Professional Documents
Culture Documents
TITLES
CHAPTERS
PAGE NUMBERS
INTRODUCTION
OBJECTIVES
CHAPTER-I
RESEARCH METHODOLOGY
NEED OF THE STUDY
CHAPTER-II
CHAPTER-III
REVIEW OF LITERATURE
INDUSTRY PROFILE
COMPANY PROFILE
32
DATA ANALYSIS
CHAPTER-IV
&
INTERPRETATION
45
FINDINGS
SUGGESTIONS
CHAPTERV
58
CONCLUSION
QUESTIONNAIRE
BIBLIOGRAPHY
CHAPTER-1
INTRODUCTION
INTRODUCTION
- Henry Ford
Knowledge:
Management:
Management is part of another hierarchy that includes supervision,
management and leadership. Supervision is dealing with individual tasks and
people and works at the operational level of an organization or subunit.
Management is dealing with groups and priorities at the tactical level. Leadership
is dealing with purpose and change at the strategic level.
Hence knowledge management is concerned with the exploitation and
development of the knowledge assets of an organization with a view to furthering
the organizations objectives.
No amount of sophistication is going to allay the fact that all your
knowledge is about the past and all your decisions are about the future.
- E. Wilson
RESEARCH METHODOLOGY
RESEARCH DESIGN:
4
STUDY TOOLS:
Data is collected from various primary and secondary data.
PRIMARY DATA:
Primary data refers to the data collected specifically for the purpose
of research problem. It is the first hand information collected by the research firm or
by an external agent with objective of solving a research problem.
Primary data is a data that is collected directly from the employees through
interviewing them, through questionnaire method.
Interview method is a collection of data which involves presentations of oral verbal
and reply in terms of verbal response.
QUESTIONNAIRE METHOD:
A questionnaire is a formalized set of questions for collecting
information. Its function is measurement. A questionnaire is administered by means of
a telephone or a personal interview also termed as interview schedule.
SECONDARY DATA:
Primary data for one party becomes secondary data for the other users.
Secondary data refers to existing data that has been collected with an objective other
than the research purpose in question. It could be the data collected by the firm itself
for any other purpose or by any external party for the same or other research problem.
Secondary data is the data, which is collected from the company broachers, records,
magazines, books and others sources.
zones.
SAMPLE SIZE:
The sample size is 150 and they are selected from different departments
like HRD, Finance, Supply Chain, Marketing, corporate, IT, and Quality
Departments.
These questionnaires were filled by the employees themselves. This was
followed by a discussion with the respective employees about the answers they had
given.
The evaluation technique that I used is percentage method which was based
on the reply given by the employees.
The sample size was small to ascertain any conclusions on this study.
Short time period was inadequate for conducting detailed study among the
employees.
The study was limited for a period of 45 days only.
The study is restricted to academic purpose only.
CHAPTER 2
REVIEW OF LITERATURE
PREAMBLE:
In the present day market scenario of intense competition,
organizations need to know what they know and able to leverage on its knowledge
base to gain competitive advantage. In this knowledge era, organizations can create
and sustain competitive advantage through initiation of appropriate knowledge
management process. The organizations that can leverage technology to exploit the
data realize the benefits by creating a competitive advantage for itself. The
competitive advantage could be in the form of identifying trends, unusual patterns and
hidden relationships.
The recent emphasis on knowledge management arises out of the needs
of the organizations to manage resources more effectively in a hyper-competitive,
global economy. The need for emphasis on knowledge management is also stressed by
Nonaka and Takeuchi in their statements. In an economy where the only certainty is
uncertainty, the one sure source of lasting competitive advantage is knowledge.
Successful companies are those that consistently create new knowledge, disseminate
it widely throughout the organization and quickly embody it in new technologies and
products.
10
11
12
Competition in the market place has forced organization to reduce costs. One
of the methods followed is reduction in manpower. This has led to early
retirements and increasing mobility of work force resulting in a loss of
knowledge.
Organizations are forced to compete on the basis of knowledge.
Market place is increasingly competitive.
Reduction is staffing create a need to replace informal knowledge with formal
methods.
Reduction in work force due to competitive pressure.
Business
Transformation
Learning
Innovation
Organiz
ation
Roots of knowledge
management
13
Intellectual
Information
Assets
management
Knowledge
Based systems
LEARNING ORGANIZATION:
If an organization conforms to the required norms and can be
termed as
alearning organization, then it becomes one of the start points of knowledge
management.
INTELLECTUAL ASSETS:
The intellectual assets in an organization are the people having
gained
expertise through years of work experience and are tacit in nature. This
knowledge
14
INFORMATION MANAGEMENT:
Information is the core of knowledge management, since information
combined with experience and intuition leads to knowledge. Hence, proper
information management system can result in an effective knowledge
management
system.
INNOVATION:
Creativity and innovation are methods by which new knowledge is
created.
Innovation comes out of increment changes to existing products or processes
and a
radical change, which is different from the original process or product. Radica
changes give a new dimension to the existing knowledge base
BUSINESS TRANSFORMATION:
15
Agrarian an
Economics
Natural
resource
Economics
Product
Revolution
Knowledge
Revolution
16
DATA:
The basic element of information in an organization is in the form
of data. Organizations collect, summarize and analyze this data to
identify patterns and trends. Most of the data thus collected is
associated with the functional processes of the organization.
INFORMATION:
Each data element is a component of a transaction and does
not provide much information unless they are presented in
conjunction with other data elements. The accumulation of data into a
meaningful context provides information.
KNOWLEDGE:
Knowledge is different from data, information or analysis.
Knowledge can be created from any one of those layers or it can be
created from existing knowledge using logical inferences.
WISDOM:
Wisdom is the utilization of accumulated knowledge to create a higher
level understanding of the data.
17
Powerful environment forces are reshaping the world of the manager of the
21st century. These forces call for a fundamental shift in organization process
and its strategy. This is knowledge management. Taylor
18
The crux of the issues is not information, information technology. The answer
turns out to lie more with psychology and marketing of knowledge within the
family than bits and bytes. Peters
Knowledge Management is the activity, which is concerned with strategy and
tactics to manage human centred assets. Brooking
people at the right time so they can act more efficiently and effectively.
19
Explicit
Socialisation
Externalization
Internalisation
Combination
20
TO
FROM
The transforming processes are assumed to be
socialization, externalization, internalization and normalization.
INDIVIDUAL GROUP
ORGANIZATION
INTERORGANI
ZATIONAL
DOMAIN
ARTICULATED
Knowing
Qc
Organization chart
KNOWLEDGE
calculus
Documented
suppliers patents
Analysis Of Its
Performance
TACIT
Cross
Cultural Team
KNOWLEDGE
Negotiation
Ordination
Skills
Complex Word
21
In
Customers Attitude
To
Product
Expectations
and
C. BOISOT MODEL
Undiffused
Codified
UN codified
Codified
Diffused
Proprietors
Public
Knowledge
Knowledge
Personal
Common
Knowledge
Sense
Undiffused
22
portray a
KNOWLEDGE
USE
EMBODIMENT
KNOWLEDGE
DESSEMINATION
23
This construction includes the social and scientific inputs. This knowledge
is then embodied within the organization through explicit programs and social
interchange.
This is followed by a process of dissemination of espoused knowledge
throughout the organization. Ultimately, this knowledge is seen as being of
economic use in regard to the organizational outputs. This model follows the
generic process of knowledge construction of collection, dissemination and use.
Types of knowledge
Knowledge can be classified into various types. Authors have classified into
various categories and are presented below
Explicit Knowledge
Procedural
knowledge
Declarative
24
knowledge
26
attention and
New technologies,
27
-Thomas Devanport
KNOWLEDGE MANAGEMENT PROCESS
Knowledge creation
Nonaka and Takeuchi have mapped the knowledge creation process from
the tacit and explicit knowledge available in an organization.
Knowledge capture
Most of the knowledge in organizations exists as tacit knowledge gained
and built-up through years of experience. This knowledge has to be captured and
sorted in databases.
Knowledge application
The knowledge created and captured through would then need to be applied
to achieve competitive advantage.
Knowledge measurement
The knowledge created, captured and applied to competitive Advantage can
be measured by seeing the outcome of the applied knowledge.
28
knowledge distribution
Knowledge adoption
Knowledge
development
cycle
29
Knowledge
review
and
Knowledge creation
revision
OBSTACLES TO KM IMPLEMENTATION
Lack of accountability
30
Typically,
Lack of customization
Knowledge management is not a one-size-fit all programs. It works best
when individual programs are tailored to the need of the individual users. It
should also fit into the organization culture.
CHAPTER - 3
INDUSTRY PROFILE
&
31
COMPANY PROFILE
INDUSTRY PROFILE
Indian electronics and IT plays a major role in both the production and
exports. During the year (1992-97), the electronics industry has achieved an
annual growth of 20% in production and over 40% in exports.
The production in the year (1997-2002) is targeted at about Rs. 380
billion with a growth rate of 37% and exports at about Rs.490 billion with a
growth rate of 52%. Overall production is based on Indian Electronics industry
that is widely distributed and there are more than 3500 units engaged in the
electronic production. Which include in 13 central public sector units with 29
manufacturing establishments, 65 units in state public sectors, 600 units in
organized private sector and more than 2800 units in small scale sectors.
Electronics has made life simple. All of us in some form or other, directly
or indirectly are using electronic goods. Demand for electronic goods has led to
the establishment of many manufactures and development is on day to day basis.
The thermal, hydro, nuclear plants and power transmission industries play a vital
role for the establishment of heavy electronics industry.
32
designed
specifically for air conditioning, heat pumping, and refrigeration enclosure air
conditioners remove the heat generated by electronic devices from the inside of
cabinets or enclosures.
Industrial air filters reduce the number of particles in the air that passes
through them. Breathing and verification air ventilation air systems provide
reliable and safe air supply sources to workers in hazardous industrial
environments.
Compressed air-purgers and vortex coolers are used for spot heating or
cooling applications.
Industrial air filters reduce the number of particles in the air that passes
through them. Air filtration supplies the means to reduce the level or particulates
in the air to a cleanliness standard required by any definition of air conditioning.
It extends from the simple task of preventing lint and other debris from plugging
heating/cooling coils to removing particles as small as 0.1 micron which could
cause a short circuit on microchips.
Refrigerant compressors are designed specifically for air conditioning,
heat pumping, and refrigeration. Small, Stand-alone compressors are not included
within this grouping. Refrigerant compressors are large-scale units specifically
designed to be the heart of an industrial cooling or air-conditioning system
(HVAC).
They are integral components of the refrigeration cycle, in which
refrigerant gases are cyclically evaporated and condensed, absorbing heat from
33
34
and markets rock drilling rigs, construction tools, breakers, and pumps and
loading equipment. The main brands are Atlas Copco and Chicago Pneumatic.
Kirloskar We are a 600 million US Dollars engineering conglomerate
driving critical industries. We are century old pioneers in our areas of
specialization like power, constructions and mining, agriculture, industry and
transport, oil and gas and environment protection with a range of world-class
industrial products and trunkey services.
We are made up of 8 major group companies, each lead by the best
engineering and managerial talent in India. In addition to engineering, we have
interests in civic utility systems and in information Technology and
communication.
Our multi-unit, multi-product, multi-location conglomerate is built on the
plinths of Experience, Expertise, Quality, Innovation and values in the business.
Our best play is successful work and creation of a new industrial order where we
can provide tailor made solutions to the customers.
BPL Engineering Ltd., a well-known Indian conglomerate in the field of
Consumer Electronics & Home Appliances, telecommunication Medical
Electronics, Power and Electronic components. BPL has technical collaboration
with SANYO Japan in Colour Televisions, Washing Machines, Refrigerators
and components such as Compressors.
The Compressor Division of BPL Engineering Ltd., is engaged in
manufacturing of Hermetically Sealed Compressors for refrigeration industry.
The products are widely used in refrigerators, deep freezers, bottle coolers, water
coolers and dehumidifiers. The company commenced manufacturing compressors
in 1994 in technical collaboration with SANYO-Japan.
The Compressor division has an annual turnover of USD 14 million with
production capacity of 1.2 million compressors path compressors are
manufactured at state of art plant near Hyderabad, India which is ISO 9001:2000
and ISO 14001 certified. The factory is equipped with modern machinery like
high speed AIDA high speed press (Japan) for punching limitations, automatic
35
motor winding line from ODAWARA (Japan) & Special Purpose Machines for
critical operations.
BPL hermetic compressors are Tropicalised and have been designed to
operate over a very wide voltage range. BPL manufactures compressors suitable
for 220V/127V/110V, 50/60Hz operation.
Compressors with nomenclature ending with LN are designed for low
evaporating temperatures (LBP Low Back Pressure) for use with R134a
refrigerant in refrigerators and deep freezers. Compressors with nomenclature
ending with HN(BUL-universal series) are designed for high evaporating
temperatures(HBP-High Back Pressure) for use with R134a refrigerant in liquid
coolers, water coolers and refrigerator display counters. The compressors are also
used for heavy-duty purposes at low evaporating temperatures for refrigerators
and freezers.
COMPANY PROFILE
36
COMPANY PROFLE
TECUMSEH PRODUCTS INDIA PRIVATE LIMITED (TPIPL) is an ISO
14001 and 9001 certified company. TPIPL came into existence from July
1997, with the acquisition of siel compressor limited, Hyderabad (36 old
company manufacturing compressors since 1963) and the compressors division
of Whirlpool of India limited at Ballabgarh, Haryana in north India.
Tecumseh India is a 100% subsidiary to Tecumseh products company (TPC),
USA, Which is the worlds only full line independent manufacturer of
compressors. In India Company has 20 sales offices, an extensive network of
over 200 dealers and more than 600 registered small manufacturers.
Tecumseh India is headed by Mr. Vipin Sondhi, and employs about 1500 People.
Tecumseh India is the largest manufacturer of compressors in the country in all
three segments- Air conditioner, domestic and commercial refrigerators and is a
leading player with growing Indian market for, compressors.
37
Hyderabad plant:
The Hyderabad plant is on a sprawling 54 acre land at the Balanagar
industrial belt 15 km Away from Hyderabad city on the highway line going
towards HMT Ltd Narsapur road. At Hyderabad plant TPIPL manufactures
compressors used in air conditioners for deep freezers, bottle coolers and water
coolers which are considered to be worlds no. 1 in the 150 million compressor
market a year. The Hyderabad plant has a capacity of manufacturing around
3,000 units per day. The Hyderabad plant has a technology development center
with full Research and Development facility. The plant is also supported by two
service centers: AW Service center and ML Service center. The Hyderabad plant
has six regional offices among which four offices are at the metro cities: Delhi,
Mumbai, Kolkata and Chennai and the remaining two are at Ahmadabad and
Secunderabad. Besides these there are branch offices and depots located in
prime cities across the country.
The Hyderabad plant also has a network of about 177 dealers across the
nation and is preferred suppliers to key original equipment manufacturers
(OEMS) like LG, Voltas, Bluestar, Godrej, Videocon,
38
Departments of TPIL:
Human resource department
Welfare department
Attendance and pay office (A &PO)
Information technology department (IT)
Provident fund and credit cooperative society (PF & CCS)
Maintenance and engineering department
Quality development of AW Assembly
AW press shop
Canteen
Chemical and technological laboratories
TPIPL Hyderabad has a total of 639 permanent employees as includes 206
Officers
39
40
TPIPLS Vision:
To provide comprehensive solutions to customers in the field of cooling while
providing autonomous working environment for employees, to tap their creative
potential, bring out the best in them and optimize stake holders returns.
TPILS Mission:
air
conditioning compressors.
The approach will be through proper systems and procedures and total
involvement of employees, vendors and other business associates.
41
The vision of Tecumseh India is to be a serene green and eco-friendly cooperation carrying out all its operations contributing to preservation of environment
and natural resources for the benefit at large.
Among others this can be achieved through:
Allocation of company wide priority for sustainable development with
total involvement and commitment.
Evaluation and up gradation of current technologies, products and raw
materials for minimization, handling and disposal of solid, liquid and
gaseous wastes.
Realization of tangible objectives and targets set for continual
improvement to control and prevent pollution and conserve resources.
Legal compliance and going beyond setting new standards.
Meeting international expectations such as montreal protocol, 1987 in
phasing our CFCs as refrigerants in our compressors.
Training and propagation of Knowledge on environment.
Advantages of 5-S
42
43
CHAPTER 4
DATA ANALYSIS
&
INTERPRETATION
B) 50 to 100
C) 100 to 150
44
D) Above 500
Number of
Respondents
Percentage (%)
1 to 50
50 to 100
100 to 150
Above 500
150
100%
Total
150
100%
INTERPRETATION:
From the above table we can see that 100% of employee says that there are more
than 500 employees in the organization.
45
B) Yes, I have overview in my field of activity. C) No, I still need to get good view.
Attributes
Number of
Respondents
Percentage (%)
82
55%
Only in my field of
activity
36
24%
32
21%
Total
150
100%
INTERPRETATION:
From the above table we can see that 55% of employees say that they have good
overview of procedure in their department, 24% say they have only in their field of
activity, 21% say they still need to get the overview of their systems/ procedures
3. Please indicate which kind of knowledge you acquired, you are actually using
and practically implementing?
A) Knowledge gained from professional experience
C) Privately acquired knowledge
B) Basic knowledge
46
Attributes
internet
Number of Respondents
64
Percentage (%)
43%
research institutes
reading books/
library
professional
literature
15
10%
39
26%
32
21%
Total
150
100%
INTERPRETATION:
44% of Knowledge gained from professional experience. 34% from basic knowledge 15%
acquired from private acquired knowledge and 7% from special corporate in-house
knowledge.
Attributes
No. of Respondents
Percentage (%)
66
44%
basic knowledge
51
34%
22
15%
11
7%
150
100%
47
Attributes
Number of
Respondents
38
Percentage (%)
age/experience of an
employee
perception/behaviour
towards organization
awards/rewards received
42
28%
46
31%
24
16%
Total
150
100%
performance of tasks
25%
INTERPRETATION:
Knowledge of an employee has been gauged by 25% Performance of tasks, 28% by
Age/ Experience of an employee, 31%by Perception/Behaviour towards organization
and 16% by the Awards/Rewards receive
48
INTERPRETATION:
43% of external source of information is obtained through Internet, 10% from
Research Institutes, 26% from Reading books/ Library, and the remaining 21% from
Professional Literature
6 .Do you feel that the organization is best using the knowledge you possess?
A) To an extent
Attributes
to an extent
absolutely
Rarely
not at all
Total
B) Absolutely
Number of
Respondents
56
81
12
1
150
C) Rarely
Percentage (%)
37%
54%
8%
1%
100%
49
D) Not at all
INTERPRETATION:
37% believe that organization is the best using the knowledge you possess up
to an extent, and 54% agree that it is absolutely correct. About 8% feel that it is
rarely. Only 1% prefer not at all.
Attributes
no regular exchange
mixed project team
training programs before
the experienced
personnel leave the
organization
Total
Number of
Respondents
22
81
47
150
Percentage (%)
15%
54%
31%
100%
50
INTERPRETATION:
15% of the total survey member feels that there is no regular exchange of
knowledge shared between the experienced personnel and fresher.54% says
knowledge is shared by mixed project team. 31% of them feel that training
programs before the experienced personnel leave the organization.
8. What kind of Career Development activities that are taken up for Employee?
A) Special training programmes
C) Seminars/ Workshops
D) Other activities
51
Number of
Respondents
59
Percentage (%)
18
12%
seminars/workshop
53
35%
other activates
Total
20
150
13%
100%
special training
programmes
sponsoring further studies
INTERPRETATION:
52
40%
About 59% of the members say that special training programmes are taken up for
employees. 18% opted for sponsoring further studies.53% says seminars/workshops
are taken up for employees. And 20% goes for other activities.
A) Absolutely
B) Good
Attributes
of
absolutely
good
better
not good
Total
C) Better
Number
Respondents
D) not good
Percentage (%)
44
49
57
0
150
29%
33%
38%
0%
100%
INTERPRETATION:
53
About 29% of the respondents say that Quality of Work-Life in their Organization is
absolutely observed by them. About 33% opted for good, and 38% for better.
10. What are the Parameters in selection for testing the knowledge of an
qualification of the
candidate
experience
additional
qualifications
other requirements
Total
54
36%
68
28
45%
19%
0
150
0%
100%
Employee?
A) Qualification of the candidate
B) Experience
C) Additional qualifications
D) other requirements
54
INTERPRETATION:
36% of the members say that Qualification of the candidate is the Parameters in
selection for testing the knowledge of an employee. 45% says that experience is the
parameter in selection for testing knowledge of an employee. Only 19% opted that
additional qualification is the parameter for it
B) Awards
C) Gifts
Attributes
Percentage (%)
appraisals
Number of
Respondents
69
awards
43
29%
gifts
18
12%
promotions
Total
20
150
13%
100%
46%
55
D) Promotions
INTERPRETATION:
46% says that appraisals techniques are followed to retain an employee and 29%
says that awards techniques are followed to retain an employee. 13% opted that
promotions is the technique for retaining an employee and only12% says that gifts can
promote retention of employee.
12. Please mention the overall satisfaction levels working in this Organization.
A) Fully Satisfactory
B) Satisfactory
Attributes
fully satisfactory
Satisfactory
Unsatisfactory
can't say
Number of
Respondents
56
88
4
2
C) Unsatisfactory
Percentage
(%)
37%
59%
3%
1%
56
D) cant say
INTERPRETATION:
37% says that they are fully satisfactory with working in the
organization. Majority, i.e. 59% says that they are satisfactory. 3% says that they
are unsatisfactory working in the organization, and the remaining could not say.
57
CHAPTER 5
FINDINGS
&
SUGGESTIONS
58
FINDINGS
It has been observed that more than half of the employees do not have proper
knowledge about the systems/ procedures available within their department.
37% says that they are fully satisfactory with working in the organization.
Majority, i.e. 59% says that they are satisfactory. 3% says that they are
unsatisfactory working in the organization,
Hence the Organization has to focus on the activities which give employees
more information about their department.
Most of the employees are self motivated and are good team players, so the
Organization should try to capitalize on this human resource and try to protect
the interest of the employee.
36% of the members say that Qualification of the candidate is the Parameters
in selection for testing the knowledge of an employee.
SUGGESTIONS
It is observed that most of the employees feel that the Organization is
not utilizing the knowledge at the fullest therefore, Organization
59
60
CONCLUSION
CONCLUSION
61
62
ANNEXURES
63
Organization:
Employee Description
Name
Age
Department
Designation
B) 50 to 100
D) Above 500
( )
B) 5 to 10
D) None
64
4. Please indicate which kind of knowledge you acquired, you are actually using?
A) Knowledge gained from professional experience
(
)
B) Basic knowledge (Studies)
C) Privately acquired knowledge
D) Special Corporate In-house Knowledge
5. How do you start to solve a problem?
B) Research Institutes
D) Professional Literature
8. Do you feel that the organization is best using the knowledge you possess?(
A) To an extent
C) Rarely
B) Absolutely
D) Not at all
10. What kind of Career Development activities that are taken up for employees?
A) Special training programs
B) Sponsoring further studies (
)
65
C) Seminars/ Workshops
D) other activities
B) Good
C) Better
D) not good (
12. What are the Parameters in selection for testing the knowledge of an Employee?
A) Qualification of the candidate
C) Additional qualifications
B) Experience
D) other requirements
B) Awards
C) Gifts
D) Promotions (
14. Please mention the overall satisfaction levels working in this Organization. (
)
A) Fully Satisfactory
C) Unsatisfactory
B) Satisfactory
D) cant say
15. What kind of Training & Development activities are taken up to enhance
Employee Knowledge in your department?
Ans)
16. What strategies do you suggest to improve the knowledge culture in the
Organization?
Ans)
66
BIBLIOGRAPHY
BIBLIOGRAPHY
67
BOOKS :
KNOWLEDGE MANAGEMENT SYSTEMS
- STAUART BARNES
KNOWLEDGE MANAGEMENT
- SAJJAD M JASMUDDIN
KNOWLEDGE MANAGEMENT
-SUDHIR WARIER
PERSONNEL/HUMAN RESOURCE
MANAGEMENT
- DAVID A. DECENZO
ESSENTIALS OF HUMAN RESOURCE
MANAGEMENT
- P.SUBBA RAO
WEBSITES:
ICFAI JOURNALS
HR GUIDE.COM
HR.COM
TECUMSEH.COM
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