final projcet report
TRANSCRIPT
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PART-A
1.INDUSTRY PROFILE
Industry is the backbone of every nation. Industry refers to manufacturing activity concerned
with the conversion of raw materials or semi finished goods in to finished goods. Industry
which consists of the group of similar companys i.e., the group of earth moving equipment
companies are considered as the earth moving equipments industry. All the companys which
are producing the goods which are used for the purpose of earth moving that is construction
development of infrastructure. Growth of construction industry reflects the growth of the
nation as well as the world. Therefore the study of construction industry is must. Hence we
study the growth of the earth moving equipment industry. By the 1960s the earthmoving
machinery industry was already a global industry, with machines from the United States,
Europe and Asia being sold into earth moving application around the world. Several countries
were beginning to develop standards and regulations for earthmoving machines, which created
a challenge for the industry to be able to meet the different requirements in different countries.
In more recent years with the growth of societys interest in the environment and
safety, projects have been undertaken to harmonies the safety requirements. The dynamics
within the earth-moving machinery industry are such that the number of manufactures
continues to decline through mergers and acquisitions. There were multiple manufactures in
many countries, the consolidation of these as subsidiaries or an affiliate of larger global or
international manufacturers has occurred. The manufacturing industry is essential divided
between a limited number of large enterprises and then a substantial number of small
enterprises. The small enterprises occupy markets for specialized machines for quite specific
applications, or serve only a limited geographical area. Many of these smaller enterprises are
merged into the larger enterprises as such opportunities develop. The size of the earth moving
industry globally is in the $60 billion (US) range. The businesses are principally located in
Europe, Japan and the USA. Many of the enterprises have expanded to some of the developing
countries. Major global enterprises use the technology wherever it is located to develop the
machines and then search for the best locations to manufacture product. Many of the products
are only produced in low volume and thus global exporting is the only way to keep production
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volumes efficient. The manufacturing industry is principally located in Europe, Japan and
USA. Some manufacturing is done in China, Russia, Brazil, Asia-Pacific countries and some
central European countries. The balance of participation between the main countries is quite
good. Most significant participating countries are USA, Japan, Germany, Sweden, UK, Italy,
and France. Brazil recently became a participating country.
Within the global trade objectives is the need to provide common terminology and
performance criteria for manufacturers in the specification of the performance of machines.
Only when adequate standards that can quantify the performance of machines exist, are
purchasers able to make informed decisions as to the value of the desired machines. Because
earth moving machines are work machines used by customers to earn an income, purchasing
decisions must be made on machines performance and ability of the machinery to satisfy the
needs of the customer. As the technology becomes more advanced, the need for pre-standard
research development and verification will also become more challenging. A significant
challenge will be for participants to gain approval for the industry, or government to fund such
work in order to produce sound technical standards.
INDIAN SCENARIO OF PUBLIC SECTOR UNDERTAKING UNITS
India has been ruled by foreigners for several years. And such, after independence India
has given priority to strengthen the countrys defence force. Several industries producing
defence equipment has been started by the government of India thereafter. India felt the need of
having strong defence which is capable of defending its borders from neighbors. In this view,
BEML has been established by ministry of defence. BEML was mainly
established to produce defence equipments and heavy capital equipments like railway coaches,
earth movers, machineries etc. Ministry of defence started one unit of BEML at K.G.F in the
year 1964. It is one of the biggest units in Asia. BEML has number of branches all over India.
Its various units in different parts of the country have immensely contributed to the growth of
Indian economy. It not only has provided employment but also successfully achieved the
advantage of economies of scale. Ancillary and small scale industries have been started around
its vicinity. It is contributing to the economic growth both directly and indirectly. It has
emerged as a powerful industries unit of Indian economy.
2. COMPANY PROFILE
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BEML Limited (formerly Bharat Earth Movers Limited) was established in May 1964 as a
Public Sector Undertaking for manufacture of Rail Coaches & Spare Parts and Mining
Equipment at its Bangalore Complex. The Company has partially disinvested and presently
Government of India owns 54 percent of total equity and rest 46 percent is held by Public,
Financial Institutions, Foreign Institutional Investors, Banks and Employees.
BEML Limited, a Miniratna-Category-1, plays a pivotal role and serves Indias core sectors
like Defence, Rail, Power, Mining and Infrastructure. The Company started with a modest
turnover of ` 5 Cr during 1965 and today, thanks to its diverse business portfolio, the company
has been able to achieve a turnover of more than ` 3,500 Cr. Its three major Business verticals
viz., Mining & Construction, Defence and Rail & Metro are serviced by its nine manufacturing
units located at Bangalore, Kolar Gold Fields (KGF), Mysore, Palakkad and Subsidiary -
Vignyan Industries Ltd, in Chikmagalur District. BEMLs products are sold and serviced
through its large Marketing Network spread all over the Country. BEMLs products are
exported to more than 56 countries. As part of companys globalization strategy, the company
has expanded its global reach by opening local company at Indonesia and Brazil recently in
addition to Malaysia and China offices.
The company operates under three major Business verticals - viz. Mining & Construction,
Defence and Rail & Metro. Each of the above Business is headed by a Director who acts as
CEO of the Business and reports to the Chairman & Managing Director of the company. In
addition to the above, Technology Division of the company provides end-to-end technology
solutions in Auto, Aero, Defence and Rail & Metro related areas. Trading Division deals in
non-company products. BEML manufactures and supplies Defence Ground Support
Equipment such as Tatra based High Mobility Trucks, Recovery Vehicles, Bridge Systems,
Vehicles for Missile Projects, Tank Transportation Trailers, Milrail Wagons, Mine Ploughs,
Crash Fire Tenders, Snow Cutters, Aircraft Towing tractors, Aircraft Weapon Loading Trolley.
BEML operates on three major business verticals for associated equipment manufacturing:
Mining & Construction
Defence
Rail & Metro
In addition to the above there are three Strategic Business Units (SBUs):
Technology Division for providing end-to-end engineering solutions
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Trading Division for dealing in non-company products
International Business Division for export activities
The company has 9 manufacturing units spread over the following locations:
Kolar Gold Fields (KGF) Complex (around 100 Km from Bangalore)
o Earth Moving Division
o Rail Coach Unit II
o Heavy Fabrication Unit
o Hydraulic & Power line Division
Mysore Complex (around 130 Km from Bangalore)
o Truck Division
o Engine Division
Bangalore Complex - Rail & Metro Division
Palakkad Complex
Vignyan Industries, a subsidiary located at Tarikere (around 300 km from Bangalore) -
Steel Castings
BEML's nationwide network of sales offices enables buyers with ready access to its wide range
of products. Also, the full-fledged service centers and parts depots offer total equipment care,
maintenance contracts and rehabilitation services.
The company has been registering consistent growth in sales and profits and has made a
turnover of ` 3,558 Cr in 2009-10 registering a growth of 18% over the previous year with a
Profit Before Tax of ` 320 Cr and has orders on hand of over ` 5,000 Cr as of end March 2010.
The Company has drawn up VISION 2013 with an ambitious growth rate of 12% CAGR for
crossing `5,000 Cr turnovers With this emerging prospects, BEML has plans to cross ` 5,000
Cr in the next 2 years and is poised to achieve ` 10,000 Cr mark by 2016-17 and the company
is gearing up with necessary infrastructure for achieving the same.
a. BACKGROUND & INCEPTION OF BEML:
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BEML limited is a PSU under the effective administration of Ministry Of Defence
(department of Defence supply). The organization was setup in the late 40s as part of HAL
now known as HINDUSTAN AERONAUTICS LIMITED to manufacture rail coaches. It
gradually diversified earth moving equipment in 1964.The company was incorporated in the
first five year plan when India was very weak economically. The main objective of setting up
the organization was to manufacture heavy earth moving equipment. Rail coaches heavy duty
trucks, truck-laying equipment etc.
b NATURE OF BUSINESS CARRIED:
1. MINING & CONSTRUCTION
2. DEFENSES & AEROSPACE
3. RAIL & METRO4. INTERNATIONAL BUSINESS
5. TECHNOLOGY DIVISION
6. TRADING DIVISION
c. BEMLS VISION:
To become a market leader, as a diversified company supplying products and services to
Mining & Construction, Railway & Metro and Defense Services and emerge as an
International Player.
BEMLS MISSION
1. Improve competitiveness through organizational transformation and collaboration /
strategic alliances / joint ventures in technology.
2. Grow profitably by aggressively pursuing opportunities in national and international
markets.
3. Attract and build people in a rewarding and inspiring environment by fostering
creativity and innovation.
QUALITY POLICY
Quality is the hallmark of excellence.
BEML Limited views Quality improvement as a business strategy and hence remains
proactive in the areas of product and service quality. At BEML, a Corporate Quality Policy
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emphasizing Total Quality Management ensures that quality system adopted results in
products, services and processes that meet stringent standards and requisite performance
criteria. A separate Quality Department spearheads the thrust towards Total Quality
Management.
All the manufacturing units of the company have been certified for ISO 9001-2000 Quality
Management System Standards. The facilities include custom made test tracks to evaluate
performance of the equipment. Also, the manufacturing divisions are augmented with test
facilities available at its R&D / Technology Division. Laboratories at R&D, KGF and Mysore
Complex are accredited to National Accreditation Board for Laboratories (NABL) covering
Calibration of Flow, Pressure, Torque and Mechanical Measuring Instruments. Both EM and
HP Division of KGF Complex have been accredited with ISO 14001-2004 EMS certification.
Well established vendor base is a key strength of BEML. Vendor assessment and development
is a key component of the company's strategy for achieving Total Quality.
BEML actively promotes small group activities to encourage and enhance 'Quality Culture' at
all levels. The small group activity teams regularly participate in regional / national /
international level competition and have achieved recognition as meritorious performers. It is
our proud privilege to mention that our QC teams have raised the BEML flag high in the
international arena by winning.
?Silver Medal? in the recently concluded ICQCC ? 2009 international competition held
at Sebu, Philippines
?Gold Medal? in the ICQCC-2008 international competition held at Dhaka, Bangladesh
d PRODUCT PROFILE
BEMLs product that is .Machines that builds the Nation. Find their application in
core sectors of economy in the country viz mining, agriculture, energy, Irrigation, cement,
steel, construction, rail and road transport apart from defence. The company has three ranges of
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products like earth moving equipments, defence product and railway products. The BEML
Products are
Mining Machines
Electric Shovels
Bulldozers
Wheel Dozers
Dump Trucks
Motors Graders
Pipe Layer & Tyre Handlers
Giant Walking Dragline for open cost mine
Hydraulic Excavators
Defence equipments
Multi-role Vehicles
Transportation Trailers
Tatra vehicles for terrain operations
Ammunition Loaders
Radar Career Vehicles
Bridge Layer
Field Artillery Tractor
Medium or Heavy Recovery Vehicles
Aircraft Towing Tractor
Armored Recovery Vehicle
Diesel engines
100-1000 hp engines for contribution and mining equipments
Irrigation Pumps
Marine Vessel Engines
Compressors
Energy
Diesel genets
Road construction equipments
Vibrating Compactors
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Pneumatic-tyred Rollers
Batching and Mining Plans
Disaster management equipments
Radio-Control Dozers
Hydraulic Excavators with Demolition Attachments
Robotics and automation
Industrial Welding Robots
Machine Tending Robots
Hydraulic aggregates
Gear Pumps
Cylinders/Suspensions
Control Valves
Axler
Power Take-offs
MINING AND CONSTRUCTION
CRAWLER EQUIPMENT
Hydraulic Excavators
Loading Shovel
Backhoe
Bulldozers
Pipe Layers
Electric Rope Shovel
Walking Draglines
Road Headers
Telescopic Excavator
Side Discharge Loader
WHEELED EQUIPMENT
Wheel Loaders
Backhoe Loaders
Motor Graders
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Water Sprinkler
Rear Dumpers
Wheel Dozers
Tyre Handlers
Bottom Dumpers
RAILWAY TRANSPORTATION
Integral Rail coaches
Track laying equipment
Overhead Equipment Inspection Car
Electrical Multiple Units
Rail Bus
Rotem Coach
Spoil Disposal Unit
Muck Wagons
e. AREA OF OPERATION- Global / National / Regional
BEML operates globally, nationally and also regionally and it has its own Marketing
and Service network operating throughout the Country. The major collaborators are
Komatsu, Japan
Dressers, USA
Burmar, Poland
General Electrical, USA
IGM, Austria
Indresco, USA
Mitsuimile, Japan
Omnipol, Czechoslovakia
WAPSO, USA
Voest Alpne, Austria
It exportsits products to nearly 30 countries like Algeria, Bulgaria, Egypt, Indonesia,
Kumait, Iraq, Ghana, Senegal, Sri Lanka, Jordan, etc. The major ones are Italy, Tunisia,
Syria, Zambia, S.Africa, Pacific Island, UK.
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BEML has 10 regional offices and 15 district offices.
Regional Offices:-
Bilaspur, Chennai, Hyderabad, Kolkatta, Mumbai, Nagpur, New Delhi, Ranchi,
Sambalpur and Singrauli.
District Offices:-
Ahmedabad, Asansol, Bhilai, Bhubaneswar, Chandrapur, Dhanbad, Guwahati,
Jammu, Madurai, Nayveli, Panjim, Ramagundam and Udaipur.
BEMLs Major Customers:-1. Metro Rail supplied to Delhi Municipal Corporation (BEML).
2. Coal India Limited and its subsidiaries. CIL, SCCL, TISCO, and other steel and
Other manufacturers.
3. Central PWD, state PWD and other companies in construction sector.
4. ONGC, OIL, AOC etc, involved in research works.
5. Thermal Power, Hydro electricity, etc producing energy.
6. State electricity Boards like PSEB, TNEB
7. Defence etc
f. OWNERSHIP PATTERN:
As BEML is a public sector undertaking PSU, 54.03% of its share is held by central
government itself and the rest is held by private people. The decisions are taken by the CMD of
BEML with the assistance of three business directors, two functional directors and officers.
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Dematerialization of shares and liquidity: Out of 4,16,44,500 shares, 2,25,00,000 shares are
held by the president of India (promoter) in physical form. Of the balance 1,19,44,500 shares,
1,89,06,220 shares were held in dematerialized form as of 31st march, 2010 which works out to
98.76% of the paid-up capital held by public.
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CATEGORY NUMBER OF
SHARES
% OF EQUITY
Promoters
The president of India
2, 25, 00,000 54.03
Institutional investors
Mutual funds & UTI
Banks/financial
institutions/
Insurance companies
(central/
State
govt.institutions/non-
Govt. institutions)
FIIs
55, 97, 860
40, 81, 333
56, 15, 855
13.44
9.80
13.49
Others
Private corporate
bodies
Indian public-
individual
NRIs/OCBs
Any other-trusts
11, 41, 449
24, 74, 380
2, 18, 052
15, 571
2.74
5.94
0.53
0.03
Total 4, 16, 44, 500 100.00
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g. COMPETITORS INFORMATION
Beml ltd is facing competition from Multinational Companies and Domestic Industries such
as,
1. Hindusthan Motors, India
2. Caterpillar, Russia
3. Larsen and Toubro, Japan
4. Telco, Wabco.
5. J.C.B
6. Larsen and Turbo, Japan
7. Hindusthan Motors, India
8. Integral coach factory Perambur, Tamilnadu
9. Rail coach factory Kapurtala, Punjab
h. Infrastructural facilities
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SL NO COMPANY MARKET SHARE1. Beml 70%
2. LARSEN&TURBO 3%
3. ASHOK LEYLAND 2.8%
4. GENERAL MOTORS 13%
5. CATERPILLAR 6.2%
6. HINDUSTAN MOTORS 4.2%7. OTHERS 0.8%
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1. Medical facilities
Special emphasis is being laid to provide medical facilities to the employees
and to their dependents. Modern medical centre has been established. BEML also provides
Post Retirement Medical benefits to its Retired employees.
A modern medical center has been established with the following infrastructure.
General medicine.
General surgery.
Clinical pathology.
Radiology.
Dental surgery.
ENT.
Physiotherapy.
Pediatrics.
Number of doctors : 36 [32 permanent & 4 temporary]
Number of beds : 100
Number of card holders: 35,707 (6972 employees & 28735 dependents)
2. Canteen facility
BEML provides good canteen facility to its employees. There is bifurcation of
canteen between Workers and Executives.
The food provided is hygienic and of high quality. The price charged for
Food, Tea, Coffee & snacks is very low.
Canteen expenditure for the year 2010 is Rs. 252, 91 lakhs.
i. ACHIEVEMENTS & AWARDS
CMD received the 'SCOPE Award for Excellence and Outstanding COntribution
to the Public Sector Management - Medium PSE CategoryD' for the year 2006-07 CMD received Raksha Mantri's Award for 'BEST DEFENCE PSU' for the year
2007-08
CMD received the 'BEST PSU AWARD' instituted by India's leading B School,
Indian Institute of Planning & Management held at Bangalore on 25th March 2009
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Southern Region of EEPC India awarded BEML with 'Silver Shield' for Star
Performer as a Large Enterprise for its outstanding contribution to Engineering Export
held at Trivandrum on 11th February 2009
CMD received the 'Raksha Mantri's Award for Excellence' for'Best Performance
in Exports' held at New Delhi on 7th November 2008
CMD received the 'ROTARIAN AWARD' of Vocational Excellence in their District
Conference held at Bangalore on 9th February 2008
CMD received the 'BEST CEO AWARD' from Mr. SK Sharma, National President ,
Indian Institute of Materials Management (IIMM) on 30th November 2007 at
Chandigarh
Conferred Star Performer Award by Engineering Export Promotion Council,
Southern Region on 24th November 2007
Award forExcellence in Technology and Innovation from Confederation of Indian
Industries (CII)
Rated AAA by ICRA in January 2007
Received 'Golden Peacock Award for Innovation Management' from Institute of
Directors on 14th January 2007
Ranked 4th Best Wealth Creator among 21 Best Wealth Creators of India and
the 1st among PSUs (US$ 1 in 2002 has appreciated to US$ 62.64 in 2007) by Dalal
Street Magazine
Conferred Mini Ratna Category-1 Status by Ministry of Defence, Govt. of India
during August 2006
Received Golden Export Award from Government of Karnataka, India during
August 2006
Received Enterprise Excellence Award from Indian Institute of Industrial
Engineers during May 2006
Received Excellent MoU rating in 2005-06
Award forOutstanding Export Performance from Engineering Export Promotion
Council (EEPC) during February 2005
Award forThe Largest and Most Profitable Construction Equipment Company
- 1st Rank from Construction World - NICMAR 2007
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Awarded UDYOG RATAN AWARD (Gold Trophy) by Institute of Economic
Studies, New Delhi, during October 2004
Received Niryat Shree Gold Trophy from Federation of Indian Export
Organisations for its outstanding export performance in Export House/Non SSI
category for the financial year 2000-01
National Award for Import Substitution for Crawler Mounted Shovels (2 to 2.5
bucket Cu., M. Capacity)
j. Work flow model
Work study is a term used to embrace the techniques of method study and work
measurement, which are employed to ensure the best possible use human resources and
material resources in carrying out a specified activity. The movement of workers and materialson the larger scale, we have been concerned with the more efficient use of existing plant and
machinery through the elimination of unnecessary idle time, the more effective operation of
processes and the more efficient use of the services of labour through elimination of
unnecessary and time-consuming movement within the working area of factory, department or
yard.
PRODUCTION DEPARTMENT: The production process involved in the manufacturing of
earth-moving equipments is briefly explained in the following diagram
Flow Chart of Production Process
(Raw materials
& components)
1) Machine shop
2) Plate shop3) Gear shop
4) Heat treatment shop5) Transmission shop
6) Tool room
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Input Holding stores Production
Assembly Shops Department
Output
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This department is divided into many sub departments such as
1. Machine Shop.
2. Plate Shop.
3. Gear Shop.
4. Heat Treatment Shop.
5. Transmission Shop.
6. Tool Room
Work flow at BEML LIMITED (End to End)
Production Planning
Material Management
Stores (Spares and Raw materials)
Production control department
Assembly Department
Testing
Packing
Customers site
Production planning is done at Corporate Office. This sent to all the departments in BEML
LIMITED. This is usually done in the month of January base on previous years sales. The
Material Management department plans for the raw material and spares required sends
requisition to Finance Department for approval for purchase. Once the material is purchased itis inspected and stored in different stores. The Production control department plans for number
of equipment to be manufactured and supplies the required spare part for the assembly of the
equipment to Assembly Department where they are assembled and painted. Later the
equipment is tested at the factory and packed and delivered to Customers site.
k.FUTURE GROWTH AND PROSPECTUS
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The future growth is likely to merge the Indian railways rail coach production division
with BEML. Thus the company would regain business it lost from the railways ever since the
division was found.
After successful implementation of DMRC which were supplied by BEML. They have decided
to set up a state-of-art factory in Bangalore with Korean technology along with an R&D centre.
BEML has in hand certain projects such as BMRC (Bangalore Metro Rail Coaches), HMRC
(Hyderabad Metro Rail Coaches) after the success of DMRC.
BEML bags Rs.632 crores order for supply of 788 BEML TATRA vehicles to Indian army on
18.03.2010.
The company is also opening a new plant at Palakkad in Kerala for its aerospace division with a
projected investment of Rs.260 crore.
The Company has drawn up VISION 2013 with an ambitious growth rate of 12% CAGR for
crossing ` 5,000 Cr turnover by 2013-14 coinciding with BEMLs Golden Jubilee year. With
this emerging prospects, BEML has plans to cross ` 5,000 Cr in the next 2 years and is poised to
achieve ` 10,000 Cr mark by 2016-17 and the company is gearing up with necessary
infrastructure for achieving the same. The larger vision is to enable the company to make BEML
as a Global Brand.
BEML is planning to establish a Rs.316 Cr manufacturing facility in Bangalore for its Aerospace
related business near Bangalore International Airport at Devanahalli. The new unit will hire 250
people and will provide design and manufacturing services in aircraft.
3. Mckensys 7s frame work
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1.STRUCTURE: Structure is the organizational chart and associated information that shows
who reports to whom and how tasks are divided up and integrated. In other words, structure
describes the hierarchy of authority and accountability in an organization, the organizations
units relate to each other. These relationships are frequently diagrammed in organizational
charts. Most organizations use some mix of structures- pyramidal, matrix or networked ones-
to accomplish their goals.
Functional Departments
Staff organization
This organization has line and staff type of organization where the organization setup is
basically that of the line organization but .staff. Officers are engaged to advise the line officers
in the performance of their duties. Line officers are the executives and the staff officers are
their advisers. In large industrial concerns which have numerous functions of complicated
nature, this type of setup has proved highly beneficial to them.
The organization has the following functional departments:
1. Personnel department
2. Finance department
3. Manufacturing/production department
4. Materials Management department
5. Planning department
6. Electronic Data Processing Department
7. Marketing division department
8. Maintenance and Quality Department
1. Personnel department: Personnel management is that part of management process which
is primarily concerned with the human constituents of organization. The main objective of
personnel management is to maintain human relations between workers and management in
order to have their maximum contribution to the effective working of that undertaking.
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2. Finance department: The function of this department is, Payment for suppliers against
goods receipts, stock invoice, arranging finance from financial institutions, collecting receipts
from customer through corporate offices.
The following are the departments of finance:
Material accounts, Bill payments, Bill receivables, Pay rolls, Cost accounts, Welfare accounts,
foreign finance, and Local finance.
3.Production department: Improving volume of production, reducing rejection rates,
Maintaining accuracy, Controlling idle machine and man hours Production, department is
present in both Earth Moving and Hydraulics and power line division.
Earth Moving division: The Companys earth moving division are located at Kolar Gold
Fields, Mysore and Bangalore incorporate hi-tech manufacturing facilities with sophisticated
CNC machines, arc-welding robots & FMS. A multi-million rupee heavy equipment shop turns
out critical structures for industry. The company owns a captive foundry at Tarikere. At Kolar
Gold Fields, located about 100 kms from Bangalore, BEML has established an extensive
manufacturing base. Skilled workforce of over 6000 turns out state-of-the-art Bulldozers,
Hydraulic Excavators, Wheel Dozers, Rope Shovels and Walking Draglines for the Mining and
Construction industry. Sophisticated CNC machines and latest technology welding equipment
are installed. Multi-million rupee heavy equipment shop has been set up for major fabrication
with a capacity of 5000 MT. This shop turns out heavy structures.
4. Material management department; Purchasing activity of items depends on make or buy
decision. In order to keep the wheels of an industry moving, constant supplies of necessary
materials is of utmost importance. Such materials have to be procured in a systematic manner.
Earlier it was referred as an act of buying but today with the growth of business activities it is
termed as purchasing which encompasses a much broader sense. Today it implies as .amanagerialactivity that goes beyond the simple act of buying and includes the planning and
policy activities covering a wide range of related and complementary activities. In other words
the purchasing department not only performs the buying function but also the control and
advisory functions. Purchasing involves the procurement of materials.
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5. Planning department: Planning is the primary task of every management. It is performed
at every level of management. Planning is the determination of line of action to achieve the
desired goals. Planning is deciding in advance what should be done, how should be done, what
at a certain time and who will do it. Planning encompasses, Assessment of the future,
Determination of the objectives, and Development of alternative courses of action, selecting
the most appropriate course of action among, these alternatives
6. Electronic Data Processing department: This department looks after the maintenance of
online system in the factory.
Research and development division: Research and development activities are undertaken in
this division which has state-of the-art facilities.
7. Marketing division department: A nationwide network of 33 marketing offices provides
customers with immediate access to BEML's range of products and services. Marketing
activities include field operations and intensive training of customer personnel in operation and
maintenance of equipment.
MANAGEMENT HIERARCHY
20
Executive Director
Deputy General
Manager
Assistant Manager
Senior manager
Manager
General Manager
Assistant Officer/ Assistant
Engineer
Assistant General
Manager
Officer/ Engineer
Chief General
Manager
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Organization structure
21
Director
Executive
Share Holders
Ministr of Defense
Chairman and Managing
Director Mining andDirector Rail and
General
Deputy General
Asst General
Senior
Manage
Asst
Engineer/
Asst Engineer / Asst
Senior Supervisor
Supervisor
Em lo ee
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2. STRATEGY:
The determination of the basic long term objectives and goals of an enterprise and the
formulation of plans and the acquisition, allocation and utilization of resources necessary to
accomplish these goals.
STRATEGIES OF THE COMPANY
The strategy of BEML is to satisfy its customers by providing better products and
giving service to its customers.
To impart the co-operation of the employees by satisfying their social, economical,
psychological, needs through suitable welfare programs and benefits.
To impart training and development its employees skills and knowledge to the
changing technology to improve its productivity, quality.
To adopt advance technologies to compete its competitors and to produce the products of
expected targets
3. SYSTEM:
System is the formal and the informal procedure including compensation systems, mgmt
information system, performance mgmt system and capital allocation systems that govern
everyday activity. Identifying, understanding and managing processes as a system contributing
to the organizations effectiveness and efficiency in achieving its objectives . The one of the
kind of system the company follows is internal control system.
Internal control system:The Company has an internal control system designed to provide
high degree of assurance regarding optimization and safeguarding of resources, quality and
reliability of financial and operational information, compliance with applicable statues and
corporate policies. It is the companys endeavor to align all its processes and control with
global best practices.An enterprise-wise SAP is implemented. This will accompany by re-
engineering and simplification of business process to improve agility and customer service. By
the end of 2010, your company will have end-to-end SAP platform that will provide a robust
foundation to address several emerging business needs.
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Group Group B Group Group EGroup
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4. STYLE: Style is the leadership approach also the way in which the organization
employees present themselves to the outside world to suppliers and customers. In simple words
style is a pattern of behavior, which a leader adopts in influencing the behavior in the
organization.
STYLE OF THE ORGANISATION: It looks towards the employees requirement and
provide other additional welfare and safety facilities to improve develop the individual i.e. the
employees and also for the development of the company.
There are two types style of the company
1. Management style- More a matter of what managers do than what they say; how do a
companys managers spend their time? What are they focusing attention on? Symbolism- the
creation and maintenance of meaning is a fundamental responsibility of managers.
2. Organizational style- The dominant values and beliefs, and norms, which develop overtime
and become relatively enduring features of organizational life.
5. STAFF:
BEML has maintained good staff relation among the employees and also among officers and
employees by directing and providing all guidance and inspiration to people to work to carry
out their assigned duties and responsibilities. In this way the company achieves its objectives
by placing right person for the right jobs for which they are best suited and one supervisor or
officer to guide and control the work force.
The manpower strength as on 31st march, 2010 stood at 12,052 as against 12,600 of the
previous year.
6. SKILLS:
Skills refer to the dominant distinctive capabilities and competencies of the personnel or of the
organization as a whole. The distinctive competencies what the company does best, ways of
expanding or shifting competencies.
In BEML, they didnt make any classification of the skills matrix. They are not
following any skill matrix. But they are providing only technical skill to the workers in order to
manufacture the quality products and they are also strict adherence to quality. They are
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providing on the job training to workers in BEML. On the job training will be given for a
period of one week.
TECHNICAL SKILLS
The steps in technical skills are as follows:-
1. BEML has arranged technical specialist to come and teach about technical skills. The
specialist in technical field will come and teach about the technical aspects.
2. They will make certain designs and teach them to manufacture efficiently by reducing the
cost of production. They will teach them to manufacture the products by using them different
raw materials in order to reduce the cost of manufacture.
3. BEML will train the workers frequently to update the knowledge of the workers to learn
the latest technology.
7. SHARED VALUES:
Shared values are what engender trust. Values are the identity by which a company is known
throughout the business arena. These values must be explicitly stated as both corporate objectives and
individual values.
BEML LIMITED shares a common way of understanding among the companies.
RESPECT HUMANITY:
Improving quality reducing scrap, reducing cost and improving productivity is one way to do
creative work, which will benefit the society consisting of
The consumer
The Employee
The share holder
The supplier
Through these thoughts and work, BEML LIMITED is respecting humanity. The objective of
any company cannot be achieved if it does not respect human being, without co-operation endeavor.
TOTAL QUALITY MANAGEMENT
1. Strive continuously for a better product quality through technological
Improvements and product up gradation to cater to ever changing customer needs.
2. Achieve operation excellence through waste elimination and value engineering efforts.
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4. SWOT ANALYSIS OF BEML
STRENGTHS
1. Wide integrated marketing network and product range.
2. Adequate manufacturing facilities with ISO 9001:2008 certification.
3. One of the biggest R&D center in earth moving industry itself.
4. Fairly good industrial relation.
5. Good creditability in money market.
6. Extension service management is highly effective.
7. Customer Satisfaction.
WEAKNESS
1. Keeping pace with technology changes.
2. Single customer profiled for certain segments and concentrated dependence on large
customers for off-take of certain products.
OPPORTUNITIES
1. Tie-up / collaboration with reputed concerns for technology enabling imbibing latest
technology.
2. Strengthening the R&D base of the company.
3. Global Sourcing.
4. Widening the market base for the product.
5. Continuous cost reduction measures.
6. Thrust on indigenization and product upgrades.
7. Foraying into contract mining and trading activities.
8. Strengthening the long term business relationship with reputed customers.
THREATS
1. Entry of Multinational Companies.
2. Liberalization policy of Government of India - Intense competition building in the
Earth moving equipment, defence equipment, Metro coaches for a limited market with
opening of the economy coupled with liberalization of import with lower levies.
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3. Increased competition in mining segment due to entry of MNCs to Indian market.
Business Challenges into current scenario
BEML with such large service chain network servicing around 180,000 spare parts managing
the service levels with minimization of cost becomes a challenge. Added to this BEML has to
meet customer SLA so that downtime of equipments are minimal and customers can renew
AMC as well.
Forecasting demand for spare parts is a complex task not only because of the large number of
SKUs but also because the nature of demand. Some products are new in the service chain
network and some are in the process of being discontinued but still it has much impact in the
business revenue and profitability thereon. The demand for some of the spare parts is smooth
whereas it is intermittent for others. BEML has SKUs with a mixed smooth and anintermittent demand.
BEML is facing business critical challenges around:
Inappropriate levels of accuracy in spare parts forecasts.
Imbalances in the inventory impacting the inventory turnover ratio.
Low customer service levels.
Low spares profitability
.
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5. ANALYSIS OF FINANCIAL STATEMENTS
Ratio analysis of the company
RATIO ANALYSIS: is a tool for analysis and interpretation of financial statements. Ratio
analysis helps us to analyze the past performance of a company and to make future projections.
A ratio is simply one number expressed in terms of another number.
Liquidity ratios:
1. Current ratio: it is used to perform the short-term financial analysis. Also known as the
working capital ratio, this ratio matches the current assets of the firm to its current liabilities.l
current ratio of 2: 1 is considered satisfactory.
Current ratio = Currentassets
Current liabilities
Interpretation: The current ratio of the company in the year 2008-09 was 2.29 times. This year
it has gone up to 2.77. This shows that company is highly liquid and good for future.
Leverage ratio:
1.Debt equity ratio: it is used to measure the relationship between long term debts and
shareholders funds. The ideal debt equity ratio of 1:1 is generally accepted. This ratio is
calculated as follows:
Debt equity ratio = Long term debts
Share holders fund
Debt equity ratio = 0.44:1 in March 2010
Interpretation: This ratio is calculated to measure the relative claims of outsiders against the
firms assets. The ratio was 0.29:1 in the year 2008-09and 0.44: 1 in the year 2009-10.This
indicates that there is a higher claim of creditors.
Profitability ratio:
Gross operating profit ratio: This ratio expresses the relationship between gross profits and
sales. It is calculated as follows :
Gross operating profit ratio = Gross operating profit x 100
Net sales
Gross operating profit ratio = 11.24% in March 2010
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Interpretation: . The rate of this year is 11.24% compared to the last year 2009 where the rate
is 13.49%. As the rate is going on decreasing. This is the indication of poor results.
1. Net operating profit ratio: This is the ratio of net operating profits to net sales. Net
operating profit is the gross profit minus all operating expenses where as net sales is total sales
minus sales return. This is ratio is calculated as follows:
Net operating profit ratio = Net operating profit x 100
Net sales
Net operating profit ratio = 7.63% in March 2010
Interpretation: This ratio indicates the quantum of surplus earned by the firm. The ratio was
9.36% in the year 2008-09 and 7.63%in the year 2007-2008. This indicates that the
profitability is decreases and the company is not doing well.
Turn over ratio:
1.Inventory turn over ratio: This ratio establishes the relationship between the cost of goods
sold during a given period and the average amount of stock carried during the period. This ratio
is calculated as follows:
Inventory turnover ratio = Cost of goods sold
Average stock
Inventory turnover ratio = 2.40 times in March 2010
Interpretation:This ratio indicates the how efficiently the firm utilizes its inventory to generate
income. The ratio was 1.87:1 in the year 2008-09 and 2.40:1 in the year 2009-10. This shows
that, the inventory is used efficiently.
1.Fixed assets turnover ratio: This ratio indicates the efficiency with which the firm is
utilizing its investment in fixed assets such as plant and machinery, land and building etc.
Fixed assets turnover ratio= Sales/ Cost of sales
Net fixed assets
Fixed assets turnover ratio = 3.58 times in March 2010
Interpretation: This ratio measures the efficiency of the assets used. The ratio was 3.77: 1 in
the year 2008-09 and 3.58: 1 in the year 2007-2008. This indicates that the fixed assets are not
effectively used.
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6. LEARNING EXPERIENCE
Beml ltd is a PSU which has been functioning for more than 46 years till date it was a great
opportunity to do my project work in such an establishment. In the initial period of project
work got the corporate exposure of seeing through the functions of different production processranging from dozers to excavators, as Since being in the personnel dept got the great exposure
in terms of seeing how the personnel dept is functioning be it from the induction of an
employee, retention and finally to the termination.
Got to see the HRD roles and responsibility in close since being in the personnel
department.
Interaction with HR officers, managers, external guide gave an immense knowledge
with regard to how the HR concepts are being implemented and practiced on a routine
basis.
It provided an opportunity to know about the HR policies of the organization and its
implementation.
It gave information of how to have a good interpersonal relationship with the
subordinates..
It gave the information as how to resolve the grievance.
It gave an insight about the critical complexity in routine activities that are involved in
production process.
Theoretical HR concepts being implemented and practiced on a routine basis was a
great opportunity to learn and understand.
Deadlines, commitment to deliver, synergy among the team members, positive attitude
were key qualities observed the team members.
Open-house sessions, professional meetings ,stress releasing activities conducted in
various departments etc., were a glimpse of professional organization.
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a. General Introduction
Human Resource management:
Human resource is of paramount importance for the success of any organization. It
is a source and aid. Human resource in an organization helps in achieving its goals. Human
resource management is concerned with the human being in an organization. It reflect a new
outlook which views organization manpower as its resource is a total knowledge, abilities,
skills and talent and aptitude of an organization workforce. The values, ethics, beliefs of the
individual working are an organization also forms a part of human resource. The
resourcefulness of various categories of people and other people available to the organization
can be treated as human resource. In the present complex environment no business or
organization can exist and grow without human resource has become the focus of attention of
every progressive organization. Human resource management may be defined as policies,
practices and programmes designed to maximum both personal and organizational goals. Its a
process by which the people and organization are bound together in such a way that both of
them are able to achieve their objectives.
Functions: -
1) Managerial Function:
a) Planning:It is a pre-determined course of action. Planning pertains of formulating strategies of
personal programmes and change in advance that will contribute to the organizational goals.
b) Organizing:
An organization is a means to an end. It is essential carry out the determined course
of action.
c) Directing:
The next logical function after completing planning and organizing is the execution
of the plan. The willing and effective co-operation of employees for the attainment of
organizational goals is possible through proper directing.
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d) Controlling:
After planning, organizing and directing various activities of personnel
management, the performance is to be verified in order to know that the personnel functions
are performed in conformity with the plans and direction of an organization. Controlling is also
involves checking, verifying and Comparing of the actual with the plans, identification of
deviation if any and correcting of identified deviation.
2)Operative function:-
a) Employment:
It is first operative function of human resource management. Employment concerned
with securing and employing the people possessing the required kind and level of human
resource necessary to achieve the organizational goals.
b) Human resources development:
It is process of improving, molding and changing the skills, values, commitment etc.
based on present and future job and organizational requirement.
c) Compensation:
It is the process of providing adequate, equitable and air remuneration to the
employees. It includes the job evaluation, wage and salary administration, incentives, bonus,
fringe benefits, social security measures etc.
d) Human relations:
Practicing various human resources policies and programmes like employment
development and compensation and interaction among the employees create a sense of
relationship between individual worker and management, among workers and trade union and
management.
It is the process of interaction among human beings. Human relations is an area of
management in integrating people into work situation in a way that motivates them to work
together productively, co-operatively and with economic, physiological and social satisfaction.
It includes:
Understanding and applying the models of perception, personality, learning, intra and
inter personal relations, intra and inter group relations.
Motivating the employees.
Boosting employee morale.
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Developing the communication skills.
Developing the leadership skills.
Redressing employee grievances properly and in time by means of a well formulated
grievance procedure.
I Statement of the problem
ROLE OF HR IN RETENTION MANAGEMENT
At BEML LIMITED, KGF COMPLEX
BEML LIMITED is a public sector unit started in 1964 with more than 4500
employees currently working at kgf complex alone, a study was conducted with special
reference to EM DIVISION, TECHNOLOGY DIVISION, R&D.
Employee Retention is the toughest assignment to be done, with the increasing demands due to
high quality life style. Hence how the HR DEPARTMENT is functioning in retaining the
employees at BEML LIMITED is determined
II Objectives of the study
To know how the Retention Management is carried out at BEML LIMITED
To know the policies that is being followed by BEML LIMITED in order to Retain
Employees
To know the attrition rate and what are the reasons for it
To know about
o Induction and orientation program
o Training and Development
o Remuneration System
o Roles and Responsibilities assigned to employee
o Welfare Benefits and grievance handling
o Performance Management System
o Work environment and duration of work
o Mentoring and counseling
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III Scope of the Study
Retention Management helps in reducing the attrition, it gives the insight about
how to retain the employees by previous experience of employee turnover, here the study is
with reference to EMDIVISION, TECHNOLOGY, R & D. The study can further be conductedwith regard to entire kgf complex, thereby getting an better insight about how to retain the
employees. on the whole. Like Bangalore complex, mysore complex, pallakad complex.
IV RESEARCH METHODOLOGY
Problem definition
ROLE OF HR IN RETENTION MANAGEMENT at BEML limited, kgf complex
Sampling design
Sample unit
60 samples were taken for study from EMDIVISION, TECHNOLOGY,R & D.
40 samples were taken from grade I to grade iv
15 samples were taken from employee category Group A to S4
5 samples were taken from grade v and above
Method of drawing the sample
Simple random sampling: this sampling technique is used because of the population size is
high as 3514 it was difficult to take up other sampling technique, hence simple random
sampling with sample size of 60 was taken. Data analysis was done using SPSS statistical tool
with descriptive statistical analysis method
Data collection method
Questionnaire method
Interview method
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v) Limitations of the Study
The study was conducted only with reference to EMDIVISION,TECHNOLOGY
DIVISION,R & D DIVISION .excluding other divisions of kgf complex, Bangalore,
mysore and pallakad.
The duration was confined only for two months and it was for academic purpose and
the objective was limited only in retention management
Sample size was 60 out of the total population of 3514 in EM division, technology
division, R &D division
The result of the study could vary if it would have been conducted for entire population
at beml limited
Questionnaire tool was used for data collection in which biased, manipulated and
Incomplete replies can be possible
sampling error was not identified due to the method of data collection adopted
Procedures found for all the study was tentative
b. ANALYSIS AND INTERPRETATION
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1.How is the induction and orientation program
Table:1 age of the respondents * How is the induction and orientation program
Cross tabulation
How is the induction and orientation programme
TotalBelow Average Average Good Excellent
age of the respondents Below 30 0 0 26 9 35
31-40 years 0 2 13 0 15
40-50 years 4 6 0 0 10
Total
In %
4
6.66%
8
13.34%
39
65%
9
15%
60
100%
Analysis
The analysis of the above cross tabulation reveals that 9 (15%) of the respondents feel that the
induction and orientation program conducted at beml limited is excellent, 39 (65%) feel it isgood,8 (13.34%) feel it is average,4 (6.66%) feel it is below average.
Graph 1
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Interpretation
Induction and orientation program is carried out effectively at beml, most of the employees are
satisfied with the way it is conducted.it is because the system of introducing an new employee
is very effective, there is a planned way out of carrying induction and orientation program.
2. Are you satisfied with the training program conducted and do you feel it is necessary to
you
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Table 2: age of the respondents * Are you satisfied with the training program conducted and do you feel it is necessary to you
Cross tabulation
Are you satisfied with the training program
conducted and do you feel it is necessary to you
TotalYes No
age of the respondents Below 30 35 0 35
31-40 years 15 0 15
40-50 years 3 7 10
Total
In %
53
88.33%
7
11.67%
60
100%
Analysis
The analysis of the above cross tabulation reveals that 53 (88.33% )of the respondents feel they
are satisfied with the training program conducted and feel it is necessary,7 (11.67%) of the
respondents are not satisfied with it
Graph : 2
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InterpretationMost of the respondents feel that they are satisfied with training conducted and feel it is
necessary to them, this is due to organized way of conducting training program and the
conducted is need based and every employee undergoes training on some specific requirement.
3. Is the training given beneficial to you and is it Updated to the changing trend and
technology
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Table : 3age of the respondents * Is the training given beneficial to you and is it Updated to the
changing trend and technology
Crosstabulation
Is the training given beneficial to you
and is it Updated to the changing trend
and technology
TotalYes No
age of the respondents Below 30 35 0 35
31-40 years 8 7 15
40-50 years 0 10 10
Total
In %
43
71.66
17
28.34
60
100
Analysis
The analysis of the above cross tabulation reveals that 43 (71.66%) of the respondents feel
training given to them is beneficial and it is updated to the changing trend and technology and
17 (28.34%) it is not beneficial to them and it is not updated to the changing trend and
technology
Graph : 3
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InterpretationMost of the respondents feel that training given to them is beneficial and is updated to the
changing trend and technology,the training program is beneficial to employees since it is need
based and it is updated with program like six sigma.
4. Is the roles and responsibility assigned to you being clearly described and specified
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Table: 4 age of the respondents * Is the roles and responsibility assigned to you being clearly described and specified
Crosstabulation
Is the roles and responsibility assigned to you being
clearly described and specified
TotalYes No
age of the respondents Below 30 35 0 35
31-40 years 2 13 15
40-50 years 0 10 10
Total
In %
37
61.66
23
38.34
60
100
Analysis
The analysis of the above cross tabulation reveals that 37 (61.66%) of the respondents feel that
roles and responsibilities assigned to them are clearly described and specified,23 (38.34%) of
them feel that roles and responsibilities are not clearly described and specified.
Graph: 4
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InterpretationMost of the respondents feel that roles and responsibilities assigned to them are clearly
described and specified, they are happy with roles and responsibilities given to them this is
because Beml follows a systematic way of assigning the job based on their education and skills
they possess which are required for performing that particular job
5.Are you satisfied with the job description given to you.
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Table: 5 age of the respondents * Are you satisfied with the job description given to you.
Crosstabulation
Are you satisfied with the job
description given to you.
TotalYes No
age of the respondents Below 30 35 0 35
31-40 years 6 9 15
40-50 years 0 10 10
Total
In %
41
68.33
19
31.67%
60
100
Analysis
The analysis of the above cross tabulation reveals that 41 (68.33%) of respondents are happywith the job description given to them, 19 (31.67%) are not happy with the job description
given to them.
Graph: 5
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InterpretationMost of the respondents are happy with the job description given to them, they are excited to
with such job description, this is because the policy of Beml is to identify the skills of the
employee and train them in that specific area, so they become efficient and the employees are
happy with the job description
6.How is the remuneration system at Beml
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Table: 6 age of the respondents * How is the remuneration system at Beml
Crosstabulation
How is the remuneration system at Beml
TotalBelow Average Average Good Excellent
age of the respondents Below 30 0 1 28 6 35
31-40 years 0 15 0 0 15
40-50 years 4 6 0 0 10
Total
In %
4
6.66
22
36.66
28
46.66
6
10
60
100
Analysis
The analysis of the above cross tabulation reveals that 6 (10%) of the respondents feel
remuneration system at beml is excellent,28 (46.66%) feel it is good,22 (36.66%) feel it is
average and 4 (6.66%) feel it is below average
Graph: 6
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Interpretation
Most of the respondents are happy with the remuneration system at beml .and they are excited
to have a good remuneration package ,this is because the system is upto the standards of other
psu ,hence the overall package given to employees is good and they are satisfied
7.Is the remuneration system here better than other PSUs
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Table: 7 age of the respondents * Is the remuneration system here better than other PSUs
Cross tabulation
Is the remuneration system here better
than other PSUs
TotalYes No
age of the respondents Below 30 16 19 35
31-40 years 0 15 15
40-50 years 0 10 10
Total
In %
16
26.66
44
73.34
60
100
Analysis
The analysis of the above cross tabulation reveals that 16 (26.66%) of the respondents feel thatthe remuneration is not better than other psus, 44 (73.34%) feel the it is better than other
PSUs
Graph: 7
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InterpretationMost of the respondents feel that remuneration system of beml is not better than other psus,
and they are looking for better remuneration. this is due to the fact that other psu total package
paid is higher than Beml, but its trying to increase to be competitive with other psu.
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8.What do you feel about the Welfare benefits given to you
Table: 8 age of the respondents * What do you feel about the Welfare benefits given to you
Crosstabulation
What do you feel about the Welfare benefits given to you
TotalBelow Average Average Good Excellent
age of the respondents Below 30 0 3 28 4 35
31-40 years 0 15 0 0 15
40-50 years 6 4 0 0 10
Total
In %
6
10
22
36.66
28
46.66
4
6.66
60
100
Analysis
The analysis of the above cross tabulation reveals that 4 (6.66%) of the respondents feel that
welfare benefits given to them are excellent,28 (46.66%) feel it is good, 22 (36.66%) feel it is
average, 6 (10%) feel it is below average
Graph: 8
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Interpretation
Majority of the respondents are happy with the welfare benefits given to them, and they this is
what which makes them excited to work for Beml, this is because the benefits given to
employees covers up all the requirements of an employee.
9.Are you satisfied with the way grievance is handled at Beml
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Table: 9 age of the respondents * Are you satisfied with the way grievance is handled at Beml
Cross tabulation
Are you satisfied with the way
grievance is handled at Beml
TotalYes No
age of the respondents Below 30 35 0 35
31-40 years 1 14 15
40-50 years 0 10 10
Total
In %
36
60
24
40
60
100
Analysis
The analysis of the above cross tabulation reveals that 36 (60%) of the respondents are satisfied
with the way the grievance is handled, 24 (40%) of them feel they are not satisfied
Graph: 9
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InterpretationMajority of them are satisfied with the way the grievance is handled ,and they are happy with
the grievance handling procedure, this is because the Beml follows the three stage procedure to
solve the grievance, which is very effective in giving solutions the problem.
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10.Is the role of Hr in handling Grievance and giving feedback upto the standards of
other PSUs
Table: 10 age of the respondents * Is the role of Hr in handling Grievance and giving feedback upto the
standards of other PSUs
Cross tabulation
Is the role of Hr in handling Grievance
and giving feedback upto the standards
of other PSUs
TotalYes No
age of the respondents Below 30 29 6 35
31-40 years 0 15 15
40-50 years 0 10 10
Total
In %
29
48.33
31
51.67
60
100
Analysis
The analysis of the above cross tabulation reveals that 29 (48.33%) of the respondents are not
happy with the role of hr in handling the grievance and giving feedback which they feel
feedback is not upto the standards of other psus. 31 (51.67%) feel it is good
Graph: 10
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Interpretation
Majority of them are not satisfied with the role played by the hr in handling grievance and thefeedback given is not upto the standards of other psus,this is because there is no proper
communication by the hr department in solving the grievance.this is mainly due to the gap of
communication which lies between hr department and other departments.
11.Are you satisfied with the working conditions and safety measures
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Table: 11 age of the respondents * Are you satisfied with the working conditions and safety measures
Crosstabulation
Are you satisfied with the working
conditions and safety measures
TotalYes No
age of the respondents Below 30 35 0 35
31-40 years 7 8 15
40-50 years 0 10 10
Total
In %
42
70
18
30
60
100
Analysis
The analysis of the above cross tabulation reveals that 42 (70%) of the respondents are happy
with the working conditions and safety measures, 18 (30%) of them are not happy.
Graph: 11
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InterpretationMost of them are happy with the working conditions and safety measures given to them, they
are excited to have such an work environment and safety measures.this is because Beml
follows the guildelines of factories act and it covers all the safety measures required for the
workers.
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12.How is the Leave packages[sick leave, Casual Leave, Earned leave]
Table: 12 age of the respondents * how is the Leave packages[sick leave, Casual Leave, Earned leave]
Crosstabulation
how is the Leave packages[sick leave, Casual Leave, Earned leave]
TotalExcellent Good Average Below Average
age of the respondents Below 30 8 27 0 0 35
31-40 years 0 4 11 0 15
40-50 years 0 0 8 2 10
Total
In %
8
13.33
31
51.66
19
31.66
2
3.33
60
100
Analysis
The analysis of the above cross tabulation reveals that 8 (13.33%) of the respondents are feel
that leave package is excellent, 31 (51.66%) feel it is good,19 (31.66%) feel it is average, 2
(3.33%) feel it is below average
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Graph: 12
Interpretation
Majority of the respondents are satisfied with the leave package, they feel it has a good balance
to spend time with family and work when needed. because Beml has a good leave system of
casual leave,sick leave,earned leave,which is more than 42 days in a calendar year.
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13.Is your suggestions being considered [suggestion Box]
Table: 13 age of the respondents * Is your suggestions being considered [suggestion Box]
Crosstabulation
Is your suggestions being considered
[suggestion Box]
TotalYes No
age of the respondents Below 30 35 0 35
31-40 years 4 11 15
40-50 years 0 10 10
Total
In %
39
65
21
35
60
100
Analysis
The analysis of the above cross tabulation reveals that 39 (65%) of the respondents feel that
there suggestions are considered, 21 (35%) of the respondents feel it is not considered.
Graph: 13
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InterpretationMost of the respondents feel that there suggestions are being heard through suggestion box,
they feel that they have a belonging like being in a family when views are put forth.this is
because the suggestion are considered by the higher executives and there is a proper suggestion
box which is been taken care.
14.Are you satisfied with the incentives given to you
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Table: 14 age of the respondents * Are you satisfied with the incentives given to you
Crosstabulation
Are you satisfied with the incentives
given to you
TotalYes No
age of the respondents Below 30 27 8 35
31-40 years 0 15 15
40-50 years 0 10 10
Total
In %
27
45
33
55
60
100
AnalysisThe analysis of the above cross tabulation reveals that 27 (45%) of the respondents are not
satisfied with the incentives given to them, 33 (55%) are happy with the incentives given to
them
Graph: 14
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InterpretationMajority of the respondents are not happy with the incentives given to them and they feel there
is a betterment needed in the incentive scheme,this is because the difference involved in giving
incentives,biased opinions among the boss for different employee.
15. Is there a biased decision or favoritism when it comes to giving promotion
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Table: 15 age of the respondents * Is there a biased decision or favoritism when it comes to giving
promotion
Crosstabulation
Is there a biased decision or favoritism
when it comes to giving promotion
TotalYes No
age of the respondents Below 30 30 5 35
31-40 years 0 15 15
40-50 years 0 10 10
Total
In %
30
50
30
50
60
Analysis
The analysis of the above cross tabulation reveals that 30 (50%) of the respondents feel that
there is a favoritism/biased decision when it comes to promotion, 30 (50%) feel its not there
Graph: 15
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InterpretationRespondents feel that there is a biased decision when it comes to giving promotion, favoritism
is there, thereby preferred persons get the promotions,this is because human error is involved
when taking decisions for promotions,there will a biased decision when it comes to promotion.
16. Is your performance been recognized and if so have you been suitably rewarded
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Table: 16 age of the respondents * Is your performance been recognized and if so have you been
suitably rewarded
Cross tabulation
Is your performance been recognized
and if so have you been suitably
rewarded
TotalYes No
age of the respondents Below 30 35 0 35
31-40 years 1 14 15
40-50 years 0 10 10
Total
In%
36
60
24
40
60
100
Analysis
The analysis of the above cross tabulation reveals that 36 (60%) of the respondents feel that
there performance has been considered and they feel they were suitably rewarded. 24 (40%)
feel no.
Graph: 16
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InterpretationMajority of the respondents feel that there performance was suitably being recognized and
have been suitably rewarded. it encourages workers to outperform by putting more
effort,because Beml follows a good reward system by maintaining a good performance
management system.
17. How is the performance management system
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Table: 17age of the respondents * How is the performance management system
Crosstabulation
How is the performance management system
TotalBelow Average Average Good Excellent
age of the respondents Below 30 0 3 28 4 35
31-40 years 0 15 0 0 15
40-50 years 5 5 0 0 10
Total
In %
5
8.33
23
38.33
28
46.66
4
6.66
60
100
Analysis
The analysis of the above cross tabulation reveals that 4 (6.66%) of the respondents feel that
performance management system is excellent,28 (46.66%) feel that it is good, 23 (38.33%) feel
that it is average, 5 (8.33%) feel that it is below average
Graph: 17
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Interpretation
Majority of the respondents feel that performance management system is good,and it is able to
recognize good and bad performances,because good performances have been recognized and
suitably rewarded.
18. Are you satisfied with CDP(for employees/executives) and non CDP for senior
executives.
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Table: 18 age of the respondents * Are you satisfied with CDP(for employees/executives) and non CDP
for senior executives.
Crosstabulation
Are you satisfied with CDP(for
employees/executives) and non CDP for
senior executives.
TotalYes No
age of the respondents Below 30 35 0 35
31-40 years 4 11 15
40-50 years 0 10 10
Total
In %
39
65
21
35
60
100
Analysis
The analysis of the above cross tabulation reveals that 39 (65%) of the respondents are satisfied
with CDP and non CDP, 21 (35%) of them are not satisfied.
Graph: 18
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InterpretationMajority of them are satisfied with the CDP and non CDP for promotions and career
development, here it has a very stable system of satisfying as one gets experience because this
program takes care for good career development of the employees and executives
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19. what do you think about the transfers carried out
Table: 19 age of the respondents * what do you think about the transfers carried out
Crosstabulation
what do you think about the transfers carried out
TotalBelow Average Average Good Excellent
age of the respondents Below 30 0 17 17 1 35
31-40 years 4 11 0 0 15
40-50 years 10 0 0 0 10
Total
In %
14
23.33
28
46.66
17
28.33
1
1.66
60
100
Analysis
The analysis of the above cross tabulation reveals that 1 (1.66%) of respondents feel that
transfers carried out are excellent, 17 (28.33%) feel it is good, 28 (46.66%) feel it is average,14(23.33%) feel it is below average
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Graph: 19
Interpretation
Majority of them are happy with the transfers carried out ,and they feel it is necessary to avoid
boredom and release monotonous job,this is because there is a transparent way of handling the
job rotation and transfer to reduce boredom
20. How is your interpersonal relationship with your reporting authority/boss
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Table: 20 age of the respondents * How is your interpersonal relationship with your reporting authority/boss
Crosstabulation
How is your interpersonal relationship with your reporting authority/boss
TotalBelow Average Average Good Excellent
age of the respondents Below 30 0 0 22 13 35
31-40 years 0 1 14 0 15
40-50 years 4 6 0 0 10
Total
In %
4
6.66
7
11.66
36
60
13
21.66
60
100
Analysis
The analysis of the above cross tabulation reveals that 13 (21.66%) of the respondents feel that
there interpersonal relationship with the reporting authority/boss is excellent, 36 (60%) of them
it is good, 7 (11.66%) of them feel it is average, 4 (6.66%) of them it is below average
Graph: 20
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Interpretation
Most of the respondents have a good interpersonal relationship with the boss/reporting
authority, these shows the good coordination in the work for effective output.this is because a
lot of training has been given on soft skills to improve interpersonal relationship with higher
executives
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21. Is it satisfactory Exgratia payment (for employees) and PRP(for executives)
Table: 21 age of the respondents * Is it satisfactory Exgratia payment (for employees) and PRP(for
executives)
Crosstabulation
Is it satisfactory Exgratia payment (for
employees) and PRP(for executives)
TotalYes No
age of the respondents Below 30 20 15 35
31-40 years 0 15 15
40-50 years 0 10 10
Total
In %
20
33.33
40
66.67
60
100
Analysis
The analysis of the above cross tabulation reveals that 20 (33.33%) of the respondents are
satisfied with the exgratia payment/PRP,and 40 (66.67%) are not happy.
Graph: 21
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Interpretation
Most of the respondents are not happy with the exgratia payment/PRP given,they are looking
better emoluments for they extra effort.this enables and motivates employees to work harder
for more emoluments
22. Are you satisfied with the enquires conducted with regard to disciplinary action
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Table: 22 age of the respondents * Are you satisfied with the enquires conducted with regard to
disciplinary action
Crosstabulation
Are you satisfied with the enquires
conducted with regard to disciplinary
action
TotalYes No
age of the respondents Below 30 35 0 35
31-40 years 5 10 15
40-50 years 0 10 10
Total
In %
40
66.66
20
33.34
60
100
Analysis
The analysis of the above cross tabulation reveals that 40 (66.66%) of the respondents are
satisfied with the enquiries conducted with regard to disciplinary action, 20 (33.34%) of the
respondents are not satisfied
Graph: 22
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InterpretationMost of the respondents are satisfied with the enquires conducted with regard to displinary
action. it shows proper functioning of the disciplinary cell,this is because Beml is efficient in
carrying out enquires with regard to not following good discipline
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23. Is Mentoring and Counseling carried out effectively and does it benefit you
Table: 23 age of the respondents * Is Mentoring and Counseling carried out effectively and does it
benefit you
Crosstabulation
Is Mentoring and Counseling carried out
effectively and does it benefit you
TotalYes No
age of the respondents Below 30 35 0 35
31-40 years 5 10 15
40-50 years 0 10 10
Total
In %
40
66.66
20
33.34
60
100
Analysis
The analysis of the above cross tabulation reveals that 40 (66.66%) of the respondents feel that
mentoring and counseling are carried out effectively and does benefit them. 21 (33.34%) of
them feel no.
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Graph: 23
Interpretation
Most of the respondents feel that mentoring and counseling is effectively carried out
effectively and benefit them on a overall improvement in terms of performing better. this is
because more emphasis is given on mentoring to reduce boredom and increase productivity and
employee to be motivated to work in the organisation
24. How do you feel about the duration of working hours and work extracted from you
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Table: 24 age of the respondents * How do you feel about the duration of working hours and work extracted from you
Crosstabulation
How do you feel about the duration of working hours and work extracted from
you
TotalBelow Average Average Good Excellent
age of the respondents Below 30 0 0 26 9 35
31-40 years 0 10 5 0 15
40-50 years 5 5 0 0 10
Total
In %
5
8.34
15
25
31
51.66
9
15
60
100
Analysis
The analysis of the above cross tabulation reveals that 9 (15%) of the respondents feel that the
work extracted from them and Duration of working hours are excellent, 31 (51.66%) of them
it is good, 15 (25%) of them feel it is average, 5 (8.34%) of them it is below average
Graph: 24
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Interpretation
Most of the respondents are happy with the work extracted from them and the duration of
working hours, it shows flexible hours and respondents are happy working for beml limited.
Stress levels and work pressure.
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FINDINGS
Retention of employees is really high, with an attrition as low as 15 from 1-1-2010 to
28-2-2011
Most Employees are satisfied with the benefits given to them
Most Employees are satisfied with the training conducted to them
More Employees are happy with the roles and responsibility assigned to them
Some of the Employees are expecting for better remuneration
Many Employees expect for the better functioning of HR dept in handling grievance
Few Employees are looking out for better incentives
Most Employees are happy with the performance management system Most Employees are satisfied with the working conditions and working hours
Most Employees are satisfied with the mentoring and counseling program
Observation
Employees are happy with the HR policies because the policies give more emphasis on
employee growth
Training is conducted effectively because training program is conducted by experts
Job security is high because of good training given to employees in turn which
increases their work efficiency
Rules and Regulation are high, More formal rules are been implemented
Suggestions are Considered through suggestion box which is closely monitored by
higher authority
Latest technology is being implemented to be competitive in the market
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Suggestions
More Recognition is needed for best performances
There is a betterment needed in the Remuneration system with regard to overall
emoluments that an employee receives. Better incentive system is to be implemented, more parameter is to be considered in
performance management system
HR Dept has to have a better communication in handling grievance
formal rules and regulations are high, a little flexibility is to be needed
Employee suggestions is to be considered and if found suitable has to be implemented
Policy of Employee Confirmation after 4years has to be reduced to 2years
More manpower is needed in the administration dept to reduce the work load and toreduce the errors.
c. Conclusions
As per the learning experience at Beml limited, retention of employees is high, with
high level of employee satisfaction.
Remuneration system at beml is good but there is still more scope for improvement
needed when compared to other psus
Better handling of grievance is to be needed, management should create an
environment where employee should feel free in expressing their grievance
There is a need for improvement of performance management system to monitor the
performances effectively
Beml limited has a good HR policy which is upto the standard of others psus
finally my best wishes to beml limited in specific to kgf complex and all the best for the
future and expect for greater growth prospects for Beml limited.
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Recommendations
More workforce i