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(1.

1) ABOUT COMPNY
The company set up operations at Thane (near Mumbai) in 1964, under collaboration from R. H. Windsor of U.K.. In 1984, it became a part of

worldwide operations of Klockner -Werke, Germany and renamed as Klockner Windsor India Limited. Subsequent to the disinvestment of equit y by Klockner to Mr. Dilip G. Piramal in 1994, the Company was named as DGP Windsor India limited. Since 2005, the company has been r echristened as WINDSOR

MACHINES_ltd.

In 2008, the company underwent a major transformation when Kundalias took over the reins to revive the company and restore it to its rightful

position. Under the visionary leadership of Mr. Prakash Kundalia, the compan y rose like a phoenix with a new sense of purpose, urgency and hitherto unknown vitalit y. The company turned around in the very first year, becoming profitable

and set out to fulfill its destiny of being the leader in the plastic processing machinery industry. In the year 2009 -2010 we crossed a turnover of Rs. 200 crores with more than 100% growth and are poised to maintain the pace.

Our

continued

association

with

Kuhne

GmbH

(Germany)

and

the

new

relationship established with Italtech (Ital y) has enabled us to move rapidl y and bridge the technology gap. Clear vision, focus, direction and leadership from t he new management have given us the thrust to launch into a new orbit. Investments in up-gradation of infrastructure, machinery, technology, human resources, research and development are the key areas of focus today.

Our philosophy of working for customer s' profits and being a machinery supplier with lowest running cost (per kilo of pol ymer processed) have resulted in wide acceptance by the industry. Today, we have an installed global base exceeding 15,000 machines.

N.P COLLAGE OF COMPUTER STUDIES AND MANAGEMENT, KADI

(1.2 )Unit at glance

NAME OF THE COMPNY :

Windsor machines limited Chhatral

INJECTION NOULDING MACHINARY DIVISON :

Plot No. 6 & 7, GIDC Industrial Estate, Chhatral - 382 729 , Taluka: Kalol, District: Gandhinagar, Gujarat, India. Phone : +91 - 2764 - 233646/7/8/9 Fax : +91 - 2764 - 233643

Email : sales.imm@windsormachines.com

BANKERS : Corporation bank Canara bank State bank of India

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CORPORATE OFFICE:

102/103, 1st Floor, Dev Milan Co-op Hsg. Society, Next To Tip-Top Plaza, Nr. Woodlands Hotel, LBS Marg, Thane - 400 604. Phone Fax Email : +91 - 22 25836592 : +91 - 22 - 25836285 : salesmumbai.imm@windsormachines.comZ

REGISTRATION OFFICE : Plot no 6 & 7 GIDC India Estate Chhatral , Ta-kalol Dist: mehsana Gujarat-382729

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(1.3)Company history
The company was incorporated on 4th May 1963 as a private limited company under the name of Windsor Engineering Pvt. Ltd. It became a public ltd. company by virtue of section 43-A of the company's act, 1956 on 16th March 1964. The name was changed to R.H. Windsor (India) Ltd., on 14th, April 1964 & again to Klockner Windsor India Ltd. on 7th March, 1986.

The company signed on 26th February 1964 a commercial and technical collaboration agreement with R.H.Windsor Ltd of U.K pursuant to which the latter subsc ribed 51% of the paid up capital of the company. The factory at Thane commenced production in November 1964. The company manufactures plastics processing machinery viz. injection moulding machines, extrusion lines and blow moulding lines.

The collaborator company was taken over by Klockner Werke Group of Companies of West Germany in Sept. 1982. It is presently known as Klockner Ferromatik Desma GmbH which belongs to Klockner Werke Group.

The factory at Thane commenced production in November 1964. The fact ory at Vatva (Gujarat) started production of extrusion lines in November 1985 and the sale of machines commenced from Febraury 1986.The company exports to several countries.

The company purchased from Klockner Ferromatik Desma GmbH the knowhow for the manufacture of ferromatik range of plastic processing injection moulding machines with solid state electronics and microprocessor controls for a lump sum payment of DM 250,000 (Rs 10 lakhs).

The company also signed a collaboration agreement with Klockner Fer romatik Desma GmbH for manufacrture of the DESMA range of machines suitable for processing rubber, PVC, and polyurethane (PU) materials with major applications in the area of manufature of shoe soles, boots and other rubber and PU articles. During 1987, th e
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company negotiated with Klockner Ferromatik Desma GmbH for closed loop microprocessor control machines. Technology for integrated extrusion systems was imported and its production was established at Vatva factory.

With effect from 7-3-1986, the name of the company was changed from R H Windsor (India) Ltd. to Klockner Windsor India Ltd.

The company's proposal to manufacture packaging machinery in collaboration with an associates company of Klockner-werke AG was Still under negotiation. In 1993-94, Klockner Ferromatik Desma GmbH sold their holding in Klockner Ferromatik Desma Ltd (KFDL) , UK, the promoters of the company The name of Klockner Ferromatik Desma Ltd, UK, has been changed to `DGP Windsor Ltd' Similarly, the name of the company is now changed to DGP Windsor India Ltd 2003 -Mr. D L Shah has resigned as Director and Mr. Alok M Tibrewala has been appointed as Additional Director.

2007

-Windsor Machines Ltd has appointed Mr. M K Arora as an Additional Director on the Board with effect from September 29, 2007.

2008

-Windsor Machines Limited has informed that The Committee at its meeting held on July 14, 2008 has appointed Mr. Anil Pareek, Chief Financial Officer, of the Company, as the Compliance Officer.

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(1.4)Form of business
Windsor machines limited chhatral was established on 18 th November,1988.

From of the business consider the investment level in organization . the marketing level of the organization is measure in weather company small scale or large scale .

Windsor machines limited is the limited company. its the large scale unit with the large production capacity & marketing capacity as well as investment level in the fixed assets and the current assets registered a turnover of Rs. 200 carore .

Major Industry: Machinery & Equipment

(1.5) Management

T.S Rajan (C.O.O) Jayant thakur (director) M K arora (director) Nirmal gangwal (director) Pushp raj shangvi (director) K G gupta (Ex director) Priti patel (co. secretary )

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(1.6)Milestones

Milestones

1964

Commenced operations at Thane (near Mumbai) in collaboration with RH Windsor of UK Klockner Werke of Germany takes over and renames as Klockner Windsor India Limited Extrusion Business started at Vatva (Ahmedabad) Second plant for Injection Molding machinery started at Chhatral (Ahmedabad) Klockner disinvests equity to Mr.Dilip Piramal and company renamed as DGP Windsor India Limited Renamed as Windsor Machines Limited Mr.Prakash Kundalia comes on board & sets the course for the future with a new vision and dynamic leadership Participation in Plast India 2009, Delhi Turnaround of the company with more than 100% growth, crossing 200 crores mark and becoming profitable

1984

1985 1988 1994

2005 2008

2009 2010

2010-11 Poised for exponential growth - Technology Transfer Agreement signed with Italtech (Italy) for higher tonnage machines - Relationship with Kuhne strengthened, with manufacturing of First Hybrid machine - Participation in K-Show 2010, Dusseldorf, Germany

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(1.7)Mission
To make plant energy efficient and continuously revised various schemes to converse energy. Commitment of social responsibility for strong social fabric. To ensure growth in core and non-core sectors To acquire assimilate and adopt reliable and cost efficient technologies Emerging as a dynamic organization, focusing on technical strength, seizing opportunities for generating and building upon past success Enhancing earning to maximize the shareholder values Building values driven organization with an improved and responsive customer focus. A true commitment of transference , accountability and integrity in principal & practices Commitment of health safety ,environment and forestry development to enrich the quality of community life.

(1.8)Vision
As the customer-focused leader in the plastics processing machinery industry, our focus is to provide solutions and creative ideas to customers in an environment that emphasizes growth and prosperity. To be a Market leader in plastic processing machinery industry thinking innovatively and providing measurable solutions to our customers. To be a global organization having holistic concern for its employees, stakeholders, and society; striving to generate optimum value for all by adopting the best global practices

N.P COLLAGE OF COMPUTER STUDIES AND MANAGEMENT, KADI

To be an institution with a conscience and horizon working in harmony with nature to reduce the carbon footprint

(1.9)Organization chart

Chair man Board of directors

Production manager Assembly manager Engineer

Hr department

Marketing department

Financial manager Accountant

Assistant manager Executive

Assistant manager Executive

executive

Supervisor

Sr.officer

Officer

Sr.officer

officer

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(1.10)Organization
World class manufacturing facilities at chhatral and vatava both near Ahmadabad set up on 1985 & 1988 respectively along with modernization world class facilities at thane are producing more than 1000 machines per annum to meet the local and export demand. Windsor is the only producer in the India of a very wide range of plastic processing machines. These machines are injection molding machines from 15 million tones clamping force. Extrusion lines up to 600kg/hour output for films, pipes, palletizing and other customer built extrusion lines. Blow molding machines up to 30 litter. Shoe soling machines with direct injection or unit sales with 2 colors with shoe moulds PU processing machines full range of ancillary equipment like hopper loader mould temperature controllers etc.

Windsor offers a range of machines control such as simple electrical controller type, solid state electronic with open loop, computerized open and close loop and controller with largest technology from ferromatic. Germany and control from B&R automation of Australia.

Worldwide about 8000 machines are in operation today, with more than 5000 customer in more than 35 countries. Windsor has the experience and the traditional for customer serv ices from more than 3 dedcases.

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(2.1) Introduction of production department


The processes and methods employed to transform tangible inputs (raw materials, semi finished goods, or subassemblies) and intangible inputs (ideas, information, knowledge) into goods or services.

Production management deals with the decision making related to production process of that the resulting goods and service is produced according to specifications in the amounts and at the scheduled demanded and at minimum cost

One of the most important issues that businesses have focused on in the last 20 -30 years has been quality. As markets have become much more competitive - quality has become widely regarded as a key ingredient for success in business.

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(2.2) organization chart of production department

Production Department
Production manager Assembly manager Engineer

Supervisor

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(2.3) Types of products


Windsor machines limited make injection molding machines in chattral plant there are three types of injection molding machines. (1) SUMO / ARMOURE SERIESE: Sumo 50 Sumo 75 Sumo 100 Sumo 150 Sumo 180 Sumo 260 Sumo 350

(2) PRINT SERIESE: Sprint 100 - 2000T Sprint 100 - 2000T Sprint H 100 - 2000T Sprint R 100 850T Sprint H R 100 - 850T Sprint TC 100 - 1300T Sprint H TC 100 - 850T

(3) POLO SERISE : Polo Tc 80 Polo Tc 130 Polo Tc 150 Polo Tc 180 Polo Tc 250
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Polo Tc 350

(2.4) types of raw material


Casting Ferrous and non ferrous Tubes and pipes M.S.Plants etc Sub-contracted items Electrical motors Hydraulics motors Hydraulic pumps and valves Electrical switchgears and controls Cables, hardware, elbows etc.

(2.5) sources of raw-materials


Casting : Patel steel ltd. Sefali steel India ltd Tubes and pipes :
Mahavir tubes Pvt. ltd. Mumbai Gandhi special tubes - Halol

Switch, gears, cables and controls : Yogesh switch gears and cables Pvt. Ltd. Anumpam heaters and control Atlas cables India. Valves and pumps :
Ganga hydraulics.
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N.P COLLAGE OF COMPUTER STUDIES AND MANAGEMENT, KADI

Kamala machines tools Perfect tool and dies.

(2.6) Production Process:

clamping

Injection

dwelling

Cooling

Mould opning

Ejection

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(1) Clamping : An injection moulding machines consist of there basic parts. The mould plus the clamping and injection units the clamping units us what holds the mould under pressure during the injection and cooling. Basically it holds the two halves of the injection mould together.

(2) Injection : During the injection phase, plastic materials usually in the form of pellets are loaded into a hopped on top of the injection unit. Pellets feed into the cylinder where they until they reach motel from. There is motorized screw that mixes the molten pellets and forces them to end of the cylinder ounces enough material gas accumulated in front of the screw, the injection process begins. The mo lten plastic is inserted into the mould through a spruce, while the screw controls the pressure and speed.

(3) Dwelling : The dwelling phase consists of a pause in the injection process molten plastic have been injected into the mould and pressure applied to make sure all of the mold cavities are filled

(4) Cooling : The plastic is allowed to cool to its solid form within the mould.

(5) Mould opening : The clamping units is opened which separates the two halves of the mould.

(6) Ejection :
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An ejection road and plate eject the finished pieces from th e mould the unused sprues and runner can be recycle for use again in future mould .

(2.7) Details of products


Sumo series

Armour / Sumo Smart 50 - 1300T

The SUMO series is one of the MOST ENERGY EFFICIENT designs available amongst injection moulding machines incorporating SVP drive technology. It is consistent with Windsors Position as being the No.1 in Energy efficient Injection Moulding machine technology amongst all hydraulics type machines available to customers. The advanced toggle mechanism make its clamping system maintenance free and fast cycling as well
.

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We offer the basic requirement in Rpvc fittings molding is Parallel refill with mould opening with SVP system.

This works excellently with high power saving.Armour series also fulfill all the requirement of CPVC moulding, and other construction fittings molding requirement.

Hybrid features Fastest response time Highly energy efficient Excellent process control capability Low noise, low vibration performance Fast, Smooth, Reliable, and High repeatability No Platen deflection even with high Injection Pressure Toggle mechanism for faster operation and precision control Barrier screws for superior melt quality

General Applications

Auto Parts Electrical & Electronics Precision Industrial Components PET Applications Medical Applications Writing Instruments Thin wall packaging

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Sprint series

Sprint / Mark R 100 - 850T

Energy efficient Larger daylight Larger platen area Unique mould height adjustment Hydro mechanical clamping advantage

General Applications: Autmobiles Industrial Moulding White Goods & Appliances Crates & Packaging
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Pails & Containers RPVC / CPVC Fittings & Irrigation Household & Furniture

Polo series

High Precision Energy Efficient Closed Loop Injection Minimum Dry Cycle Time High Injection Speed & Pressure

General Applications Thin Wall Packging Auto Parts Electricals & Electronics Precision Industrial Components PET Applications

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Medical Applications Writing Instruments

(2.8) Research and Development


Research and development has always been a prominent department for Windsor machines limited.

The knowledge and intelligence of highly qualified and experienced professional at thane, chhatral and vatva plants is involved in the design and development of new products and advanced machines in a big way. Producers tests and analysis ensure the reliability of new developments.

The extensive use of latest technology likes, IDEAS, finite elements analysis in the designof critical components to predict the performance of the enhanced screw design to develop new screw for processing various kinds of plastics.

The EDC electric development cell of Windsor machines limited is recognized as one of the best facilities in the industries for the development of controllers.

Since arduous operating conditions are simulated the Initial stage itself, the success rate in achieving overall reliability stands out much higher. The benefits of these activates can be seen in the form of improvisation
N.P COLLAGE OF COMPUTER STUDIES AND MANAGEMENT, KADI

and quicker
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indigenization. This success is attributed to the engineers who work alongside the customers in developing new application, enhancing productivity and helping them to make quality moulding.

(3.1) Introduction of human resource department


Human resource management is a management function that helps managers recruit, select, train and develop members for organization. HRM is concerned with the peoples dimension in organization.

The first definition of HRM is that it is the process of managing people in organizations in a structured and thorough manner .

Human

resources

management

involves

several

processes. Together

they

are

supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments. When effectively integrated they provide

significant economic benefit to the company.

Its the funcation of human resources management most efficient use of people to achive as well as individual goal people have to do their work through management being given.

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(3.2) organization chart of HR department

HUMAN RESOURCE DEPARTMENT


Assistant manager Executive

Sr.officer

(3.3) total number of employees & their classification

TOTAL

NUMBERS 23

N.P COLLAGE OF COMPUTER STUDIES AND MANAGEMENT, KADI

EMPLOYEES Managerial total trainee Permanent workers TOTAL

OF EMPLOYES 97 12 118 227

Windsor machines limited total 227 employees working in the company. The company has 97 managerial employees and 12 trainee and 118 are permanent workers.

(3.4) Human Resource Development


(3.4.1)Job Analysis
A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a job description, which is the frequent outcome of the job analysis. Additional outcomes include recruiting plans, position postings and advertisements, and performance development

planning within your performance management system . The job analysis may include these activities:

reviewing the job responsibilities of current employees,

doing Internet research and viewing sample job descriptions online or offline highlighting similar jobs,

analyzing the work duties, tasks, and responsibilities that need to be accomplished by the employee filling the position,

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researching and sharing with other companies that have similar jobs, and

articulation of the most important outcomes or contributions needed from the position.

(3.4.2) job design


Job design has been define as, the specification of the content, method and relationship of job in order to satisfy technological and organizational requirement as well as the social and personal requirement of the job holder

(3.4.3) Method of data collection


The information collected under job analysis is : Nature of jobs required in a concern. Nature/ size of organizational structure. Type of people required to fit that structure. The relationship of the job with other jobs in the concern. Kind of qualifications and academic background required for jobs. Provision of physical condition to support the activities of the concern. For example- separate cabins for managers, special cabins for the supervisors, healthy condition for workers, adequate store room for store keeper.

(3.5) Job description

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JOB DESCRIPTION is an organized factual statement of job contents in the form of duties and responsibilities of a specific job. The preparation of job description is very important before a vacancy is advertised. It tells in brief the nature and type of job. Job description is the broad statement of the purpose, scope, duties and

responsibilities of particular job.

(3.6) Job specification


JOB SPECIFICATION is a statement which tells us minimum acceptable human qualities which helps to perform a job. Job specification translates the job description into human qualifications so that a job can be performed in a better manner. Job specification helps in hiring an appropriate person for an appropriate position.

Group leader (Engineering)


BE/ diploma holder in electrical / mechanical engineering with 7+ year of experience in retailer business. Would be responsible energy conservation, complete maintenance , escalators and projection system , electrical and plumbing would lead a term of engineers.

Head human capital service


A post guard in HR from a required institute with 7+ year of experience preferable from service industry with focus on training. Would head the HR

activities an all India for over 300 staff he/she will be responsible for all HR function with primary focus on training, performance management system, career planning staff welfare and motivation activies and manpower act ivities and manpower budgeting and recruitment

Head corporate tie up brand manager

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A graduate / diploma in marketing field from a reputed institute institute with minimum 4 year of experience and agency / client relationship / service sector would be responsible For corporate tit up and sponsorship and promoting or event and promotion

Manager/team leader sales and marketing


Should have diploma / degree in marketing, with 5+ year of experience in organization event and promoting handling bulk/corporate sales.

Manager/team leader in financial service


A postgraduate M.B.A in finance. C.A , C.F.A from reputed collage with 5+ year of experience preferably from specialization in the financial service

industry would be responsible for business analysis / domain consulting in capital market, fixed income, derivatives, mutual fund, forex etc.

B.O.H (business operation head)


Should be a postgraduate / M.B.A with 10+ year of experience preferably service industry. Should be able to handle complete mail management / operation and device and Implement marketing strategies. Should have strong leadership and man management Skills.

(3.7) Recruitment
Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.

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Sources of recruitment :
Internal sources External sources

Following are internal sources Present employees Retired employees Present temporary employees Disable employees Following are external sources : Advertisement Internet Contract Competitors Professional institutes Company follows this system: INTERNAL SOURCES Short term replacement employees Maximum duration temporary vacancy

EXTERNAL SOURCES Advertisement Periodicals Magazines

INTERNAL SOURCES
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N.P COLLAGE OF COMPUTER STUDIES AND MANAGEMENT, KADI

In respect of every vacancy REQUIS ITION FROM has to

(permanent or temporary) the MANPOWER be already completed by the indenting

department in consultation with the divisional head and has transfer to be approved by the any executive vacancy director before to the recruitment in process is

commenced

which

needs

advertised

national/local

newspaper, periodical and magazines would have to be approved by the divisional head and the executive director .

EXTERNAL SOURCES Temporary recruitment will be resorted in case of work which is purel y of Temporary nature created on account of change in system, preoducer etc. Temporary vacancy could also be short term replacement for an employee who is has proceed on maternit y leave and / or has been confined to bed on account of prolonged sickness All the temporary vacancies should be necessaril y approved by the executive directors in the above prescribed vacancy will be for a period of six months allowed no replacement and under no circumstances would also would extension be

be allowed for a temporary

vacancy

beyond a period of six m onths.

(3.8) Selection
Today highly complex and complication, situation, choice of right personnel has far reaching implication for an organization. Employee well selected and well placed would not only contribute to the efficient of the organization but also offer significant potential for future replacement. Hence building and maintenance an effective human organization becomes one of the most important management functions.

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The first stage in selection is makes the variance known to a large number of this knowledge potential, application would write to the organization. The process of attracting people to apply is called recruitment. It is different from selection, which begins after recruitment has handed while recruitment is a process of attracting technology, though now terms are different in common language. They are often used inter changeably.

Its a process in which choosing the individual who posses necessary skill ability And knowledge to fill up particular job.

PROCESS OF SELECTION

Inviting application : First step in the selection process is inviting applications from the prospective candidates a carefully devised application from is in itself an effective selection device . Reception of applications : On the fixed date of selection the applications are required to present themselves In office of the company. There they must be given proper reception. Preliminary employees interview :

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This interview is taken to know about the candidates interested in general and whether they match with the post applied for. Employment test: A test helps to measures the ability of candidates as per the job requirements. Interview : The perpose of interview should be obtaining information giving information and motivation . Investigation of reference: Candidates required to give at least two or three reference so that their previous history , character , and behavior etc. Physical examination: This is to ensure whether he is physically fit to do job or not.

Final approval: When all test, interview & physical test examination are passed by a candidate and he become eligible for appointment.

COMPANYS PROCESSAS UNDER Inviting application Reception of applications Preliminary employees interview Employment test Interview Investigation of reference
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Physical examination Final approval

The following stages are to be followed during the selection process: Approval of said vacancy in MRF form and source of recruitment to be decided. Short listed candidates to be called for an interview. Preliminary interview to be conducted at the respective location by a panel which has to be constituted in consultation with the Unit Head. It is to be ensured that there is at least one senior member in the panel from a cross-functional department. Short listed candidates to meet the unit head/ Division head. INTERVIEW EVALUATION SHEET (IES-Annexure B) to be filled up for both above rounds of interviews. COMPANY APPLICATION BLANK(CAB-Annexure C) to be given to short listed candidates who should be directed to meet DGM-Corp. HR & E.D. for the final interview to be conducted at Corporate Office at Andheri. Unit personal head to ensure that all relevant papers pertaining to the short listed candidates are sent to Corp. H.R. which should contain the tentative offer proposal to be made to the short listed candidate. On selection offer letter for the selected candidate up to Sr. Managers grade will be issued by DGM Corp. H.R. while for DGMs and above will be issued by the E.D. Pre-employment medical check-up should be arranged by the unit HR head / Regional manager as the case may be. On joining, Appointment letter will be issued by DGM Corp. HR or E.D. as the case may be.

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(3.9) induction policy


Induction means making the new joinee feel comfortable, taking him through the company vision, mission, and different branches with the help of ppt as well as introducing him to the key people in the org. Induction means making new employees comfortable. Always remember its their first day give them time to analyze things before you start induction. Tell them to analyze & tell you few points & then only start presentation. Unit hr head in consultation with department head (of new joinees) and divisional head should chalk out an induction programme taking into consideration the function and grade

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of the new joinee this introduction should be structured and customized to the requirement of the department divisional.

It is suggested that the unit HR head and the divisional head have a separate session with a new joinee on completion of new said induction module this mould enable the management team to get a feed back on whether the induction has achieved its desired objective.

As a healthy HR practice it is suggested that the unit HR head formally interacts with a new joinee at least once a month up to the confirmation of the said employee. This would to a great extent ensure integration of the new joinee to the organization as well as valuable feedback could be obtained from the new joinee which help the division/ organization

Induction modules can vary in depending on the function and grade of the new joinee. Generally a week inducation at the location where the employee join is suggested for new joinees (up to the assistant manager grade ) for department head and above other division can be worked out.

DETs, GETs, PGETs

and MTs would have to be give an in depth extensive

functional traning which shold be monitored by the unit HR head in consultation with divisional head.

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(3.10) Training
Training is the act of increasing the knowledge and skills of an employee for doing particular job, training prepares people to perform their present jobs better it teaches required skills, knowledge or attitude and helps them in improving their performance by improving new skills, new techniques of doing the work and by improving their works habits.

WML provides training to newly appointed employee if required. Mostly they like to give on the job type of training to their technical staff.

(3.11) Management Development


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Management development is a systematic and conscious process to control the development resources in the organization for the achievement of goal and strategies. WML after having the knowledge of the todays turbulent environment and the rapid changes that occurs in the field of technology scare resources management labour relation and the other complicity this unit has decided to provide the training and development programmes to their employees. Firstly the company tries to find out the area where the training is needed if new technology is coming or there is needed to improve the ability of or to prepare them for the future jobs.

Management development is very significant in the context of industrial and organizational management. Among the five factor of production, management is the most important. It act as a leader, it take work from the other factor. Without management any factor cannot work. Hence, more effectively and economic production and industrial development is based on the efficient only.

HR, finance and marketing department of the WML are functioning at its branch office, Ahmadabad. At present, WML dont conduct management

Development programmes for their present, future executives and management personnel. The superior executives teach executives various skills informally and senior personnel who possess smart traits in that particular field or department. If required they do conduct programmes regarding self-discipline, communication skill and personality development to boost the morale of the employees. Designing training modules to address ever changing business needs and specific strategic business issue.

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Analyze

training

need

on

performance

evaluating

feedback

and

formulate

development programmes for leadership roles. Prepare annual training budget. To create a learning organization climate & infrastructure. Networking with renowned training organization to organization value add a customize & customized & cost effective training programmers.

(3.12) Performance Appraisal


Performance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee. Its aim is to measure what an employee does.

The company also evaluate the performance of their employees that how the employees performing whether the employees performing well or not a firstly the company sets the standard this include job description and job analysis a standard performance is set that standard is
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communicated to all the employees in the organization. The actual performance is achieved by the employees is measured.

How the employee has performed actually and after calculating the actual performance is compared by the standard set of the management and then for poor performance corrective steps are taken. The company arranges the meeting and disease about the performance of the employees is discussed incentives are given to the employees of their greater performance.

Performance appraisal is mainly used in Windsor machines limited for these purposes.

As a basis of reward allocation such as salary increment promotion and other reward etc. Performance appraisal will point out the weaknesses of employees and will spot the areas where development efforts are needed. Performance appraisal is a tool for identification of deficiencies.

It can be used for the selection and development programmed. The company used two methods for the evaluation of the performance of the employees that are o Field review method o Checklist method. o Field review method: A specialist of HR department goes into the fields a help supervisor in rating the employees the specialist prepares as evaluating based on the information provide by immediate supervisor about the performance of the employee.
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o Checklist method: The appraisal from checklist method is a checklist of statement in this statement employees performance or behavior information HR manager written down this statement.

(3.13) Promotion
A promotion is a transfer of an employee to a job, which pays more money for one that carries some, prefers status.

WMS give a promotion to his employee after passing some period within the organization. This company doing both types of promotion likes merit and seniority. Merit base promotion menace theses promotion in which the company shown how to perform a specific work within the organization this shown and gave rating to employee and gave promotion to employee. While seniority based promotion means in which company shown how much time employee work with the organization it is shown and after gave promotion to those employee which done longer time in the company. In the merit type Promotion Company shown performance of employee in the
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company while in the seniority based Promotion Company shown time of employee of joining in the company.

Generally promotion means increasing the salary, status, duties, and responsibilities of employee in the company. Thus this company gave most probably seniority-based promotion to his employee in the organization

(3.14) Transfer
The transfer is a process-placing employee in position where they are likely to more effective or where they are likely to get more job satisfaction.

The transfer policy of the Wallis very use when any person or employee do not require in one department so this company transfer all employee in the other department in which they have require these. So within the transfer policy knowledge & skills of employee increasing and working capabilities of employee also increases.

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Thus by the transfer policy knowledge of employee increases and when any person absence in the company so that time other person doing this work easily without ant fluctuation.

Thus promotion and transfer is mostly requiring in the company for increases knowledge and skill of employee and to give motivation to them. So transfer policy and promotion policy of this company is very sound

(3.15) Time keeping System


The time keeping system is engaged taking the attendance of the employee and workers. The company has automatic system by adopting the punch card machine. The machine used on name is Intelligence data capture unit. The machine has basically two operations when employees enter in to the company he will punch the card in and when he goes out he will punch the card in the out machine. The working time of the office is generally 8: 30 a.m. to 5:00 p.m. Basically three shifts include in the routine activity in the company which as under.

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SHIFT First shift Second shift Third shift

TIME 7:30 am to 4:00 pm 4:00 am to 12:15 pm 12:15 pm to 7:30 am

(3.16) wages & salary


Wages means the amount paid to the labors for them services to the employees. The salary is defined as the remuneration paid to the clerical and managerial personnel employed on monthly or annual basis. The wage and salary of the employees depend on his experience knowledge and education qualification when any managerial person recruits so that time the company shown his education qualification and knowledge. It is depend on its skill about the job and when any operator person re3cruit in the company so that time company shown his experience about that specific work so that Time Company decides specified salary. Some time any laboratory operator recruit so the salary is depend on its experience but some time the employee so that time his salary is depend on his education qualification and knowledge.

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Wage of the operational person depend on his working hour. The casually persons salary is minimum Rs. 60 /- per day at working 8 hour in the company and permanent employees salary per day is Rs.100 /- in the company.

Wage and salary given to the employee at ending the month and overtime of the employee also meet with the monthly wages. Thus wage is given ton operational employee and salary is given to the managerial person by the company.

The determination of wages rates, administration of wage policies and satisfying the employees as regards to wages and rates of wages is an important aspect of wage administration. As a matter of wage and salary administration is one of the major responsibilities of modern manpower management. It is, of course a line responsibility but continually increasing complications have demanded the attention of specialized staff members. Hence, the experts in personnel area have to take due care of this important function continuously

Wages means the amount paid to the labour for his services to the employer. Wages to workers, operators and foreman is paid according to minimum wage. There are shifts for workers each of eight hours. Workers are divided into four categories. Foreman, operator, assistant and helper. Helper is given 60 Rs. per day, assistance given 50 Rs. Per day; The term salary is defined as the remuneration pay to the clerical and managerial personnel on the monthly or annual basis.

(3.17)Heads for salary

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Basic, VDA (variable dearness allowance), special basis, HRA (house rent allowance), convenience, medical, LTA and PA (personal allowance). Summation of these heads becomes the gross salary of the employee for a month. VDA is given according to inflation rate and Rs.200 is given as medical facility to every employee on monthly basis. While giving salary WCA act and government policy are taken into consideration.

Company gives increments every year in the month of August according to company policy. On 5th of the every salary and wages are paid to the employees through ATM centers, ICICI bank accounts, Demand draft in special circumstances like the employees is out of station

(3.18) Employees Services And Benefits


The company provides different types of services to their employees for improving their economic and social status. The different types of welfare oriented services are includes as follows. The purpose of this Part is to help maintain a sustainable employment insurance system through the establishment of employment benefits for insured participants and the maintenance of a national employment service.

UNIFORM

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The company provides uniform facility to their employees for maintaining good combination among all the workers in an organization for doing a particular job.

CANTEEN
In such facilities good lunch given to employees at few charges than other external hotel and very good seating and dining table arrangement in canteen of the company.

LOANS & BENEFITS

VEHICLE LOANS: SYSTEM:

The Company would extend financial assistance in the form of Loans to employees in management grades for the purchase of Two Wheelers and Four Wheelers.

The above loans would be sanctioned at the sole discretion of the divisional head and the Executive Director. Meritocracy i.e. recognition of good performance would be the sole criteria while considering sanctioning of such loans.

PROCEDURE:

For two wheelers the maximum loan amount would be Rs.30,000/- or 70 % of the cost of the vehicle whichever is less. For cars the maximum loan amount would be Rs.2 Lacs or 70 % of the cost of the vehicle whichever is less. The quantum of loan amount to be sanctioned would be decided by the divisional head/ executive director. Re-financing of vehicles owned by the employee would not be done.
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The loan amount would carry 4% interest and would be recovered in 48 equal monthly installments. A maximum of two vehicle loans can be sanctioned by a division in a month. In the event of separation of an employee before full repayment of the loan, the balance quantum would have to be paid in full before the last working day. Request for loans should be in writing to the Unit/Divisional head through the unit Personnel head.

HOUSING LOANS SYSTEM:

The Company would extend financial assistance in the form of loans to employees in management grades for the purchase of residential accommodation.

The above loans would be sanctioned at the sole discretion of the Executive Director & would have to be recommended by the divisional head.

PROCEDURE:

Loans for purchase of land will not be considered. The loan quantum would carry 7.5 % interest and would be recovered in 84 equal monthly installments. On sanctioning the loan, employee will have to execute a loan agreement and will have to sign a Demand Promissory note. The original papers pertaining to residential accommodation purchase will have to be submitted to the company for hypothecation for charge creation.

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In the event of separation of an employee before full repayment of the loan, the balance quantum would have to be paid in full before the last working day.

Request for loans should be in writing to the executive director through the divisional head. The quantum of loan to be sanctioned would be decided by the executive director in consultation with the divisional head.

SOFT EMERGENCY LOAN SYSTEM: The Company would extend financial assistance in the form of soft loans to employees in management grades to meet medical emergencies.

The above loans would be sanctioned at the sole discretion of the Unit Head/ Divisional Head. These being towards meeting medical exigencies will be interest free and will be recovered in 10 equal monthly installments. The maximum quantum of loan that can be sanctioned would be Rs.20,000/- only. In the event of separation of an employee before full repayment of the loan, the balance quantum would have to be paid in full before the last working day. Request for loans should be in writing to the Unit / Divisional head through the unit personnel head.

CREDIT CARD FACILITY

Individual credit card


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Sr. managers and DGMs would be entitled to one credit card in their personal name and an amount of Rs.1500 as entrance fees would be reimbursed by the company.

Corporate credit card


GMs and above would be entitled to one diners corporate credit card. The entrance fees as well as the annual renewal fees would be paid by the company.

Foreign exchange credit card Corporate American express credit card would be issued only to managers and above working in export sales function.

TRAVEL POLICY
PREAMBLE: In order to ensure a comfortable journey and stay for our employees when they are required to travel on official purpose, the company undertakes to provide reasonable benefits/ facilities in terms of boarding, lodging and other travel related reimbursements.

The policy aims to set a system and establish a procedure for granting these benefits to employees in management cadre while on tour.

SALIENT FEATURES Definition and Duration of tour. Tour advances. Consolidated Boarding and Lodging Expense limits. Flat Daily Allowance. Miscellaneous Expenses. Same- Day-Return Tours.
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Lunch reimbursement limits. Town Categorization. List of Specified Hotels for Sr. Managers.

We request employees to adhere to the spirit of the travel policy. In the rare event of compelling circumstance necessitating a deviation in any part of this policy, the divisional head would be the sanctioning authority for the said deviation. A justification note for the said deviation has to be raised and approved by the divisional head and sent to corporate HR.

LEAVE POLICY

PRIVILEFGE LEAVE

All permanent employees will be entitled to 30 days PL in a financial year. The leave earned in the previous financial year will be credited to the employees
account on 1st of July every day.

A new employee will be entitled to PL on a prorate basis from the date of joining
on completion of one year service. This leave will be credited to his/her account on completion of one years service in the organization.

All Applications for PL should be made at least 10 days in advance and the
intimation along with approval should be forwarded to the HRD/Personnel department.

Weekly off can either be prefixed or suffixed with PL but not both. In case of
weekly offs being both prefixed and suffixed to PL, one of them shall be treated as PL.

PL can be accumulated up to a maximum limit of 240 days. PL beyond this limit, if not enchased would stand lapsed

CONTINGENCY LEAVE

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All Management staff will be entitled to 19 days of Contingency Leave in a financial year. The said leave will be credited to the employees leave account on a pro-rata basis, on his/her date of joining and thereafter on 1st July every year.

Contingency leave is meant to be taken for planned as well as unforeseen circumstances. To the extent practicable, prior approval should be obtained. In case of unforeseen situation, the approval should be obtained from the superior immediately on resumption of duty. However, it is essential that intimation is sent to the superior immediately on availing leave. No employee can avail contingency leave for more than 4 days at a stretch except on grounds of personal sickness which should be supported by a fitness certificates from the attending doctor.

This leave cannot be granted in combination with PL; neither can it be prefixed & suffixed both to weekly offs. This leave can either be prefixed or suffixed to a weekly off.

Unveiled contingency leave at the end of the financial year will be credited to the privilege leave account of an employee subject to the overall PL accumulation limit of 240 days.

Application for leave has to be filled in leave card which will be updated every year in 1st July. Unveiled casual leave & Sick leave for the financial year ending 30th June 1998 would be merged and accumulated to the P/L balance of the employee.

COMPENSATORY OFFs Compensatory offs would be granted to Technical management staff up to the asst. managers grade working at the Factories /Branch offices.

Management staffs that are required to continue working beyond their normal
working hours on account of certain work exigencies and continue working
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for a full shift (8 hours) beyond their regular shift timings would be entitled for one compensatory off.

Compensatory off would also be granted for working on a weekly off/ paid
holiday.

The department head of the concerned employee who becomes eligible for a
compensatory off has to approve the same in the prescribed form annexed herewith.

As a general guideline, compensatory off would have to be availed within a


period of 10 days from the date on which extra work was carried out.

Compensatory offs cannot be accumulated, cannot be enchased and will not


be converted & merged into PL.

Prior approval from the department head is necessary for availing a


compensatory off and unit personnel head will have to be intimated of the same.

The maximum limit of accumulation of compensatory offs at any given point


of time is 9 days.

It is to be noted that no employee should be requested to work at a stretch for


more than 10 days. Without availing a weekly off.

MEDICAL

When some making a oxidant in operational level and managerial level or other department in that case, the company has a some amount given to the company.

OTHER FACILITY

Personal department is responsible for the distribution the all assets in all departments like shoes, raincoat, towel soap, staff bus etc.
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They are responsible for the employee going out side for official purpose and they are responsible for the reservation for the employees.

EDLI (Employees deposit linked insurance) Scheme:


EDLI scheme can be taken in two ways. This scheme is made available by P.F. department of India as well as LIC of India. WMLthane division has taken EDLI from LIC of India, company pays Rs.60000 /- as annual premium for the policy for its employees. The amount of annual premium is fully contributed by the company. EDLI gives benefit only when the employee is expired; death is a must in case of claiml.the lowest amount which can be obtained by the employee if the event of death occurs is Rs. 15000 if and only if the employee has completed 6 months if condition is not fulfilled, LIC of India pays the amount on prorate basis to the nominee of victim. Maximum amount obtainable in EDLI scheme is Rs. 60000 by the nominee of victim.

(3.19) Study Of Provident Fund Scheme


It is a type in which 50% amount is contributed by employee and the left out is contributed by employer. WML gives its contribution on basis of three heads namely basis, D.A, S.P basis. For example if the salary of an employee is Rs. 100 then the P.F amount to be deducted is Rs. 12, which is contributed in equal proportion by employee and employer. Firstly the amount of P.F. is deposited in state bank of India. Then it gives token, after that bank issues challan. 12A revise is submitted for monthly P.F. and annual return of P.F.is submitted by 3A6 form. At present interest into government securities and 8.33% goes into pension scheme. Minimum eligibility to get pension is that the employee should have completed 10 years and if he has completed 3 years in the organization he is liable to get the P.F. amount on prorate basis with interest. An employee receives the P.F. amount when he or she leaves the job.

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(3.20) GRIEVANCES HANDLING PROCEDURE


WML, chhatral division does not give any space for arising grievance among its employees; company tries its level best to fulfill the requirements of its employees by providing employee services. If in case there are any grievances among employees it is solved by negotiation and discussion with company management. Next generation of present employees are also ready to work with company, it shows the satisfaction of the employees towards the organization and if the next generation people have potential to work chance is provided by WML.

Grievance handling means how to solve the problem of employee with the organization. The company itself solves the problem of employees grievance in the organization. In the field of management took overlook the performance of particular employee who works within an organization but few are not able to perform the work accurately for maintaining good relation among other workers so that time company keeps keen watch over the employees. The company provides better combination either by way of rewarding the strength and the weakness of the employees. All the managers of an organization would set the standard obviously at the managerial level and also they work for the rewarding situation of the employees. A man cannot possibly do all the things he supposed the to do. The efficiency will greatly improve if the work is divided into a limited of task which are identified in terms of variety of skills required to accomplish them and workers are made to specialize them, thus from organizations point of view, specialization, work flow and work practices are key elements in a job design.

The problem of industrial dispute and recruitment of industrial peace have necessitated the fact that workers should be satisfied as much as possible.

(3.21) COLLECTIVE BARGAINING & AGREEMENT


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Collecting bargaining is essentially a process in which employee act as a group in seeking to

shape conditions and relationships in their employment When any person recruit in the company so that time this take a bargaining means some certificate like a past salary certificate, experience certificate, living certificate and information about his education qualification etc. This company also takes contract paper of his job related. This company also shown this employee has a driving license pass ports of the employee etc. this company also take information about which language he known, his birthday etc. This company collects this type of bargaining an agreement from the employees. Collective bargaining is a technique for the fulfillment of the needs and objective of workers and employees is an integral part of industrial society. However powerful instrument for either good or evil the company facilitates better work condition within in organization. This creates tremendous environment with which the bargains are made freely. The company management has recognized one of the trade unions as the workers representative, so that the bargaining can take place.

(3.22) TRADE UNION:

Trade unions are associations of workers which are specially formed to maintain industrial peace and protect the rights of workers. A trade union is a continuous association of wage earners for the purpose of maintaining or improving the conditions of their working force. The WML provides their own trade union for voluntary organization of workers. Which are formed to protect their interests? They are primary institutions of industrial democracy and raise the voice of workers against the exploitation of the company. The primary purpose of the company for regulating the relation between them as follows.

A combination of workers or employees.

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To improve their bargaining power and balance it with that of management. To maintain and improve the living standards of their members. To organize and to guide the workers.

Thus the company itself working serves as a means of achieving working class desires and goals. It should be accepted by the company as a necessary part of the economic and industrial organization and they should be awakened and activated to fulfill their responsibilities.

WML chhatral division has its own trade unions.

(3.23) PERSONAL RECORD


The company keeps a record to their service of each employee for this purpose the company keep service care of each employee personal record all very important from the view point of management planning.

A copy of appointment letter personal bio-data job changes certificate Net salary, increment, day of work etc. Record of his behavior Taking day to day attendance of the employees.

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To carry out the activities in a company different resources are required to achieve the production target. The management has plan about various production elements. Record keeping is the act of classifying and summarizing in a significant manner in terms of money. Every employee has its own file; all the information related to the particular is stores in that file.

(4.1) Introduction
Marketing is the process used to determine what products or services may be of interest to customers, and the strategy to use in sales, communications and business development. It generates the strategy that underlies sales techniques, business communication, and business developments.

The term marketing concept holds that achieving organizational goals depends on knowing the needs and wants of target markets and delivering the desired satisfactions. It proposes that in order to satisfy its organizational objectives, an organization should anticipate the needs and wants of consumers and satisfy these more effectively than competitors.

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Winsor Machines Limited realize the imporatance of reaching out to buyers at the right time. It contributed the machines through an impressive network of 3 zonal offices, 15 state officer and other center.

Marketing is used to identify the customer, satisfy the customer, and keep the customer. With the customer as the focus of its activities, marketing management is one of the major components of business management.

(4.2) Organizational chart of marketing department

Marketing department
Assistant
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manager

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(4.3) Product
A good or service that most closely meets the requirements of a particular market or segment and yield enough profit to justify its continued existence. The company believes that they have a superior product, based on quality and features, and because of this they feel their customers will like it also.

(4.3.1) Types of Products

Injection moulding machines


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Sumo 50 to Sum 350 Sprint 100 - 2000T Polo Tc 80 to 350

Blow moulding machines


KBM Series - Blow Moulding 20 KBM Series - Blow Moulding 100

KBM Series - Blow Moulding

Monolayer Crown

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KTS Series - Twin Screw Pipe Extrusion Lines for PVC

LX Series - Single Screw Pipe Extrusion Lines for PE/PPR/ABS

(4.3.2) Product planning


Product planning means which types of planning doing by this company for the specific product of the company means which planning will be used in future for specified product. The produce of the company is well accepted in the foreign country. The clients include the worlds renewed compound feed manufactures and integrators.

The Windsor machines India limited also doing the product planning about the different product of company and its process is also best like for the injection molding machines and extrusion machines. They collect the raw material in the ware house after they doing some cleaning process on its.

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The company doing such types of product planning of the only injection and extrusion machines. Thus the product planning of the company is nice rather than other company

The product planning process is one of the most controversial within any company. Everyone wants a hand in new product definition and almost everyone will have contributions that will make a new product successful.

(4.4) Price
The price you set for your product or service plays a large role in its marketability. Pricing for products or services that are more commonly available in the market is more elastic, meaning that unit sales will go up or down more responsively in response to price changes. By contrast, those products that have a generally more limited availability in the market (but with strong demand) are more inelastic, meaning that price changes will not affect unit sales very much. The price elasticity of your product or service can be determined through various market testing techniques.

(4.4.1) Pricing policy

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A firm must set a price for the first time when it develops a need, product, when it introduce its regular product into a new distinction channel or geographical area and when it enters bids on new contract. Price of the product includes cost of the product, transportation cost, advertisement cost etc. WML charges fair little more price than the cost.

Pricing policy for the producer to establish a price and schedule of discount and allowances that intermediaries see as equitable and sufficient. Price is the one element of the marketing mixes that produce revenue the other elements produce cost. Price are the easiest mix element to adjust, product feature, channel and even promotion take more time, price is communicates to the markets the company instead value poisoning of its product or brand.

Thus pricing policy of the WML is very sound. It is not become by the company but it is decide by market of that specified items. So in this company not given more allowances to the inter mediaries.

(4.5) Place
This term really refers to any way that the customer can obtain a product or receive a service. Provision of a product or service can occur via any number of distribution channels, such as in a retail store, through the mail, via downloadable files, on a cruise ship, in a hair salon, etc. The ease and options through which you can make your product or service available to your customers will have an effect on your sales volume.

(4.5.1) Market segment


A market segment is a sub-set of a market made up of people or organizations with one or more characteristics that cause them to demand similar product and/or services based on qualities of those products such as price or function.

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Market segmentation of Windsor machines ltd can be done on the basis of Geographical location and group countries. WML segmentation of injection moulding machines to business customers as follow House ware Furniture Medical Rigid PKG non food Automotives Consumer goods Telecom & IT Cap & colors Rigid PKG food

HOUSE WARE o Tupperware o Eagle flask o Milton cello o Prince o Polyester o Abraham plastic

FURNITURE o Nilkamal o Cello


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o VIP o Blowplast o Superme o National

MEDICAL o Core parental o Eastern medicate o Trans medical o Hindustan syringes

RIGID PKG NON FOOD o Nilkamal o Superme o Balmer lawrie o Jenson Nicholson o National o Pepsi o Castrol

AUTOMOTIVES o Maruti o Bajaj o Herohonda o LML o Hyundai o Telco

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o Daewoo o JP auto o Mutual o Lumax o Fiem auto

CONSUMER GOODS o Reynolds o Luxor o T-series o Ajanta o Gillette o Rotomac

TELECOM & IT o Bharti telecom o BPL o Wipro o Tek electronics

CAPS & COLORS o Bisleri o Hindustan leaver ltd. o Colgate


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o Pepsi o Dabur o Essel Pkg o Parle

RIGID PKG FOOD o HLL o Amul o Britannia

(4.5.2) Distribution channel


A distribution channel can be as short as being direct from the vendor to the consumer or may include several interconnected intermediaries such as wholesalers, distributors, agents, retailers. Each intermediary receives the item at one pricing point and moves it to the next higher pricing point until it reaches the final buyer. Also called channel of distribution.

A path through which goods and services flow in one direction (from vendor to the consumer), and the payments generated by them that flow in the opposite direction

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Windsor machines ltd. Use zero and one level channel for domestic market. It use this channel because the product of company is use for other manufacturing companies

Distribution channel for domestic market :

Producer

Business distributor

Business customer

The present main emphasis is to create direct distribution channel establishment abroad such as representation abroad such as representation offices, trading house , consignment warehouse etc

For Export Distribution channel

Producer (windsor)
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Distribution channel is the set of interdependent organization involved in the process of making product or service available for the use and consumption. Company is increasingly taken a value network view of their business. Instead of limiting their focus to their immediate supplier, distributors and customer they are examine the whale supply chain that links raw materials, component and manufactured goods and shows how they are moved toward the final consumers companies are looking at their suppliers upstream and at their distributors customers downstream

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Marketing channels are sets of interdependent organizations involved in the process of marketing a product or services available for use or consumption.Thus distribution channel of this company is fine rather than other company.

(4.6) Promotion
Promotion is one of the four elements of marketing mix (product, price, promotion, place). It is the communication link between sellers and buyers for the purpose of influencing, informing, or persuading a potential buyer's purchasing decision.

(4.6.1)SALES PROMOTION
Sales promotion, a key ingredient in marketing companies, consist of a diverse collection of incentive tolls, mostly short term, design to stimulate quicker or greater purchase of particular products or services by consumer or trade. Where as advertising
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offers a reason to buy. Sales promotion includes tools for consumer promotion. In other words sales promotion means some thing done by company for maximize sales thats product in the general market like advertise, some scheme.

It is the activity to increase the sales of the company by different ways WML gives discount to its wholesalers according to different slabs.

Thus this company doing sales promotion only n advertises only. Not any scheme is given by this company to the customer or intermediaries for the sales promotion.

Sales promotion refers to many kinds of incentives and techniques directed towards consumers and traders with the intention to produce immediate or short-term sales effects.

(4.7) Advertising
Description or presentation of a product, idea, or organization, in order to induce individuals to buy, support, or approve of it.

Advertising is one of the tools of company uses to direct persuasive communications to target buyers and publics. It consists of non- personal forms of communications conducted through paid media under taken to increase company sales and or profits over what they otherwise would be. Advertisement however is rarely able to create sales by itself. Whether the
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customer buying also depends upon the product price, packaging, personal selling, services, financing and other aspects of the marketing process.

More specifically the purpose of advertisements to enhance potential buyers response to the organizations and its offerings. It seeks to do this by providing information, by canalizing desires and by supplying reasons for preferring a particular organization offer. Advertising budget of WML chhatral division is Rs. 1, 50,000 approximately. The company gives the ads in the local news paper like Gujarat samachar and sandesh at the year panels.

(4.8) Export
Currently Windsor machines limited has a global installation based of over 13500 machines. Windsor's expertise in extrusion machinery over the years has spread its wings with an enviable number of installation base of machines across various countries are Africa, the middle east, CIS, south asia & the far east , a par from Australia , new Zealand & the highly developed market of europ & U.S.A.

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(4.9) Marketing Research


Marketing Research is the function that links the consumer, customer and public to the marketer through information-information used to identify and define marketing opportunities and problems, generate, refine and evaluate marketing actions; monitor marketing performance; and improve understanding of marketing as a process.

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Marketing manager of studies of specified problem and opportunities. They may request a market survey, a product. Preference test, a sales forecast by region or an advertise evolution, it is the job of the marketing researcher as the systematic design, collection analysis and reporting of data and findings relevant to a specified marketing situation facing the company.

This company doing market research after passed fixed period. This company has shown its product and other competitors product in the market, which company product very well continues in the market. Whose product maximizes sales in the market and why they very well continue in the market rather than other competitors of that product. This company not doing market research only but they gave contract market research agencies and this agencies doing research and given report to the company and after the research they change his product of weight, quality and packing.

Thus this company doing market research by the agencies of that field for the company.

(4.10) Competitors of the company


Local competitors L & T group Battely boy India limited UB Engineering

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International competitors Sumo tumo machinery Japan Tailor world wide Ferromatic Milacron Germany

(5.1) Introduction of finance department


Nowadays the finance department of a firm has a broad range of roles to undertake inside and outside its business and carries large responsibilities especially in fields such as "Shareholder Value" which is increasingly gaining in importance.

Finance is the lifeblood for any business and any organization. Finance department takes many measures for managing the financial risks of company. For reducing loss of fund due to happening liquidity, solvency or financial disaster, finance department makes a good plan and
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also takes the help of debt collectors, insurance companies and other rating agencies for reducing financial risk.

In this function finance market at very low risk and cost. resources of funds and create a Financial manager

department gets money from capital Finance department analyzes all the good financial structure of company.

In this structure, finance department analyze whether it will decrease the overall cost of capital on Average basis or not.

(5.2) Organizational chart of finance department

Accountant
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(5.3) Financial planning


Carrying out financial plan is a continuous process at WML. The financial plan of the company is done to eliminate false results from complexity of operation. The company arranges for funds either from equity shares capital, reserves and surpluses, secured loans and unsecured loan or by taking funds from the bank.

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The company has a practice of preparing statutory requirement annually. The company prepares budgets for marketing and administration expenses which are presented to the financial managers. These budgets are then consolidated and are discussed with the managing director, then the budget presentation is made to board. This is done to ensure that the results are in line with budget and in case of negative deviation action plan have been revised. In WML, chhatral division financial planning is done by vice president finance.

(5.4) CAPITAL STRUCTURE


Management of funds
Authorized share capital 1) The authorized share capital of a company is stands for Rs. 20000000 2) Issued , subscribed and paid up capital; Issued, subscribed share and paid up capital of the WML stands at Rs. 13035900

Loans funds; To meet to long term and short term Requirements Company raises funds from secured and unsecured loans with help of financial institutions and banks.

(5.5) MANAGEMENT OF FIXED ASSETS


Depreciation of fixed assets other than intangible assets is provided on written down value method in accordance with the rates, prescribed in schedule XIV to the companies Act, 1956. Individual assets acquired for less than Rs.100000 are entirely deprecated in the year of acquisition.

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Depreciation on fixed assets added / disposed off during the year has been provided on pro-rata basis.

Lease premium and related cost are amortized over the lease period.

Cost of registration of Trade Mark(s) and for acquiring copy right(s) are amortized over a period of 10 years.

Cost of WML is amortized over a period of three years in equal installments.

Costs of soft wares are amortized in the year acquisition.

(5.6) INVENTORIES
Inventories are valued at lower of cost and estimated net realizable value. The cost of raw materials (expect paper), packing materials, stores and spares is arrived on the basis of weighted average cost method. Up to last year same were valued at FIFO method. The consequential impact of is insignificant hence not quantified. The cost of raw material is arrived on the basis of weighted average cost method. The cost of finished goods and work in process includes cost of conversion and other cost incurred in bringing the inventories to their present location and condition.

(5.7) RECEIVABLES:
The term receivable is defined as debt owed to the firm by customers arising from sale of goods or services in the course of business. When a firm makes an ordinary sale of goods or services and does not receive payment, the firms grants trade credit and creates account receivable which could be collected in the future.
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The term inventory refers to the stockpile of the products a firm is offering for sale and the components that make up the product. The assets which firms store as inventory in anticipation of need are (1) raw material (2) work in process (3) finished goods. Receivable is the money which the company gets from the sale of its wide range of products. To keep its customers infect the company provides different slabs of discount to wholesaler and customers.

(5.8) CASH MANAGEMENT


Cash management is one of the key areas of working capital management. Cash is the common denomitor to which all current assets can be reduced because the other major liquid assets, that is, receivable and inventory get eventually converted into cash. This underlines the significance of cash management. The basic objectives of cash management are meeting payment schedule and minimizing funds committed to cash balance.

The companys direct source of fund is bank. When the company receives or pays cash or cheque in the course of daily conduct of its business affairs each entry is recorded in the cash book. Physical count of cash takes place at the end of every day by the management.

(5.9) FINANCIAL RATIO


Ratio means to find out the variation between two variables. And financial ratio means to find out the variation between two variable of financial information. Ratio analysis is a multifarious tool for analyzing the capital structure. It is the most important tool of evaluating and assessing the efficiency and effectiveness of a concern in various areas of operation. In other words the

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ratio is simply means of highlight in arithmetical term the relationship between figures draws from financial statement. Some ratio of financial related of the company is as under

Gross profit :
Gross profits are your profits for the period before operating expenses, fixed expenses, taxes or interest. This is calculated as your sales minus your cost of goods sold.

Chart & Explanation

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Gross profit ratio


12 10 8 6 4 2 0 Gross profit ratio 2010 Gross profit ratio 2009 Gross profit ratio 2008

In Above chart indicates the gross profit ratio of year 2010, 2009, 2008. Gross profit ratio of 2010 is 10.82% . and company having GPR in year 2009 is 0.97% which is comparatively lower then 2008 and 2010. GRP of year 2008 is 2.99%. so we can say that the company gaining good profit in year 2010 as compared to year 2009-08.

Net profit ratio:

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NP ratio is used to measure the overall profitability and hence it is very useful to proprietors. The ratio is very useful as if the net profit is not sufficient, the firm shall not be able to achieve a satisfactory return on its investment.

Chart & explanation

Net profit ratio


7 6 5 4 3 2 1 0 -1 -2 -3 net profit 2008 net profit 2009 net profit 2010

The net profit ratio of year 2008 , 2009 , 2010 chart is shown above. In year 2008/09 company having loss but in year 2010 company get 6.25% profit on other hand in year 2008 and 09 company suffering from loss -2.05 & -1.44 Comparatively.

Current assets ratio


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The current assets ratio measures a company's ability to pay the liabilities that it is most likely to have to pay soon with that assets that should yield cash the quickest. It is the nature of the assets in question, the company's ability to borrow further to meet liabilities and the stability of its cash flows.

current assets ration


0.535 0.53 0.525 0.52 0.515 0.51 0.505 0.5 0.495 0.49 0.485 current assets ratio 2008 current assets ratio 2009 current assets ratio 2010

Current assets ratio shows the available cash amount to meet immediate payments. In above chart its indicates that the company have not enough cash to meet the immediate cash payments Current assets ratio are 0.50:1 , 0.53 : 1 , 0.52 :1 of year 2008/09/10 respectively company having more payments then the their c.assets.

Inventory Turnover Ratio


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A ratio showing how many times a company's inventory is sold and replaced over a period. This ratio should be compared against industry averages. A low turnover implies poor sales and, therefore, excess inventory. A high ratio implies either strong sales or ineffective buying.

inventory ratio
8 7 6 5 4 3 2 1 0 inventory ratio 2008 inventory ratio 2009 inventory ratio 2010

above chart indicates that the company having strongest sales in year 2010 as compared to year 2009 & 2008. Company sold 7.38 inventories in 2010.its shows the big different between companies productivity

Operating profit ratio


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A ratio used to measure a company's pricing strategy and operating efficiency. Operating margin is a measurement of what proportion of a company's revenue is left over after paying for variable costs of production such as wages, raw materials, etc. A healthy operating margin is required for a company to be able to pay for its fixed costs, such as interest on debt.

Chart & explanation

oprating profit ratio


12 10 8 6 4 2 0 oprating profit ratio 2008 oprating profit ratio 2009 oprating profit ratio 2010

The operating profit ratio shows the relationship between the costs of production such as wages. In year 2010 compnay having good profit due to low cost of production in other year its 2.99 and 0.96 .

Quick ratio
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An indicator of a company's short-term liquidity. The quick ratio measures a company's ability to meet its short-term obligations with its most liquid assets. The higher the quick ratio, the better the position of the company.

Chart & Explanation

Quick ratio
0.2 0.18 0.16 0.14 0.12 0.1 0.08 0.06 0.04 0.02 0 Quick ratio 2008 Quick ratio 2009 Quick ratio 2010

the quick ratio indicates the companies ability to pay short term obligations. After this result we can say that company dont having enough cash money to pay expenses quickly due to shortage of cash money

Fixed assets turnover ratio


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A financial ratio of net sales to fixed assets. The fixed-asset turnover ratio measures a company's ability to generate net sales from fixed-asset investments - specifically property, plant and equipment (PP&E) - net of depreciation. A higher fixed-asset turnover ratio shows that the company has been more effective in using the investment in fixed assets to generate revenues.

Fixed assets turnover ratio


3.5 3 2.5 2 1.5 1 0.5 0 Fixed assets turnover ratio 2008 Fixed assets turnover ratio2009 Fixed assets turnover ratio2010

The chart of fixed assets ration shows that company using there investment and fixed assets efficiently. In year 2008/09/10 company having 1.60, 1.34, 2.93 respectively

administrative expense ratio


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Its indicate the relationship of various expenses to net sales. The operating ratio reveals the average total variations in expenses. But some of the expenses may be increasing while some may be falling. Hence, expense ratios are calculated by dividing each item of expenses or group of expense with the net sales to analyze the cause of variation of the operating ratio.

Admin.exp.ratio
10 9 8 7 6 5 4 3 2 1 0 Admin.exp.ratio 2008 Admin.exp.ratio 2009 Admin.exp.ratio 2010

Admin exp. Ration shows the relationship between sales and admin. Exp. As we can see in the chart the exp of administration in increasing every year due to this rezone the ratio is falling down.

Debtors ratio
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Debtors turnover ratio or accounts receivable turnover ratio indicates the velocity of debt collection of a firm. In simple words it indicates the number of times average debtors (receivable) are turned over during a year.

debtors ratio
35 30 25 20 15 10 5 0 debtors ratio 2008 debtors ratio 2009 debtors ratio 2010

this ratio indicates the efficiency of concern to collect the amount due from debtors . its determine the efficiency with which the trade debtors are managed Higher the ratio better its the proves that the debts are being collected very quickly. Company last three years debtors ratio are 22.94, 28.93, 20.66

Return on capital employed ratio


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A ratio that indicates the efficiency and profitability of a company's capital investments. ROCE should always be higher than the rate at which the company borrows, otherwise any increase in borrowing will reduce shareholders' earnings.A variation of this ratio is return on average capital employed (ROACE), which takes the average of opening and closing capital employed for the time period.

Chart & explanation

Return on capital employed


80 70 60 50 40 30 20 10 0 Return on capital employed 2008 Return on capital employed 2009 Return on capital employed 2010

The chart of returns on capital employed indicates profitability of campnies capital investment company having the return on capital employed is 9.72 in year 2008 which is increased 60 .84 in year 2009 and after that is falling down at 18.72 .

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Findings
In the production plant of WML, the company is using modern concepts of management such as Kaizen, tools management and place management etc. WMLs intellectual capital is the building block of its uninterrupted success. Good ideas get shared in the company. The company is proactive rather than reactive to the changes in the market. Company offers various incentives other than salary to its employees, by doing so the company has maintained high level of satisfaction among their employees till now. In the plant of WML, at chhatral necessary precautions have been taken regarding the safety of the plant and employees. Company providing the good facilities to labelers

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Recommendation

The amount of current assets kept by the company is very large as compared to the level of current liability, as a result company should think about long term investments rather short term investment, by doing so the company would be able to save itself from being undercapitalized. The company should try to improve the turnover ratio, which would result in less requirement of working capital. To increase the sales of the company personnel of marketing department should be given additional incentives as compared to other employees, which would act as tool to increase motivation among the employees of that department.

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