dessertation project

ORGANAZATIONAL STUDY AT V –GUARD INDUSTRIES Pvt Ltd

An Internship Report on

AN ORGANIZATIONAL STUDY

CARRIED OUT AT

V- GUARD INDUSTRIES PVT.LTD

Internship Report submitted in partial fulfillment of the requirement

for the award of the Degree of

MASTER OF BUSINESS ADMINISTRATION

of

BANGALORE UNIVERSITY

By

Mr. AJITH AYYAPPAN S

Reg.No.11YYCMA001

Under the guidance of

Mr. Shahid Akbar Shah

Asst. Professor

PADMASHREE INSTITUTE OF MANAGEMENT STUDIES

#149, Padmashree Campus, Komaghatta,

Kengeri, Bangalore – 5600

Batch 2011-2013

Padmashree Institute Of Management Studies


STUDENT’S DECLARATION

I, hereby declare that this project report entitled “ Organisational Study

on V-Guard Industries Limited’’ has been prepared by me during the

academic year 2011-2013 under the guidance of Mr. Shahid Akbar Shah,

Department of Management Studies, Padmashree Institute of

Management Studies , Bangalore.

I also declare that this project has been conducted in partial fulfilment of

the requirement for the award of the degree of M.B.A under Bangalore

University. This is my original work and not submitted for the award of

any other degree, diploma, fellowship or any other similar title.

Place: Bangalore AJITH AYYAPPAN S

Date: Reg No: 11YYCMA001



ACKNOWLEDGEMENT

With a grateful heart, I would like to thank God almighty for his invisible guidance

and blessing without which the successful completion of this study would have been

only a dream…

I express my sincere thanks to Human resource Manager Mr. John Mathew Sebastian

and staff of The V- Guard Industries Limited for having granted me the permission to

do the organisation study and also for the help and support extended to me as

organizational guide.

It’s my duty to express deep sense of thanks and gratitude to our Director

Dr.K.Y.Reddy, and other faculty members of MBA department, Padmashree Institute

of Management Studies, Bangalore for permitting me to undergo this internship

training at The V- Guard Industries Limited ,Kochi.

My sincere thanks to my guide Mr Shahid Akbar Shah, Assistant Professor, MBA for

his knowledgeable guidance to my organization study .He has been a constant source

of inspiration for my organization study.

I affectionately express my gratitude to my parents and friends who have helped me in

completing this organization study report successfully.

AJITH AYYAPPAN S



TABLE OF CONTENTS

CHAPTER

NO.

PARTICULARS PAGE

NO.

List of Figures 5

1 INTRODUCTION 7-14

2

2.1 INDUSTRIAL PROFILE

2.2 COMPANY PROFILE

2.3 PRODUCT PROFILE

16-22

23-33

34-39

3

3.1 ORGANISATIONAL STRUCTURE

3.2 7’S FRAMEWORK

3.3 DEPARTMENTAL ANALYSIS

41-4242-4647-80

44.1 SWOT ANALYSIS

4.2 VISION & MISSION

82-83

85

5

5.1 FINDINGS

5.2 CONCLUSIONS

5.3 SUGGESTIONS

86

87

88

BIBLIOGRAPHY 89



LIST OF FIGURES AND DIAGRAMS

Table No. Description Page No.

1 Product profile 33-39

2 Organizational chart 42-42

3 Mc Kinsey’s 7’s frame work 43-43

4 Customer service department Structure 50-50

5 Electronic& New product department structure 53-53

6 Electro mechanical department structure 55-55

7 Finance Department structure 57-57

8 Human resource management structure 62-62

9 Marketing management structure 72-72

10 Presence of v- Guard In India 76-76

11 Mechanical & Electrical department 77-77

12 Systems department 79-79

13 Supply chain management department 80-80

14 Rotary- BinaniZinc CSR Award 81-81

15 Shanti Mandiram 82-82




CHAPTER 1

Introduction


1.1 INTRODUCTION

Organization is a social unit which is deliberately constructed and reconstructed to

seek specific goals .An organization comes into existence when there are a number of

persons in communication and relationship to each other and are willing to contribute

towards a common endeavour. The evolution of organization dates back to the early

stages of human civilization when two or more persons began to cooperate and

combine together for fulfilling their basic needs of food, clothing ,shelter and

protection of life .Thus an organization is born when people combine their efforts for

some common purpose. It is a universal truth that an individual is unable to fulfil his

needs and desire alone because he lacks strength, ability and resources. So he seeks

the cooperation of other people who share goals with them.

This organization study is carried out at V-Guard Industries Limited, kochin. The

organization study has been carried out to get an understanding of the structure and

functioning of the organisation.

In this organizational study at V- GUARD INDUSTRIES LIMITED, KOCHIN is an

attempt made to study and understand about the basic elements of an organization

including the functional and the management aspects. V-Guard Industries Ltd- one of

India's top electrical & electronics majors has crossed a gross turnover of Rs.1000

crores for the financial year 2011-12. The company bagged the prestigious 29th

Annual Young Managers contest, 2011, organized by Kerala Management

Association (KMA) on 18th Feb 2011... The study helped me to understand about

growth of electronic and electrical Industry for past five decades in India, business

development and expansion.



1.2 OBJECTIVES OF THE STUDY

To get an insight over the functioning of the company and to familiarize with its

various functions

To understand the organization structure and processes in a practical setting

To get an idea about how different functional departments are structured and

how each one of them operate.

To know how the key business processes are being carried out in a

manufacturing firm.

To have first hand information about the various policies and programmes of

the firm.

To analyse real life business problems and apply the concepts and theory learnt

in the class room.

1.3 KEY INDUSTRY REGULATIONS AND POLICIES

The relevant provisions of some of the regulations and policies applicable to us are

given below:

The Factories Act, 1948

The Factories Act has been enacted to consolidate and amend the law regulating

labour in factories. The Act aims at protecting human beings from being subjected to

unduly hours of bodily strain or manual labour. The Act provides that employees

should work in healthy and sanitary condition so far as the manufacturing process will

allow and that precautions should be taken for their safety and the preventions of

accidents.



The Contract (Regulation and Abolition) Act, 1970

The Act applies to every establishment in which 20 or more workmen are employed

or were employed on any day of the preceding 12 months as contract labour and to

every contractor who employs or who employed on any day of the preceding 12

months 20 or more workmen.

The Environment (Protection) Act, 1986

The Act provides for protection and improvement of environment and for matters

connected therewith. The Act aims at prevention of hazards to human beings, other

living creatures, plants and property. Under the Act the Central Government shall

have the power to take all measures as it deems necessary or expedient for the

purpose of protecting and improving the quality of the environment and preventing

and controlling environmental pollution.

The Central Excise Act, 1944

The Central Excise Act consolidates and amends the law relating to Central Duties of

Excise on goods manufactured or produced in India. Excisable goods under the Act

means goods specified in the Schedule to the Central Excise Tariff Act, 1985 as being

subject to duty of excise .Under the Act a duty of excise is levied on all excisable

goods, which are produced or manufactured in India as, and at the rates, set forth in

the First Schedule to the Central Excise Tariff Act, 1985.

The Employees Provident Fund Act, 1952

The Act provides for the institution of Provident Funds, Pension Fund and Deposit-

Linked insurance fund for employees in Factories and other Establishments. The Act

applies to (a) every establishment which is a factory engaged in any industry specified

in Schedule of the Act and in which 20 or more persons are employed and (b) any



other establishment which the Central Government by Notification specify giving not

less than two months‘ notice of its intention to do so in the Official Gazette. Effective

from 01.06.2001, every employee drawing wages and Dearness Allowance up to Rs.

6500/-per month will become eligible for membership from the very first day of his

joining the establishment covered under the Act.

The Employees State Insurance Act, 1948

The object of the Employees State Insurance Act 1948 is to provide for certain

benefits to employees in case of sickness, maternity and employment injury and to

make provisions for certain other matters in relation there to… The woman employees

also need no longer fear that they would be dismissed or removed from service in case

they expect babies. Such female employees not only retain their jobs but they get

maternity benefits for a period of twelve week before and after confinement... Failure

to fulfil those obligations exposes an employer to prosecution.

The Payment of Gratuity Act, 1972

The payment of gratuity Act, 1972 was enacted to introduce a scheme for payment of

gratuity for certain employees employed in Industrial and commercial establishment

as a measure of social security. The Act has made provisions relating to lay off and

retrenchment to establishments to which the Act applies. Special provisions have also

been made in respect of lay-off, retrenchment and closure in certain establishment.

Workmen’s Compensation Act, 1923

The act was enacted to provide for the payment of compensation by certain classes of

employers to their workmen. The act contains provisions for payment of

compensation for personal injury caused by accident or any disease or various kinds



of disablement (partial or whole or temporary or permanent etc.), all arising out of or

in course of employment

1.4 SCOPE OF THE STUDY

The internship training was intended to provide industrial exposure and bridge the gap

between theory and practice. The study mainly covered the few departments of V-

Guard Industries Limited namely Customer service department, Human Resource

department, finance department, marketing department, production department

e.tc... And was intended only for a period of one month from 1 st Aug 2012 to 31st Aug

2012. The study was mainly conducted to understand the functions, processes and

procedures of different departments of the company.

1.5 LIMITATIONS OF THE STUDY

The study had its own limitations too .Following is some of the limitations of the

study

Time constraint prevented the complete collection of data

The inability to obtain the confidential data’s.

The study was conducted in a single organisation; hence comparison with similar

organisation was not possible.

The study was carried out partly relying on the journals and publications.

All the employees were in a busy schedule, hence there was an inconvenience in

collecting enough suggestions and opinions.



1.6 RESEARCH METHODOLOGY

The methodology includes collection and observation of primary and secondary data.

Both primary and secondary data were used for the completion of the organizational

study. Primary data has been collected through personal interview with department

heads, employees e.tc and secondary data was collected from the organizational

manual and different departmental manuals, brochures, records and websites.

Research Method

Research in common refers to search of knowledge. It is a systematic search for

information on a specific topic. Research method is understood as all those

methods/techniques that are use for conducting a research. It refers to the behaviour

and instruments used in selecting and constructing research technique.

Research Process

Research process consists of a series of actions or steps necessary to effectively carry

out research. Steps in Research Process are:-

1. Formulating the Research Problem

2. Extensive Literature Review

3. Developing the objectives

4. Preparing the Research Design including Sample Design

5. Collecting the Data

6. Analysis of Data



7. Generalization and Interpretation

8. Preparation of the Report or Presentation of Results-Formal writes ups of

Conclusions reached.

Research problem

A research problem is the situation that causes the researcher to feel apprehensive,

confused and ill at ease. It is the demarcation of a problem area within a certain

context involving the WHO or WHAT, the WHERE, the WHEN and the WHY of the

problem situation. There are many problem situations that may give rise to research.

Three sources usually contribute to problem identification. Own experience or the

experience of others may be a source of problem supply. A second source could be

scientific literature. You may read about certain findings and notice that a certain

field was not covered. This could lead to a research problem. Theories could be a

third source. Shortcomings in theories could be researched.

Research Design

Research design is the conceptual structure within which research would be

conducted. Research design is a framework or blueprint for conducting a research

project. Research design is needed because it facilitates the smooth sailing of the

various research operations. The function of research design is to provide for the

collection of relevant information with minimal expenditure of effort, time and

money. Research design can be divided into fixed and flexible research designs. Fixed

designs are normally theory driven; otherwise it’s impossible to know in advance

which variables need to be controlled and measured. Often, these variables are



measured quantitatively. Flexible designs allow for more freedom during the data

collection process.

This study was a descriptive study conducted mainly to familiarise with the activities,

processes, policies, programmes and procedures followed in the firm. Required data

for the study was collected through monitoring and interrogation. The study is made

personally visiting the company at Vennala, Kochi .The data were collected through

various methods. The methods adopted mainly are:

1) Primary data

2) Secondary data

Primary data

Primary data collected through discussion with manager, various department heads,

officers and employees.

Secondary data

Secondary data for the study was collected from internal annual reports, website, and

office records were used for collecting relevant information for this study and external

sources. Internal records like annual reports, website, office records, management

reports, house magazines were used for collecting relevant information for this study.

The data needed to prepare this project was obtained from other published sources

like internet, magazines, business dailies, journals and business magazines.




CHAPTER 2Industrial profile

Company profile

Product profile


2.1 INDUSTRIAL PROFILE

Electricity is a cornerstone of national economy of any country and electrical industry

is so robust that prosperity and development of a country banks on it. The industry has

become an integral traction of the economy of a country, helps in promoting business

development and expansion, and opens the flood gate of employment opportunities

for people throughout the world.

Indian Electrical Industry

In the past, the pace of growth of the Indian electrical industry was laggard for want

of co-ordination & co-operation between authorities and development agencies and

technology backwardness. But at present, concerted efforts are made to rationalize the

power distribution industry & integrate power generation. The inception of electrical

manufacturing industry in India is recent and making humble progress because of

poor technology and dearth of research & development. Technological development

is something on which, electronic manufacturing heavily depends for its survival,

growth, and expansion and no manufacturer can survive unless he keeps himself in

line with the technological progress. The performance of the electrical industry is

closely connected with the electricity program of the country, so Indian government

devised an ambitious mission to provide power to all by 2012. This will multiply the

demand for heavy electrical equipments. The country is capable of manufacturing

heavy electrical equipment because there is a potent manufacturing foothold and

technology & infrastructure are available, competing with global standard.

Electronic Industry

The electronic industry has carved a niche in the metamorphosing and globalized

market. Ameliorating and accelerating high technology innovation & development is



instrumental in the expansion of the industry. India is the fifth largest economy in the

world and marked down as a second largest gross domestic product (GDP) among the

rising economies. Because of its gargantuan population and the immense consumer

demand, robust growth performance can be ensured. The liberalization of the Indian

economy has caused constant change in financial, regulatory and monetary policies

leading to a faster pace of growth.

Electronics is one of the fastest growing segments of Indian industry both in terms of

production and exports. De-license of the industry along with liberalization in foreign

investment and concession in import tariff, attracts global players. Vast indigenous

market and efficient production base are also an attraction to the overseas companies.

2.2 GLOBAL SCENARIO

There is a sizeable potential market for voltage regulators in Asia, South America,

Africa and the Middle East since their electrical generations and distribution

infrastructure is still nascent. While fluctuation in supply voltage in the United States

is about 5 percent, it is around 20 percent in Mexico and South America and 10 to 15

percent in developing nations of Asia. Such fluctuations are very damaging;

especially because most applications connected to the supply have many electric

components Countries that lack a basic national power infrastructure generate power

for individual establishments on a small scale using crude facilities. Such plants,

especially the ones located near mines and oil wells, have substantial need for voltage

regulation .The drive to modernize industrial and telecommunications systems in

developing countries has to be backed with investments in voltage regulators to

protect the equipment and extend their lives. While customers readily invest in

uninterruptible power supply (UPS) systems to safeguard against black outs, they

seldom feel the need to install voltage regulators because of the invisibility of power



fluctuations .This mind set has to be remedied by emphasizing the importance of

controlling fluctuations to prevent damage to loads connected to the supply.

Greater customer advances about advantages of each voltage regulating technology

and the applications they are suited for can also drive demand.

2.3 INDIAN SCENARIO

Voltage stabilizer are considered to be a necessity in most parts of India to protect

consumer appliances like TV, refrigerators, air conditioners etc as many regions in

India face problem of poor quality power supply fluctuation & high voltage. Though

some models of these appliances are sold with built in stabilizer, many consumers still

prefer to employ stabilizer for complete protection. The total market size for the

consumer durables market is about Rs 13600 crore in which CTV is the largest

contributor in this segment and the market has been estimated at 15.15 million units in

the year 2009-2010(Source: IMRB international survey August 2007) the consumer

durable sector has witnessed an overall growth of 27.5%in 2009 compared to the

corresponding previous year. The sectors which have recorded excellent growth rates

in terms of quantity produced are air conditioners. Colour TV, and refrigerators which

in turn lead to increase in the growth rate of stabilizers in the market tremendously.

2.4 ENTRY INTO GARMENTS

Chittilappilly empowerment of trusted people to implement projects and run them

independently has been a management practice, which was stretched to his wife

Sheela. A garment unit was started and Sheela was fully delegated to run the business.

It was a bold decision to enter a diversified business activity. Chittilappilly was

confident that his wife with her skills in managing home, and interest and

involvement in social projects, could manage this garment unit. "It was her own idea",

Chittilappilly remembers with confidence. Chittilappilly was confident that it was a



business suited to her frame of mind. The confidence is reinforced by the fact that this

sector is growing upwardly with much scope for ` exports. However, Chittilappilly

wanted the brand name to be delinked from V-Guard. Therefore, the garment products

were branded as "V Star". At present, the unit sells ladies garments and has a turnover

of approximately Rs. 10.5crones (2003-04). The garment was also outsourced as the

management team had become experienced in running business with complete out

sourcing. At present, the unit faces much competition from unorganized sector, which

is virtually exempt from tax burdens. However V Star's products are targeted towards

the brand conscious up Segment consumers enabling the price to be higher than the

unbranded garments. V Star products are sold through selected outlets where choosy

and finicky women flock in.

2.5 REALIZATION OF A GREAT DREAM: THE THEME PARK

Chittilappilly continuously exercised delegation to his trusted senior management

team consisting of Mr.Vijayan, the GM, Mr. Antony Sebastian, the DGM and Mr. Jay

raj, the AGM, and others. A. major intention was to set apart his time for creative

conceptualization of new projects. Moreover, it enabled him to get out of the

monotony in mundane and routine operations for which his management team is one

more thorough than Chittilappilly himself. It was his desire to do something

unconventional and different from his main stream of business activity. He used to

spend his leisure time in going to amusement parks than going for shopping. A visit

with his family to many such amusement parks in India and abroad created so much

passion for starting an amusement park in Cochin. He said a man to his desire not

because of the 18acres of beautiful land he possessed at Kakannad, the suburb of

Cochin, but because he wanted to be truly creative and unconventional in his

new endeavours. Moreover, he was confident that an amusement park of this kind



would generate rich cash inflow due to its attractiveness to a vast majority of fun-

loving Keralites.A market research by V-Guard team showed that more than 50 % of

the visitors to parks located in neighbouring Tamil Nadu are Keralites.A.

Chittilappilly confidence was strengthened by the belief that this project with its

comparatively lesser portion of variable expense and at current level of fixed cost can

generate higher sales revenue and profit with reasonably higher margin. Without a

second thought, he conveyed his new idea to his management team and separated a

set of creative-minded subordinates for exploring and exploiting this opportunity.

Eighteen acres of land was added to the existing property to convert the land into a

beautiful landscape. The team was sent to different amusement parks in India and

abroad and they were energized to go into action. It took two years of meticulous

planning and action for Chittilappilly's team to open the floodgates of V-Guard

amusement park to the public in 2000. While selecting human resources for

Veegaland, Chittilappilly was not particular not to pick up anyone having previous

experience in water theme parks, nor did he choose an architect who had experience

in designing theme parks. This was because he was apprehensive of stereotyping and

imitation, which would hamper the creative and innovative culture that V-Guard team

possessed. "A seasoned architect wouldn't accept my ideas", Chittilappilly says.

Therefore, a young and dynamic architect was chosen for this Herculean task. Yet

Chittilappilly confesses that some premature ideas were implemented in the initial

stage which had to be rectified later. The visit to leading theme parks in India and

abroad by the selected empowered team and their experiential learning put

tremendous confidence in the team. Chittilappilly was only coordinating their visit

and action plans. It is amazing to note that even the food and beverage team intended

to run the restaurants and eat-outs inVeegaland were from V-Guard Itself. Attention



to every detail and precision and the hard labour of the team made a highly cherished

dream a reality. In 2005, Veegaland is completing its fifth year of operation. People

visit Veegaland just like they go for religious pilgrimage. The beautiful and clean

ambience of Veegaland is a unique experience for the visitors. No wonder many

members of the maintenance staff are engaged in painting and repainting the inside of

the theme park to upkeep the fresh outlook. Although school children constitute the

major segment, Gulf malayalies are a niche segment and brand ambassadors of

Veegaland. These NRIs give good word of mouth publicity for the theme park .V-

Guard's strong dealer network helped very much in promoting Veegaland in distant

parts of Kerala and outside. A theme park like this is affordable and matching with the

life style of Keralites.A. The investment in the park is comparably so high that the

facilities, design, service and amusement level are unmatchable. Hence, the

investment has caused entry barriers for other ambitious business groups to try their

fortune in a theme park. The scale and magnitude of visitors is very encouraging

according to the management team of Veegaland. In the peak months of March, April

and May, the number of visitors rises to as high as 5,000 per day. This unexpected

boom in the number of visitors necessitated major modification and expansion

involving doubling of the capital investment. With an entry fee of Rs. 350 on

weekend days and Rs. 280 on other days, and 2/3rd of that for children, it is good

money that the business brings. Even with a low figure of 500 visitors per day during

lean season, Veegaland was able to achieve a turnover of Rs.18.5 crore and a net

profit of around Rs. 5 crore in 2004. Even with a daily cost of Rs.30, 000 for

electricity and nearly 200 permanent staff, the management makes it a point not to

shut the doors for public even on day of leanest traffic. Encouraged by the positive

outcome and personal satisfaction, Chittilappilly enjoys from this venture.



Chittilappilly’s vision stretched to Bangalore making a jewel in Bangalore, a water

amusement park which is expected to be much more attractive than the Vrindavan

gardens. The project is underway at the outskirts of Bangalore. As in the past, a team

is cut out from V-Guard, and Veegaland now headed by Chittilappilly own

Australian-educated engineer son and his wife. The park is to be spread over a large

span of 80 acres when it becomes fully operational. It is comparable to the world-

class theme parks. The investment cost is Rs. 65 crore. Seventy-five percent of

the financing is through loan.

2.6 FACTORS GOVERNING THE GROWTH OF THE INDUSTRY

Every industry thrives on some supporting factors. in this connection there are

few factors governing the growth of electrical and electronic industry.

Research and development played an important role to the increased

productivity and higher value added electrical and electronic products.

Foreign investments accelerated growth in production and export as well. to

expand their business ,foreign companies have done huge investments which

lead developing countries in establishing production units.

Global industries like medical, telecommunications, industrial and automotive

industries have been cordially supported by electrical and electronic industry.

Increase in income changed living standards of the common mass. As a result,

it increased in the demand of electronics especially consumer electronics

product globally.

Asia pacific region is emerging as the most spinning place for the consumer

electronics industry, as the market remains still unreached. Innovation has

played importantly in this industry .it led to a consistent demand for newer and

faster products and applications



2.2 COMPANY PROFILES

2.2.1 BACK GROUND

In 1977, Shri.Kochouseph Chittilappilly began a small manufacturing unit for voltage

stabilizers with a vision and a capital of Rs 1, 00,000 borrowed from his father. He

soon established V-Guard Industries as a household name. V-Guard became the

synonym for voltage stabilizers across South India. The company soon extended their

range of products to include Pumps & Motors, Electric Water Heaters, Solar Water

Heaters, Cables, UPS’s, and Ceiling Fans.

V-Guard continues to remain at the helm through rigorous research and development.

R&D labs at Cochin and Coimbatore explore and reinvent existing products and

design. R&D for electronic products and electric geysers are carried out in Cochin

while electro-mechanical products, electrical wires and solar water heaters are the

strong point of the Coimbatore R&D lab. State of the art production centres ensure

consistency and quality throughout the product range.

Workforce being the core asset of any organisation, V-Guard has employee strength

of more than 1300 and over 5500 indirect employees through its SHG initiatives.

With nearly 200 distributors and service centres and above 9500 retailers serving the

needs of a 50 million customers, V-Guard stands as a market leader.

2.2.2 MAJOR EVENTS AND BREAK THROUGH

1977: Mr KOCHUSEPH CHITTILAPPILY set up premier electronics with an

investment of Rs 100000 and with just two employees. Two refrigerator

stabilizer were manufacture each day

1980: Launched AC stabilizer



1982: Started another unit called-Universal Electronics

1983: Started ―supreme Electronics

1986: Started ―prompt India. Expanded operations outside Kerala by opening of Tamil

Nadu branch, followed by a branch in Karnataka. Prompt India started

marketing stabilizer in the name of V-guard.

1987: Launched Servo-Controlled Stabilizers

1989: Prompt India converted into V- guard industries‘

1992: Launched v guard pumps and started a new branch office in Andhra Pradesh

1996: v guard industries became a public limited company. Launched V- Guard

Water heaters and wiring cables.

1997: launched Aquatron, an electronic water level controller for overhead water

Tanks

1998: launched UPS

1999: launched digital stabilizer and diversified into electric cables business withV

guard cable manufacturing unit at Coimbatore.

2000: turnover crosses INR 1000 Million mark

2001: Launched compressor pumps. Company is converted into PVT ltd for Better

manoeuvrability

2002: launched v guard solar water heaters

2003: solar water heater manufacturing unit and electro mechanical works for

manufacturing pumps in Coimbatore becomes operational. Branch office started

in Delhi

2005: launched solar water heaters with evacuated glass tube collected Technology.

2006: launched v guard fans. Branch office in Bhubaneswar, Pune and Hubli



2007: new branch offices at Vijayawada. , Bhopal, kalaamb, Vadodara, Kanpur,

Nagpur, Raipur, Jamshedpur, Ludhiana, and Jaipur. Turnover crossedINR 2400

million marks. V guard industries became a public limited company.

2008: Listed in BSE and NSE. Launched inverters & LT cables, new factories at

Coimbatore & Kashipur established.

2009: new LT cable factories at Kashipur and Coimbatore become operational

2009: opened manufacturing facility for water heaters and fan at Kalaamb, HP

2010: turnover crosses 4600 million marks.

2.2.3 PRESENT SCENARIO

The Financial Year 2011-12 has been another milestone in the history of the

Company and a memorable year for the Organization with gross revenue from

operations crossing 1000 crores. During the year under review gross revenue from

operations was 1,006.78 crores and net revenue from operations were 993.63 crores

representing a growth of 36.75% over the net revenue from Operations of 726.62

crores for the previous year. Company has completed the construction of distribution

centres at Hubli and Vijayawada during the year under review and thus completed all

the projects of the Initial Public Offer. Project relating to construction of a state of art

facility for the manufacture of Solar Water Heater of different capacities at the

industrial land acquired in Perundurai has been completed and commercial production

is expected to commence during the Financial Year 2012-13.During the year

Company had organized “V-Guard BIG IDEA Business Plan Contest 2011” inviting

B-Tech and B-School students to come up with Business Plans as to what they

thought the Company should be doing for achieving its growth plans in future and to

make V-Guard a trusted household name.



2.2.4 CERTIFICATION, AWARDS AND RECOGNITION

1 Best entrepreneur in Kerala awarded to Kochuseph Chittalllappilly, CMD, V

guard industries Pvt Ltd. (1993)

2 Highest individual income tax payer from the state 1993 to 1995.

3 Vyavasaya jyothi award given by the Ernakulum chamber of commerce.

(1996)

4 Industry excellence award for medium scale industries awarded by the

institution of engineering (India), Cochin (1998)

5 Millennium businessman of Kerala awarded by business deepika (2000)

6 Business man of the year awarded by dhanam magazine (2007)

7 Kerala no 1 consumer durables product category from dhanam magazine

8 Fact MKK nayar memorial productivity award for the year 2006-2007 from

Kerala state development corporation

2.2.5 PROMOTERS OF V-GUARD

Mr. Kochouseph Chittilappilly, Post graduate in Science majoring in Physics from

Calicut University.

Ms. Sheela Kochouseph, B.Sc, Home Science graduate from University of Calicut

2.2.6 BOARD OF DIRECTORS

CHAIRMAN : Shri. P G R Prasad

VICE CHAIRMAN : Shri. Kochouseph Chittilappilly

MANAGING DIRECTOR : Shri Mithun K Chittilappilly

JOINT MANAGING DIRECTOR : Dr. George Sleeba

DIRECTOR : Shri. C J George

DIRECTOR : Shri. A K Nair



BOARD COMMITTEES

AUDIT COMMITTEE:-

CHAIRMAN : Shri. P G R Prasad

MEMBER : Shri. Mithun K Chittilappilly

MEMBER : Shri. C J George

MEMBER : Shri. A K Nair

REMUNERATION COMMITTEE:-

CHAIRMAN : Shri C J George

MEMBER : Shri. P G R Prasad

MEMBER : Shri. A K Nair

MEMBER : Shri Kochouseph Chittilappilly

SHAREHOLDERS GRIEVANCE

TRANSFER COMMITTEE:-

CHAIRMAN : Shri. C J George

MEMBER : Shri. P G R Prasad

MEMBER : Shri. Mithun K Chittilappilly

CHIEF FINANCIAL OFFICER : Shri. A Jacob Kuruvilla

COMPANY SECRETARY : Smt. Jayasree K

AUDITORS : Deloitte Haskins and Sells

Chartered Accountants

Kochi-682016

BANKERS : The Dhanalaxmi Bank Ltd.



State Bank of India

Standard Chartered Bank

Citi Bank

HDFC Bank Ltd.

Axis Bank Ltd.

Yes Bank Ltd.

Development Bank of Singapore Ltd

REGISTRAR & SHARE TRANSFER AGENT : Link Intime India Private Limited

Surya, 35, May Flower Avenue,

Behind Senthil Nagar,

SouripalayamRoad,

Coimbatore-641028

Phone: 0422-2314792

Email:[email protected]

LISTED AT : The National Stock exchange

of India Limited

The Bombay Stock Exchange Limited

2.2.6 LOCATION DETAILS

Selection of proper location is essential for the smooth functioning of the company.

Major reason for the selection of this location is availability of transportation

facilities, Banking facilities and well skilled labours.

Factory/plant Cable & Solar: K.G. Chavadi, Survey No. 569/2A, 566/2, Ettimadai



Village Coimbatore - 641105

Tamil Nadu – India

Factory/plant 2/113 E, Karayam Palayam Road, Mylampatti Post

Coimbatore - 641014

Tamil Nadu – India

Factory/plant 6th K M Stone, Moradabad Road, KhasraNo.86, Village Basai, Kashipur

Udham Singh Nagar Di -

Uttaranchal – India

Registered Office 33/2905 F, Vennala High School Road, Vennala

Cochin - 682028

Kerala - India

Phone : 3005000, 2005000

Email : [email protected]

Factory/plant Vill. Bankebada, P.O. Moginand, Tehsil Nahan

Sirmour District - 173030

Himachal Pradesh – India

2.2.7 IDENTIFICATION OF NEW AREA

V – Guard continues to identify new application areas as constantly as they can. V-

Guard Industries is also a holding company for other establishments such

as Wonderla and Veegaland, amusement parks, V-Star Creations, a sister concern of

V Guard Group.


mailto:[email protected]


2.2.8 SOCIAL OBLIGATION

The Company has been making meaningful contributions to the society in different

areas, for decades now. CSR activities at V-Guard Industries Ltd. extend well beyond

its business objectives, and the Company’s concerns for the society are evident from

the various initiatives it has taken indifferent fields. V-Guard aims at bringing about a

radical transformation in the quality of life of people living in and around the

operating divisions of the Company through positive intervention in social upliftment

programs. Its key areas of focus are Health, Education, Environment, Women

Empowerment and Youth Development.

Some of the CSR activities undertaken are:

A) Social Welfare Fund for Ailing Cancer Patients

B) Employment Opportunities to Women & Underprivileged

C) Extending Educational assistance to poor students through Rajagiri Outreach

Program

D) Caring for the aged women and physically disabled children through the

Thomas

E) ChittilappillyTrust

F) Children Education Sponsorship Project (CESP)

G) Adoption of Government Vennala Higher Secondary School, Ernakulum.

With the objective

H) Of improving its physical infrastructure and quality of education.

2.2.9 TEAM WORK

Team work is the ability to together towards the common vision. It’s the ability to

direct individual accomplishment towards organizational objectives. It’s a fuel that



allows common people to attain uncommon results. In V-Guard the team work is

outstanding and their achievements are excellent. The company’s goal for equity,

efficiency and customer satisfaction are met through team work and continual quality

improvement.

2.2.10 INFRASTRUCTURE FACILITIES

Infrastructure facilities: Facilities available for manufacturing materials are:

Winding machines element testing machine metal spraying machine

Curling machine welding machine

Heating ovens

AC plant for environment conditioning

DC and AC testing equipments

Winding machine is used for winding the film

Element testing machines are used for winding material whether it is

appropriate or not.

Spraying machine is used for spraying the zinc on the top and bottom part of winded

material.

Curling machine is used for sealing of the cells after filling.

These are latest sophisticated machines, and out of these some of the machines

are imported from other countries to make the work easy, fast and time saving.

2.2.11 QUALITY CONTROL

Stringent quality control measures have been implemented at every level at V-Guard,

ensuring that products and processes are of the highest quality, superior design and



optimum output. From procurement of raw material and components to the final roll

out of products, international standards are adhered to.

MNRE – CRISIL

The Solar Water Heater Division was awarded the prestigious MNRE – CRISIL

rating which indicates High performance Capability and moderate Financial Strength

of the company to undertake off grid projects in Solar Thermal Technology. The

Ministry of New and Renewable Energy accredits companies that have efficient

products and capabilities for this certification.

BIS

The Pumps and motor factory at Coimbatore (Electro Mechanical Works) bears the

Bureau of Indian Standards certification (Licence CM/L - 3315141 as per IS 14220:

1994) for quality of the pumps produced. It certifies the quality and performance of

the water pumps manufactured at EMW.

ISO 9001-2008

The V-Guard R&D division at Cochin was awarded the ISO 9001:2008 for excellence

in quality management systems in Design and Development of Electronic Equipments

proving the efficacy of the efforts at V-Guard to reinvent products.

ISO 14001-2007

V-Guard factories at Coimbatore and Kashipur also bear the ISO certification for

conforming to the highest international standards of environment management

systems. This certification extends over manufacturing of products like PVC



sheathed/unsheathed insulated cables, LT power & control cables and solar water

heaters.

OHASAS 1800:2007

Concern for employee safety has even lead to OHSAS certification of the Coimbatore

and Kashipur factories. Stipulations of the internationally acclaimed Occupational

Hazard and Safety management systems are strictly maintained.



2.3 PRODUCT PROFILE

2.3.1 Stabilizers

VGuard is the largest selling brand of electronic voltage stabilizers across India. 5 Mil

lions Of customers were experienced the quality of protection of V-Guard stabilizers

for their home appliances. Since 1977 onwards, V-Guard Stabilizer provides reliable

and trusted protection from voltage fluctuations and used to safeguard the electronic

home appliances like Television, DVD, and DTH Receiver, Music system, Home

Theatre, Water cooler, Refrigerator, Deep Freezer, Air conditioner and Microwave

oven. V-Guard Stabilizers are designed with significant features like HMC

Technology, Fail Safe circuit protection, High and Low voltage Protections, Time

Delay Protection and Built In Thermal Overload Protection.

2.3.2 Solar Water Heaters

Solar water heaters were launched by the company in the year 2002.

The manufacturing base of solar water heating systems has since been improved

substantially with the total number of 49 manufactures securing Bureau of Indian

Standards (BIS) certification for their products, V-Guard Solar Water Heaters, a truly

International quality product manufactured at the use the highly efficient Evacuated



Tube Collector system enabling optimal utilization of solar energy. The PUF insulated

stainless steel storage tank prevents heat loss. V-Guard Solar Water Heaters

dramatically cut electricity bills, help conserve energy and are environment Friendly.

They are available in: 100 Lpd, 125 Lpd, 200 Lpd, 300 Lpd, 500 Lpd and 1000 Lpd for

domestic use, and are easy to install and last a life time. V-GUARD ETC solar water

heaters are also manufactured for industrial applications that is for pool heating, Large

hotels, Large hospitals, Factories etc. and are available in 2000Lpd, 3000 Lpd, 4000

Lpd and 5000 Lpd and also according to the requirements.

2.3.3 FANS

V-GUARD fans are sleek and elegant, provide excellent air circulation. Double ball

bearings ensure they keep whirling smoothly for years. The hub and blades have a

powder coated finish and rust resistant. HIGH ANGLE ‘Technology used in blade

design ensures wider coverage. The fans are available in various ranges of colours to

suit the interior décor.

CW 1548

CW 2048 M

CW 3348

CW 3124 M

SF 4048 M

SF 6148 M



2.3.4 Pumps

V guard pumps are made according to ISI standards and specifications using high

quality components and meet high performance standards. They are known for their

Sturdiness durability and dependability. The superior technology used in the

construction ensures better efficiency and lower running costs. More than 150

different models are available with capacities ranging from 0.25 HP to 25HP, and are

ideal for domestic as well as for agricultural purposes.

1) Self Prime & Mini Monobloc Pumps

2) Centrifugal Pumps

3) Open well Submersible Pumps

4) Jet Pumps

5) Compressor Pumps

6) Single phase bore well submersible pumps

7) 3 Phase Bore well Submersible

8) 3 Phases Centrifugal Monobloc

9) 3 Phase Open well Submersible

2.3.5 UPS



Incredibly Intelligent! The trusted companion for the computer, driven by high end

features like advanced PWM MOSFET Technology with PID Control, Zero Power

Drain Technology to prevent Deep Discharge of battery, OFF-MODE battery

charging and intelligent software shutdown to provide high quality in power

management. Models available in OFFLINE UPS are:

1) UPS 60 Royal

2) UPS 70 Vismaya Plus

3) UPS 120 EB

4) Online-UPS - Single Phase to Single Phase

5) Online-UPS - Three Phases to Single Phase

2.3.6 Electric Water Heaters

V-guard Electric Water Heaters (Geysers) are manufactured in the-state-of-the-art

production set up and comes with ISI mark and Pentad Protection System (PPS). Its

outer body is made of rust proof, shock proof ABS.

2.3.7 Cables

These are manufactured in conformity with ISI standards at an ISO 9001 certified

manufacturing plant located at Coimbatore in Tamil Nadu. V-GUARD PVC wiring



cables are manufactured in conformity with ISI standards at an ISO 9001 certified

manufacturing plant located at Coimbatore in Tamil Nadu. The HFT Technology used

in their production ensures absolute safety from electrical hazards. Multi-core

flat/round cables (up to 3 -core) are available. Each coil has an assured length of 90

meters.

2.3.8 Induction Cooker

Energy efficient with multiple cooking modes and feather/soft touch controls.

Induction Cook Tops were launched with different models during the year under

review. The factors like high cost of LPG, Supply shortage, consumption of low units

of electricity for induction cook tops, flameless cooking etc. has influenced to a

considerable extent the growth of the product in the country. The product will be

taken to the other markets of the country in the coming years and the segment is

expected to generate good revenue. The Company is also planning to introduce more

number of models during

The current fiscal to cater to the requirements of the customers.

VIC 20

VIC 20

VIC 300

VIC 400

VIC 1000



2.3.9Switchgears & DBs

The product has been launched in the southern markets of the Country and it is

expected to generate moderate revenue from the product line in the current fiscal. The

existing brand equity in the wiring segment will support the sale of the product to a

considerable extent.

Features

1. High quality moulded casing with superior thermal & dielectric strength.

2. Improved and rugged design of operating mechanism.

3. Special design of the arc quenching chamber with additional arc diverter and

flashback arrestor.

4. State of the art Arc Runner System.

5. Silver Graphite Contact Tip for Antiweld property.

6. Clear & visible indication for circuit 'ON' / 'OFF' status.

7. Fully conforming to International Standards EC 60898-1.




CHAPTER 3Organizational structure

7’s framework

Departmental analysis


3.1 ORGANIZATIONAL STRUCTURE


Board of Director's

Executive Vice Chairman

Managing Director

CFO & VP Finance

Finance & Accts

Costing

Secretarial

Director Marketing & Strategy

Customer Service

Zone1 VP

Zone2 VP

Zone3 VP

Head- Corporate Communic

ation

Joint Managing Director

Director- Admin (HR & Admin,

Civil)

GM- Admin/

Civil

Asst. Mgr Admin

Asst. Mgr Civil

Sr.GM_HR

DGM-HR

Manager Legal

Sr. VP(SCM & Admin)

GM-SCM

DGM-SCM

VP- Cable

Cable Division Kashipur

DGM

VP-EMD

EMW

Kalaamb Fan Unit

VP-MED & Solar

Perundurai

Solar Unit Coimbatore

Kala Amb Water

Hetaer Unit

VP- Electronics Production

R&D Electronics &Power Products

Systems


3.2 MC KINSEY’S 7 S FRAMEWORK

The 7’s frame work of Mckinsey is a management model that describes 7 factors to

organize a company in a holistic and effective way. Together these factors determine

the way in which a corporation operates. Managers should take into account all

seven of these factors to be sure of successful implementation of a strategy large or

small. They are all independent, so if you fail to pay proper attention to one of them,

this may affect all others as well. On top of that, the relative importance of each

factor may over time.

3.2.1 ORIGIN OF 7’S FRAME WORK

The 7’s framework was first mentioned in “The Art of Japanese Management” by

Richard Pascale and Anthony Athos in 1981. They had been investigating how


Structure

System

Style

SharedValue

Skills

Strategy

Staff


Japanese industry had been so successful. At around the same time that Tom Peters

and Robert Waterman was exploring what made a co excellent. The 7’s model was

born at a meeting of these 4 authors in 1978. It appeared also in “In search of

Excellence” by Peters and Waterman and was taken up as a basic tool by the global

management consultancy.

1. Strategy

2. Structure

3. Systems

4. Style

5. Staff

6. Skills

7. Shared values

3.2.2 STRATEGY

Company follows a unique manufacturing model wherein products are sourced from

SSI units/ small manufactures across South India. The Company contracts with third

parties for the manufacture of voltage Stabilizers, Pumps, UPS, Electric Water

Heaters and Electric Fans which are manufactured according to Company’s

specifications. Our Company has diversified competencies in this area by maintaining

good and cordial relations with the suppliers.



3.2.3 STRUCTURE

Structure is the organizational chart and associated information that shows who

reports to whom and how tasks are both divided up the way the organization’s units

relate to each other and integrated. In other words, structures describe the hierarchy

of authority and accountability in an organization. The way the organization

centralized, functional divisions (top- down); decentralized (the trend in larger

organizations); matrix; network; holding; etc. These relationships are frequently

diagrammed in organizational charts. Most organizations use some mix of

structures; pyramidal, matrix or networked ones; to accomplish their goals. Structure

is the framework which the activities of the organization’s members are coordinated.

The four basic structural forms are the functional form, divisional structure, matrix

structure, and network structure. The relationship among the individuals working in

the organization and to coordinate the efforts of different individuals in an efficient

manner.

3.2.4 SYSTEM

It refers to procedures such as information systems, manufacturing

processes, budgeting and control process. Thus it is the procedures. Thus it

is the procedures, processes and competitive advantages present within the

organization

Based on requisition from user department, materials will issue on FIFO basis.

Up keeping and cleaning of warehouse and storage areas periodically and

during audits.

Each component is checked for quality compliance, and those that do not meet

set parameters are rejected



Post-production inspection and certification ensures each individual product

that moves off the assembly line conforms to internationally accepted quality

and performance benchmarks

Inventory management and control over minimum stock levels as per

production planning

3.2.5 STAFF

I t r e f e r s t o t he qua l i t y o f peop l e i n t he en t e rp r i s e and t he i r

soc i a l i z a t i on i n to t he o rgan i za t i ona l cu l t u r e . Traditionally staff is

treated in one of the two ways. Firstly, there will be appraisal systems,

pay scales and formal training. Secondly, the employee morale, attitude, motivation

and behavior are considered. Workforce being the core asset of any organisation, V-

Guard has employee strength of more than 1300 and over 5500 indirect employees

through its SHG initiatives

3.2.6 STYLE

Style of operation in V- Guard mainly top down in nature. The Board of Directors

takes major management decisions. It flows further through Departmental Heads to

the Divisional managers, which is made implemented by the first line employee force.

Style means how managers behave in achieving the organizational goal. A particular

style adopted by the company will have various implications over various people

dealing with the organization and thus it will have an impact over the relation between

the organization and the people.

3.2.7 SKILLS

Skill refers to expertness, practical ability, or facility in an action or doing

something. Need for imparting skills to the employees may occur if the employees



are newly recruited or if the skills of already working employees are to be updated.

In all the above situations, skill analysis of the employees is of prime importance

before training.

Skills refer to the fact that skills needed to carry out the company’s strategy.

Training and development ensuring people know how to do their jobs and stay up to

date with the latest techniques. The company requires technical skills for production

divisions. Also it requires strong management skills in Human resource divisions.

Senior level executives must be good analyzing individual strength and weaknesses,

so that they can allocate work to individuals effectively. They also must have strong

skills of analyzing the market situation and changes.

3.2.8 SHARED VALUES

What does the organization stands for and what it believes in. central beliefs and

attitudes.



3.3 ORGANIZATIONAL DEPARTMENT PROFILE

Customer service department

Electronic and new projects department

Electro mechanical department

Finance and accounts department

Human resource and administration department

Mechanical & Electrical department

Marketing department

Supply chain management

Systems department



3.3.1 Customer service department

This department is the provision of service to customers before, during and after a

purchase. Its importance varies by products, industry and customer; defective or

broken merchandise can be exchanged, often only with a receipt and within a

specified time frame. It has total of 15 employees in this department .the customer

service of this company is handled by 275 service centres in 20 states.

DEPARTMENT CHART

TYPES OF SERVICES PROVIDED

a) Service at service spot

V guard provides service through service centres located in different states customers

who detect complaints can bring them to the nearest service centre to get the required

service.


Head of Department

Manager

Zonal Incharge

Branch Incharge

Service Incharge


b) Service at dealers spot

Serviced is provided through the dealers who deal with v guard products. In this case,

thecustomers can approach the dealers with the defected product and the dealers

return the Products after the complaint have been rectified.

c) Service at customers spot

Service is also provided at the spot where the customers are. In this

case, technicians are sent to the customers after the complaint has been

reported .According to their policy; complaints should be rectified within 24-

48 hours of registering the complaint.

Levels of services

1) Customer satisfaction

It is ensured that all the complaints are solved within 24 hours of receiving the

complaint .employees are assigned to visit the customers spot for solving issues that

might have occurred while using the product and even replacing the product if

required. The service charges are collected as per the approved manual

2) Customer care

As per the company policies, all the details regarding the service terms, warranty

details, service charges etc are to be displayed in front of the service centre. After the

service has been done, feedback from the customers is collected. This improves them

in correcting their flaws in the service provided and to serve them better. Feedback

regarding the quality of the products, after sales service etc is collected by visiting the

dealers dealing with their products.



3) Customer delight

The very favourable experience of the client of a business when they have received a

good or service that significantly surpasses what they had initially anticipated.

A marketing department can use instances of customer delight to

a company's advantage by requesting referrals and obtaining testimonials from

delighted customers that can help attract new customers.

Channels for registering complaints

Various channels have been provided to the customers for registering their

complaints. They are:

Through dealers:

The customers are able to register their complaints with the company through the

dealers dealing with their products.

Directly contact to service centres

Customers can report their complaints by contacting the service centre that is the

closest to them.

Contact through helpline

The customers can contact through their toll free number 1800 3000 1800. Custo

mersfrom any state can contact the branch office in the state through this number

Register the complaints through mail

The customer can also register their complaints through mail.

Service efficiency management

The efficiency of the services provided are measured by doing the following


http://www.businessdictionary.com/definition/customer.html

http://www.businessdictionary.com/definition/testimonial.html

http://www.businessdictionary.com/definition/referral.html

http://www.businessdictionary.com/definition/advantage.html

http://www.businessdictionary.com/definition/company.html

http://www.businessdictionary.com/definition/department.html

http://www.businessdictionary.com/definition/marketer.html

http://www.businessdictionary.com/definition/final-good-service.html

http://www.businessdictionary.com/definition/business.html

http://www.businessdictionary.com/definition/client.html

http://www.businessdictionary.com/definition/experience.html

http://www.businessdictionary.com/definition/favorable.html


Checking the number of complaints solved within 48 hours Service audit reports

Feedback received from marketing department Feedback received from dealers

Feedback received from end users



3.3.2 ELECTRONIC AND NEW PRODUCT DEPARTMENT

This department is in charge of coming up with the new and innovative ideas,

conducting a study on feasibility analysis. A total of 138 employees belong to this

department. This included quality controllers who are appointed at various factories.

These quality controllers ensure that the processes are being followed as instructed by

the head office. They ensure that the quality of the product is uniform with that of the

products of the other factories. The quality controller approves the components that

are being used in the outsourced factories. They provide such works to charitable

institutions like Cherupushpa electronics, Sengo Paul‘s Systems. They produce 1.5lakh

stabilizer a month. V guard has about 62 factories in all over India

Production

The production department is in charge of looking into the production patterns and the

processes that is to be followed in all the factories. They make sure that the patterns

and products are uniform and according to the requirements


Product Development

Product Engineering

CARC MPR New ProjectsProduction Department

Electronic and new products

Senior Manager


Product development

The product development department conducts research regarding the feasibility of

the new product that may be implemented by the company.

Product engineering:

Product engineering department product standardizes the process that is supposed to

follow and the work that is to be done in the factories. The processes that are formed

at the head office are given to the quality controllers that are appointed at the

various factories. They ensure that the processes are followed as per the orders from

the head office.

Component research and approval centre (CARC)

This department is responsible for testing each component that is to be used in the

manufacture of a product. The test is done over a period of 21 days in which the

suitability and usability of the component is tested .It is checked whether it meets the

expectations of the company. Components as minute as screws, bolts, etc used only

after they have been tested at this centre. Suppliers who are interested in supplying

their materials to the company are made to submit a sample with the centre. Major

suppliers are Keltron and in cap.



3.3.3 ELECTRO MECHANICAL DEPARTMENT

This department concentrates on production part Based on the nature of products

following

1. Cable

2. Electronics

3 Heating devices

4. Electro mechanical process

5. Dealing with water pumps, Electric fan, motors, switch gears, mixed grinders.

1) Production control

Activities involved in handling materials, parts, assemblies, and subassemblies, from

their raw or initial stage to the finished product stage in an organized and efficient


Head of Department

Deputy Manager

ExecutivesAssistant ManagerSenior Engineer


manner. It may also include activities such as planning, scheduling, routing,

dispatching, storage, etc

2) Production developments

Production development is about improving existing production systems and

developing new ones. The production system should be developed in integration with

the product, as a part of the overall product realization process and not in sequence

after the product has already been designed.



3.3.4 FINANCE DEPARTMENT

Finance is the life blood of business. Managing the finance is a tedious task in any

organization. The ambitions and plans of business man would remain a merge dreams

unless adequate money is available to cover them in reality. Financial management is

concerned with planning and controlling of the firm’s financial resources. The

financial management include deciding upon the investment, sources of fund,

dividend financing, fund allocation etc...

V Guard is following decentralized account system

A system of accounting under which most of the accounting operations (sometimes

including compilation of the balance and of accounting reports) are done in separate

divisions of the enterprise. Under decentralized accounting the functions of the main

accounting office consist of verifying the accounts of these divisions, giving

instructions to the accounting workers, and doing the accounting for centralized

operations, including compiling the bookkeeping of balances and reports. Since the


CFO

Indirect tax& Vendor

Management

SecretarialHead Accounts

Costing

Inventory Management

State & Local Tax

Internal AuditLegal

&Compliance


decentralized accounting system reduces the possibility of the division of accounting

labour involved in the accounting and its mechanization and increases the overall

volume of accounting procedures and their cost, it is relatively rarely used in practice.

Usually, decentralized accounting is practiced in those sections of an enterprise that

encompass a variety of operations (housing and utilities, public transportation, capital

construction, and other areas, as well as in an enterprise’s independent sections

territorially separated from its centre (such as purchasing points or agencies,

subsidiaries of large-scale offices and chain stores, and distribution warehouses or

bases of trade organizations).

TYPES OF SOFTWARE FOR ACCOUNTING PROCEDURE

V Guard is using SAP ERP software. With SAP ERP, you can efficiently deal with

business challenges in the following areas:

1) Financials – Ensure compliance and predictability of business performance

2) Human Capital Management – Optimize your HR processes with a complete,

integrated, and global human capital management (HCM) solution. SAP ERP

provides this HCM solution for organizations of all sizes and in all industries

3) Operations – Manage end-to-end procurement and logistics business processes

for complete business cycles – from self-service requisitioning to flexible

invoicing and payment – optimizing the flow of materials.

ACCOUNTING POLICIES OF V- GUARD INDUSTRIES LTD

Cash flow statement

Cash flows are reported using the indirect method, whereby profit / (loss) before

extraordinary items and tax is adjusted for the effects of transactions of non-cash



nature and any deferrals or accruals of past or future cash receipts or payments. The

cash flows from operating, investing and financing activities of the Company are

segregated based on the available information.

Depreciation and amortisation

Depreciation has been provided under the straight-line method as per the rates

prescribed in Schedule XIV to the Companies Act, 1956 except in respect of Moulds,

Patterns and Dies, which are depreciated over their useful life of 5 years, as estimated

by the Management. Leasehold land is amortised over the duration of the lease.

Assets costing less than ` 5,000 each are fully depreciated in the year of capitalisation.

Intangible assets are amortised over their estimated useful life as follows: Trademark

– 10 years, Computer software – 5 years.

The estimated useful life of the intangible assets and the amortisation period are

reviewed at the end of each financial year and the amortisation method is revised to

reflect the changed pattern.

INVENTORIES, Raw materials & work in process are valued at cost. Finished goods

are valued at cost or net realizable value whichever is less4.

Investments

Long-term investments are carried individually at cost less provision for diminution,

other than temporary, in the value of such investments. Current investments are

carried individually, at the lower of cost and fair value. Cost of investments includes

acquisition charges such as brokerage, fees and duties.

Employee benefits

Employee benefits include provident fund, gratuity fund and compensated absences



Earnings per share

Basic earnings per share is computed by dividing the profit / (loss) after tax (including

the post tax effect of extraordinary items, if any) by the weighted average number of

equity shares outstanding during the year. Diluted earnings per share is computed by

dividing the profit / (loss) after tax (including the post tax effect of extraordinary

items, if any) as adjusted for dividend, interest and other charges to expense or

income relating to the dilutive potential equity shares, by the weighted average

number of equity shares considered for deriving basic earnings per share and the

weighted average number of equity shares which could have been issued on the

conversion of all dilutive potential equity shares. Potential equity shares are deemed

to be dilutive only if their conversion to equity shares would decrease the net profit

per share from continuing ordinary operations. Potential dilutive equity shares are

deemed to be converted as at the beginning of the period, unless they have been

issued at a later date. The dilutive potential equity shares are adjusted for the proceeds

receivable, had the shares been actually issued at fair value (i.e. average market value

of the outstanding shares). Dilutive potential equity shares are determined

independently for each period presented. The number of equity shares and potentially

dilutive equity shares are adjusted for share splits / reverse share splits and bonus

shares, as appropriate.

Borrowing costs

Borrowing costs include interest; amortisation of ancillary costs incurred and

exchange differences arising from foreign currency borrowings to the extent they are

regarded as an adjustment to the interest cost. Costs in connection with the borrowing

of funds to the extent not directly related to the acquisition of qualifying assets are

charged to the Statement of Profit and Loss over the tenure of the loan. Borrowing



costs, allocated to and utilised for qualifying assets, pertaining to the period from

commencement of activities relating to construction / development of the qualifying

asset up to the date of capitalisation of such asset is added to the cost of the assets.

Capitalisation of borrowing costs is suspended and charged to the Statement of Profit

and Loss during extended periods when active development activity on the qualifying

assets is interrupted



3.3.5 HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE develop an organizational culture where superiors subordinate relations,

teamwork and collaboration among different sub units must be strong and contribute to the

organization health, dynamism and employees pride. In short Human Resource Department aims at

helping people to acquire competencies required performing their functions well and

make their organization do well. Thus the Human Resource Department has become

very popular in the last decade and especially the Human resource network of human resource

development. In an organization and a profession body the advancement of knowledge

skill, value and attitude in human resource development are done through education, training and

sharing experience. Human Resource Department in an organization context is a process where

employee of a organization are continuously helped in a planned way to acquire

capabilities required for performing various tasks or functions associates with their


Director

Senior vice president

Deputy GM

ExecutiveSenior ExecutiveOfficerSenior Officer


present or future expected roles. To develop they are general enabling capabilities as

individual so that they are able to discover and utilize their own inner potential for

organizational development purpose. Now a day’s human resource development departments are

known as personnel department. In organizations the human resource development functions are

taken care by the personnel department. The main functions of the personnel department are

Administration Welfare measures Good industrial relations

The HR practices

Most of the HR practices of V-Guard industries were a result of the vision of its

founder and the culture that they have been created over the years. The founder

advocated simplicity and maintained the culture of a small company and the

employees were encouraged to share their learning experiences too.

RECRUITMENT

V-Guard's greatest asset is its employees. It is committed to attracting, retaining, and

developing the highest quality and most dedicated work force possible in today's

market. It strives to hire and promote people on the basis of their qualifications,

performance, and abilities, and is determined to provide a work environment free of

any form of discrimination both direct and indirect, including sexual harassments.

While recruiting new employees V-Guard takes adequate care to identify the right

candidates guard focus on recruiting candidates who display a high degree of learn

ability, i.e. candidates who are open to learn new things and supply the same in new

situations we also place significant importance on professional competence, academic

excellence, analytical ability, term work, leadership potential, communication and

innovative skills, along with a practical and structured to problem solving.



PERFORMANCE APPRAISAL

A performance appraisal system is a strong tool in the development of human

resources in the organization. It is consider as a mutual feedback to the management

and thereby help to decide the carrier growth, training needs and other human resources

development interventions required for each of them there by aiding their self-development.

Performance is the way forward for every individual and for the company as a whole. It is therefore

vitally important that every individual has a clear understanding of his or her work, objectives and

responsibilities, because performance will measure against these. Performance management must

create a shared vision of purpose and aims of the organization. It must help each individual to

understand and recognize their part of contribution to the organization success and there

by managing and improving the performance of the both individual and organization.

High performance by way of performance management is the only guarantees for survival in an

unpredictable and dynamic world. Managers have to continuously motivate their employees

besides considering other factors that enables superior’s level of performance

INFRASTRUCTURE

It is the responsibility of the department heads to identify, defines, provide and

maintain appropriate work facilities that are required for the performance of activities,

processes and service in order to ensure conformance and specified requirements. Facilities

shall include adequate workspace and associated utilities, equipments, hardware and

software, suitable maintenance and other necessary supporting services. To achieve

the performance of activities, processes, end products, delivery and service to the customer’s

satisfaction the necessary quality plans, work instructions, drawings, test procedures and

checklist are being prepared and adopted.



COMPANY POLICY

1) All selected candidates are initially placed on probation for a period of 6

months

2) On completion of probation period and upon recommendation by the head of

the department, the employee shall be absorbed and confirmed onto the rolls

3) Management cadre employees are directly appointed into the skills

BENEFITS AND PERQUISITES

The benefits given to the employees are of two types, statutory and non-statutory

benefits. Statutory benefits

Provident fund

Employee State Insurance

Employees Deposit Linked Insurance

Service Gratuity

Labour Welfare Fund

Bonus

NON-STATUTORY BENEFITS

Reimbursement of travelling expenses

Leave travel allowance

Medical reimbursement

Personal accident insurance and medi claim insurance

Performance linked bonus

Reimbursement of telephone/mobile rent

Incentives to personnel

Group saving linked performance



Benevolent fund Expenses for purchase of suitcase

Concessional loan

Interest free vehicle loans

Higher education loans for employees.

Education allowance to employees' children

V-Guard award for excellence

Veegaland /Wonder Ia passes

Discount offer for V-Guard products

Suggestion awards

Reimbursement of credit card renewal fee

Best Article Award (V and We)

Contribution for employee‘s marriage

Performance linked incentive scheme

Types of Leave

1) Casual Leave

2) Sick Leave

3) Annual Leave

4) Marriage leave

5) Transfer leave

6) Maternity leave

Salary components

1) Basic pay

2) Dearness allowance

3) House rent allowance

4) Conveyance allowance



5) Compensatory allowance

6) Special allowance (10% of basic pay and dearness allowance)

7) Additional compensatory allowance (based on place of posting)• Fixed

allowance

8) Stores allowance

HR induction and orientation

When new candidates are hired, they are invited for a one week induction and

orientation programme to corporate office and where the candidate is acquainted

which each and every aspect of the organization. A through integration with hr

&business processes takes place. As part of the induction programme they also

undergo training on motivation, visit to our amusement park and also a visit to our

cable factory located in Coimbatore. All the new joiners have an open interactive

session with the top management including our managing director. A special

induction manual was designed for new joiners together with an induction kit which

provide all the necessary details on the company, allowances and the facilities they

are eligible for.

Sports & games activities

V-guard believes in "healthy employees bring better productivity". As part of our

fitness movement we have provided adequate infrastructure to conduct various kind

of indoor as well as outdoor sports. We have separate sports facility, which range

from table tennis to badminton, gymnasium and tie ups with college grounds to

conduct cricket and football matches. company organizes inter-unit sports competition

by making a sports calendar on yearly basis to keep on promoting the spirit of

sportsmanship across our branches the sports activities will come to an end with the

annual sports day scheduled in the month of January 2010 where individual prizes



would be awarded to winners and overall trophy to the department scoring the

maximum points .all the events were coordinated by the recreation club formed for

this purpose.

Leadership development program

On the growing trajectory on which V-Guard is today, there is a strong emphasis on

developing an effective organization that uses its skills in leading and driving its

growth. Hence, our company identifies future leaders by identifying members who

think holistically about the organization, by considering the big picture and act for the

greater good of the enterprise. These members are made to undergo coaching sessions

for meeting their developmental requirements enabling to become the real leaders to

take the organization to greater echelons

Executive development program

All managerial cadre employees are nominated for executive development programs

conducting internally. Trainers are experts in the field and duration of the program

was 6 months (2 days in a month) .training methodology used were case studies,

in basket techniques, business games etc.

Social welfare fund

As part of the CSR initiative, we have started a welfare fund to help the ailing cancer

patients in general hospital, Cochin. Every month employees make voluntary

contribution to this fund from the salary. Once the amount collected, the medicines

are purchased based upon the requirements of the cancer ward and it’s handed over to

the doctor directly by the employees who visit the general hospital every month by

taking turns. This ensures that the medicine reaches the right person. We have

contributed Rs 300,000 worth medicines this financial year.

Departmental tours



As part of the goal setting process for the next financial year departmental tours were

organized which included term building and brain storming sessions. These tips

helped the employees to think out of tile box and give new suggestions in their area.

Employee counselling

Counselling programs were organized for all employees with the help of experienced

counsellors from the respective field.

UNIQUE HR PRACTICES

As we all know requirements of training and experienced professional with the

desired mindset is the need of the hour for any organization to survive and grow in

this competitive environment .while there is node earth of professionals in Indian

industry and people are available in dime a dozen, but what is most important and

difficult to get is the right mindset. This can be easily substantiated by the number

of applications for every job listed on the famous job sites needless to say that

selection of the best candidate with the desired mindset out of such large no of

applicants is a very tedious take. With the business goal being very high the pressure

on HR to reduce the time lag for filling a position has substantially reduced. Normally

a position, which was regd. a month to be filled up, has now got to be filled up in 10-

15 daytime. This has made the job still more challenging. To cope with the growing

expectations of business and in order to give the organization a competitive edge to

the business we in v-guard have streamlined the whole system by integrating the HR

fundamentals with information technology and have adopted some practices unique to

v-guard.



NIYUKTA SAMAAYA

This is our employer engagement programme which we have started in this financial

year. The session is conducted, by inviting employees department wise on a rotational

basis every Saturday in the afternoon, for a period of one hour. Two representatives

from the HR department and a person representing the top management would present

in all the meetings. The program starts with a small introduction followed by an open

session where employees will be free to give their suggestions and speak out their

problems the open session is followed by games to promote team building and

employees are encouraged to exhibit their skills many fruitful suggestions were

received from the employee's sides which were implemented successfully

Online recruitment management system

Under this planed system prospective candidates visit our website and can directly

register their CV for any position listed on the site. Similarly all consultants are also,

required to post their CV through this site. As a result duplication of CV is

immediately identified and not accepted the CV then comes data bank and for short

listing /screening both the functional, users and HR dept. has got the rights. Once a

candidate is rejected, immediately information goes to the consultant or to the

candidate. In case this is selected for interview then the information goes for

finalization of interview at specified date and time. This speeds up the whole process

as it does the initial screening of the vital parameters in terms of a g e, qualification,

experience, etc.



3.3.6 MARKETING DEPARTMENT

Department chart

The marketing department is responsible for sales and promotions of products among

the people so as to have a ready market for them. A number of promotional measures

are in action to maintain an upward trend in sales of the company's products. Sales

turnover of 5-6% is earmarked for advertising the products to relevant segments. Both

print and TV media are used for brand communication. Local and English dailies and

weeklies are used for advertisements. Stabilizer, pump set and solar and electric water

heater advertisements find their place in women magazines also. V Star, the separate

garment division advertises mainly in women magazines and TV media. The

company believes that its dealers and distributors are the best brand ambassadors.

Therefore, a number of dealer incentive schemes are in force to keep the dealers

momentum upward. Dealer's meet is held in every two years with the main intention

of imparting relevant sales skills and motivation and rejuvenating the social bond with

them. The company's distributors are exclusive stockists for its products and as such


Vice president

Kerala Head

Production in charge of various products


the term of appointment stipulates that only V Guard's goods would be stocked and

supplied by the distribution.

Types of Distribution activities

i) Distributor oriented sale

In this, the products are available only through distributors. V-Guard has 36

distributors and 3248 dealers all over the country. The company provides their

products to the retailers through the wholesalers. Stabilizers and cables are mainly

distributed through this method.

ii) Direct dealer operations

In this, the products are made available to the consumers through authorized dealers.

Products like fans and UPS are mainly distributed this way

iii) Direct end user

In this, the products are distributed directly to the customers. There would be any

intermediaries between the company and the customers. Products like online UPS, LT

power cables and project coils are given directly to the customers.

Credit Policies

V-Guard extends credit policies when needed. Such services are mostly given to the

old dealers who have been associated with the company for a long time. They allow

such dealers to purchase products on credit. They also accept post dated cheque

Marketing strategies adopted

Company-> Distributors-> Retailers ->Customers

In this strategy, the products are made available to the customers through distributors

and retailers. The company provides the products to the distributors who provide them



to the retailers at the price set by the company. Retailers provide the products to the

customers as per their demand.

Promotions

Every year a budget is set aside solely for advertising expenses. V-Guard gives a lot

of importance in making their presence felt among the public and also making them

aware of the various products that they have to offer. Some of the ways in which they

promote their products are:

Electronic and print media

Dealer meets, Plumber meets and Electricians meets. This is done for the

purpose of product familiarity. Feedback is also collected at such events.

Hoardings, lite and non- lite boards

Acrylic boards

Activities on radio station

Exhibitions in campuses for products like online UPS s

Exhibitions like Vanitha Ice, Vanitha Utsav, Paarpidam, and Thrissur Pooram

Branding

Dummy displays in showrooms

Salesmen meet

Offers and gifts during seasons e.g. Towels gifted with water heaters

Wall paintings e.g. Sabarimala route



3.3.7 MECHANICAL & ELECTRICAL DEPARTMENT

This department consist of 50 employees who look after the corporate planning and

also by controlling its activities


HOD

DeputyEngineer

DeputyEngineer

ChiefOfficer

SeniorManager

EngineersAssistant

ChiefOfficer

AssistantEngineer

Engineers


3.3.8 RESEARCH AND DEVELOPMENT

The research and development team in the marketing department is responsible for

conducting surveys about products. This survey is mainly done among the dealers to

get their feedback about the demand patterns of the customers and also ideas for

products which have a potential in the market. They then discuss with the concerned

head of departments, management and technicians for their opinions. After this they

move onto the product enhancement stage.

Product strategy

V-Guard has different demand patterns for their products during the year. During the

vacation time i.e. during April and May, the demand for air conditioners is high and

so is the demand for stabilizers. From the month of November till May, the demand

for pumps is high than during the other months of the year. In the months of June,

July, November and December, the demand for water heaters is high. During the

summer season the demand for freezers and coolers is high. During festival seasons

like Onam and Christmas, demand for televisions is high.



3.3.9 SYSTEMS DEPARTMENT

DEPARTMENT CHART

The system is responsible for maintaining the data in the organization. The data

centres in v guard is centralized and severs are maintained at the head office. The data

recovery centre is maintained at Coimbatore Semantic and MacAfee are the

antivirus software used


GM

ExecutivesOfficers

SENIOR MANAGER

Officers Executives

ASSISTANT MANAGER


3.3.10 SUPPLY CHAIN MANAGEMENT

SCM DEPARTMENT CHART

.


PURCHASE

PO

SUPPLY CHAIN MANAGEMENT

INVENTORY LOGISTICS

SUPPLIER SELECTION

SUPPLIERFIXES PRICES

PRODUCT DIVISION

SUPPLY MATERIAL

DEALER

DISTRIBUTION

TRANSPORTATION

CUSTOMER

OWN GODOWN

SUPPLY DEVELOPMENTTNT

STORE

RENTED GO DOWN

TRANSPORTATION

FOLLOW UP


SCM can be viewed as a pipeline for the efficient and effective flow of the products,

material, services and information and financial from the suppliers through the

various intermediate organisation or companies to the customer. The extended

enterprise perspective of SCM represents a logical extension of the purchase and

business logistics concepts. It consists of 10 employees

CORPORATE SOCIAL RESPONSIBILITY

They believe in the amalgamation of corporate management, sustainable development

and global responsibility in working toward a better society and thereby a better

world. They are committed to greening our environment, supporting the less fortunate

and nurturing the downtrodden.

ROTARY-BINANI ZINC CSR AWARD

V Guard Industries was awarded the ROTARY-BINANI ZINC CSR AWARD

(Private Sector) by the Rotary Club of Cochin Metropolis, in association with NIPM

Kerala Chapter and ICAI, Ernakulum Branch for Best Corporate Social

Responsibility Initiative by a company in the state of Kerala



The Thomas Chittilappilly Trust

The Thomas Chittilappilly Trust was founded by Kochouseph Chittilappilly, in

memory of his late father, C.O. Thomas. It is an extension of the philanthropic and

responsible values espoused at V-Guard. It is dedicated to extending its reach to areas

of health, education and care. The trust provides health insurance cover for 1314

families from financially backward classes, 922 families at Tholur Panchayat, Kerala

and 105 families in Ramanagaram Taluk in Bangalore, Karnataka. It also conducts free

health camps at villages and backward areas where the reach of proper health cares is

absent. It sponsors the education of 1587 school children from economically

backward sections in Thrissurand Ernakulum Districts in Kerala and Ramanagaram

Taluk, Bangalore. The trust has also made substantial contributions to NGO‘s

working for various social welfare causes like Udhavumkarangal and the SOS village.

It has also donated generously to many national level causes and relief funds like the

Prime Minister's Relief Fund, Kargil war victims, relief for the earthquake victims

of Latur and Gujarat, victims of the Orissa cyclone and the Tsunami Relief Fund

of the Prime Minister as well as the Chief Minister.



SHANTIMANDIRAM

An old age home for women, providing shelter and care for those who are unable to

care of themselves inParappur Village, Trissur, Kerala. It is managed by the Sisters of

CMC Nirmala Province in whose able hands the inmates receive love and care

irrespective of caste and community. The facility accommodates 60inmates at a time

and is recognised by the Board of Control for Orphanages and other Charitable

Homes,Kerala.True to its name, all facilities are provided free of cost and it is a haven

of peace and tranquillity where the inmates spend the evening of their lives in dignity

and comfort. Shanthimandiram celebrated its first anniversary on 29th May 2010

along with the Inmates. The function started with the blessings of Fr. Franko

Kavalakkatt, Vicar, and Parappur Forona Church. Various cultural programmes have

been performed by the inmates of Shanthimandiram. The function got enriched with

the Folk dance by Managing Trustee and family. The sisters of Shanthimandiram also

involved with the cultural programmes.

Stabilizer SHG activity

Since its inception V-Guard has been providing a mutually beneficial income

generating option to women.

Women who have grouped themselves to form SHG‘s

(Self Help Groups) are distributed assembly kits for voltage stabilizers. An efficient

distribution and collection system networks the women with the company and has

been a resounding success for decades. It provides a stable income for their

households and in turn emancipation from poverty.




CHAPTER 4Swot analysis

Vision & mission


4.1 SWOT ANALAYSIS

While conducting strategic planning for any of the company it is useful to complete an analysis that

takes into account not only your own business but also your competitors business and the current

business well. The following description will highlight the strength, weakness,

opportunity and threats of the V – Guard Industries Ltd.

SWOT analysis of the consumer durable Industry.

STRENGTH

Sufficient human resource power

Competitive price of products is a most powerful weapon of the company

Using the highly qualitative raw materials

Skilled and highly experienced departmental heads

Presence of established distribution network in both urban and rural areas

Presence of well known brands

WEAKNESS

The employees and workers are not satisfied in their work, salaries and

working nature

Demand is seasonal and is high during festive season

Demand of some of the products is dependent on good monsoons

Poor government spending on infrastructure

Low purchasing power of consumers

OPPORTUNITIES

Un exploited rural market

Rapid Urbanization

Increase in Income levels i.e. increase in purchasing power of consumer



Easy availability of finance

THREAT

Presence of established distribution network in both urban and rural areas.

Presence of well known brands.

In recent years organized sector has increased its share in the market wise than the unorganized sector




CHAPTER 5Findings

Conclusions

Suggestions


4.2 VISION AND MISSION

VISION

To offer a range of products at affordable prices, which add to comfort of life

through saving in manual labour, time and energy or for entertainment

To make our products meet international quality standards and provide trouble

free performance.

To adopt designs, which support timely and efficient post sale service.

To continuously innovate and add value to our products, if needed with

technical collaboration.

To continuously assess and improve customer care.

MISSION

“LET US ENDEAVOUR TO MAKE

V-GUARD

A TRUSTED HOUSEHOLD NAME”



5.1 FINDINGS

1) One of the fast growing companies. It has a good technical support from their

employees. They are all well qualified personnel and also they are well trained

personnel.

2) The company having highly equipped modern manufacturing plant

3) Continuous efforts are made by the R & D department for reducing the

manufacturing costs.

4) As a result of intensive R & D, the size of the products was reduced

conveniently.

5) Technology, which aids production, was imported in the year 2007 and 2009.

6) Technology imported in 2007 was not fully absorbed.

7) 39 % of the shares are held by the promoters of the company.

8) Improper coordination among the superiors and subordinates during

certain situation



5.2 CONCLUSIONS

The study has helped in getting an insight in the function of the departments in an

organization practically. The details obtained from the company for organization

study are very useful for a professional career and decision making and the study was

a great experience to know all about the working of an organization.

V- Guard Industries Ltd Policy is to service continously for improvement of their

products, service and also to give quality products to their customers. They have

highly qualified and talented departmental heads that is specialized is advanced field

of mechanical design, system engineering &production technology. Company has

established good network all over India and abroad. Employees want more control of

their careers and rewards based on performance. They are also concerned about

opportunities for growth. Employee’s satisfaction is a measure of how happy workers

are with their job and working environment. Keeping morale high among workers can

be of tremendous benefit to any company, as happy workers will be more likely to

produce more, take fewer days off, and stay loyal to the company. There are many

factors in improving or maintaining high employee satisfaction, which wise

employers would do well to implement.



5.3 SUGGESTIONS & RECOMMENDATION

Based on my observation in the organisation during my stint I would like to

suggest /recommend that:

1) The Company could incorporate the six sigma concept and other related

quality concepts.

2) Build strong and effective relationship between workers and management

3) Solve the employee’s problems rapidly.

4) The Company should take more promotional activities by advertising

aggressively through TV, Internet and other forms of media.

5) A new and improved product, which suits the needs of the consumers to the

best, should be developed.

6) R&D should concentrate more on reducing the cost of production without

affecting the quality of the product.

7) The company should increase its foreign earnings.

8) The rural markets have not been covered yet. The company should take necessary steps for

the same.

9) The company should take necessary steps to control the effect of continuous

price fluctuation of raw materials.



BIBLIOGRAPHY

Books

1) T.N Chabra, 2005, HRM, 5th Edition Gagan kaput for Dhabaptrai&Co.

2) Kotler Philip, 2006, Marketing management, Millennium edition, New Delhi:

Prentice-Hall of India Pvt Ltd.

3) Dr.V Radha, P.t Oommen, NS, Nair, Marketing Management, Revised edition

Websites

1) V – Guard Annual Report 2010-2011, viewed on 04/08/2012.

http://www.v-Guard.in/pdfs/annual Report_v-Guard-2010-2012

2) V Guard Annual report 2011-2012, viewed on 04/082012

http://www.v-Guard.in/pdfs/annual Report_v-Guard-2011-2012

3) IPO status details, viewed on 05/08/2012

WWW.Chittogarh/IPO/IPO-details.aspa=165

4) V- Guard prospectus, viewed on 04/08/2012

http://www.sebi.gov.in/dp/vguard.pdf

5) Stories of V- Guard, viewed on 08/08/2012

www.hindu.com/2007/11/27/stories/2/27563700

6) V- Guard information, viewed on 10/08/2012

www.telefolio.com/sample.aspxRn=86

7) Kochouseph Chittilappilly Profile Biography viewed 10/082012

www.spiderkerala.net/resources/8157-kochouseph Chittilappilly-profile

biography.aspx

Other sources

Published sources of company


http://www.spiderkerala.net/resources/8157-kochouseph%20Chittilappilly-profile%20biography.aspx

http://www.spiderkerala.net/resources/8157-kochouseph%20Chittilappilly-profile%20biography.aspx

http://www.telefolio.com/sample.aspxRn=86

http://www.hindu.com/2007/11/27/stories/2/27563700

http://www.sebi.gov.in/dp/vguard.pdf

http://WWW.Chittogarh/IPO/IPO-details.aspa=165

http://www.v-Guard.in/pdfs/annual%20Report_v-Guard-2011-2012

http://www.v-Guard.in/pdfs/annual%20Report_v-Guard-2010-2012

dessertation project

Documents

vguard industries limited

v guard industries limited

organization study report

v guard industries pvt

systems department

organisational study

organazational study

organisation study