improve current or

future employee performance by increasing an employee’s ability to

perform through learning, usually by changing the employee’s

attitude or increasing his or her skills and knowledge.

Training and Development = Standard performance– Actual

At Stovec:

The training and development function of HR is centralized at

Stovec Ltd. A budget is allocated for this function at the starting of

the financial year for the complete year. It aims at improving

technical, functional, behavioral aspects and soft skills of the

organisation’s employees.

A training calendar is prepared at the beginning of the year

which dates all the training programs during the year so that the

employees are well informed about such programs. Such programs

are arranged by TNA (Training Needs Assessment) technique.

Workers’ opinions are also considered while arranging such programs

i.e. if they feel a need to be trained in a particular field and the

demand is genuine, it is considered by the management. But a

maximum of only 2 programs are arranged for training as per

workers’ needs. The need of such programs is also devised through

surveys, observations by the supervisors, one-on-one meetings with

the employees, discussion with the Head-of-Department, etc.

After conducting the programs a detailed analysis, of whether

the programs have been useful to the workers and whether there has

been a notable change in their efficiency, is done. Such analysis is

done through feedback forms, quiz and questionnaires, inquiry with

the manager, etc. A proper study of Return on Investment is also done

after conducting such programs.



2.9 Performance Appraisal

Definition:- “Performance appraisal is a formal, structured system

of measuring and evaluating an employee’s job related behaviors and outcomes to discover how and why the

employee is presently performing on the job and how

the employee can perform more effectively in the future

so that the employee, organization, and society all

benefit.”

At Stovec:

Performance appraisal is done for people who are on company’s

payroll every 6 months. 360 degree performance appraisal technique

is used by the organization to make the event extensive.

2.10 Employee & Executive Remuneration

EMPLOYEE REMUNERATION

Meaning:

Remuneration is the compensation an employee receives in

return for his or her contribution to the organization.

Remuneration is the compensation an employee receives in

return for his or her contribution to the organization.

An average employee in the organization sector is entitled to

several benefits - both financial as well as non financial. To be

specific, typical remuneration of an employee comprises – wages and

salary, incentives, fringe benefits, perquisites, and non-monetary benefits.



There are four theories for remuneration:

1. Reinforcement Theory

2. Expectancy Theory3. Equity Theory

4. Agency Theory

EXECUTIVE REMUNERATION

Executive remuneration has assumed considerable importancein recent years. Deregulation and the consequent entry of MNCs into

the country.

Specifically, this category includes presidents, vice-

presidents, managing directors and general managers. Their

remuneration generally comprises five elements. They are:

1. Salary

2. Bonus

3. Commission

4. Long-term incentives

5. perquisites

At Stovec:

A panel is formed to look after the compensation and benefits of

the workers. This panel decides the educational allowances and leave

allowances.



2.11 Incentive Payments

Definition:- “Incentives are variable rewards granted to employees

according to variations in their performance.”

The other name for incentives is ‘payment by result’. But the

word ‘incentive’ is most appropriate because of its motivational

content.

The advantage of incentives is the inducement and motivation of

workers for higher efficiency and greater output.

Incentive payments make the employees indulge in conspicuous

consumption.

At Stovec:

Different departments have different incentive plans at StovecLtd.

2.12 Employee Benefits & Services

Definition:- “Benefits and services are based on critical job factors

and performance. Benefits and services, however, are

indirect compensation because they are usually

extended as a condition of employment and are not

directly related to performance.”

The word fringe is not appreciated by management

practitioners on the ground that nowadays benefits and services

constitute substantial labour cost for any organisation.



Similarly, the terms benefits and services are often used

interchangeably by some writers.

At Stovec:

Stovec Ltd. has a canteen built for workers. They provide

scholarships to their workers’ children to motivate them to study. The

organization distributes uniforms to workers. Various leaves are given

to the workers:

13 – Paid Leave

16 – Sick Leave10 – Casual Leave

Such leaves are accumulated and carried forward to the next

year if they remain unused.

2.13 Employee Welfare

Definition: - “Labour welfare is a term which must necessarily be

elastic, bearing a somewhat different interpretation in

one country from another, according to the different

social customs, the degree of industrialization and

educational level of the workers.”

Mr. Moorthy, in his monumental work on labour welfare,

divides welfare measures into two broad groups, namely:

1. Welfare measures inside the work place and

2. Welfare measures outside the work place



At Stovec:

Stovec Ltd. regularly organizes get-to-gathers for its workers.

Health care and medical facilities are given to the workers 24 hours a

day. Safety equipments are given to the workers so that their mental

and physical health is affected minimally by the working conditions.

Various family related benefits are also given to the workers. Various

festivals are celebrated at Stovec Ltd. so that the morale of the

employees remains high.

2.14 Safety & Health of Employees

Meaning:

Safety refers to the absence of accidents. It refers to the

protection of workers from the danger of accidents. Every

organization must strive for the safety of its workers.

At Stovec:

Safety measures generally required in this industry are provided

by Stovec Ltd. The organization provides hand gloves to workers for

their safety and ear-plugs to those workers who have to be with

machinery making high decibel noise for a long time.

2.15 Promotions, Transfers & Separations

Meaning:

Promotion results in an improvement in pay, prestige,

designation, and responsibilities of an employee within the

organization.



Transfer involves a change in the job and the place of job

without change in position, pay or responsibilities.

Separation means when an employee is no longer with his

employer. It can be due to lay-off, resignation, dismissal,

retrenchment or voluntary retirement scheme.

At Stovec:

The employees may be transferred from one department to

another based on the requirements of the departments. The attrition

rate at Stovec is 10%.

2.16 Industrial Relations

Definition:- “Concerned with the systems, rules and procedures used

by unions and employers to determine the reward for

effort and other conditions of employment, to protect the

interests of the employed and their employers, and to

regulate the ways in which employers treat their

employees.”

The three popular approaches of IR are as following. HR

manager are expected to understand these varying approaches because

they provide the theoretical underpinnings for much of the role of

HRM.

1. Unitary Approach

2. Pluralistic Approach

3. Marxist Approach



COMPANY PERFORMANCE

Stovec Industries Limited continues to be a leading rotary

screen producer in India and reliable partner in business. During the

years we have developed extensive applicationknow-how in the rotary

screen printing technology. In the context of the current year wehave

had a record production and sales of consumables. The company

pursues continuousprocess improvements to ensure that all screens

comply to best in classstandards of quality confirming to high

standards of Environmental health and safety. Wehave continued to

demonstrate high customer focus and with our strong localized

support weplay an important role in our customer's value chain.

The company has demonstrated consistent financial

performance and strong cash reserves.Your Company has had a

successful year and achieved a PBT of Rs. 97.397 million despiteflat

revenues. Improved profitability was driven through margin

expansion and improvedproduct mix. During the year the company

re-engineered its key business processes andsuccessfully migrated to

a new ERP platform.

OUTLOOK & OPPORTUNITIES

The general outlook for the economy in 2010 is expected to

improve. Your Company'smanagement team continues to focus on

efficient execution of various programs initiatedand also plans to add

new product lines from our parent companies portfolio of

products.With improvement in the economic situation in the

international markets, exports ofmachinery may improve. This should

help the company maintain or improve its current marketand financial

position.



RISKS AND CONCERNS

The overall economic climate and in particular the health of

Textile processingindustry will have direct impact on the company's

business plans. The company continues totake suitable steps to

minimize these risks and their impact on Company’s overall

performance.

INTERNAL CONTROL SYSTEM

Adequate internal control procedures are in place across the

company. The company hasimplemented a new ERP platform. Theinternal control mechanisms have been integrated intothis.

HUMAN RESOURCE MANAGEMENT

The company has focused on creating performance based

culture within the organizationand Employee training is an important

focus area for the company.



FINDINGS

During the visit to Harsha engeneering Ltd. I found out that the

HR practices followed by the HR department are at par with the

requirements by the organization. The HR department believes in

optimum utilization of resources and has very well adopted its belief

in the working life of the organization. Earlier 12 people used to work

in the HR department but due to rationalization the headcount has

decreased to 3.

The HR department neither believes in spending extravagantly

on HR practices nor cut short on spending an amount required for the

implementation. The workers seemed content with their working

environment as well as the management.



SUGGESTIONS

Cleanliness should be maintained at the workplace so that the

workers enjoy doing their work.

More people in the HR department should be appointed so that

any grievances of the workers are solved and the activities are

smoothly conducted.



CONCLUSIONS

The visit to Harsha engeneering was a great learning

experience. I got to know how the HR theories and practices can be

fruitfully implemented in real life situations. And a visit to world

renowned organisation like Stovec Mills just reaffirmed how right HR

practices can lead an organisation to success.

With the current HR practices, Stovec can definitely achieve its HR

vision:

HR Vision

Be The Foundation That Integrates Culture, Vision & Values ,

Creates an Environment That facilitates The Maximization of Human

Potential.



REFERENCES

Website:- http://www.Harsha engineers.com

Aswathappa, K. Human Resource and Personal Management -

Text and Cases. New Delhi: Tata McGraw-Hill Publishing

Company Limited, 2005.

http://www.harsha/

http://www.harsha/

harsha abhi

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