INTRUDUCTION

Automobile Corporation of Goa Ltd. (ACGL), the first major engineering unit to be set up in
Goa, a tiny but picturesque state of India, was jointly promoted in 1980 by Tata Motors Ltd
(formerly known as Tata Engineering & Locomotive Co. Ltd.), the largest automobile
manufacturer in the country and EDC Ltd (formerly known as Economic Development
Corporation of Goa, Daman & Diu Ltd.).
Right from the inception, ACGL, with its emphasis on quality, safety, productivity and
reliability in line with the Tata ethos has been endearing itself to its customers.
The company manufactures Sheet metal components, assemblies and bus coaches at its
factories situated at villages Honda & Bhuimpal, Goa.

The company is in operation since 1982 and is a major supplier of pressings and assemblies
to Tata Motors' Pune factory. To meet "Just In Time" supplies to the customer, the company
has set up a press shop at Jejuri, Pune. The Sheet Metal Division at its three units has high
tonnage presses with an output of more than 17,620 tonnes that have ensured complete
customer satisfaction.

In 1987, the company entered into a Technical Collaboration Agreement with Fuji Heavy
Industries Ltd., Japan, makers of Subaru car for various models of chassis mounted bus
bodies and set up a full fledged Bus Body Building Division. The company had a further
agreement with FHI Ltd. to build Monocoque buses in 1995.

Excellent production facilities, highly skilled and continuously trained manpower of

engineers, technicians and other staff have ensured world class products and services. In its
quest towards business excellence , the company practices Integrated management systems
including quality, environment, health and safety in all its operations.

The company is professionally managed. The company’s shares are listed on The Stock
Exchange, Mumbai.

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 VISION
“To engineer innovative solutions that enhance the convenience of

Travel”

MISSION
“To be a premier quality driven organisation, with an engaged

workforce focused on:

 Delivering – safe, innovation and environment friendly mass

Transit solutions.

 Building – robust relationship with customers, suppliers and

Parteners.

 Creating – value for its stakeholders.

 Partcipating – actively to enrich the communities around
us”

BOARD OF DIRECTORS
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H Y

Mr Shrinivas V Dempo Mr Steven A Pinto

CHAIRMAN DIRECTOR

UTU
Mr Girish Wagh Mr Yatin Kakodkar
DIRECTOR DIRECTOR

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 Mr Rohit Srivastava Dr Vaijayanti Pandit
DIRECTOR DIRECTOR

Mr Aasif Malbari Mr O V AjayDirector & CEO

COPYRIGHT © 2014 ACGL A Additional Director

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PRODUCTS:

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Employee Welfare Measures

 Canteen and transport facility

 Grievances box scheme
 Suggestion scheme awards distributed to about 226 employees.
 1303 suggestions received so far.
 Common uniforms introduced to staff and associates
 Training to employees (6 mandays per employee per year)
 Employee for the month awards
 Long service awards
 Recreation facility (ACGL Day, Picnic, Sports etc.)
 Library facility
 Health camps
 ACGL sandesh

Welfare measures for the people in the vicinity of the factory

 Uniforms to the students of Primary Schools
 Scholarships to college students
 Sponsorships for competitions

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 ACGL was awarded CQ Certification by Tata Motors in
October, 1997.

Certificate Awarded Year of Certification Certification Body

Sheet Metal Division ISO 9000:1994 April - 1998 TU
QS 9000 March - 2002 RW
TS 16949 : 2002 July - 2005 TU
Bhuimpal Pressing Unit ISO 9001 : 2000 February - 2004 IN
TS 16949 : 2002 July - 2005 TU
Jejuri Pressing Unit IATF 16949 April 2018 BU
Bus Body Division TS16949 Second Edition June - 2008 BU

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Achievements
ACGL does stampings worth about 16,000 Tonnes annually * ACGL has a capacity to make
about 7500 buses per annum. By 2009-10, the capacity will be 10000 buses per annum. * Till
date ACGL has supplied 26,000 buses in the market

Tata Motors Competitors in the world

1) Maruti.
2) Hyundai.
3) Volkswagen.
4) Toyota.
5) Honda.
6) Ford.
7) Renault.
8) Mahindra.

AREA OF OPERATION:

The company's manufacturing base in India is spread across Jamshedpur (Jharkhand).

Pune (Maharashtra).
Lucknow (Uttar Pradesh).
Pantnagar (Uttarakhand).
Dharwad (Karnataka).
Sanand (Gujarat).

Tata's dealership, sales, service, and spare parts network comprises over 3,500 touch points

AWARDS AND ACHIVEMENTS:

 Customer support CVBU conferred with the “Golden Peacock
National Training Award”2011.

 Ranked “No.1 in Nielsen’s corporate image monitor survey 2012” in India.

 Ranked No. 1 employer in the engineering and automative sector and No.10 overall
for 2011 in a survey conducted by business today, for “Best companies to work for in
India”.

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  Own the “golden peacock environment management award” for corporate social
responsibilities for 2011.

 Jaguar land Rover campaign “ultimate destination” received two awards for its
innovative multi-platform recruitment.

 Conferred with the prestigious “Golden Peacock Award” for excellence in corporate
governance for 2011.

FUTURE PLANS:

Tata motors is planning a large-scale overhaul of its sales network across the country over the
next one year as it prepares to bring in new products, including premium SUV Harrier.

The company, which plans to have all its future products on just two platforms- OMEGA
(Optimal Modular Efficient Global Advanced) and ALFA (Agile Light Advanced
Architecture) currently has around 790 dealership across the country.

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 PART 2

Details of Reporting Authority:

HR Manager:
Mr. Prakash Naik

Mail id:

Cell No:

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 PART 3
Nature of work assigned / Job responsibility:
1.Organisation Study:
For first week of my On the Job Training there was an organisation study where my
guide Vittal sir explained about the Organisation about the vision mission of the company,
board of directors, manufacturing process.

2.Inspection:
I was assigned to inspect the number of workers in the department deciding on this the
canteen facilities were provided to the employees in the department.

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 PART 4
Relevance / Importance of job to the Organisation :

Work assigned and their importance given as below:

Employee welfare and safety are the most important part of the organisation,
this main focus on the welfare and safety facility provided.
The awareness among the employees regarding statutory and non statutory welfare and
safety measures, satisfaction level of employees with respect of safety and welfare facilities
adopted by the company.

The employees manufacturing industry are exposed of high risk and hazards. In
Order to be aware of this things, the need to provide training that can be prevent by accident.

The organisation have statutory obligation to provide d such canteen facilities.

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 PART 5

Strategy / method adapted to do the job:

1.Organisation Study:

Continuous checking of office work at every stage and continuous research for the
improvement and simplification of office methods is collectively known as the organisation
and methods study.

2.Inspection:
 Provision of soap for hand wash.
 Gloves for food handlers
 Proper garbage disposal.
 Inspection of kitchen surfaces, equipment, cutting boards.
 Inspection of kitchen and dining premises.
 Storage of raw and cook to foods.
 Personal hygiene, cleanliness and sanitation.

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 PART 6
Learning experience
 Study the whole department.
 Learnt how to interact with the senior employees and subordinates.
 I learnt the value of timing in the organisation.
 From this on the job training I got the work experience.
 Here I knew the how actually HR importance I the organisation.

And I also get the knowledge from HR department head Prakash Naik and sub
assistant Vittal sir.

I have undertaken the present internship with the objective of understanding the level of
application of management principles in practice.
The HR manager was kind enough to consider my request and permitted me to do my
internship.
It was a great experience for me to understand the management theory into practice.

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