A

PROJECT REPORT

ON

FINDING OUT THE AWARENESS OF THE ADVANTAGE OF JOB DESCRIPTION.

FOR

ADOR WELDING COMPANY LIMITED

Submitted by

DEEPIKA SHENDE

Batch 2009-2010.

Under the guidance of

MRS.VIJAYA PURANIK

Submitted in partial fulfillment of the degree of

MASTER OF PERSONNEL MANAGEMENT.

DECLARATION

D E C L A R A T I O N

I, the undersigned, hereby declare that the Project Report entitled “………… …………… …” written and submitted by me to the University of Pune, Pune in partial fulfilment of the requirements for the award of degree of Master of Business Administration under the guidance of ……………….. is my original work and the conclusions drawn therein are based on the material collected by myself.

Place : Pune (Name)

Date: Research Student

C E R T I F I C A T E

This is to certify that the Project Report entitled “……………………………………” which is being submitted herewith for the award of the degree of Master of Business Administration of University of Pune, Pune is the result of the original research work completed by Mr ………………………………………… under my supervision and guidance and to the best of my knowledge and belief the work embodied in this Project Report has not formed earlier the basis for the award of any degree or similar title of this or any other University or examining body.

Director Project Guide

Dr. Apoorva Palkar (Name of the Guide)

Place : Pune

Date:

INTRODUCTION

JOB ANALYSIS

It is a procedure by which pertinent information is obtained about a job ,i.e., it is a detailed and

systematic study of information relating to the operations and responsibilities of a specific job.

An authority has defined job analysis as “the process of determining, by observation and study,

and reporting pertinent information relating to the nature of the specific job. It is the

determination of the tasks which comprise the job and of the skills, knowledge, abilities and

responsibilities required of the worker for a successful performance and which differentiate one

job from all other”.

Job Analysis is a procedure and a tool for determining the specified tasks, operations and

requirements of each job.” it is the process of getting information about jobs: specially, what the

worker does ;how he gets it done; why he does it; skill; education and training required;

relationship to other jobs; physical demands; environmental conditions”. In other words ,it refers

to the anatomy of the job. It is a complete study of job, embodying every known and

determinable factor, including the duties and responsibilities involved in its performance, the

conditions under which the performance is carried on, the nature of the task. The qualities

requires in the worker, and such conditions of employment as pay, hour, opportunities and

privileges. It also emphasis the relation of one job to others in the organization.

PURPOSE OF JOB ANALYSIS

Job Analysis is useful for overall management of all personal activities. While this is a

generalized statement, it is important to specify the uses of job analysis.

Job related data obtained from a job analysis programme are useful in HRP, employee hiring,

training, job evaluation, compensation, performance appraisal, computerized personnel

information systems, and safety and health. Each of these applications of job analysis is

described in brief here. They will however be explained in greater detail in subsequent chapters.

HUMAN RESOURCE PLANNING: It determines as to how many and what type of personnel

will be needed in the near future. The number and the type of personnel are determined by the

jobs which need to be staffed. Job-related information is, therefore, necessary for HRP.

RECRUITMENT AND SELECTION:- Recruitment needs to be preceded by job analysis. Job

analysis helps the HR manager to locate places to obtain employees for opening anticipated in

the future. An understanding of the types of the skills needed and types of job that may open in

the future, enables managers to have a better continuity and planning in staffing their

organization.

Similarly, selecting a qualified person to fill a job requires knowing clearly the work to be done

and the qualifications needed for someone to perform the work satisfactorily. Without a clear

and precise understanding of what a job entails, the HR manager cannot effectively select

someone to do the job.

The objective of employee hiring is to match the right people with the right jobs. The objective is

too difficult to achieve without having adequate job information.

TRAINING AND DEVELOPMENT:- Job analysis is useful for an HRD manager in as much as

it helps him/her know what a given job demands from the incumbent in term of knowledge and

skills. Training and development programmes can be designed on the job requirements. Selection

of trainees is also facilitated by job analysis.

JOB EVALUATION:-Job evaluation involves determination of relative worth of each job for the

purpose of establishing wage and salary differentials. Relative worth is determined mainly on the

basis of job description and job specification.

REMUNERATION:- Job evaluation helps determine wage and salary grades for all jobs.

Employees need to be compensated depending on the grades of the jobs which they occupy.

Remuneration also involves fringe benefits , bonus and other benefits. Clearly, remuneration

must be based on the relative worth of each job .Ignoring this basic principle results in

inequitable compensation. A perception of inequity is a sure way of demotivating an employee.

PERFORMANCE APPRAISAL:- Performance appraisal involves assessment of the actual

performance of an employee against what is expected of him/her. Such assessment is the basis

for awarding promotions effecting transfers, or assessing training needs. Job analysis facilitates

performance appraisal in as much as it helps fix standards for performance in relation to which

actual performance of an employee is compared and assessed.

PERSONNEL INFORMATION:- Organizations generally maintain computerized personnel

information systems. Such information system is useful as it helps:

1. Improve administrative efficiency by speeding up the provision of data, by reducing the

resources required to carry out routine administration, and by freeing the resources for

higher-value activities which are fundamental to the success of the management.

2. Provide decision report-information which gives a factual basis for decisions concerning

the planning, acquisitions, development, utilization and remuneration of human

resources.

Job analysis is vital for building such information systems.

SAFETY AND HEALTH:- The process of conducting a detailed job analysis provides an excellent opportunity to uncover and identify hazardous conditions and unhealthy environmental factors(such as heat, noise, fumes, and dust)so that

corrective measures can be taken to minimize and avoid the possibility of human injury.

PROCESS OF JOB ANALYSIS:-

Job analysis is useful for several purposes, such as personnel planning, performance appraisal,

and the like. Each phase in the process of job analysis is explained in the paragraphs that follow.

STRATEGIC CHOICE

GATHER INFORMATON

PROCESS INFORMATION

JOB DESCRIPTION

JOB SPECIFICATION

STRATEGIC CHOICES:-

With regard to job analysis, an organization is required to make at least five choices;

1. The extent of employee involvement in job analysis.

2. The level of details of the analysis.

3. Timing and frequency of analysis.

4. Past-oriented versus future –oriented job analysis.

5. Sources of job data.

INFORMATION GATHERING:-

This step involves decisions on three issues,viz;

1. What type of data is to be collected?

2. What methods are to be employed for data collection?

3. Who should collect the data?

So far as the type of data to be collected, it may be stated that all details about the jobs need to be

gathered. The type of data, however, depends on the end use of the information, as also on the

time and budget constraints.

With regard to the methods for data collection, there are several of them, but the more prominent

of them are-

i. Observation

ii. Interview

iii. Questionnaire

iv. Checklists

v. Technical conference

vi. Diary methods

These methods will be explained in detail latter.

With regard to the persons employed to collect data, it may be stated that three types of

individuals are used. They are –

i. Trained job analysts

ii. Supervisors

iii. Job incumbent

Each of these alternatives has its own merits and demerits. Trained analysts, for example, will

lend objectivity and standardization to the data collected but they , implicitly, mean outflow of

money. Supervisors and job holders provide information with no extra cost, but the data may not

be objective and standardized. It may be stated that the individuals who collect job related data

determine the accuracy , speed and cost of information.

The selection of a particular method of collecting job-analysis information and of the person(s)

to be involved depends on two important factors

i. What is the purpose of job analysis, and

ii. What is the status of the current job analysis progarmme?

With regard to the purpose of job analysis, it may be sated the programme is useful in overall

PM/HRM. Specifically, job analysis , as stated earlier, provides information to develop job

descriptions and job specifications, and to conduct job evaluations. These, in turn, are useful in

helping managers identify the kinds of individual they should recruit ,select, and develop, as well

as providing guidance for decision about training and career development, performance

appraisal, and wage and salary administration.

Speaking about the status of the job analysis programme ,there are two possibilities. First, a

given company may not have such programme. Two , the firm may have a well-established job-

analysis programme. When the programme is non-existent, the company must appoint a

consultant who will select a method for data collection, supervise its administration and analyse

the information, and write the job description and specifications.

For organizations with a well established job analysis programme, it should be remembered that

job-analysis information provides only a snapshot of a particular job. Jobs change over a period

of time due to technological innovations, organizational restructuring and changes in products,

among other reasons. Thus, well-administered job analysis programmes provide a built in system

for periodically reassessing jobs. This reassessment may be done, expeditiously, through

observations, interviews, or by keeping the programme up-to-date is a much less expensive and

less time-consuming endeavour.

INFORMATION PROCESSING

Once the job information has been collected, it needs to be processed, so that it would be useful

in various personnel functions. Specifically, job related data would be useful to prepare job

description and job specification.

JOB DESCRIPTION DESCRIBES JOBS NOT “JOB HOLDERS”

Human Resource management includes a variety of activities’ , and key among them is deciding

what staffing needs you have and whether to use independent contractors or hire employees to

fill these needs ,recruiting and training the best employees ,ensuring they are high

performers ,dealing with performers issues and ensuring your personnel and management

practices conform to various regulations .A task is a typically defined as a unit of work, that is ,a

set of activities needed to produce some result. Complex positions in the organization may

include a large number of tasks, which are sometimes referred to as functions.

Job Description are lists of the general tasks .or functions, and responsibilities of a position.

Typically, they also include to whom the position reports , specifications such as the

qualifications needed by the person in the job, salary range for the position, etc in order to

convert the ideas into a practical working reality. There is a need to develop a job description and

person specification. This will help in gathering all the necessary information needed to recruit to

the post. It will also help to identify and clarify any uncertainities and ambiguities about the new

job role and its place in the team.

The Job description is a practical, relatively simple tool that supports personnel management and

employee communications everyday. Written Job Descriptions are helpful particularly in:

Recruitment:- Job announcements based on written descriptions that clearly outline functions

and requirements give potential candidates a reasonable basis for deciding whether or not to

apply,and they tend to attract a more suitable pool.

Selection and hiring:- In identifying the abilities and knowledge needed to perform a job, the job

descriptions help supervisors and others who hire to focus on job relevant criteria when choosing

from the applicants.

Wage and Salary Administration:- Setting a pay rate in relation to other jobs within the company

and similar jobs in other companies requires more of a basis for comparison than job title alone.

The job description provides it.

Orientation:-Guided by a job description, supervisors can better anticipate what employees new

to the company or the job need to know and help them minimize

adjustment time. Employees can learn about their responsibilities both directly from a written

description and by asking questions when reading the description.

Performance appraisal and employee development:- The statement of duties in a job description

is the foundation for evaluating employees with respect to actual performance dimensions rather

than personal attributes or traits. It puts the discussion of an employee’s capabilities, talents,

strengths, deficiencies, and advancement aspirations into the current job and other opportunities

within the company. Job description may also be used to inform employees of typical

promotional sequence and requirements.

Workers’ compensation Claim management:- Before recommending that an injured employee

return to work, a treating physician needs to know about the normal demands of the employee’s

job. In addition, if provided with written job description, physicians who treat employees under

workers’ compensation insurance may be able to detect links between injuries and job functions

that could be redesigned.

A Job Description outlines the responsibilities and functions that are assigned to a particular

position or role. In fact it provides clarity about what an employee is supposed to do.”For

employers, Job Description establishes wages, salary ranges and grades and promotes a process

driven culture. For employees ,Job Description are useful to gain in equity in compensation and a

way to be reassured that there are no discriminatory pay policies in the company ,”says Jude

Coelho, executive vice president, human resources, Cranes software International. A good Job

Description not only defines the roles but responsibilities as well. Anshuman ray, HR Country

Manager, Synopsys India adds,”it also an interface of the job with internal and external

customers, reporting relationship and challenges that the job offers. It provides a sense of how

much impact the job can make by providing ‘a degree of accountability’ as much as it attempts

to align the job with the overall business group charter.”

Job Description plays a pivotal role and this is leveraged by most of the core HR systems .It is

used for recruitment and selection, career mapping or pathing, training and development,

performance management, organization design, compensation and benefits and manpower

planning. The fact that it provides an overview of scope and responsibility of the job and maps

the skills or competencies makes it a handy tool.

Job profile is an integral part of the recruitment process. It can be used to obtain employee

ownership and support for the position and to trace the parameters of the skills and abilities

sought for the position. Clearly defined Job description can help companies make wise hiring

decisions. Hiring the best can be facilitated through Job description since it is a tool to access the

best fit. Wrong fit will impact the organization adversely and the fallout is that it hits key metrics

around productivity and retention. Right Job description gets the right talent. Employees are able

to clearly understand and deliver, thus impacting overall productivity levels. Job Description also

ensures that an organization does not dilute its standards or competency levels, which is

important for processing the spirit of meritocracy.

BARRIERS TO JOB DESCRIPTION

A common objection to the use of written job description from concern about losing flexibility to

manage, especially when technology or other conditions are changing.

Understandably, employers do not want their much written words to restrict their right to

direct what workers do o the job or how they do it. The legendry, “that’s not in my job

description,’ however, need not to be a problem to any employer making reasonable

assignments to workers.

In fact the employee who does not have a written Job description may be more likely to

feel that a supervisor’s directive is overstepping rightful bounds.

Finally, and perhaps most typically, many employers do not use written job description

because the task of developing them looms too large or uncertain.

UNCLEAR JOB DESCRIPTION

The use of ‘job description’ in the management of organizations resources is progressively

changing to the writing and use of ‘role statements’. This is because the manner in which a job is

described in a typical job description is essentially in the form of enlisting the tasks and duties to

be performed. Consequently, it fails to articulate the dynamics and evolving expectations that

one has in the execution of the responsibilities of that position. Unclear job descriptions lead to

problems like lack of clarity in defining deliverables and mismatch in expectations between the

management and the employees. Such descriptions hinder performance management and career

development. If employees are clueless about their responsibilities and functions, their

productivity is affected and hence the business suffers. This can affect the team performance as

well, as a result of under utilities resources. The ambiguity can impact the relationship between a

manager and his sub-ordinate.” managers may not utilize the tasks that the employee can do very

well or push the employees to do tasks he or she may not be skilled at either way discontent

attrition,”

The job description should be:-

Job description should be reliable, valid, understandable, and specific enough to provide

direction for staff behavior .Job description should focus on what the staff member does.

COMPANY PROFILE

INTRODUCTION

ADOR-WELDING LIMITED (Formerly as ADVANI – OERLIKON LTD.) is the largest

manufacturer of welding consumables and equipments in India. The company has six plants for

welding consumables & one for welding equipments located in various cities all over the

country. The company was set up in 1951 with technical and financial collaboration with

Oerlikon –Buhrle of Switzerland.

Over 50 years of leadership and pioneering work has made ADOR-WELDING a prestigious

name in India’s welding history. The company has a wide customer base for it’s products and

services which command a premium in the Indian market. The customers include a wide variety

of industries – power, steel, shipbuilding, defence, automotive, cement fertilizer; to mention a

few.

Today the company produces the widest range of welding consumables and welding equipment

in the country. The company also represents several world leaders in the welding industry. These

include amongst others; Jetline Engineering Inc.of USA, Koike Sanso Kogyo of Japan and Astro

Arc Polysoude from USA.

AWL, Chinchwad was certified by DNV for ISO-9001-1994 in the year 1995 & are certified to

revised ISO 9001-2000 standard with effect from 01/09/2003.

AWL, Chinchwad has established its Occupational Health and Safety Management System

(OHSMS) as outlined in this HSE manual in accordance with the requirements of OHSAS

18001:2007 and implemented with effect from 01/07/2008.

2.2 - HISTORY

J. B. Advani & Company Ltd. Signed a technological collaboration agreement with Oerlikon,

Switzerland in 1951. The company was incorporated with the purpose of providing Indian

Industry with indigenously manufactured electrodes. Advani-Oerlikon started producing

electrodes, in August 1952. when its first plant in Bhandup was commissioned, the company

intensified efforts soon led to the country’s self-reliance in welding-electrodes. Success and

increasing demand led to the establishment of a second electrode plant at Raipur, M.P in August

1962.

In 1967, with the setting up of a third electrode manufacturing plant in Madras and an exclusive

Electronics division at Chinchwad, The Company marked its course for continued progress and

growth. Diversified activities necessitated a change of name in November 1968; J B ADVANI

PRIVATE LIMITED changed to Advani Oerlikon Limited. Between 1968 to 1974; the company

adopted new techniques of production and also increased the range of products like Oerlikon

Low-heater, Input fillers alloy fluxes.

In 1975, again name changed fro Advani Oerlikon Pvt Ltd. To Advani Overlikon Ltd.& 1986,

the company was declared to be public. In 1992, Welding Torch factor commenced at

Chinchwad, Pune. While in 1993, another production unit was set up at Haybunder, Mumbai for

electrode. In 2001, technical collaboration between the two companies of 50 years was over and

it was decided to independently operate for indigenously manufacture and therefore the

company’s name were changed to “ADOR WELDING LIMITED (AWL)”. The Pune plant is

known for the manufacturer of welding equipment, welding accessories, cutting products &

torches.

Company Profile

Name of the Company:-

ADOR WELDING LIMITED.

Registered & Corporate Office:-

ADOR WELDING LIMITED.

Ador House

6, K. Dubash Marg,

Fort,

Mumbai – 400 023

TEL : (022) 22842525 - 3 Lines

FAX : (022) 22873083

Central Marketing Office:-

L.B. Shastri Marg,`````````

Bhandup (West),

Mumbai – 400 078

TEL : (022) 25612566 / 7

FAX : (022) 25646562 / 25686062

AWL ESTABLISHMENT’S:-

List of Plants:

Raipur

Chennai

Silvassa

Chinchwad (Pune)

Technology Development Centres

Silvassa

Pune

Ador Welding Training Centre

Chinchwad

Ador Training Centre

Chinchwad

Area / Territory Offices

Mumbai

Kandivli

Navi Mumbai

Pune

Nagpur

Goa

Baroda

Ahmedabad

Indore

Raipur

Bhubaneshwar

Kolkata

Jamshedpur

Guwahati

Delhi

Ludhiana

Lucknow

Faridabad

Jaipur

Chennai

Coimbatore

Bangalore

Hyderabad

Kochi

THE BOARD OF DIRECTOR :-

Ms. A. B. Advani

Executive Chairman

Mr. Raman Kumar

Managing Director

Mrs. N. Malkani Nagpal

Director

Mr. G. L. Mirchandani

Director

Mr. J. N. Hinduja

Director

Mr. R. R. Vora

Director

Mr. Anil Harish

Director

Mr. M. K. Maheshwari

Director

Mr. R. A. Mirchandani

Director

Mr. P. K. Gupta

Director

Mr. A. T. Malkani

Additional Director

Mr. D. A. Lalvani

Additional Director

The Company has a vast Network for International clients with a Global Presence in over

40 Countries

Location of

Area /

Territory /

Field Offices

E-mail TEL Nos. Fax Nos. Countries

Sharjah ( UAE ) awloverseas@adorians.co

m

0097165578601 009716557860

2

UAE,OMAN

Al Khobar

( KSA )

awlomc@adorians.com 00966542279643

9

Kingdom of

Saudi

Arabia,

Qatar,

Bahrain,

Kuwait &

Iran.

COMMERCIA

L &

LOGISTICS

( Corporate

Marketing

Office )

ibdlogistics@adorians.com (022)25960833 (022)25966062

For North & South America, other Middle East Countries, SAARC Countries & South East

Asia, Tanzania. Kenya, Uganda, Nigeria & other African Countries, kindly contact our Sharjah

office and / or Corporate Marketing Office ( cmo@adorians.com )

AWL's International Business Division (IBD) brings to its customers the benefits of upgraded

technology and re-engineered manufacturing plants. We are backed by large manufacturing

capacities and technically qualified welding teams which provides customer driven, consultative

selling and services.

Our customers primarily include large scale fabricators, ship building yards, refineries and other

industries linked to Oil & Gas. We have a wide array of products servicing general to niche

applications. Our products are continually serviced by our far reaching technical marketing &

servicing team in addition to a well entrenched distribution network.

Talk to the IBD team in your country or regional location. and experience the comfort level of

dealing with people you know you can trust.

VISION , MISSION AND VALUES

VISION:-

The Ador Group shall be a globally respected industry leader in all its lines of business. The

Group culture shall foster Business Excellence, High Ethical and Social Practices and create

pride for all stakeholders in the Ador Family.

MISSION:-

Ador Welding is in the business of welding consumables and welding related products and

services. Our mission is to improve continually our products and services to meet our

customers’ needs, allowing us to prosper as a business and to provide a reasonable return to

our shareholder

VALUES

Quality

Aiming to achieve leadership in business growth, profitability and technology by offering the

quality of products and services that shall be the best in their class.

Customer Focus

Ensuring that customer needs are identified and that products and services meet these needs most

effectively.

Competitiveness in the International Market

Striving to continuously increase business from markets outside India and create business surplus

for sustained growth and improvement.

Innovation – An Essential Ingredient for Group Success

Striving to innovate and excel in everything the group does: in products, safety, value, services,

human relations, competitiveness and profitability.

PRODUCT & SERVICES

The leader in the Indian welding industry for five decades – Ador Welding is the flagship

company of the ADOR Group. It has been rated as one of the top 200 Indian companies, it has

also been recognized as one of the top 20 ‘wealth creators in the corporate sector’ and as one of

the most valuable 500 companies in India.

Products and Services

Welding and Cutting Products

Electrodes, wires and fluxes

The widest range of power sources

Cutting products, accessories and services

WTC based Services

Welding procedures & Application services

Welding productivity improvement services

In the belief that people are the source of strength, the ADOR Group shall foster teamwork and

ensure that all employees treat each other with trust and respect.

Treating Suppliers, Dealers And Vendors As Partners

Consciously promoting dealer and vendor involvement in order to improve products and services

and maintain mutually beneficial and dependable relationships.

Responsibility to Society

Recognizing the obligation to society as an integral part of all business practices and maintaining

high ethical and social standards in all dealings.

Welding and Cutting Products

Electrodes, wires and fluxes

The widest range of power sources

Cutting products, accessories and services

WTC based Services

Welding procedures & Application services PRODUCT & SERVICES

The leader in the Indian welding industry for five decades – Ador Welding is the flagship

company of the ADOR Group. It has been rated as one of the top 200 Indian companies, it has

also been recognized as one of the top 20 ‘wealth creators in the corporate sector’ and as one of

the most valuable 500 companies in India.

Products and Services

Welding productivity improvement services

Technical and skills training services

Knowledge Exchange Services

PORTFOLIO OF EXPERENCE

Ador Welding has consistently maintained its pre-eminent leadership status in the welding

industry because of its strong technical resource capability. It has the industries largest

countrywide network and a consultancy update roster of global partnership. It is therefore the

ideal “solution provider ” to core sector and critical industries like defence, nuclear, chemical

and power plant, petrochemical, LNG tanks construction, heavy engineering, space, steel,

cement, mining and shiping.

Project Engineering Division

The Project Engineering Division leverage on the Group’s long experience in project

Engineering from design to procurement and turnkey delivery. The division provides customized

welding automation product and system (WAPS). This customized solution revolve around

welding engineering i.e mechanization and automation on intricate welding jobs and high

production efficiency in repetitive welding jobs. Automation solution have been created for core

sector application like steel plants, railway, defence, space, ship bnulding and the like.

The division also has capability to handle specialized project related to combustion, thermal and

environmental engineering. These solution are created on a custom dictated basis and executed

with turnkey implementation

Product and Services

Flare system custom built to handle all type of gases condition and environmental

requirement.

DeNox system the latest catalytic Nox reduction system.

Incinerator for Industrial, Chemical and Hospital waste, crematoria for human & animal

bodies.

Mechanised Welding Aids

Welding Automation system : All projects are executed to custom dedicated brief to provide

high productivity welding solution.

Value-added fabrication contracts

PORTFOLIO OF EXPERENCE

The Project Engineering Division offers international standard quality products and services.

The division client range from leading national and international consultant, turnkey contractors

refiners, petrochemical and pharmaceutical plant to hospital and municipal corporation.

Galvanizing furnaces and special heating system are undertaken for domestic and overseas

project.

International business division

With a wide portfolio of product experience and an efficient distributer network for sales and

service, international business division offer the overseas buyer single window access to a wide

range of products and services. The Aodr Welding Brand is the name of choice for all welding

needs solution in the middle east, far East and the Gulf, and Asian and African continant.

Product and Services

Export And Import of welding product

Welding Accessories

Welding industry raw material

Industrial engineering product

Ador Fontech Ltd

Ador fontech is dedicated to supply products, services and solutions that meets and exceed the

need of end user. The custom –base includes mining industries, steel, and other metallurgical

complexes, power, railway, rods transports work shipping industries, sugar mills, cements plants,

fertilizer and chemical plant, oil drilling and refining sector, defence workshops and whole range

of engineering industries .

Products and Services

ADOR FON a market driven brand name includes a range of low heat input welding alloys with

proven performance record. Use extenciely in inda and other locations

FONMATIC Open arc FCAW wires and feeders

FONARC Welder friendly welding and cutting equipment. Welding system and weldor health

and safety equipment

FONCOATECH Thermal spray product

ARCOFON The world’s most wear-resistance fuse-alloy wear plates

KOSTECH Customer-specific turnkey reclamation job work center.

ADOR MULTIPRODUCT LTD.

Ador multiproduct files a vital needed and strategic niche in the business-to-business

manufacturing segment of the high-profile personal care product.

Product and Service

Cosmetic

Personal care product

Trading in engineering product

ACHIEVEMENT’S

Ador Welding’s continuous efforts to fulfill new requirements in welding, improved quality and

enhanced productivity, has resulted in several ‘Firsts’ in the Industry. The company’s two R &

D centers spare no efforts to keep the Ador Welding banner flying high in terms of several new

introductions that have hit the market for the first time.

First to establish welding training schools in the country

First to introduce medium coated rutile type electrodes

First to introduce heavy coated rutile type electrodes

First to introduce low hydrogen basic type iron powder electrodes

First to introduce iron powder rutile type electrodes

First to introduce low-alloy high tensile electrodes

First to introduce full range of hard facing electrodes

First to introduce machinable cast iron electrodes

First to introduce stainless steel rutile type electrodes

First high deposition iron powder rutile type electrodes for welding of heavy sections

First to introduce agglomerated fluxes for SA welding

First with filler wires for SA and GMA welding applications

First hydrogen controlled electrodes for NACE steel used in offshore structures and processing

platforms

First to develop ultra high tensile electrodes forging dyes

First to introduce electro slag welding technology

First to introduce diesel engine driven DC Arc Welders

First to introduce SAW Welding Equipment

First to introduce indigenous inverter technology

First to introduce a full range of stainless steel and cast iron machinable electrodes

First to introduce electrodes for aluminum welding

First to introduce high deposition iron powder electrodes for welding of heavy sections

First to develop plasma arc cutting systems

First in India to introduce world class moisture-resistant vacuum packaging – a major cost and

time saver

First to introduce the brush less welding generator

First to introduce welding inverters

First with new generation SAW fluxes for high speed manufacture of heavy duty pipes

First to introduce electrodes for welding rails: Ador SP 6 and Ador AS

First to introduce electrodes for duplex stainless steel

First to introduce special consumables for modernization of Dehydro- Desulphurisation (DHDS)

units at refineries

First to develop indigenous 9 % nickel steel electrodes for LNG terminals

First to introduce new generation cellulosic electrodes, one of five countries to crack this

sophisticated technology. Certified by the International Oil Fields, Saudi Arabia.

QUALITY POLICY

The mission at Ador Welding Limited is to continually improve products and services to

enhance there customer’s satisfaction, allowing them to prosper as a business and provide a

reasonable return to there shareholders.

To achieve the above purpose, AWL : -

1. Manage the processes of the Quality Management System in accordance with the

requirements of ISO 9001: 2000 standard.

2. Understand customer’s needs and delight them.

3. Fulfill statutory and Regulatory requirements related to there products.

4. Be competitive in there operations.

5. Involve each employee and enable him to meet his performance standards through a state

of self-control.

6. Implement Quality Objective through Annual Quality Plan (AQP), which shall include

process/ productivity improvements; continuous enhancement of product and service

capabilities.

AWL is committed to comply with the requirements of the Quality Management Systems and

continually improve its effectiveness through the process Quality Audits and Management

Reviews.

HSE POLICY

Acknowledging our responsibility as the India’s Leading & pioneering welding equipment

manufacturer, We, at Ador Welding Limited, Chinchwad are committed to:

Continual improvement in our HSE Management System and HSE performance.

Healthy and Safe work environment by prevention of injury and ill health,

minimizing OH&S risks involved in welding equipment/ Powergen manufacturing,

PEB and related processes

Prevention of air, water, land and noise pollution

Efficient use of electricity and other resources

Compliance to applicable legal and any other requirements relating to our OH&S

risks and Environmental aspects.

This will be achieved through:

Establishing and maintaining HSE Management System to the requirements of latest

International Standards:

OHSAS 18001, and

ISO 14001

Awareness and involvement at all levels in the organization

OBJECTIVE

To find the employee awareness about Job Description

RESEARCH METHODOLOGY

Research in common parlance refers to a search for knowledge.One can also define research as a

scientific and systematic search for pertinent information on a specific topic.

Research is an art of scientific investigation.Research is thus an original contribution to the

existing stock of knowledge making for its advancement.It is the pursuit of truth with the help of

study,observations,comparison and experiments.The search for knowledge through objectives

and systematic method of finding solutions to a problem is research.

My research was to find out whether the employees in the organization know about job

description and if they did not ,to give them appropriate knowledge about it.Also had to find out

how many exact positions exist in the organization.

OBJECTIVES OF RESEARCH

The purpose of research is to discover through the application of scientific procedures.The main

aim of research is to find out the truth which is hidden and which has not been discovered as

yet.Though each research study has its specific purpose,we may think of research objectives as

falling into a number of following broad groupings:

To find the employee awareness about job descritption.

DATA ANALYSIS AND INTERPRETATION

1.Table showing the level of knowledge about job description of employees.

RESPONSE YES NO TOTAL

EMPLOYEES KNOWLEDGE

ABOUT J.D

23 17 40

PERCENTAGE 57.5 42.5 100

57%

43%

EMPLOYEES KNOWLEDGE ABOUT JOB DE-SCRIPTION

YESNO

INTERPRETATION

The above diagram shows that 57% says yes that they know about job description while 43%

says no that they don’t know about job description.

2. Table showing previous knowledge about Job description.

RESPONSE YES NO TOTAL

EMPLOYEES WHO HAVE

BEEN THROUGH J.D

27 13 40

PERCENTAGE 67.5 32.5 100

68%

33%

EMPLOYEES PREVIOUS KONWLEDGE ABOUT JOB DESCRIOTION

YESNO

INTERPRETATION:-

The above diagram shows that 67% says yes that they have knowledge about job description

while 33% says no that they don’t know about job description.

3 Table showing performance of Employees

RESPONSE YES NO TOTAL

EMPLOYEES CAN

PERFORME BETTER

26 14 40

PERCENTAGE 65 35 100

65%

35%

PERFORMANCE OF EMPLOYEES

YESNO

INTERPRETATION:-

The above diagram shows that 65 % says yes that job description will help in performance

while 35% says no that they don’t think that job description will help them in performance

4 Table showing Satisfaction of employees towards Job Description .

RESPONSE YES NO TOTAL

EMPLOYEES 28 12 40

PERCENTAGE 70 30 100

70%

30%

EMPLOYEES SATISFACTION

YESNO

INTERPRETATION:-

The above diagram shows that 70% says yes that job description will provide satisfaction while

43% says no that think that job description will provide job description

5 Table showing Implementation of Job Description in organization

RESPONSE YES NO TOTAL

EMPLOYEES 30 10 40

PERCENTAGE 75 25 100

75%

25%

JOB DESCRIPTION IMPLEMENTATION

YESNO

INTERPRETATION:-

The above diagram shows that 75% says yes that there should be implementation of job

description while 43% says no that they don’t want implementation of job description.

FINDINGS AND OBSERVATION

Observation while doing project are as follows:-

1. Employees in the organization were not satisfied with their jobs. They had no idea about their

role in the organization.

2. Due to lack of motivation, employees, were not able to perform their jobs to the best of their

abilities.

3. Employees needed training and development programs to develop their skills to be more

effective and efficient.

4. It was also observed that employees were leaving their jobs due to non-clarity and non-

satisfaction of their jobs.

5. One good thing that was observed was that the HR department was taking initiatives to

improve the overall environment but due to certain limitations was not been able to do these

things.

SUGGESTIONS

The present working conditions in the organization is to be improved.

The company has to improve the superior sub-ordinate relationship in the organization.

The company should check the awareness of job description of employees so that they

can perform better.

The company should provide guidelines about the job to the employees so they can be

more efficient in their job.

The company may provide much more opportunity to the employees to express their

grievances.

The study recommends the company to take necessary attention towards employees to

retain them in their job.

The study also recommends monthly best performance award for employees so that the

employees are encouraged to do their best to achieve the goal.

CONCLUSIONS

Human resource is the most valuable asset in any organization. Organisation are made up of

people and functions through people. They are the most vital resource of any organization so the

human resource should be utilize to the most possible extent in order to achieve individual and

organizational goal.

The present study has made an attempt to measure the awareness of job description of

employees. The major findings provides valuable information which will help the management

of ADOR WELDING LIMITED, Pune to take necessary steps to improve the awareness of job

description of the employees.

The project is conducted to know the factors which leads to the job description and level of

awareness.

Human beings are the most valuable asset in any organization and the management should take

every efforts to preserve and enhance the value of the assets.

LIMITATIONS

These was only two months study .

Data available was not sufficient , there was lack of availability of data as most of it was

confidential for company.

Sample size is too small.

Language was one of the major factor during questioner filling.

QUESTIONNAIRE

Name of the employee:-

Designation:-

Department:-

Day to day activities:-

Qualification:-

1. Do you know what a “JOB DESCRIPTION”is?

Yes No

2. Have you ever gone through a “JOB DESCRIPTION”previously?

Yes No

3. Do you think “JOB DESCRIPTION” will help you to perform better?

Yes No

4. Do you think,if“JOB DESCRIPTION” is given to you,you will be more familiar and

satisfied with your job?

Yes No

5. Do you feel “JOB DESCRIPTION” should be implemented in your organization?

Yes No

If yes, why

If no, why

BIBLIOGRAPHY

Books Referred : Human resource management By Ashwaththapa.

Personnel management By C.B.Mamoria

Web sites : www.AWL.com

www.google.com

www.wekipedia.com