Final Summer Internship Project

ADITYA BIRLA INSULATORS LIMITED A PROJECT REPORT ON TO STUDY ABOUT ORGANIZATION STRUCTURE & JOB DESCRIPTION AT ADITYA BIRLA
INSULATORS LTD. HALOL, PANCHMAHAL SUBMITTED TO SIGMA INSTITUTE OF ENGINEERING AFFILIATED TO GUJARAT TECHNOLOGICAL UNIVERSITY, AHMEDABAD
IN PARTIAL FULFILLMENT FOR THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION UNDER THE GUIDANCE OF Prof. RAHUL J. DESAI ( FACULTY GUIDE ) SUBMITTED BY JAYDEEP J.BARAIYA MBA I, SEM II ENROLLMENT NO.107750592004
SIGMA INSTITUTE OF ENGINEERING
SIGMA INSTITUTE OF ENGINEERING (M.B.A.)
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ADITYA BIRLA INSULATORS LIMITED (MBA PROGRAMME) VADODARA
DECLARATION
I undersigned, Mr. Jaydeep J. Baraiya SIGMA INSTITUTE OF ENGINEERING (MBA), declare that the work carried out in this project named Study of Organization
structure & Job Description is my original work & is based on the information
gathered from the company during the training period. I have not submitted this work to any other university/Department for the award of any other degrees.
Date: Place:
Jaydeep J. Baraiya(SIE) Enrollment no.:107750592004
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ADITYA BIRLA INSULATORS LIMITED
ACKNOWLEDGEMENT
I hereby feel pleasure to get such a tremendous opportunity to conduct a project on Study of Organization structure & Job description. I feel pleasure for giving words of thanks to those who are directly or indirectly related with the project to make it succeed. First of all, I am very grateful to my external guide Ms. Kalpa Solanki Asst. Manager at Aditya Birla Insulators Limited, Halol, Panchmahal. Secondly I would like to say thanks to my honorable Director Dr. Y.B. Joshi who has given me such a great opportunity to show & represent my Management skills. I could not been success with this project if I had not got support and guidance. I feel glade to be a very much thankful to Pro. Rahul J. Desai (Faculty Guide), who had not only guide me but also helped to understand and applying all the circumstances at the time of project work. This has added a great essence in the project work. He is the source of motivation and dedication for the work to be done.
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PREFACE
This project is subject to study of Organization structure & Job Description at Aditya Birla Insulators. The role of human resource is to encourage them to their best. There is a relationship between Organization Structure & Job Description. In the research we have come to know about roles, responsibilities & accountabilities of employees.
EXECUTIVE SUMMARY
SIGMA INSTITUTE OF ENGINEERING (M.B.A.) Page 4
This project report is on To study about Organization Structure & Job Description at Aditya Birla Insulators Limited. The research has been conducted with the purpose of defining roles, responsibilities, accountabilities of each and every employee. The way in which an organizations activities are divided, organized & coordinated. The most basic-and the most complicated- problem in business is figuring out how to move from a great, high level idea to practical, operational success. The primary objective of the study is to determine that which accountabilities are excluded & included of all management cadre employees of each section. For getting the right information about roles, responsibilities & accountabilities of an individual Job Description. Here various department in this organization so, I have select mainly five departments for taking survey. From every department I have taken 20 samples from each department. My target population are 100 employees. The report is divided in to eight chapters: (1) Introduction (2) Literature Review (3) Details of the study (4) Methods/Methodology adopted for the study (5) Analysis, Findings & Conclusions (6) Contribution & learning from the Project (7) Annexure & (8) Bibliography
Index
Chapter No. 1 Introduction
Particulars
Page no. 7
(A) Company Profile 2. 3. Literature Review Details of the Study (A) (B) (C) (D) (E) 4. Objective Formulation of the problem Sample Design Target Population Rationale of the study 54 31 52
Methods/Methodology adopted for the Study (A) (B) Survey Questionnaire
5. 6.
Analysis , Findings & Conclusions Contribution & learning from the project (A) (B) (C) Details of the contribution of the study The benefits to the organization The learning from the study for the student
76 86
7. 8.
Annexure Bibliography
89 94
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Chapter-1
Introduction
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Company Profile
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Introduction
The Management Journal
Our Vision
Our Vision: To be a premium global conglomerate with a clear focus on each business.
Our Mission
Our Mission: TO deliver superior value to our customers, shareholders, employees and society at large.
Our Values
Our Values: Integrity, Commitment, Passion, Seamlessness, Speed
Our values are non negotiable

we must not lose sight of our basic values. We may grow one per cent less, but integrity must underpin all of our actions and decisions. One must constantly ask oneself: Is this decision in the best interest of our Organisation? Be it recruitment, be it purchase or appointing distributers. For any decision in fact, this should be the yardstick against which
your action must be measured. That is what is integrity complete honestly, fairness and transparency of transactions and action. Speed likewise is of essence. Speed, agility is a competence we must hone across all our business. We strive to be a seamless Group that is constantly leveraging the enormous knowledge that exists among us. We are all part of one large entity. Mr. Kumar Mangalam Birla
The voice of Mahatma Gandhi

Weaving the epic life of the Mahatma in rhythmic, moving cadences, embellished with photographs, paintings, film footage, video clips and more, the Eternal Gandhi Multimedia Exposition gives you an unusually splendid feel of history.
My first meeting with Gandhiji was in1916...our contact continued to the end of his life a period of 32 years when he died in my house in Delhi. How did I come in touch with him? The hidden hand of destiny, which works in an inscrutable manner, should alone be credited with this fortunate occurrence in my life. -Ghanshyamdas Birla, In the shadow of Mahatma
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Year
2004 2004 2004
Awards
Unit Name
The Stockholm industry water award Staple Fibre Division, Nagda FICCI CSR Award for Rural development Greentech Gold Award for Outstanding Achievements in safety Management Greentech Gold Award for Environment Excellence PCRA Award for Energy Conservation Greentech Gold Award for Environment Excellence Deming Quality Control Award Greentech safety Gold Award for Outstanding Achievements in the Staple Fibre Division, Nagda Staple Fibre Division, Nagda Staple Fibre Division, Nagda Staple Fibre Division, Nagda Birla Cellulosic,Kharach Birla Cellulosic,Kharach Grasilene Division,
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2003 2003 2003 2003 2003
field of safety 2003 2003 2003 2003 2003 2003 Golden Peacock National Quality Award TERI Corporate Environmental Award Golden Peacock Environment Management Award 2nd SGS ICS Indonesia Annual Quality Award Best Performance Certificate from Security Exchange of Thailand
Harihar Grasilene Division, Harihar Harihar Polyfibres, Harihar Harihar Polyfibres, Harihar P.T.Indo Bharat Rayon,Indonesia The Rayon Public Co. Ltd.
Quality Control Promoter Award for The Rayon Public Co. Top Management, Quality Control Ltd. Facilitator Award
The Passion To Excel

The Aditya Birla Awards for Outstanding Achievement owes the culture of excellence that our Group radiates. This is a legacy, that we endeavour to zealously guard and carry forward stewarded by Mr.Kumar Mangalam Birla. The 3rd Aditya Birla Awards for Outstanding Achievement, celebrated on the 13th and 14th of November, 2000 (the birth anniversary of Adityaji) were spectacular. Among the thousand strong members of the Aditya Birla Group family, who were witness to these two immemorial evenings, the excitement was palpable, the suspense nail-biting ,the bonding, the camaraderie overwhelming.
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Raising a toast to innovation and creativity, to outstanding commitment and teamwork, to the wealth of talent in our group, in a compelling speech, Mr. Kumar Mangalam Birla asserted that our people centric approach would help us continuously stoke the fires of growth to unprecedented levels. In Mr.Birlas words; I want to share with you that it is my personal mission to make the Group an even more exciting place to work in, with freedom of choice of career paths and growth opportunities like we have never imagined before, where those with merit and a positive attitude can surge up to be within striking distance of the top echelons of our group, faster than they thought they ever could.
A UNIQUE CONGLOMERATE GUIDED BY VISION
Financial Services
Telecom^3 # (25.38%)
IT-ITes2 (88.28%)
Fashion & Lifestyle
Manufacturing
Life Insurance SIGMA (74%)* INSTITUTE OF ENGINEERING (M.B.A.) NBFC Private Equity Asset Management Broking (75%) Wealth (50%) Management Insurance Advisory
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ADITYA BIRLA INSULATORS LIMITED Carbon Black
Agri-Business
Rayon
Insulators
Textiles
Aditya Birla Insulators Profile
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Aditya Birla Insulators, the insulators business of Aditya Birla Nuvo, is Indias largest and the worlds fourth largest manufacturer of high-voltage porcelain insulators. With an extensive product range that includes hollow, solid core, disc, pin, post insulators, finding applications in the entire spectrum of sub-station and transmission systems, Aditya Birla Insulators quality is ensured by world-class technology and cost competitiveness. With its plant located at Rishra in West Bengal and Halol in Gujarat, Aditya Birla Insulators has an installed capacity of 48,760 mt including the recently expanded capacity of 10,000 TPA and caters to the entire spectrum of sub-station and transmission insulators up to 765 KV system voltages. A recipient of the Capexil's top export award and special export award for the last 18 years, the insulators business has also bagged awards from the president and prime minister of India for export excellence. Aditya Birla Insulators leverages the rich legacy of the Aditya Birla Group and the technical expertise accrued through over four decades in the industry. The company provides a comprehensive range of high-performance insulators to the power industry in India as well as overseas. The Aditya Birla Insulators' product range is exported to 58 countries around the world with focus on markets in Europe and America. Aditya Birla Insulators exports one third of its total sales. The business has been proactive in gauging changing customer needs and adapting its product range to meet high quality standards and customer satisfaction. With its products extensively tested in reputed national and international laboratories, the resultant output is truly world class and the companys long-term customers that include leading power utilities and multinational companies vindicate this. Aditya Birla Insulators (ABI) is the largest manufacturer of Electrical Insulators in India and the 4th largest in the world. Started in 1967 with an initial capacity of 2400 MT at Rishra, ABI presently has two plants, one at Rishra near Kolkata and other at Halol near Vadodara with a combined production capacity of 38800 MT and caters to the entire spectrum of substation, transmission and distribution insulators upto system voltages of 800 KV AC & HVDC. To keep pace with power sector growth, the capacity is being further enhanced by 15200 MT progressively by Jun09, thus making it a total of 54000 MT which will make ABI the third largest player in the world. Additionally, composites are being introduced to meet the
requirements of application in highly polluted zones. Electrical Insulator is a high-tech engineering product and requires in depth knowledge about product 20-25% of our revenues are earned through exports. and product applications.As of now we dont have any business in the assigned territories, though around
Insulators
The insulator sector appears to be heading for strong growth in the near future, especially given the likely increase in the Governments spending on power infrastructure and proposed entry of the private sector in the transmission and distribution business. Our strategy for ensuring profitable growth will be to go on high value products, where competition from the unorganised sector is relatively lower, explore new markets and leverage on existing relationship with customers, both in the local as well as international markets. We will concentrate on enhancement of margins through improvement in yield and operational efficiencies. Development of new products, such as HVDC and high rating products as well as Isolators will be also central to our growth.
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Insulator reliability is smiling

A persevering student is glad to be able to study for her exams with the support of illumination, in the late hours of night, thanks to the power transmission helped by superiorquality porcelain insulators manufactured by Aditya Birla Insulators, a business that is a part of Aditya Birla Nuvo. The extreme reliability of an extensive product range made by Aditya Birla Insulators comes from world-class technology. This, along with cost competitiveness, has enabled the business to become Indias largest and the worlds fourth largest manufacturer of porcelain insulators.
Leadership team of Aditya Birla Group

Our leadership team provides strategic direction to Group companies. The team comprises:
Mr. Kumar Mangalam Birla Chairman, Aditya Birla Group Mrs. Rajashree Birla Chairperson, The Aditya Birla Centre for Community Initiatives and Rural Development Mr. Ajay Srinivasan Financial Services
Mr. Pranab Barua Textiles and Apparels
Mr. Rajiv Dube Group Corporate Services
Dr. Rakesh Jain Aditya Birla Nuvo

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Mr. Askaran Agarwala Birla Group Trusts & Special Community Projects Dr. Bharat Singh Business Review Council (Services business) Mr. D.D. Rathi Business Review Council (Services business)
Mr. Ravi Kastia Trading, Port and Power Projects
Mr. Himanshu Kapania Telecom Dr. Santrupt B. Misra Carbon Black Business and Group HR Mr. Shailendra Jain Chairman, Business Review Council (Manufacturing business) Mr. Thomas Varghese Retail Mr. Tuhin Mukherjee Mining and Mineral Resources Development
Mr. Debu Bhattacharya Metals
Mr. K. K. Maheshwari Pulp & Fibre
Mr. Lalit Naik Chemicals
Mr. O. P. Puranmalka Cement
Mr. Vikram Rao Acrylic Fibre and Overseas Spinning Business
Process of Insulators
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Aditya Birla Insulators follows world-class manufacturing practices in the production of porcelain insulators. The important stages in the manufacture of porcelain insulators are: 1. Wet grinding of raw materials to slurry form 2. Filter pressing to de-water the slurry 3. Vacuum extrusion to provide plastic clay
4. 5. 6. 7.
Shaping by pressing or turning Drying to remove absorbed water Firing to convert the raw material mixture to strong and vitreous porcelain Assembly, which involves fitting terminations to the porcelain shapes, so that
they become insulators 8. Testing, which implies a series of mechanical and electrical tests to ensure the technical integrity of the products
Aditya Birla Insulators recognises that highproduction is supported by a comprehensive systems, fully and Halol factories.
quality products are obtained if only system of process and quality control. These
documented, are a vital part of everyday production at both the Rishra
Products
Solid core station Post Insulators
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Specifications
1. Rating: up to 800 kV 2. Creepage distance: 25 and 31mm /kV 3. Applicable standards: IS, IEC, ANSI
Salient features
Solid core station post insulators are comparatively lighter and have smaller
diameters than other types of post insulators of similar voltage class. These are ideally suitable for compact installations which result in slim and neat appearance and afford better harmony with other modern apparatus in any EHV/UHV substation.Solid core station post insulators have superior antipollution performance, low RIV, better arc resistibility and lower deflection under cantilever load.
Long rod insulators
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Specifications
1. Rating: up to 800 kV 2. Creepage distance: 25 and 31mm /kV 3. Applicable standards: IS, IEC, ANSI
Salient features
Long rod insulators are absolutely punctureproof, possess high arc resistibility and are
free from cement growth trouble. Long rod insulators can be used at suspension and tension locations both as single and multiple strings as per system requirements. Standard long rod insulators have high strength in compression and tension, provide higher leakage distance with superior self-cleaning characteristics and are lighter when compared to disc insulator strings of similar voltage class. These insulators are useful for reducing the width of the right of way with consequential economy in the design of the overhead line.
Traction Insulators
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Specifications
1. Rating: up to 25 kV 2. Creepage distance: 25 and 31mm /kV 3. Applicable standards: IS, IEC, RDSO specifications
Salient features
Traction insulators are 25 KV OHE insulators manufactured for Indian
Railways. These are solid core insulators suitable for normal and polluted zones and are designed as per RDSO specifications.
Hollow Porcelains Insulators

Specifications
1. Either fitted with metallic flanges or without flanges for SF6 circuit breakers, 2. 3. 4. 5. instrument transformers, condensor bushings, and lightning arresters upto 800 kV Maximum height in one unit construction: up to 2600mm Maximum diameter: 650mm Bore can be parallel, taper or bulge as per customer's specific design Applicable standards: IS, IEC, European norms 50062, ANSI.
Salient features
The design concept for hollow porcelains is dependent on the complete design of electrical equipment such as SF6 circuit breakers, air-blast circuit breakers, minimum-oil circuit breakers, instrument transformers, condenser bushing and lightning arresters. The porcelains are designed in consultation with the manufacturers of equipment so as to meet the electrical and mechanical requirements. The manufacturing possibilities of shape, size and dimensional tolerances of large hollow porcelains comply with Indian and international standards.
Solid core line post insulators
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Specifications
1. Rating: up to 66 kV 2. Creepage distance: 25 & 31mm /kV 3. Applicable standards: IEC, ANSI
Salient features
Solid core line post insulators can be used as support for conductors on cross-arms of transmission and distribution line poles. These insulators are recommended for polluted zones and areas prone to vandal damages. Even if the insulator shed is damaged, there will be little decrease in flashover voltage and power supply will not be disturbed. The damaged insulator can be left in service and replaced conveniently. No change in cross arm is necessary, if pin type insulators are replaced by line post insulators during maintenance.
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Specifications
1. Profile: Anti fog, normal, open profile 2. Mechanical strength: up to 420 kN 3. Creepage distance: up to 690 mm 4. Applicable standards: IS, IEC, BS, ANSI, Australian specifications
Suspension Insulators (Disc porcelain)
Salient features
Suspension insulators (Disc porcelain) are the most widely used models for transmission and distribution lines. Their design varies to suit different types of polluted zones and mechanical strength as per customer's requirements.
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Pin Insulators
Specifications
1. Rating: up to 69 kV 2. Mechanical strength: 10 kN 3. Creep age distance: up to 1080mm 4. Applicable standards: IS, BS, IEC, ANSI, AS, VDE specifications
Salient features
Pin insulators of one piece or multipiece construction are widely used in low cost distribution lines. Multipiece construction makes these insulators less vulnerable to damage. A multipiece insulator can normally withstand the line voltage for a considerable time without difficulty even if one shell is broken. Aditya Birla Insulators manufactures full range of pin insulators for application in subtransmission and distribution lines up to a system voltage of 66/72 kv. These insulators are available with creep age path to meet various requirements of pollution.
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Cap and pin type insulators
Specifications
1. Rating: Up to 36 kV and up to 245 kV with multi units 2. Mechanical strength: up to 32 kn 3. Creep age distance: 1050 mm (single unit) 4. Applicable standards: IS, IEC, ANSI specifications
Salient features
Cap and pin type insulators are designed mainly to support disconnecting switches, bus bars, conductors, and equipment for substations. They are capable of being stressed in tension, compression, flexion, torsion and combined stresses up to the specified limits. These insulators are more economical than other types of insulators used for similar applications. Cap and pin type post insulators are divided into two main groups, no stacking and stacking units. Single units are available for service voltage up to 36kV and multi-unit stacks are available for service voltage up to 245kV.
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Competitors of Aditya Birla Insulators Limited.
1. American Insulators Corporation.

2. Austin Insulators Incorporation. Australia
3. Bharat Heavy Electricals Limited. Bangalore, India 4. Hunan Liling Yugo Porcelain Insulator Co. Limited. China 5. IEC Insulators, Mount Abu, Rajasthan 6. Modern Insulators, Bhopal
Worldwide Markets
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Awards of Aditya Birla Insulators

1. Aditya Birla Insulators, Rishra has won the Golden Peacock National Quality Award
(GPNQA) 2007 in the manufacturing category. The GPNQA model is based on MBNQA (Malcolm Balridge National Quality Award) and is aligned with the World Class Manufacturing Practices (WCM) / TPM process. This award was given to 9 organisations out of a total of 186 participating organisations.
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2. Aditya Birla Insulators has been receiving the top export award / special export award from Capexil for the past 18 years an unprecedented record equalled by none 3. Aditya Birla Insulators has also won awards for export excellence from the president and prime minister of India
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Chapter-2
Literature Review
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Literature review of Organization structure & Job Description

Organization Structure
Organizational structure refers to the way that an organization arranges people and jobs so that its work can be performed and its goals can be met. When a work group is very small and face-to-face communication is frequent, formal structure may be unnecessary, but in a larger organization decisions have to be made about the delegation of various tasks. Thus, procedures are established that assign responsibilities for various functions. It is these decisions that determine the organizational structure. In an organization of any size or complexity, employees' responsibilities typically are defined by what they do, who they report to, and for managers, who reports to them. Over time these definitions are assigned to positions in the organization rather than to specific individuals. The relationships among these positions are illustrated graphically in an organizational chart (see Figures 1a and 1b). The best organizational structure for any organization depends on many factors including the work it does; its size in terms of employees, revenue, and the geographic dispersion of its facilities; and the range of its businesses (the degree to which it is diversified across markets). There are multiple structural variations that organizations can take on, but there are a few basic principles that apply and a small number of common patterns. The following sections explain these patterns and provide the historical context from which some of them arose. The first section addresses organizational structure in the twentieth century. The second section provides additional details of traditional, vertically-arranged organizational structures. This is followed by descriptions of several alternate organizational structures including those arranged by product, function, and geographical or product markets. Next is a discussion of combination structures, or matrix organizations. The discussion concludes by addressing emerging and potential future organizational structures.
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How to make an effective organization?

Drawing a line between strategy and execution almost guarantees failure. Strategic Goals Roger L. Martin
Identified Resource Gap Internal Development or External Sourcing
Relevance of the Firms Existing Resources to Purchase Contract or Inter Firm Combination? Purchase Contract or Inter Firm Combination? Alliance or Acquisition?
Desired closeness with resource Provider
From Harvard Business Review July-August 2010
Organization chart of Aditya Birla Insulators Ltd.

CEO President
Chief Manufacturing Officer
FH-HR
DH-Executive Relation Security & Admin & Environment Safety
FH-Manufacturing
Engineering
Production
ISO-WCM
Technical
Polymer
Relation between Organization Structure & Job Description

Organization structure shows us that where the every person is divided under which person. In the sense of under which departmental or function head.
There is a major connection between organization structure & Job Description. Job Description writing derived from organization chart. Such as 1. Job Title 2. Designation 3. Function 4. Department 5. Reporting to whom 6. Superiors superior Answer of this type of questions, we can get from organization structure. So there is a major connection between Organization Structure & Job Description. With the help of organization structure we can know about how many workers are working under each department. Under the all section heads, How many sub section heads, Engineers & Supervisors are working.
Definitions from different books.

Job description gives details of the various activities which a job holder is expected to perform. However the way he occupies a role, and what he may do, depends not
only on an objective description of the job but also on the expectations from the job holder by several important persons in the organization. The constellation of these expectations is called the role. Role is the position a person holds as defined by the expectations of significant persons (Who are called role senders) in relation to that position. When a role is conceived in terms of expectations by significant persons, it is obvious that the definition of the role will be in terms of such expectations. Job description included details of the specifications of a job in term of the actual day to day activities and responsibilities of a job holder. Book: Designing & Managing Human resource System 3rd Edition Udai Pareek & T.V.Rao. A list of a jobs duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities-one product of a job analysis.
What is a Job description?

Sahl, (1994. p.3) states 'well written job descriptions define the work of the organization and its reasons for existence as an employer of human resources. More, they define and help
quantify the relative importance of work, what each position contributes to a process and the organization as a whole.' This definition illustrates an important point regarding job descriptions, used in today's work environment, by emphasizing that they describe not only what the job is about but how the job contributes to the work of the organization. A job description must be accurate but not a minutely detailed list of an employees tasks and duties (DeLon, 1994). As Behn (1997, p. 60) states: 'it is impossible to list, in anything smaller than an encyclopedia, the multitude of tasks that combine to produce the results desired from a particular job.' Job descriptions are meant to be a guide only 'staff must not interpret them rigidly or job descriptions become a barrier to success' (Degner, 1995, p. 17). Grant (1989) describes them as a 'map' that show direction. Job descriptions are not a description of how a job is to be done (Grant, 1989), a contract (DeLon, 1994) or set of rules, regulations or proper practices (Grant, 1989). They describe the nature of the work to be done by stating the purpose and main responsibilities. They may also include information on the type of person who is best suited to perform the job. Grant (1988) describes job descriptions as a valuable resource. They have the potential to be a useful organizational tool; however, to realize their potential they must be properly prepared. Grant (1988, p. 53) believes many job descriptions do not reach their potential because they 'are too simplistic, they lack detail, they are out of date, they neglect many key structural elements of the job and they are unclearly written'. There are two main types of job descriptions, the generic or general and the specific or individual. Generic job descriptions are written in broadly stated general terms without identifying specific responsibilities, requirements, purpose and relationships. Some organizations use generic job descriptions for the same level within an organization. For particular positions an additional duty statement may be developed. Specific job descriptions provide information on all essential responsibilities assigned to the person performing the job, they are usually quite detailed and comprehensive. (How to write job descriptions the easy way, 1993) From www.alia.org (Australian Library and information Association)
What Job Descriptions used for?

Job descriptions have the potential to be used for a number of human resource functions. The main purposes reported in the literature include the following Again the emphasis is on well written job descriptions.
1. Induction and orientation. Job descriptions provide a good introduction and overview of the job which enables the employee to understand what the organisation expects of them. 2. Understanding the employee's role in the organisation. Job descriptions allow the employee to see where they fit into the big picture of the organisation, and how their job contributes to the organisation. They may also reflect organisational goals and objectives.
3. Identifying training requirements. Job descriptions may identify initial training
requirements for a new employee. If they are included in a performance management system they may be used as an aid in identifying training to improve performance or additional training needed as a result of changing responsibilities. 4. Performance management. Job descriptions are the foundation of an effective performance management system (Meng, 1992) and are used in conducting performance reviews or job evaluations. They may also be used to develop performance measures (Russell, 1996). However, it is important to note that job descriptions are only one component of an effective performance management system. Such a system includes other processes and documentation. For example, an organisation may have induction policies and program, identified roles and responsibilities of various levels of staff, a rewards and recognition program and performance appraisal system. 5. Career development. A study of job descriptions can help employees determine what qualifications, experience and skills are needed to apply for different positions within the organisation. This information can then be used in career planning or development
What is Included in a Job Description?

The content of the job description varies widely from organization to organization and the purpose of the job description will influence what is included. The following list outlines the most commonly referred to components of a job description (apart from the job title, identifying code, grade/level, department, name of
company, physical location, job status, date and name of incumbent) described in the literature reviewed, 1. Job function or purpose which explains the general purpose of the job and why it exists. It also provides the reader with a concise overview of the job. 2. Duties or tasks includes a precise specific list of what the employee does and is expected to do. 3. Responsibilities are a summary of the main responsibilities required of the position. 4. Accountabilities outline the major results expected from the job with supporting actions.
5. Organizational relationships outline how the job fits into the organization and the
structure of the organization.

6. Personal contacts refer to the people the employee will interact with while performing
the job. In the context of internal contacts & external contacts.

7. Reporting relationships include whom the employee reports to and what supervision
the employee exercises. By this way we may know about the superior & superiors superior.
8. Authority identifies what decisions the employee can make and resources they can
commit.
Difference between Traditional Job description & modern Job description

Traditional job descriptions Job descriptions today
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Focus on what a person is required to do - Focus on major responsibility areas, results

that is, a list of duties Looks at the job from an inside-out approach Written by the human resource department
and outputs the person is expected to achieve Looks at the job from an outside-in approach Written by affected employee and manager in consultation with the human resource department
Statement included - 'and any other duties The job description is seen as a profile that assigned by the supervisor' describes major responsibilities rather than covering everything an employee does Access to job descriptions by affected Job descriptions for all positions are employee and management available for any staff member to see and are used as a career development tool Individualistic in nature - appear to focus on Job descriptions reflect the interdependence the job alone reclassified of the job within an organisation into the organisation's system and performance management
Reviewed when a job becomes vacant or Incorporated
reviewed regularly with the employee to maintain currency, accuracy and relevance Time, percentages or frequency included Performance measures or indicators are included
Writing a Job Description (J.D.) a brief presentation: This document briefly:

1. Summarises the purposes of each section in JD template 2. Provides tips on the way to fill in the same.
3. Provides a quick checklist of dos and donts to be considered while filling in the section. Going through this presentation you will find that: The JD document follows a structured flow. Each section logically succeeding the previous ones and builds upon them for providing better role clarity. Following this structure, JD writing becomes a very logical activity. This helps create a document which captures all the essential elements of the job and brings role clarity.
Writing a Job Description

Job Purpose
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A Job purpose is a short and accurate statement of why the job exists in the organization. It is generally in the form of a single short sentence summing up all the critical tasks and activities under the scope of the job.
What must Job Purpose statement include?

A Job Purpose should include answers to the following three questions:
What does the Jobholder do?

Should clarify, the activities the job accomplishes to fulfil the organisations total purpose.
What does the job impact?
Why is the Job done?
Should clarify the unique Should clarify, what would not contribution of the organisation. get done if the job does not exist.
Dos & donts of the Job Purpose

The Dos:
State only the critical tasks State the unique contribution to the organisation Think what will not get done if the job did not exist.
The Donts:
Dont give too many details in a job purpose. Leave them for the accountability section Dont copy someone elses Job Purpose! Every job is unique and hence every Job purpose should be different.
Job Dimensions:
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Job Dimensions list the significant quantities on which the job has some direct and indirect impact. It provides numerical data, which gives a feeling of the scope and scale of the responsibility or authority the job entails. Job dimensions gives information about the following quantitative data. This information has to be specific and explained adequately for proper understanding.
Job dimension
Finance includes:
Sales turnover Annual budgets Annual turnover Project Costs Total deposits Loans etc.
Staff includes : Expenditure includes:

Number of staff Operating budget Direct & indirect Capital reports Payroll etc.
Dos & donts of Job dimensions

The dos:
Please identify the specific numbers the job impacts in terms of costs, expenditure or revenue. Please state the numbers in an area where the job has a direct control/ impact. Use the target figures for the current year.
The donts:

Dont use adjective like large, complex, difficult to describe the dimensions . Dont mention any targets for the future.
Job context
It should give details of the company while stressing on the following points: The background The products The market value The competitors The technology used
The service offered
It should also include details of where the job fits in the overall workflow of the organisation and the main thrusts of the position.
Major challenges
Page 45
The objective of this section is to describe the complexity and the challenges the job faces as a part of the organisation. This section of the job Description template deals with 2 aspects:
It should describe & give examples of the following:

1. The major challenges or most difficult types of problems the position holder faces in performing the job. 2. The external as well as internal challenges faced by the job.
Dos & donts of job context & Major challenges

The dos:
Mention how the job fits in the overall workflow of the organisation. Mention the main thrusts of the job/major challenges it faces. Give examples of the difficult/ typical problems the position holder faces in performing the job.
The Donts :
Dont mention historical perspective of the job. Dont use adjectives large, difficult, complex which cannot be supported by examples. Do not mention challenges that have already been overcome or solved . Ability of a person to do or not to do a job does not amount to a challenge.
Principal Accountabilities
The principal accountability section describes the main areas in which the job must get results in order to achieve its purpose. It also describes the necessary supporting actions taken by the position holder to meet each accountability, typically every job will have around 6-8 accountabilities and each accountability will have more than one supporting action.
Characteristics:
Accountabilities
1. Identity all key outputs specific to the job 2. Focus on results 3. Timeless 4. Suggestive of measurement 5. Distinct
Supporting actions
1. Activities understand that help how to the
accountability is achieved 2. Specifies duties, methods or processes which the job holder does to achieve the
Writing Accountabilities:
Each accountability should be an ongoing, permanent expectation or a significant deliverable of the job. There are two parts to every principal accountability namely.
1. The accountability itself 2. The supporting actions What is done?

Should indicate the action taken to achieve the end result stated in the Job Purpose.
To what whom?
Should indicate in which area the action is to be taken.( Object)
What is the expected outcome?

Should indicate the effect impact of the action to achieve the Job Purpose.
Writing Accountabilities
Each accountability should be an ongoing permanent expectation or a significant deliverable of the job. There are two parts to every principal Accountability namely.
Relate to whom?
Each supporting action must relate a principal Accountability.
What is to be done?
Specify activities, duties, methods and process which the job holder does.
How is it done?
Identify and define how the principal accountabilities are achieved.
Dos & donts of principal accountabilities

The dos:
Please relate all the principal accountabilities to the job purpose. Accountabilities are similar areas of achievement of the Job purpse. Every accountability seeks to get an end result which achieves the Job purpose.
The donts:
Dont write measurable numbers in accountabilities. There can be no more than 6-8 accountabilities in one job.
Job purpose of direct report

Each job is responsible to
and responsible to some other jobs. Direct reports are
positions that help in achieving the accountabilities of the positions they report to.
What must the Direct Reports include?

1. The jobs reporting directly to the job/position. 2. Job purposes of the Direct Reports. 3. Methods and processes used to manage and control subordinate activities.
Dos & donts of direct reports

The dos:
Mention the actual purpose written in the job description of the direct reports. Write the complete job purposes.
If there are no direct reports, leave the section blank.
The donts:
Dont mention the purpose in brief.
Writing relationships:
Every job has to deal with others in the company or outside the company. This section should list out all the relationships that job holder have to maintain and support. However, care should be taken to list only those relationships which are critical and important to the functioning of the job and clear direct influence on the job. There could be two types of relationships maintained by the job holder.
Relationships maintained with others outside ones department with others outside ones department should be mentioned, along with
The position level Purpose and Frequency of contact
Relationships maintained with others outside the company should be mentioned, along with
The organisation and the position level Purpose and Frequency of contact
Organizational Relationship
The purpose of this section is to gain a clear picture of the organizational structure within which the position holder works. If the position has direct subordinates, indicate the major areas of responsibilities and the number of employees who report to these direct subordinates. Make sure to use titles only. The organization structure should indicate the positions of the subordinates reporting to the job holder. The peers of the job holder should also be shown in the organization structure.
Purpose of organizational relationships

The organizational relationships answer the following questions:
Whom does this job report to?

Should indicate the number of immediate superiors.
Who are the peers?

Should indicate the number of contemporary job positions.
Who are the subordinates?

Should indicate the number of subordinates and their responsibilities.
Page 51
Endorsement/ sign off:

This is the last section of the job description template. The purpose of this section is to validate the information filled in the template. This is done by a person superior in position to the one who has filled the Job description.
Purpose of endorsement / sign off:

Now, you have been trained to write job description, either your own or that of your subordinate. However, if you have written your own job description its your superior who will finally endorse whether the job description written reflects the job as is being done. Your superior is responsible for validating the information given in the Job description of all his subordinates. This section endorses the job description and states that there is a proper understanding and agreement between the superior and the subordinate. Hence they both sign to show their consent.
Page 52
Chapter-3
Details of the study
Page 53
Details of the study

(A) Objective: For getting the right information about roles, responsibilities & accountabilities of an individual Job Description. (B) Formulation of Problem: Problem is that number of accountabilities are included & excluded so now Organization wants to know clearly who has which responsibility. Sample Design:
(c)
Here various department in this organization so, I have select mainly five departments for taking survey. From every department I have taken 20 samples from each department
(C)
Target Population: My target population are 100 employees. Rationale of the Job description
(D)
Job descriptions are written statements that describe the:

1. 2. 3. 4. 5.
Duties Responsibilities Most important contributions and outcomes needed from a position Required qualifications of candidates, and Reporting relationship and coworkers of a particular job.
Job descriptions are based on objective information obtained through job analysis, an understanding of the competencies and skills required to accomplish needed tasks, and the needs of the organization to produce work. Job descriptions clearly identify and spell out the responsibilities of a specific job. Job descriptions also include information about working conditions, tools, equipment used, knowledge and skills needed, and relationships with other positions.
Page 54
Chapter-4 Methods/Methodology adopted for the study
Page 55
Methods / Methodology adopted by the Study

Here I have used survey method In this project because survey is very easy method to collect the data than any other method. In survey method There is a two method
1. Questionnaire 2. Interview
Here, I have used Questionnaire method for getting information.
Page 56
Analysis of these Questionnaire through Graphs, Charts & Findings for open ended questions.
I have taken 100 samples for this survey all respondents are maximum management cadre.
First of all I have taken total of 100 samples for this JOB DESCRIPTION Writing. These 100 samples are divided in five departments. So, from each department 20 samples are taken & here all five different sections Job Description is given separately. Five different sections are given as under:
1. Production 2. Engineering 3. ISO,WCM & Planning 4. Technical 5. Polymer
Page 57
Charts & Graphs of Manufacturing Department

How many section heads in each department? Production 7 Engineering 4 ISO WCM 2 Technical 5 Polymer 1
Interpretation:
1. 37% are in the production department. 2. 21% are in the Engineering.
3. 11% are in the ISO WCM department. 4. 26% are in the Technical department. 5. 5% are in the Polymer department.
How many workers are working in each department?

Depart. Dryer sliphouse Workers 8 201 Percentage 1 33
Page 58
kiln Shaping Loading Glazing
19 199 66 114
3 33 11 19
Interpretation:
1. 33% workers in the Slip house section.
2. 1% workers in the Dryer section. 3. 3% workers in the Kiln section. 4. 33% workers in the Shaping section. 5. 11% workers in the Loading section. 6. 19% workers in the Glazing section.
Department C&G Warehouse Mechanical Electrical Civil Project
Workers 162 5 90 26 1 0
Percentage 57 2 32 9 0 0
Page 59
Interpretation:
1. 57% workers in the C&G section. 2. 2% workers in the Warehouse. 3. 32% workers in the Mechanical. 4. 9% workers in the Electrical section. 5. Only 1 worker in civil section & no worker in Project section.
Department Process Control Laboratory Design New Project Quality Control
Workers 1 33 0 0 98
Percentage 0 25 0 0 75
Interpretation:
1. 25% workers in the Laboratory section. 2. 75% workers in the Quality Control section.
3. Only 1 worker in Process Control, no one in Design & New Project.
Page 60
What are their major job dimensions in the context of function wise manpower, working under their guidance?
Management Nil Percentage Staff 5 3 Company Workers 50 31 Contract workers 105 66
Interpretation:
1. 66 % are contract workers. 2. 31% are Company workers.
3. 3% are staff members.
Which are your major Job challenges? (Rate according to the importance, 1=Least Important & 5= Most important)
Job/Importance To achieve zero accident Percentage
3 29 30
4 21 20
5 50 50
Interpretation:
1. 50% people tick marks in the 5th box. 2. 30% people tick marks in the 3rd box. 3. 20% people tick marks in the 4th box.
Job/Importance To avoid mistakes Percentage
3 15 15
4 33 33
5 53 52
Interpretation:
1. 52% people are tick marks in 5th box.
Page 62
ADITYA BIRLA INSULATORS LIMITED 2. 33% people are tick marks in 4th box. 3. 15% people are tick marks in 3rd box.
Job/Importance Elimination of potential hazard risk Percentage
3 12 10
4 28 30
5 60 60
Interpretation:
1. 60% people are tick marks in 5th box. 2. 30% people are tick marks in 4th box. 3. 10% people are tick marks in 3rd box.
Page 63
Job/Importance Devlop mindset of Employees to safety Percentage
3 8 8
4 27 27
5 75 75
Interpretation:
Job/Importance Interact with department head & Function Head Percentage
3 17 5
4 52 35
5 31 60
Page 64
Interpretation:
Do you supervise all employees?

Daily Weekly Monthly
Percentage 27 38 35
Section Head 35 40 25
How much they have interaction with employees is showing this chart.
Interpretation:
1. 27% section heads. Sub section heads are supervising daily employees. 2. 38% section heads. Sub section heads are supervising weekly employees. 3. 35% section heads. Sub section heads are supervising monthly employees.
Page 65
How many employees are related to your Job?

Regular Often Periodic Need Base
Percentage 18 33 44 5
Interpretation:
1. 18 employees have Regular Internal contacts.
2. 33 employees have Often Internal Contacts. 3. 44 employees have Periodic Internal Contacts.
4. 5 employees have Need Base Internal Contacts.
External Contacts Government Non Government Corporate office Suppliers

Contacts
13 0 24 25 Page 66
Contractors
38
Interpretation:
1. 13 employees have Government contacts. 2. No employees have Non government Contacts.
3. 24 employees have Corporate Contacts.
4. 38 employees have Contractors Contacts.
Are you authorizing for machines, equipments, tools?

Purchase Maintenance Repair Other
15 40 13 28
Interpretation:
1. 15 employees have authority for Purchase 2. 40 employees have authority for Maintenance. 3. 13 employees have authority for Repair.
Page 67
ADITYA BIRLA INSULATORS LIMITED 4. 28 employees have authority for Other.
Are you responsible of supplies or stock? What is your responsibility? In the context of following.
Inventory Packing Dispatch
37 25 38 37% 25% 38%
Interpretation:
1. 37 employees have responsibility of Inventory. 2. 25 employees have responsibility of Packing. 3. 38 employees have responsibility of Dispatch.
Which are your major accountabilities in accordance with supporting actions? Major Accountabilities
1 2 Environmental system To introduce modern method
Yes 14 20 No 25 20
Page 68
Performance management Total
10 44
11 56
Interpretation:
1. 44% People are taking supporting actions with their major accountabilities.
2. 56% People are not taking supporting actions with their Major accountabilities.
Major Accountabilities
4 5 6 Security & Administration Database Management To ensure statutory compliance Total
Yes
0 15 60 75
No
15 5 10 25
Interpretation:
Page 69
Major Accountabilities 7 8 9 Plant & implement new project quality control of raw Material Implementation of annual sales budget Total
Yes
25 23 5 53
No
12 30 5 47
Interpretation:
Major Accountabilities 10 11 12 Ensure proper skill development Minimum production loss To review weekly WIP
Yes 17 23 11
No 5 17 12
Page 70
13
Quality yield & performance Total
15 66
0 34
Interpretation:
1. 66% People are taking supporting actions with their major accountabilities. 2. 34% People are not taking supporting actions with their Major accountabilities.
Chapter-5
Analysis,
Findings & Conclusions
Page 72
Findings
Engineering Section
Q-1 What is your main task of Job?
1.
Manage the electrical department by planning organizing and controlling the departments resources in various electrical functions.
2.
To provide effective, efficient and economic services ensuring safety and security to the companys existing facilities or new projects.
3.
New installations/renovations related to plant, offices and colonies ensuring minimum down time.
Q-2 Describe the most complex/difficult part of your job?

1. Exercise tight control over the department to achieve cost effectiveness & reduce maintenance cost. 2. Managing subordinates & contractors.
3. Acquiring lead in providing good & quality service to internal customer by
maintenance all equipments in service and availability of production.
4. Development, machinery conversion / modification & and adopt new technology to
upgrade existing equipments.
Page 73
Q-3 What is the Job purpose of direct report?

1. To carryout shift breakdowns & routine maintenance in three shifts. 2. To carryout preventive maintenance as per schedule. 3. Indenting spares as per requirements. 4. Approving incoming spares. 5. Documentation of ISO 9001 & 14001. 6. Maintaining log book & history on regular basis.
Q-4 Describe the major end result the job is expected to achieve.
1. 100% up time of machines 2. Zero accident
3. Timely renovation & updating.
Page 74
ISO- WCM Planning

1. To schedule, co-ordinate and monitor the production and dispatch of insulators. 2. In accordance with dispatch plan prepared by marketing to ensure timely delivery to
customers.
3. ISO-WCM 18001, ISO, WCM & occupational Health & safety ISO 9001,14001

1. Changing habits of employees
2. Reduce number of Customer complaints
3. PSR rejection less than 3%

1. To plan effectively & to train plant people on WCM
1. 100% compliance to ISO system procedures & WCM implementation in plant. 2. Implementation of all quality control systems.
Page 75
Polymer department
1. Overall responsible for managing and monitoring all the functions of Polymer
production & Projects for achievement of production.

2. Performance and project targets with minimum downtime and at budgeted cost. 3. To enable the unit to achieve cost effective production and to meet the market
requirements.
4. To Manage, Execute & Monitor Polymer insulator functions for achievement of
Production and process targets.

1. To achieve cost effective and quality production to enable the unit to deliver unique product globally. 2. To manufacture new products in polymer insulators and further enhance the range of composite insulators. 3. To train the workmen and the employees with the new technology and to make them technically efficient with the work.
4. To manufacture new products in polymer insulators and further enhance the range of composite insulators.

1. To improve work
1. To satisfy the customers requirements.
Page 76
Production Section
Q-1 what is your main task of Job?
1. To minimize the defects ensure the strengths of products, to get a better firing output. 2. Minimize the cost & maximum production, to maintain continuous process. 3. To minimize the kiln defects & smooth operation of all shuttle kiln 4. Value focusing in pre kiln stage 5. Ensure day to day production 6. Productivity, skill development 7. Improvement & quality of product & process. 8. People development

1. Target achievement 2. Man power, contract workmen skill development 3. Man management, safety awareness
4. To abreast with the latest trends to meet the requirements in view of the changes
role of a Secretary in the present business environment. 5. Capacity Under utilisation 6. Large product deviations and less realisation 7. Market competition 8. High degree of reliability 9. Timely completion of major projects.
Page 77

10.
Control of major cost elements like rejection, fuel & electricity, repair & maintenance.

1. Ensure production on per shift basis 2. Avoid accident 3. Training to the workmen 4. Ensure quality of each product 5. Maintain all the SOPs. 6. Ensuring guidance decisions
Q-4 Describe the major end result the job is expected to achieve
1. To successfully stabilize the disc line 2. 0% kiln defects/rejection by 100% affords
3. To meet production plan 4. Minimize the defects & maximizing output with cost reduction initiatives.
Page 78
Technical Section
1. To plan & ensure implementation of all quality control systems. 2. Measuring through compliance to QMS in the plant. 3. To supervise & control inspection of incoming glaze raw materials. 4. To manage routine acceptance & type test with respect to productivity 5. To manage Q.C. function efficiently addressing total requirements of customers to their satisfaction through verifying controlling, all functions of department.

1. Reduce no. of customer complaints
2. Reduce testing rejection on continuous basis.
3. To meet the testing targets.

4. Ensuring defect free insulators to customers. 5. Assuring the product (Mechanically & Electrically) meet the customer requirement 6. To support Design and R&D for new products. 7. Development of subordinates for doing Quality work
8. Supply consistent quality Glaze, Glue and Grit body to manufacture fired Insulators as per International Standard is a major challenge. 9. Continuous monitoring, Inspection & controlling.
Page 79
Q-3 What is the job purpose of direct report?

1. Responsible for Audit and control of Shaping and Cementing area. 2. Daily review and plan for testing the material as per dispatch plan. 3. Inspection . Testing of incoming metal part on sample basis(as required).
4. Customer inspection . Material strength check periodically & give feed back to related
dept.
Q-4 Describe the major end result the job is expected to achieve1. To achieve the target
Page 80
Conclusions
I would like to conclude that this Job description will be help to take major decision to the Organization This is clearly define the roles & responsibilities & accountabilities of each employee which were under the survey. From the above analysis I would like to suggest that this information will be helpful to organization to know the roles & responsibility of each an every employees. Accountabilities which are excluded & included It is clearly define in the analysis. Job description simplifies that every person & employee of an organization who has a different roles, responsibilities & accountabilities. So Division of work should be very clear. There should not be a mismatch of responsibilities.
Page 81
Chapter-6
Contribution & Learning from the Project

Contribution & Learning from the project
(A) Details of the contribution of the study

For this project I took a help of certain books for gathering information about Job Description. I have also taken a help of Internet for reading articles about Job Description. I took survey of each and every employee for defining & writing their roles, responsibilities, working relationships, Job purpose & major accountabilities.
(B) The Benefits to the organization

Researchers, executives, and small business owners all agree that job descriptionsif studied and created carefully and used appropriately as a productivity measurement toolcan help organizations, especially in the early stages of a worker's employment. "Job descriptions are potentially one of the most powerful tools available to help managers improve employee performance and productivity," stated Philip C. Grant in Supervision. "They have great utility for every phase of human resource administration. From designing jobs and reward systems, through staffing and training to performance evaluation and control, the job description is literally indispensible if the human resource is to be managed properly. A recent analysis of job description usage uncovered 132 major management uses for job descriptions. Probably no other management tool has such potential for usage in such a wide variety of significant ways."
Page 83
Job descriptions also may include helpful details addressing other work-related issues, such as the position's travel obligations, normal work schedule, physical location where duties of position will be carried out, union status, supervisory relationships, bonuses, and any other information directly pertinent to the execution of any and all responsibilities associated with the job. In essence, wrote Philip B. Crosby in The Eternally Successful Organization, effective job descriptions let employees know what is expected of them: "If people are going to perform their assigned task, then they obviously have to know what it is, how to do it, and how to measure the results. Either someone has to explain it all to them or they have to figure it out themselves."
(C) The learning from the study for the student

By taking up this survey, now I have a practical knowledge about how to write a Job Description. Writing a Description is a very tough job but not impossioble By this study I can know roles, responsibilities, duties, accountabilities of each and every person. Who is reporting to whom, who is superior & who is superiors superior. By this study I can know the Job Purpose of a Job holder. How the different departments are interrelated in which frequency, those of all details covered under the project. I can also know the Job Purpose of direct report. I can also know the major accountabilities in the context of taking of supporting actions.
Which are the working relationships are also known.
Which are the organizational relationships are also known.
Page 84
Chapter-7
Annexure
Page 85
Annexure
Job Description Questionnaire
Q-1 What is your main task of job?
Job Title
Designation
Function
Department
Reporting to whom
Superior's Higher Authority
Unit
Location
Business
Q-2 Define Function wise Manpower, working under your Guidance Management Staff Worker Contract
Other Relevant Parameters: (Capacity/ Volumes/Budget)
Page 86
Q-3 Which are your major Job Challenges? (Rate according to the importance, 1=Least Important & 5= Most Important) Job Importance 1 2 3 4 5
To achieve zero accident To avoid mistakes Elimination of potential hazard risk Develop Mindset of Employees to safety Interact with department head & Function Head
Q-4 Do you supervise all employees? Contract & Permanent Basis: Daily_______Weekly________Monthly_________
Q-5 How many employees are related to your Job? (Contacts & Relationships)
(I)
Internal Contacts:
(A)Regular :________(B) Often:_________ (C)Periodic :___________(D) Need base:_______
(II)
External Contacts:
(A)Government: ____________________ (B)Non-Government:________________ (C)Corporate office: _____________ (D)Suppliers: ___________ (E)Contractors: ____________
Page 87
Q-6 Describe the most complex/difficult part of your Job?
Q-7Are you authorise for machines, equipments, tools? (A) Purchase _______ (c) Repair________ (B)Maintenance ________ (D) Other_________
Q-8 Are you responsible of supplies or stock? What is your responsibility? (A) Inventory _______ (B)Packing ________(C)Other_________
Page 88
Q-9 Which are your major accountabilities in accordance with supporting actions?
Accountability
Supporting Actions
1.Environmental System
Yes_______No______
2.To Introduce modern method
Yes_______No______
3.Performance Management
Yes______ No______
4.Security & Administration
Yes______ No______
5.Database Management
Yes______ No ______
6. To ensure Statutory compliance
Yes______ No ______
7. Plan & Implement new Project
Yes______ No ______
8.Quality control of raw material 9.Implementation of Annual Sales Budget
Yes______ No ______
Yes______ No ______
10.Ensure proper skill development
Yes______ No ______
Page 89
11.Minimum Production Loss
Yes______ No ______
12. To review weekly Work In Progress
Yes______ No ______
13. Quality Yield & performance
Yes______ No ______
Q-10 What is the Job purpose of direct Report?
Q-11 Describe the major end result the job is expected to achieve-
Chapter-8
Bibliography
Page 91
Bibliography
1. Management Sixth Edition (James A.F. Stoner, R. Edward Freeman, Daniel R.
Gilbert Jr.)
2. Designing & Managing Human Resource systems Third Edition (Udai Pareek &
T.V. Rao)
3. Roger L. Martin The Effective Organization Harvard Business Review (July-
August 2010, Page no.63) 4. Human Resource Management Tenth Edition ( Gary Dessler)
List of websites
1. 2. 3. 4.
www.hbr.org www.shrmglobal.org www.alia.org (Australian Library and Information Association) www.shrm.org
Page 92

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ADITYA BIRLA INSULATORS LIMITED A PROJECT REPORT ON TO STUDY ABOUT ORGANIZATION STRUCTURE & JOB DESCRIPTION AT ADITYA BIRLA

SIGMA INSTITUTE OF ENGINEERING

SIGMA INSTITUTE OF ENGINEERING (M.B.A.)

ADITYA BIRLA INSULATORS LIMITED (MBA PROGRAMME) VADODARA

Jaydeep J. Baraiya(SIE) Enrollment no.:107750592004

SIGMA INSTITUTE OF ENGINEERING (M.B.A.)

ADITYA BIRLA INSULATORS LIMITED

SIGMA INSTITUTE OF ENGINEERING (M.B.A.)

ADITYA BIRLA INSULATORS LIMITED

ADITYA BIRLA INSULATORS LIMITED

ADITYA BIRLA INSULATORS LIMITED

Chapter No. 1 Introduction

Methods/Methodology adopted for the Study (A) (B) Survey Questionnaire

SIGMA INSTITUTE OF ENGINEERING (M.B.A.)

ADITYA BIRLA INSULATORS LIMITED

SIGMA INSTITUTE OF ENGINEERING (M.B.A.)

ADITYA BIRLA INSULATORS LIMITED

SIGMA INSTITUTE OF ENGINEERING (M.B.A.)

ADITYA BIRLA INSULATORS LIMITED

Our values are non negotiable

ADITYA BIRLA INSULATORS LIMITED

The voice of Mahatma Gandhi

SIGMA INSTITUTE OF ENGINEERING (M.B.A.)

ADITYA BIRLA INSULATORS LIMITED

2003 2003 2003 2003 2003

SIGMA INSTITUTE OF ENGINEERING (M.B.A.)

ADITYA BIRLA INSULATORS LIMITED

The Passion To Excel

SIGMA INSTITUTE OF ENGINEERING (M.B.A.)

ADITYA BIRLA INSULATORS LIMITED

A UNIQUE CONGLOMERATE GUIDED BY VISION

Fashion & Lifestyle

ADITYA BIRLA INSULATORS LIMITED Carbon Black

Aditya Birla Insulators Profile

SIGMA INSTITUTE OF ENGINEERING (M.B.A.)

ADITYA BIRLA INSULATORS LIMITED

ADITYA BIRLA INSULATORS LIMITED

SIGMA INSTITUTE OF ENGINEERING (M.B.A.)

ADITYA BIRLA INSULATORS LIMITED

Insulator reliability is smiling

Leadership team of Aditya Birla Group

Mr. Pranab Barua Textiles and Apparels

Mr. Rajiv Dube Group Corporate Services

Dr. Rakesh Jain Aditya Birla Nuvo

ADITYA BIRLA INSULATORS LIMITED

Mr. Ravi Kastia Trading, Port and Power Projects

Mr. Debu Bhattacharya Metals

Mr. K. K. Maheshwari Pulp & Fibre

Mr. Lalit Naik Chemicals

Mr. O. P. Puranmalka Cement

Mr. Vikram Rao Acrylic Fibre and Overseas Spinning Business

SIGMA INSTITUTE OF ENGINEERING (M.B.A.)

ADITYA BIRLA INSULATORS LIMITED

ADITYA BIRLA INSULATORS LIMITED

documented, are a vital part of everyday production at both the Rishra

SIGMA INSTITUTE OF ENGINEERING (M.B.A.)

ADITYA BIRLA INSULATORS LIMITED

Long rod insulators

SIGMA INSTITUTE OF ENGINEERING (M.B.A.)

ADITYA BIRLA INSULATORS LIMITED

SIGMA INSTITUTE OF ENGINEERING (M.B.A.)

ADITYA BIRLA INSULATORS LIMITED

Hollow Porcelains Insulators