A STUDY ON EMPLOYEE PERCEPTION TOWARDS ORGANIZATION HR PRACTICES
KIRLOSKAR ELECTRIC COMPANY LTD
An Internship Project submitted in partial fulfillment of the requirements for the award of
Master Of Business Administration
Reg No: 17XQCMD037
Under the Guidance of
Prof. Bhavya N
M.P.BIRLA INSTITUTE OF MANAGEMENT
Associate Bharatiya Vidya Bhavan Bangalore – 560001
I, G.NIKLESH, hereby declare that the project report,titled “EMPLOYEE PERCEPTION TOWARDS ORGANIZATION HR PRACTICES undertaken at KIRLOSKAR ELECTRIC COMPANY LTD,” submitted to M.P.BIRLA INSTITUTE OF MANAGEMENT (Bangalore University) in partial fulfillment of the requirements for the award of the degree of Master of Business Administration is a record of original and independent study undertaken by me during 2018-2019 under the supervision and guidance of Prof. Bhavya N and it has not formed the basis for the award of any Degree/Diploma or other similar title of recognition to any candidate of any University
I would like to express my gratitude to all those who have been instrumental in the preparation of this project report, I wish to place on records, my deepest gratitude to my internship guide professor Bhavya N, for her expert advice and help.
I would like to thank Dr.N.S.Viswanath (Director & Principal) M P Birla Institute of Management, Dean Dr.SathyaNarayana and all the Faculties for their continuous support in completing this project.
I am deeply gratetful to Mr.Vikas Gandhi, General Manager(Finance and Accounts) of Kirloskar Electric Company Ltd for providing me an opportunity to work in the company and for the co-operation extended by his team in helping me connect with the objective of my Project Report and furnishing the required information.
TABLE OF CONTENTS
INTRODUCTION TO THE STUDY:
This study will be helpful to know the perception and satisfaction level of employees about HR practices and policies in the organization and also this would be a chance for them to give suggestions for the improvement in them.
This study exhibits on the methodologies adopted by the organization to different HR practices based on the requirements and also certainly includes the procedures by which the employees are being assessed for various HR practices.
It is to be noted that all the existing HR practices of the organization are not studied and analyzed wherein special preference is given to Recruitment & Selection, Induction, Training & Development and Performance appraisal.
The perception and attitude of the employees have a greater impact on the success of any organization. If the employees perceive the Human Resource Practices in the positive sense, definitely it will have positive impact on the enterprise. If the employees are satisfied with the HR practices they will have positive attitude towards the management. If the employees are not satisfied, they will have negative attitude towards the management. The attitude and perception of the employees basically depend on the job satisfaction, they derive from the organization. Job satisfaction of the employees in turn is influenced by HR practices viz., Recruitment and Selection procedure, Training and Development, Compensation methods, General working conditions, Amenities available, Perquisites and other facilities provided by the organization.
In order to determine the major problems faced by the manufacturing industry, we assess the criteria of organizational performance. Human capital is essential to the success of any industry. Qualified employees are necessary to provide superior services toward their customers. So in order to maintain employees with respect to their abilities and skills, human resource practices should be performed efficiently.
OBJECTIVES OF STUDY:
To investigate factors that affects organizational performance in terms of human resource perspectives.
To identify areas of human resource function that company need to pay attention for in order to improve organizational performance.
To study the perception of employees towards HR practices in the Organization.
To determine at what extent does this HR practices impact on the achievement of organizational goals.
To examine the effectiveness of HR practices on employee job satisfaction.
To determine whether selective staffing, training & development, performance appraisal is significantly related to organizational performance.
HYPOTHESIS OF THE STUDY:
H0: There is no significant difference in the perception of employees towards HR practices in the organization
H1: There is significant difference in the perception of employees towards HR practices in the organization
H0: The independent variables (Recruitment & Selection, Training & Development, Performance appraisal) do not have significant relationship with dependent variable (organizational performance)
H1: The independent variables (Recruitment & Selection, Training & Development, Performance appraisal) have significant relationship with dependent variable (organizational performance)
SCOPE OF THE STUDY:
Improving Human Resource Practices by learning perception of employees towards the practices.
Focuses attention on practices such as Recruitment & Selection, Induction, Training & Development and Performance appraisal.
Helps in deriving more understanding and expectation between HR departments and employees.
Suggest methods to increase performance of the employees and organization.
NEED OF THE STUDY:
Develop effectiveness of HR of organization
Analyse and Evaluate perception levels of employees for HR practices in the organization
Factors that affect organizational performance
To know whether there is positive relationship between human resource practice and organizational performance
To know whether better management of human resource practices lead to high organizational performance
LIMITATIONS OF THE STUDY:
The time factor which is constrained to limited periods
Difficult to access some information due to company policies
Data is collected through questionnaire and is limited to data collected
There were no sufficient journals to support our research
Related previous studies are given below:
HR PRACTICE CONSISTENCY (shy-yuan chan 2016) :
In this Research, it is studied that Effective HR activities are known to improve employee and firm performance across different dimensions, Employee behavior and HR practices will go hand in hand. It is also stated that for effectiveness of HR practices in an organization, HR practices need to be adjusted to environmental factors such as cultural context, industry development and economy. Consistent HR practices will deliver more consistent HR messages to employee that will give the organization the desired employee behavior. Research on Strategic HRM which is mostly based on behavioral perspectives .have given the information on importance and benefits of consistent HR practices on employee performance in the organization.
SELECTIVE HIRING (Delany and Huselid 1996) :
Talents or Human Capital are essential for an organization to achieve superior outcome when compared with other companies. Selective Hiring had become one of the best human resource practices which can generate positive outcome for organization performance. In his research Delany suggested that companies can put in effort in improving quality of the individual hired, companies will be able to hire potential employees via sophisticated selection procedures.
Acc. to Alleyne(2006) Selective Hiring was one of the important components in human resource best-fit model. In his research he has found out that linking selection practices of hiring with their appraisal and reward system will give best outcome.
STAFFING PRACTICES(Bjorkman and Budhwar 2007) :
In this study, the researchers have acquired an idea that adoption of local HRM practices lead to superior organizational performance. Successful local Staffing practices such as succession planning, employee referrals and internal recruitment can be definitely attributed to the highest-collectivist orientation of Indian National Culture and also to better firm performance. Personality tests help identify applicants with positive project-management skills, team-building skills and an openness to learning-skills that are very essential for the dynamic and unpredictable nature of work.
Acc. to Lepak and Snell 1999 Staffing practices whether internal or external can be leveraged to enhance a firm’s sustainable competitive advantage by creating a talent pool that is very distinctive to the organization and industry.
TRAINING AND DEVELOPMENT(Doyle 2008) :
In his research, he has studied that Training and Development will help to improve organizational performance in different ways. One of the ways is, employee’s skill is able to improve through attending training and development program. This indirectly increase employee productivity, job satisfaction and at the end reduces the number of employees resignations from the organization. These three events increase profitability and reduce unnecessary expenses incurred by the organization. Training and Development improves skill and knowledge of existing employee and prepares them for future challenges.
Acc. to Sohail Training and Development variable is an important variable in service sector. This is because service industry is an industry that consumes significant manpower. He has also proposed that providing training courses to improve their current jobs is as important as providing development courses to ensure employee ability to survive in fluctuating business environment.
EMPLOYEE PERCEPTION(Gartner & Nollen 1989, Delery & Doty 1996) :
In the Research, the studies were about the employee commitment and satisfaction which are not only influenced by HR practices such as internal promotion, formal training systems and results oriented appraisal but also by their perceptions of these practices and the explanation for the studies are retrieved from mechanism of organizational justice.
The two facets of organizational justice are Distributive and Procedural justice. Distributive Justice is influenced by factors such as ratings based on performance and recommendations for salary/promotion whereas management practices such as two-way communication, employee participation etc are recognized as determinants of Procedural Justice.
Acc. to Folger & Konovsky 1989 The two types of justice will have different effects such that distributive justice is more important predictor of personal outcomes such as satisfaction with pay and job, whereas procedural justice is true for organizational outcomes such as organizational commitment and evaluation of supervisors.
PERFORMANCE APPRAISAL(Kondrasuk, Crowell, Dillon 2008) :
In their research, they have studied that there are two important purposes that organization perform performance appraisal, one is Developmental and other is Administrative. Developmental purpose helps employees to determine their performance as well as provide guideline to improve their job performance after reviewing their past performance, on the other hand Administrative purpose provides information to human resource manager to determine suitable compensation package for the employee in the next evaluation period and provides information on necessary training program to help improve job performance of employee.
Acc. to Nayyab Performance appraisal and organizational performance will go hand in hand. In this research he has studied that Individual and Organization will benefit from performance appraisal process. By motivating the employees with performance appraisal will result in effective organizational performance.
ORGANIZATION SIZE, STRUCTURE AND CULTURE
(Garavan 2008, Hudson 2001) :In their research study, they have acquired knowledge that Organization’s size is an important factor that explains the strength and nature of HR practices and also a firm’s strategy and structure are important in determining HR practices flexibility and integration. The extent of formal definition, centralization and formal communication, use of informal structures are some of the variables that influence HR practices.
Chandrakumara and Sparrow 2004 studied that Culture is a vital significance in organizations inclination to develop suitable structures and methods for their HR practices.
Acc. to Okpara & Wynn 2008 Line Management participation in designing and implementing HR activities is the key to organizational success.
TURNOVER RATE(Gustafson 2002, Ton & Huckman 2007) :
In this Research, the study is all about the employee retention. Turnover Rate is an important indicator for organizational performance. It is the calculation between the percentage of number of employee leaving compare with average of employee in organization. They have identified that turnover rate is interrelated with organizational performance as it will incur direct and indirect cost to the organization.
By the research they strongly believe that departure of employee especially worker with long working experience or with specific skill which are needed by organization will incur huge losses to the organization.
Acc. to Griffeth Dissatisfaction on current job, lack of commitment to the organization, intention to leave are the reasons for employee turnover.
COMPENSATION(Mess 2004, Mondy 2008, Sturman 2006) :
Compensation Policy is an essential element among human resource practices.
In this Research, the researchers have studied that a good compensation policy enables organization to have better employee recruitment, retention, satisfaction etc., It will create high commitment among employees. It is also studied that the amount of the reward and how the money is paid will influence future performance of employees in the company.
Acc. to Namasivayam 2006 Well designed compensation systems strategically enhance organizational performance as it will be able to attract and retain more talents in companies.
HRD POLICIES AND PRACTICES(Saini R R 2010) :
In this study, it is identified the process and problems in designing and implementing Human Resource Development systems. The important findings of this study were, qualification is the most important factor of recruitment at all levels of managers and employees. The researcher also observed that managers were not aware sufficiently about the functioning of HRD systems. To overcome these problems they have also suggested for a proper action plan to improve awareness, motivation and serious concern among managers about all the HRM and HRD activities in the organization.
Research Design embraces the methodology and procedures employed to conduct scientific research. The design defines the study type, data collection methods and statistical analysis plan.
Research Methodology: In our study, we are using Quantitative research method. A business research that employs empirical assessments with numerical measurement and analysis approaches to address the research objectives is known as quantitative research. We choose this method because our research will be conducted by drawing up sample in the organization. We will distribute Questionnaires to examine the relationship between human resource management practices and organizational performance. Each respondent in this survey will rate human resource practice in their organization using numeric scales.
Apart from that, our study is a Descriptive Research. It is typically concerned with determining the number of respondents with which something occurs or how two variables vary together.
Sources of Data: In order to conduct a survey for our study, we will use both primary data and secondary data to get all the necessary information.
Primary Data: First hand data obtained by researchers on the variables of interest for specific purpose of the study is called as primary data.
In our study, we prepared a questionnaire related to independent and dependent variables in our research and asked our target respondents to provide their opinion to us. Questionnaire used comprises both optional type and statements in Likert’s 5 point scale. The data that obtained from the respondents is the primary data.
Secondary Data: The data which are gathered from the external sources like journals, internet, previously maintained records is called secondary data. In simple words, the data which is already existing
In our study, the secondary data from which we collected information are company’s records, company official website.
To complete our survey effectively and accurately, sample is important to get our research question answered. Sampling is a process of identifying representative fairly from right individuals, objects or events of the target population.
Target Sample: Target sample are the individuals which researchers are interested to investigate. As our study is about the employee perception on HR practices, our target sample is employees who are working in the organization excluding the Top-Level Managers and Executives.
Sampling Technique: In this Research, we used Convenience Sampling technique to select respondent from our target sample. Convenience sampling is under non-probability sampling. Convenience sampling refers to collecting information from target sample based on the concept that whether the target respondent are convenient or available to provide response to our questionnaire. As the company is a corporate office, they will have lots of work, so we decided to use this sampling technique to prevent their work in being interrupted due to our research.
Sample Size: In the study, Sample of 70 people are taken for the survey.
Statistical Tool: Microsoft Excel is used for analyzing the respondents feedback for the optional type questions in the questionnaire with the help of pie, bar and line charts. Statistical Package for Social Sciences (SPSS) Software is used to analyze the respondents feedback for the likert scale type of questions. Data collected from our respondents will be converted into percentage to know the frequency on each of the likert scale of the statements.
PLAN OF ANALYSIS
Introduction of the Topic:
Organizational performance is important variable of organization. It defines existing position of the organization as well as the future prospect that the organization are facing. This is especially true for organization that relies heavily on labor work to complete their task. Manufacturing Industry is the example of labor intensive industry. Human resource or employee is capital of organization. Human capital is also basic building block of the organization that directly contribute survival and growth of any organization. A well-managed human resource can become a source of competitive advantages that cannot be imitated by competitors.
Any Industry which is related to satisfying the customer needs and requirements with its uniqueness will have the positive effect in the organization and market. To make customers happy, first and foremost organization has to establish human resource policy to manage its employees. When employees need and expectation are met they provide better service to customers and increase the brand loyalty to the company.
Although it is very difficult to measure organizational performance as different industry may use different measurement to determine them. However, it is crucial that management of manufacturing industry look into the ways to increase organizational performance based on their human capital. This is because improving knowledge, skill and abilities of employee will ultimately benefit the organization directly or indirectly.
The Topic “Employee Perception towards organization’s Human Resource Practices” will give the in-depth information regarding the different perceptions and behaviors of employees working in the organization about the HR practices being performed.
It is to be noted that, the study has not covered all the existing HR practices, special preference is given to some of them like Recruitment & Selection, Induction, Training & Development and Performance Appraisal.
Human Resource Practices in KIRLOSKAR ELECTRIC COMPANY:
KEC recognizes its employees as the most important asset for its continued growth. HRM in KEC shall strive to ensure continuous organizational growth by nurturing the strengths of its employees and providing the environment and opportunity for every individual to raise to his/her highest potential. Identity and achieve his/her personal goal within the framework of organizational, societal, and national objectives. It shall endeavor to uphold the dignity of individuals, by making them feel proud partners in progress, through the following measures:
Ensure a high degree of selectivity in recruitment of employees/trainees explicitly on the criteria of their knowledge, skills and attitudes, so as to secure super achievers and nurture them to excel in there.
Impart such induction, orientation and training, as to match the individual to the task and inculcate a high sense of organizational and personal goals.
Provides facilities for all round growth of the individual by training in and outside reorientation, lateral mobility and self-development through self-motivation.
Groom every individual to realize his potential in all facets while contributing to attain higher organizational and personal goals.
Build teams and foster team work as the primary instrument in all activities.
Recognize worthy contributions in time and appropriately so as to maintain a high level of employee motivation and morale. Appraisals and promotion shall be ethical and impartial.
RECRUITMENT & SELECTION: Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. In simple words, Recruitment is the activity that links the employers and the job seekers. Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success on the jobs. The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
Various sources of recruitment are given below :INTERNAL SOURCES EXTERNAL SOURCES
Transfers Press advertisements
Promotions Placement agencies
Upgrading Employment Exchange
Demotion Campus Recruitment
Retired Employees Employee Referrals
Retrenched Employees Recruitment at factory gate
Process of Recruitment & Selection involves following steps:
RECRUITMENT PROCESS SELECTION PROCESS
Identify vacancy Job analysis
Prepare job description and person specification Recruitment
Advertising the vacancy Application form
Managing the response Written Examination
Short-listing Preliminary Interview
Arrange Interviews Tests
Conducting Interview and Decision making Medical Examination
Line managers decision
RECRUITMENT & SELECTION IN KIRLOSKAR ELECTRIC COMPANY:
In KEC, Recruitment & Selection is conducted in search of required personnel for the vacant position in the organization in different ways.
First and Foremost, they will check why they need to recruit a new candidate. Is it a Replacement of existing personnel or a New Hiring.Basic things KEC follow for recruiting a personnel:
Identification of Job
What is the Work role
Approval from the company
PROCESS OF RECRUITMENT:
Source the required personnel
Basic tools : Naukri.com, Monster.com, Jobsindeed, LinkedIn, Social Media(facebook, whatsapp) and consultancy’s
Strategic tools : Employee referrals, Internal Transfer, Clubbing the work
Identification of Candidates (Screening) :
Testing : Written Test, Oral Interview, Psychometric Tests
Types of Interviews : Round table, Group Discussion, One to one, Single Blocking, Practical examining, H.R round.
Short Listing of Candidates who are capable for the vacant position
Salary & Negotiation
Issue of offer letter
Joining and database updating
POST RECRUITMENT: After the Required personnel is selected for the vacant position, the joining day of the candidate will have an BOARDING ACTIVITY in KEC which includes the following activities:
Arrangement of Desk
Generating ID number
Providing I.T. assets (laptop, mobile etc.,)
Introduction to all employees
Showing the facilities
Handing over to concerned department.
INDUCTION: An Induction Programme is the process used within many businesses to welcome new employees to the company and prepare them for their new role. It is usually focused on the particular safety issues of an organization but will often include much of the general company information delivered to employees. Induction helps new employees settle down quickly in the new work environment, and gives them a sense of belonging.
INDUCTION PROGRAMME IN KIRLOSKAR ELECTRIC COMPANY:
Induction in KEC plays a vital role in making the employee feel comfortable in the organization. It is a mandatory process to be followed for every new employee recruited in KEC.
Following is the process followed by KEC during Induction:
About the company: Here, the newly recruited candidates will be given with the information regarding the company which includes the company establishment, its products and services etc.,
Agenda of the company: Here, company vision and mission will be explained to the candidate.
Company policies: Here, all the company policies and practices will be explained so that the candidate will have an eye on the things to be followed while working in the organization and also the benefits which they will receive.
History of the company: Here, the complete history of the company will be explained to the candidate from the day of establishment to present day.
Products and Service: Here, the candidate will have an complete idea about the products and services provided by the company in detail. Some of the products are AC motors, AC generators, DG sets etc.,
Location of Manufacturing Units: Here, candidate will be given information on where the manufacturing and service units are located. Some of the units are in Hubli, Mysore, Tumkur, Kondhapuri etc.,
Location of Branch offices: Here, candidate will be given information on the branch offices the company has in detail. Some of the branch offices are located in Chennai, Hyderabad, Mumbai, Delhi etc.,
Organization Chart: Here, the candidate will know about the Top level, Middle level and Lower level employees and executives in the organization.
Important policies: Here, the candidate will be given information on the most important policies to be known and followed among all the company policies. Leave, Attendance and Dress code are the important policies.
Benefits Review: Here, information will be given on the benefits which the candidate will receive from the company like Holiday policy, Retirement benefits, Life insurance.
Performance Review: Here, information will be given on how performance is reviewed in the company, the timing, frequency, purpose of review will be known.
Other Resources: Here, the candidate will be provided with a company handbook, policy documents etc.,
Required paperwork: Here, all the required paperwork which is related to candidate will be collected and saved in the database. Any forms needing immediate action and presenting timeframe for completing new employee paperwork will be known.
Summary: Here, the discussion regarding the topics covered in induction will be done, Reminder for submitting paperwork, and Re-iterating welcome ends the induction process.
TRAINING AND DEVELOPMENT: Training & Development is an organizational activity aimed at improving the performance of individuals and groups of employees in the organizational settings. It is an organized activity to improve the skills of the employees. Through Training employees are taught specific skills while through Development personality and management skills are enhanced.
Objectives of Training & Development:
To improve employee knowledge of doing specific job
To impart multi skills in the employees
To develop management skills in the employees
To improve overall performance of organization
To train the employee in efficient handling of materials, plant and equipment.
Benefits of Training & Development:
Faster learning of new skills
Standardization of procedures
Reduced need of supervision
Increased motivation and morale of employees
Helps in career advancement and higher earnings
Principles of development of a training programme:
The person to be trained must have motivation to learn.
The training material must be meaningful and should relate to the purpose of training programme.
Training should provide variety to prevent boredom.
Training material is to be well organized and should not only be properly presented but should also be made available to trainees
For a trainee to absorb new learnings effectively, it is advisable that training programme is divided into short sessions spread over long time instead long sessions in short time.
Getting a feedback on training from the trainees helps in improvement in the training programme.
TRAINING & DEVELOPMENT IN KIRLOSKAR ELECTRIC COMPANY:
The Training & Development activities at KEC ensure continuous growth of the organization. They nurture the strengths of employees by providing a cohesive work environment and opportunities for every individual to realize his/her potential.
The policy aims at broadening the outlook of an individual while bridging the gap between actual performance and result-oriented performance.
A full-fledged training center provides training to senior executives, managers, supervisors and operators in the area of management, marketing, technical, information technology, quality and general program in KEC.
Specific career development courses are conducted at training center such as employee re-orientation training, customer service training, promoters training, retraining of operators etc.,
The emphasis of training is on self development and all-round growth
They train in technical competencies, interpersonal competencies, intellectual competencies and business competencies.
The aim is to achieve customer satisfaction with continually improved performance as individuals and departments.
Employees are encouraged to acquire technical/management qualifications through sponsorship from premier institutions within India and abroad, they may pursue PG course in areas that are useful to the organization as well as furthering their career.
The effectiveness of their training and development activities depends largely on the correct analysis of training needs of individuals and organization
Other training programmes include:
Trade apprentice training
Customer service engineers training
Branch service engineers training
Training at collaborators
Management development programmesSpecial technical skill training programmesJob rotation training
Induction programmesSponsorship to IIT and IIM seminars
PERFORMANCE APPRAISAL: It is also known as employee appraisal, is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost and time). It is a part of career development. The objective is to groom every individual to realize his/her potential in all facets by helping to identify and achieve their personal goals within the framework of organizational goals. This is achieved through objective assessment of performance and potential identification of development actions to be taken in order to enhance.
Appraisal consists of four stages:
Final evaluation and Grading
General aims of Performance Appraisal:
Give feedback on performance to employees
Identify employee training needs
Document criteria used to allocate organizational rewards
Form a basis for personal decision such as salary increases, promotions, disciplinary actions etc.,
Provide the opportunity for organizational diagnosis and development
Facilitate communication between employee and administrator.
PERFORMANCE APPRAISAL IN KIRLOSKAR ELECTRIC COMPANY:
INTRODUCTION TO THE COMPANY:
The only constant that we know is that, this world is changing. Change had come to Indian industry like a sweeping tornado transforming the industrial environment and giving indigenous industry some very tough standards to measure up to. In this testing situation, only the fittest have the wherewithal to survive. Only the best will thrive. The Kirloskar Electric has not only survived but has grown in confidence, capabilities, range and were scope is a testimony to the inherent strength of its foundation as a company that once set out to revolutionized India’s agricultural sector with value engineering. The difference is in the collective outlook of people trained to look upon every challenge as a platform from which to take giant leaps in quality and performance. And in so doing, to build on core capabilities of power engineering and upgrade them to world standards . The founder of Kirloskar group is late “LAXMAN RAO KASHINATH KIRLOSKAR.” He created the first Iron plough for the Indian farmer. His involvement with agriculture led him to make the first pump then the prime movers for the pumps. Since then KEC corporate goal has been to look into the future and engineer products that time would eventually demand.
Heavy industry in India comprises of heavy engineering industry, machine tool industry, industrial machinery and auto industry. These industries provide goods and services for almost all sectors of the economy, including power, rail and road transport. The machine building industry caters to the requirements of equipment for basic industries such as steel, non-ferrous metals, fertilizers, refineries, petrochemicals, shipping, paper, cement, sugar etc.
HEAVY ELECTRICAL INDUSTRY:
The domestic heavy electrical equipment manufacturers are making use of the developments of the global market with respect to product designs and upgrading of manufacturing and testing facilities. The heavy electrical industry has established its reference in the global arena also. These encompass thermal, hydro and gas-based power plants, substation projects, and rehabilitation. Projects, besides a wide variety of products like transformers, photo voltaic equipment’s, insulators, switchgears, motors etc.
AC generators manufactured in India are on par with international AC Generators and consistently deliver high quality power with high performance. Domestic manufactures are capable of manufacturing AC generator right from 0.5 KVA to 25000 KVA and above with specified voltage rating.
The industry has the capacity of manufacturing whole range of power and distribution transformers including the REC rating of 25, 53, and 100 KVA and also the extra high voltage range of 400 KV, 600 KVA.
Switch gear and control gear
In India, the entire range of circuit breakers from bulk oil, minimum oil, air blast, vacuum to SF6 are manufactured to standard specification for the benefit of customers, the ranges of products produced cover the entire voltage range for 240V to 800KV, switchgear and control gear, MCBs, air circuit breakers, switches, rewire able fuses and HRC fuses with their respective fuse bases, holders and starters. The industry is competitive in the field of design and engineering as the skill sets available in the country are relatively less expensive.
HISTORY OF THE COMPANY:
1888: LaxmanRao Kirloskar establishes Kirkoskar Brothers Ltd (KBL) as an Engineering enterprise
1940: Kirloskar Brothers manufactures India’s First Vertical Diesel Engine
1942: Kirloskar Brothers manufactures India’s First AC Induction Motor
1946: Kirloskar Electric Company Ltd has been Established1949: Five HP Petter type AV1 Engine manufactured
1953: Kirloskar Electric Manufactures India’s First Transformer
1958: Kirloskar Electric manufactures India’s First Alternator
1964: Kirloskar Electric creates India’s First DC Motor
1970: Mr. Ravi L Kirloskar appointed as Managing Director of Kirloskar Electric
1973: First Overseas Operation opened in Malaysia
1976: Mr. Ravi L Kirloskar Elected Chairman of Kirloskar Electric
1984: Kirloskar Electric introduces the Thyristor Converter in India
1988: Kirloskar Group celebrates 100 years in Operation
1991: Kirsons trading Pte Ltd. (Kirloskar JV) Singapore, established
1993: Kirloskar Electric receives ISO 9001 certification
1994: Mr. Vijay R Kirloskar elected Chairman and Managing Director of Kirloskar Electric
1996: Kirloskar Electric celebrates its Golden Jubilee
2008: Kirloskar Electric acquires Lloyd Dynamowerke, a specialist German Motor and Generator Company
Kirloskar Electric Company Ltd is one of the Leading Indian Electrical Engineering Companies. Established in 1946, Kirloskar Electric was the catalyst for industrialization in India. Kirloskar Electric produces more than 70 Products under Eight Product Groups. We cater to core economic sectors such as Power Generation, Transmission and Distribution, Transportation and Renewable Energy. Kirloskar limited company was registered as a joint stock company to manufacture electric motors, transformers, generators and other electrical products. The company started its production in1947. It had its initial collaboration with M/s Brush electrical company USA. The company manufactured its first electric motor in 1948. Now in its sixth decade company manufactures a wide range of AC and DC motors and generators up to 5000kw. Even as the company continues to grow its core business of rotating machinery new horizons have opened up in the field of industrial electronics. Laxman Rao Kirloskar (Founder of Kirloskar group) designed the first KIRLOSKAR product the corn plough was mainly aimed to benefit the farmers. This was an innovation far ahead of its time that originated the Kirloskar group.
The experiments never stopped but followed by the manufacturing hand pumps, mechanized pumps, sugarcane crushers, peanut sellers and other mechanical equipment’s. All these products brought a great revolution on agriculture in the name of Kirloskar brothers, who were behind every major Kirloskar organization including Kirloskar electric company. The company has signed licensing agreements with world leaders such as Thorn-EMI, Fuji electric and Toshiba among others for the manufacturing of inventors, thirstier, converters and uninterrupted power sources respectively. Kirloskar electric company mission faster excellence in designing, manufacturing the products and services with innovative and challenging initiatives believes that its strength is derived from its people. It is the strength that allow Kirloskar to take successfully any new field it entry to develop its current business and to promote sustained improvements in quality. The company has one of the finest manufacturing facilities, specialized infrastructure for design, manufacture and testing complementing a very high level of application engineering and total quality concept,contribute to reliability that is trusted in India and Abroad.
Products and Services of Kirloskar Electric:
Kirloskar Electric Design, Manufacture, Market and Service Rotating Machines and also dedicated to the control of the motive force for operation of industrial machinery, power generation, and control equipment for the T&D industry.
Products which are manufactured by KEC:
COMPANY VISION AND MISSION:
The Power of Now is the energy of opportunities that comes to us disguised as challenges.
The Power of Now at Kirloskar Electric is the dynamic of making opportunities work as by meeting clients’ tough specifications of cost competitiveness, quality, and reliability.
CONCEPT OF NOW:
There comes a time in the life of an organization when it feels the need to reinvent itself to fit into a changed environment. At Kirloskar Electric the time is now. To reinvent, redesign, refocus on wider horizons. To change market definition and build new structures on a solid foundation of 150 years . This is our now. As Kirloskar, Electric transforms itself into a force that can take on the world.
“Quality must go beyond standard tests and procedures. It must be equated with self-respect and personal pride” – Ravi L Kirloskar”The power of now is what is writing the charter for our tomorrow, as we leap from challenge to challenge” – Vijay R KirloskarAIMS OF KEC:
Manufacturing the quality and leading electrical products with the help of latest international technology
Ensuring customer satisfaction
The brand name of the quality for electrical products across the globe
Manufacturing the products of highest quality using state of art technology
OBJECTIVES OF KEC:
To achieve cost effectiveness in machine shops and production process
To provide the products of highest quality and value
To invest in technology to achieve technological excellence and competitive edge
Commitment for continuous improvement in process, methods productivity and quality
To reduce wastage throughout supply chain
Foreign Travel Policy
Business Travel Allowance
Performance appraisal and Goal Setting
Employee Internal Mobility
Manufacturing Policies (Purchasing Price, Process and Disposal)
Young Engineers programmePolicy and guidelines on domestic business travel
Policy and guidelines on Recruitment
Travel expense Reimbursement
IMPORTANT POLICIES TO BE KNOWN:
Only Privilege (PL) Leaves are allowed(inclusive of sick and casual)
32 PL leaves are credited after completion of Financial year.
Calculations will made on prorate basis from the day of Joining
Advance Leaves are credited 7 with adhere to medical reasons, one time will be given with approval of reporting authority and HR head. The same will be deducted from accrued leaves.
Paternity leave 4 days is given from the day of delivery.
Maternity as per rules of the Government, except people covered under the ESIC benefit.
Carry forward & Leave encashment as per present leave policy.
ATTENDANCE POLICY :Totally there are four shifts
General shift : 9am to 5.30pm.
First shift : 6am to 2.00pm.
Second shift : 2.00pm to 10.00pm.
Night Shift : 10.00pm to 6.00am.
Lunch : Half an hour
Tea break : 10 min 2 times
Attendance are captured through Bio Metric machines.
DRESS CODE POLICY:
3 pairs of dress(uniform) will be issued during the joining.
Extra Uniform will be given on chargeable basis on valid reason.
Company uniform should wear from Monday to Thursday.
Casual dress are allowed on rest of the days from apart above said days ( Note: Only sensible casuals are allowed)
Board of DirectorExcecutive ChairmanManaging DirectorDirector of Sales& MarketingCFO & VP FinanceAVP Legal & CSVP-HRAVPGMofficerGMManagerOfficerOfficerMangerSr.MangerDeputy ManagerOfficerSupport & Other FunctionsGMGovenahalli PlantDGMManagerOfficerVPPGGAVPOfficerVPT & DGMMysoreGM Hubli & Gabbur PlantManagerOfficerGM Tumkur & Budhihal PlantManagerOfficerSr.GM PSGManagerPuneOperations
1. VP-Vice President.
2. HR- Human Resources.
3. GM-General Manager.
4. CFO-Chief Finance Officer.
5. CS-Company Secretary.
7. DGM-Deputy General Manager.
9. AVP-Associate Vice President.
10. QA-Quality Assurance.
11. PSG-Project System Group
12. PGG-Power Generation Group
13. IT-Information Technology
14. Transmission & Distribution
DESIGN AND ENGINEERING
SALES OFFICES IN INDIA :
MANUFACTURING PLANTS :lefttop
Location Products Manufactured
GovenahalliAC Motors, AC Generators, DC Machines, Traction Equipment
HubliAC Motors, AC Generators, Engines
TumkurAC Motors, Press Shop, Component Manufacturing Division
Mysore Electronics, Switchgear, Transformers
PuneCast Resin Transformers, Oil Filled Transformers and DG Sets
Kolkata DG Sets
VALUED CUSTOMERS OF KIRLOSKAR