Sup Rita

JINABAKUL FORGE PVT COMPANY LTD
INDUSTRY PROFILE
Forging industry is one of the most prosperous industries nowadays. And probably it is the
biggest contributor in country economy. The Indian forging industry has emerged as a
major contributor to the manufacturer sector of the Indian economy. Briefly the
composition of the Indian forging industry can be categorized into four sectors large,
medium,small,and tiny. As is the case world over, a most major portion of this industry is
made up of small and medium unit enterprises(SMES).
The Industry was previously more labor intensive it is estimated that this industry provides
direct employment to about 38000 people, but now with increasing globalization it is a
becoming more capital intensive. The total investment is a large and the small scale unit to
are increasing their capital investment to keep a pace with the increasing demand especially
in the global market as also boarding the areas of demand for forging.
Many of them are now suppliers to original equipment manufacturer (OEMS) in the
automobile sectors also which specks volume about efforts at technology and quality up
grading.
SangolliRayanna First Grade Constituent College, Belagavi. Page1

What is Forging?
Forging is the term used for shaping of metal by usage of localized compressive forces
forging and process are usually classified either by the type of equipment used or by the
geometry of the end product. Old forging is done by the room temperature hot forging is
done by the high temperature which makes it easier to shape the metal and it is less likely to
factures.
Forging was done historically by the smith using hammer and anvil, in a modern time
industrial forging is done either with the process or with hammer powered by the
compressed air, electricity hydraulic or steam, these hammers are large and have
reciprocating weight measuring thousands of pounds.
Forging generally result in metal that is strong then cost or a machined metal part the
simplest forging operation is upsetting, which is carried out by compressing the metal
between two flat parallel planets, from this simple operation the purpose can be developed
into more complicated geometries with the use of dies. This lead to increase in the
production of the forged product and hence. Everyday forging industries are arising in the
market.
Size of market
About 5% is made up by the large enterprises in term of number. Out of 330 odd unit the
large sector consist of about 9-10 units the medium and the small sectors consist of about
100 units and under the tiny sector the unit functioning are for too many and the number is
difficult to estimate. Growth Drivers for the industry.
Forging industry is basic industry is a basic industry and such industries tend to grow in a
country in relation to the rate of growth of its GDP in simple term forging refers to the
process of molding metal as per the required shape and size as far as India is concerned , we
expect our GDP to centime to grow and therefore, all the basic industries will grow and so
will the forging industries it is largely department on the automative sector. The forging
industries will also continue to grow and do well.
The company has a turnover more than 40cr every Year operating nationally and also
internationally (Germany & Mexico) by individual and it is not listed in the stock exchange.

The capital structure of the company include share holding by individual and party
financed by the bank.
Outsourcing opportunity
Thanks to outsourcing the opportunity for export are huge an increasing number of
companies from all over the world are coming to India to process components and product
its an industry that is generally technocrat content here, you will find that its usually run by
the technorat entrepreneurs it’s a niche business and so the size of industry around the world
is relatively small and same with the case with India. We have more than the 300 forging
companies in the small medium and large sector. In other industries small players usually
find it difficult to complete with the big player is but here it’s the other way round what
happen in this business unlike any other business is that it is the smaller companies which
gain higher and higher level of competence and therefore start competing with some
segment of product that the bigger player lead in hence bigger are forged to vacate space
and more than the higher value added product is therefore sips for everyone to play a fairly
active role in the business small medium and large enterprises as well as very large
enterprises the smaller business will grow faster than the large business generally has march
response and more agile organization driven by the owner who usually is a technocrat
entrepreneurs and when there are business opera he can access them faster than the larger
business.

Company Profile
Background and inception
The company was incorporated and established in the year 1983 the company manufacture
quality steel forging is an forge and finished condition for supply to leading bearing
industries in India and Abroad.
The endowed with dedicated quality assurance set up and a team of trained engineers with
emphasis an the important of right input material to produce forging of excellent quality the
precision CNC turning centers are used for turning of forged rings.
The company objective of customer satisfaction is keenly pursued through consistent

supply of a quality product and timely delivering at reasonable price. Since 1999 company
is maintaining ISO/TS: 16949-2009 certification (as relevant) for its quality management
system.
Jinabakul forge pvt ltd offer anti-friction, bearing race and gear blanks in forge, rolled
annealed and shot-blasted condition, they are offering sizes ranging from 36mm OD to
300nm OD with every close allowance to close tolerances on series of CNC machines every
forging from is subject to crank detection test on automatically fed magnetic portal testing
equipment Jinabakul forge for last 25yr exclusively manufacturing out of high clean SAE
52100 quality steel bearing race in taper, plain and thrust configuration in finished
machined condition.

Nature of Business
The company manufacture
 Alloy steel bearing race in forged and finished turned condition.

 Alloy steel gear blank in forged and turned condition except gear blank in forged
and condition except gear teeth cutting.
It manufacture quality steel forged in forged as well as fully machined condition for supply
to leading industries. The company has a well-established machining with accuracy, each
operation is controlled statistically to ensure the right geometry and rolling special type of
shape bet in SAE-52100 specifications.
The company is endowed with dedicated with the team of its well-qualified manager and
engineers has achieved ISO 9002 certification {both RAB USA and UKAS,UK} it has also
qualified quality system audits of leading multinational bearing manufacture.
QUALITY POLICY OF JINABAKUL FORGE PRIVATE LIMITED:
We manufacture the products with appropriate process control specified quality, at

optimum cost and timely delivery also we are committed to continually improve the quality
management system.
Objectives
 Maintain continuous improvement program for OMS and manufacturing.

 Enhance the performance by continuous training establish an effective and reliable
process.
 Maintain delivery commitment to customer.

VISION OF THE COMPANY:
Jinabakul is liable to fulfill a responsibilities towards standard requirement of its stake

holder.
MISSION OF THE COMPANY:
Involving every workman with appropriate training maintenance of quality, productivity

and integrity.
OWNERSHIP PATTERN
It’s a private limited firm
Board of Directors
 Mr. Gopal D Jinagouda(MD)

 Mr.Chintamani B Jinagouda(ED)
 Mr. BB Kelgeri
Area of operation
The company has used state of art technology to manufacture quality steel forging in
forged as well as fully machined condition.
The technology used is,
 CNC machines for tool making.

 ECT machines.
 MPI magnetic particle Inspection.
 Heat induction furnace.

WORK FLOW MODEL
Raw Material
Induction Heating
(1200&above)
Shearing Machine
Hammering or forging
Annealing
Shot blasting
Testing(visual.MPI, ECT)
Machine
Dispatch

PRODUCT/SERVICES PROFILE
OUT SIDE THICKNESS IN PUT

DIA IN M.M IN M.M WEIGHT
IMAGES
MIN MAX MIN MAX MIN MAX
TYPES
TAPER
ROLLER 50 200 12 80 0.2 5.0
BEARING
RACES
BALL &
CYLINDRICAL
ROLLER 50 200 12 65 0.2 5.0
BEARING
RACES
THRUST
BEARING
RACE SIDE 0.090 2.00
30 150 06 15
PLATES & Kg Kg
STOPPER
DISCS
GEAR 0.150 10.00

40 160 12 60
BLANKS Kg Kg

Infrastructure Facilities
 Sophisticated material testing Laboratory. And well identified storage are.

 Well equipped tool room for die sinking.
 Well equipped forge shop.
 Spheroids Annealing Furnaces-Microprocessor controlled.
 Short Blasting Machine.
 Magnetic Particle Inspection unit to the surface cracks for 100 percent product.
 Well equipped machine shop (ISO 9001 certified associate companies).
Clients of the company

Domestic
 Major customers
 Fairfield Atlas Limited
 National Eng Industries Limited
 SKF Bearings India Limited
 SKF GmbH, Germany
 TIMKEN India Limited
Export:-
SKF GmbH, Germany
TACO
Timken
PLS, Slovakia.
Suppliers to the company
 Indian stainless steel and allies’ltd.

 Steel authority of Indian ltd.
 Mukend ltd.
 Mahindra steel company ltd.
 Kalyani carpenters special steel.
 Ferro alloys corporation.

Awards
 Best SKF supplier excellence global award at Sweden 2007

 Best SKF suppliers excellence global award at Sweden 2009
 Award as honest tax pay by sales tax department, Karnataka government.
 Zero defect awards from giant customer.
 WalchandHirachand award
Competitors
 Rolex
Future growth and Prospects
 Expansion of facilities to take care of the rapid growth.

 Pursue continuous improvement in technology.
 Train to ensure In-depth knowledge to achieve specified quality.
 Aiming for achieving 250cr of turnover 10yr down the line.
SangolliRayanna First Grade Constituent College, Belagavi. P a g e 10

Frame work (Mckinsey’s) 7s
Quality is an important module of any product which has its own role to play in the market
and in the minds of the customers.
As the company USP is quality and meeting customer demand on date Jinabakul forge pvt
ltd is manufacturing the quality of product of product to play in the global market through
feedback from its customer, the QA department before the production process assures the
quality as well, in case of complaints from the customer corrective measures are taken at the
company.
The 7s model can be used in a wide variety of situations when an alignment perspective is
useful are example to help to:-
 Improve the performance of the company.

 Examine the likely effects of the future changes within a company.
 Align department and processed during a manager and acquisition.
 Determine how best to implement a proposed strategy.
Diagram:-
Structure
Strategy system
Shared
Value
Skills Style
Staff

ORGANIZATIONAL CHART
CEO
GM
FINANCE MARKETING MAINTAINANCE HUMAN PRODUCTION

DEPARTMENT DEPARTMENT DEPARTMENT RESOURCE DEPARTMENT
DEPARTMENT
PURCHASE SALES
DEPARTMENT DEPARTMENT
SHIFT 1 SHIFT 2 SHIFT 3

Departments
 Administration
 Dispatch
 Engineering
 Inspection
 Metallurgy
 Manufacturing
 Planning
 Purchase
 Quality assurance
 Human resources and development
FUNCTIONAL DEPARTMENTS OF THE COMPANY ADMINISTRATION

DEPARTMENT
DUTIES:
1. Receipts of store items
2. Storage and recording of store items
3. Issue and recording of store item
4. Preparation of local purchase order and purchase requisition for stock items
5. Maintaining all quality records pertaining to there are of work
6. Maintaining identification and traceability at there are of work
7. Purchasing of store items as per purchase order
8. Co-ordinating between Stores, Account and Administration departments for
purchase of store items.
PURCHASE DEPARTMENT
DUTIES
1. Preparation and distribution of monthly forging Programmed/Amendments based on
the feedback from sales and manufacture department under the guidance of H.O.D.
commercial.
2. Maintaining all quality records pertaining to his area of work.
3. To allocate work to all the worker
4. Preparating quotations based on the estimation.

MANUFACTURE DEPARTMENT
Manufacturing department this process, the raw material are forwarded from the purchase
department only after its passes through the inspection process in well-equipped laboratory
which has crack detector on magna flues system, spectroscope and physical inspection
facilities the material is then heated and hammered, these forged rings are then passed
through the annealing which checks for the incorrect shape of the rings these product are
passed through testing process where in technology such as MPI(Magnetic Particle
Inspection) and ECT is used.
DUTIES:
1. Receipt and Storage of raw material

2. Issue of accepted raw material
3. Organization the raw material cutting activity
4. Allocate work
5. Maintain quality records pertaining to their area of work.
6. Receipt, manufacturing of issue of inserts and tooling as per plan.
7. Inspection and release of accepted inserts and tooling.
8. Organizing the work force to achieve better productivity with quality.
9. Organizing for process approval.
10. Supervising preventive maintainance activity.
11. Super of break down maintainance activity.
12. Preparing preventive maintainance plan under guidance of H.O.D.
PROCESS CONTROL
1. Production planning
2. Procurement of input material for manufacturing.
3. Machine load plan.
4. Machining of old/new inserts and tooling.
5. Maintainance.
6. Inspection and approval.
7. Ploshing storage of tooling.
8. Issue of approval inserts and tooling.

QUALITY ASSURANCE SYSTEM:-

As it deal with the quality of the product, it has to answer the customer complaints based on
complaints received from the customers it calculate the requirement of the product and
hence guides design department.
This department communicate with suppliers about quality problem and suggest
preventive measures thus the main objective of this department is to ensure the quality of
the product.
DUTIES:
1. Supervising of the MPI(Magnetic Particle Inspection)Activities.

2. Evaluation of NC material to rework /scrap at final inspection.
3. Process approval at cutting and forging stages.
4. Inspection during cutting and forging processes.
5. Carrying out nagnetic particle inspection of forged/machined rings.
6. Maintaining MPI setup in proper working condition.
ENGINEERING
DUTIES:
a. Preparation of inserts, tooling and products drawings.

b. Issue of all internal/customer drawing.
c. Preparing annual calibration plan.
d. Maintaining all quality records pertaining are of work.
ACTIVITY:
a. Receipt of drawing and specifications.

b. Preparation of drawings.
c. Preparation of internal drawings.
d. Issue of drawings and specifications.
e. Issue of control of die run report.
f. Control of drawings.
g. Control of national and international standard.

METALLURGY:
DUTIES:
1. Carrying out chemical tests on raw material and tool steel.

2. Supervising annealing activities.
3. Carryings annealing activity as per instructions.
ACTIVITY:
1. Verification of mill test certificate.

2. Visual inspection.
3. Chemical testing.
4. Metallurgical test.
5. Approval.

Planning department
Planning department is an imp of ortant department, which plan each and ever activities of
the organization. This also decides on goal and objective formulates the policies to achieve
the goal and objectives of the organization. It also involve fore casting and research.
The objective of this department is to equips organization to face the change successfully
that are likely to take place in future in simple terms this department bridges the gap
between where it wants to be in future.
Planning is a continue process and thus the organization has to constant monitory the
condition in and around the industry.
 Project plan which includes

 New project and its feasibility
 Study of various factors
 Collecting reliable information
 Comparison quotations
 Comparison technology and communication.
 Budget proposal
 Budget approval by the board.
Process planning sequence of operation like quality assurance parameters new vendor
development and etc.
Procurement planning here if the company requires any equipment like crane and etc at the
point of time the requirement are met.
Finance department
Finance department play a very significant role in any organization to attain the desire goal
in the stipulated time does the financial planning financial department encourage the
effective use of funds so as to improve the productivity in the business operative the main
objective of this is to maximize the firm financial function is not merely procurement of
funds but more than that.
Jinabakul maintain a clear and perfect accounting system financial department record the
total activity of the company in financial terms. The activity of accounting and finance
department can be segregated below.

Function
 Recording of the day to day business transaction.

 Planning and controlling expenses and funds for production.
 Approving and making payment to different parties and vendor.
 Receiving payment from clients and accounting these funds.
 Preparation of P&L account on monthly bases and balance sheet on yearly basis.
 Preparation of funds flow and cash flow statement for every month.
 Preparation and implementation of cost reduction and cost control method.
 Conduct and co-ordinate internal and statutory audit.
Human Resource department
Human resource department is the field of management. Which has to do with human
relationship to mentainance and its related issue, in order to attain the individual goals as
well as company goals.
Human resource in the department here is doing the things to the HR activity it’s the main
resource in the organization without the utilization of other resource becomes impossible.
Strategy
Strategy refer to the competitive plan design to achieve the particular long term aim it is an
art of planning and directing different activist in an organization with context to a business
unit.
At Jinabakul forge pvt ltd strategies are framed at different levels.
 In relation to company.
 Top-level management is concerned with reach i.e. defining issues that are corporate
responsibilities.
 Competitive contact.
 Management practices.
 Managing activities and business inter-relationship.
Middle level management strategy is concerned with anticipate changes in demand
and technology and adjusting the strategy to accommodate them.

Functional level strategies is concerned with
 Functional strategies in marketing financing operation, human resource and R&D

involve the development and co-ordination of resource through which business unit
level strategies can be executed efficiently and effectively.
 Function unit translate it into discrete action plan.
THE SWOT ANALYSIS OF J.B.F. Pvt Ltd. as follows:
1. Strengths:
a. People: People are the strength of JBFL, who are the main heart of the
organization and the company has well experienced personnel in the all
departments. Each and every department is guided by experienced personnel so
there is a huge scop for achieving the mission and vision of the company.
b. Departmental Co-ordination: J.F.P.L has core strength in its co-ordination,
everything it starts from planning department and whole organization will plan
their work. According to that plan prepared and every department is seeing its
flexibility and planning according to it, even after having everything if there is
no co-ordination among the departments the work flow will be interrupted and
targets cannot meet on date.
c. Well determined functions: in J.F.B.L each and every position is well defined
and their duties and responsibilities are well informed to person who is carrying
that position. So there is very less scope for misunderstanding and the work flow
is very smooth, each and every manager and supervisor is fulfilling their duties
and responsibilities assigned.
 JFPL headed by dynamic leader having industrial knowledge and experience of
more than 50 years.
 JFPL is in the field of manufacturing bearing bases which least affected by recession
as the MD says, “Nothing in the world moves without bearing rather than MAN &
ANIMALS”.
 JFPL is supplying all three makers in the world such as SKF, Timken and NSK-
ABC.
 JFPL is having well established manufacturing and inspection facilities including
100% NDT(MPI & ECT).

 JFPL is recognized as, ‘least risk supplier’ by the customers SKF & TIMKEN on
the bases of ‘risk analysis’audit conducted due to strong financial background of
JFPL.
 JFPL having well established quality management system(QMS) ISO 9001:2008
and under implementation of ISO/TS 16949:2009 by end of 2010.
 JFPL is supplying SKF to Germany which consider as a month of engineering.
 JFPL export share is around 40%.
 JFPL is having 4 CNC turning centers of its own and 3 companies dedicated furnace
for heat-treatment of its own.
2.WEAKNESS:
Differences: there is differences between the departments from the management point of
view. The differences related to facilities provided in the department to department. It
makes a huge impact on the working of the departments and their.
a. Efficiency for free work flow and co-ordination between the departments there
should not be differences.
 Existence of hammer technology for forging which is not a mass productive
machine and which gives less productivity compare to press machine.
 No manufacturing capacity to manufacture bigger rings. (example: industrial
bearings and rings more than 275 dia)
3.OPPORTUNITIES:
a. Market: huge market is available to capture in India and in outside world. Even lot
of automobile companies is entering into the Indian market, so lots of market is
available to capture.
b. Organizational development: In case of organizational structure and the
environment lot of care should be taken and should be developed. So that the
workflow will be easy and there is a lot of scope for improving the production.
 CNC machines can be used for making inserts in tool room which will result in
better quality and save the time as well as reduce the man power.

 Manufacturing capabilities can be increased by using automatic forging process and

ring rolling machines.
 JFPL can start supplying bearing races in hardened condition by collaborating with
heat treatment plants.
 JFPL can go for EMS ISO 14001:2004 to contribute for green practices.
4.THREATS:
a. Huge competition: There are lot not number of competitors prevailing in the in
around the city who can move forward to capture the market.
 Emergence of china as cheapest source for bearing makers.
 Expansion programs from competitor investing heavy money in buying forging
press setups.
SLOGANS OF THE JINABAKUL FORGE PRIVATE LIMITED:
 Life is precious safety

In work is gracious.
 Customer satisfaction is
Our satisfaction
 All of us are stronger than
Each of us.
 Zero defect is
Hero effect.

LEARN EXPERIENCE
In-plant training provided me with great opportunity to study industrial culture which
imparted me to understand things practically;the organization taught me to work around the
clock.
It was great experience with Jinabakul forge pvt ltd, the company follow the policies and
procedures everyday. I got to know the function and various responsibilities of the manager
in the organization.
I learnt how Jinabakul forge is striving to keep its employees engaged in various
responsibilities of the manager in the organization.
I had got an opportunity to visit the industry to view the process of all department. In fact
it was good chance to enter in to a production department, to see the production process.
Over all it was a good experience to have a practical knowledge to see the actual things
happening in the organization. Iam happy for the opportunity.
Last but not the least the most important thing which insired me a lot is the zeal and
enthusiasm of the HR manager who helped me to complete the project work without any
problem.

INTRODUCTION
EMPLOYEES MOTIVATION AND THAIR PERFORMANCE
What is Employee Motivation?
Employee’s motivation refers to offering more and better training that contributes to the
employee’s career and goal.
In the other words employees motivation is a sir phase process beginning from the inner
state of need deficiency and ending with the need fulfillment.
“motivation is the results of processes, internal or external to the individual that arouse
enthusiasm and to pursue certain course of action”.
Motivation is how behaviors get started, is energized is sustained, is directed, is stopped

and what kind of subjective reaction is present in the organization while all this is going
on”.

Employees Motivation Model
Need Search and Goal directed

Choice of behaviors
Deficiency
strength
Re-evolution Reward or Evolution of

of need Punishment performance
Employee’s Motivational Challenges
Identifies need
Search for
Reassesses employees ways to satisfy
need
Receives Engages in
either reward Performance goal direct
or punishment behavior
One reason why motivation is a difficult job is that the work force is changing employee’s
join the organization with different needs and expectations. Rein values belief background,
lifestyle, perception and different.
Motivating employees is also more challenging at a time when the tines have dreamtime
changes the jobs that employee’s portion.

THEORIES OF MOTIVATION
1. Early theories,
 Scientific Management.
 Human relation Model.
1. Scientific Management:-
Scientific management is the name given to a philosophy and set of methods and
techniques that stressed the scientific study and organization of work at the
operational level for the purpose of increasing efficiently several luminaries
contributed their ideas to the philosophy of scientific management but the
movements is more associates with F.W. Taylor who is remembered as the father of
scientific management.
Scientific Management had contributes several techniques which are relevant
today. The techniques are:-
 Scientific Method of doing work.

 Planning the task.
 Standardization.
 Division of work.
 Time and motion studies.
2. Human Relation Method:
Eventually itbecomes clear that the assumption that workers were primarily
motivated by money was inadequate. Elton mayo and others human relations researchers
found that the society contact which the workers had at work places was also important and
that the boredom and repetitiveness of tasks were themselves factors in reducing
motivation. The managers should motivate employee by acknowledging these social needs
and by making they feel useful and important.
As a result employees were given some freedom to make their own decisions on
their jobs more information was provided to the employees about. The managers intentions
and about the operations of the organization in the scientific managements model, workers

had been expect to accept the managements authority in action for high wages. In the
human relations model, workers were expected to accept the management authority because
supervisors treated them with consideration and were affective to their needs.
Two factor theories
Another very popular theory of motivation is that proposed by psychologist, Frederick her
berg. This factor model which is various termed the two-factor theory has been widely
accepted by managers concerned with the problem of human behavior at work.
There are the distinct aspects of the motivation hygiene theory. The first and the more basic
part of the model represent a formally started theory of work behavior and the second aspect
of her berg’s work as focused upon the behavioral consequences of enrichment and job
realization Programs.
Responses obtained from this critical incident method were interesting. It was
revealed that factors which made respondents feel good were totally different from those
which made them feel bad.
Intrinsic factors, such as achievements, recognition, the work itself, responsibilities,

advancement and growth seems to be related to the job satisfaction these factors one
variously know as motivators.
According to her berg satisfaction and dissatisfaction are not opposite poles of one
dimension there are two separate dimension satisfaction is affected by the motivators and
desertification by hygiene factors. This is the key idem and it has important implication for
managers.
To achieve motivation managers should cape with both statistics and dissatisfaction
improve hygiene factors dissatisfaction is seemed from the minds is created for motivation.
Managers should be realistic and should not aspect motivation by only improving the
‘hygienic’ work environment.
The satisfaction of payment needs deemed not produce contentment instead, it

unleashes a new series of discontents. The secondary needs now being to acquire the power
of motivate do not step wanting after physics logical needs are fulfills; they need in
succeeding safety, love, esteem and self realistic.

1. Physics logical Needs:-
The most basic powerful obvious at all human needs is the need for the physical
survival. Included in this group are the need to feed, drink, oxygen, sleep, progestin from
extreme temporally and sensory. Similarly. These physiological drivers are directly
collected with the biological maintenance of the organism and motivated by higher and
needs.
2. Safety Needs:-
Once physic logical needs are not, another set of motives called safety or security
needs, become motives. The primate motivating face hence is to ensure a reasonable degree
of continuity and structure and predictability is one environment mask suggestions that the
safety needs are most readily observed in infants and young children because of them
relative helpless and dependence of adults.
Safety needs exert influence beyond childhood. The pentene for second incant, the
acquisition of insurance and owning, one’s our house may be regarded as motivated in part
by safety seeking at least in part, elegies and philosophic belief system may disc be
interacted safety seeking.
3. Social Needs:-
Social needsare also called belonging and the love need, these constitute the third
level in the hierarchy of needs. These needs anise when physical logical and safety needs
are satisfied. An individual motivated on these level legs to affection relationship with
others normally, to a place in his or her fairly and or of the sentence group. Group to the
individual accordingly the person will feel keenly the pangs of loneliness,
social,friendliness and rejection, especially when induced by the absence of the friends &
relatives.
4. Self-esteem Needs:-
Next in mastoids hierarchy are esteem or egoistic needs mastoids classified these
needs into two subsiding gets self-respect and esteem from others. The former includes such
things as design for complete, confidence, personal strength and capable of masteries tasks
and challenging in late. Esteem from other includes prestige, recognition, acceptance,

attention, starts and reputation. In this case in divided needs to be appreciated for what they
can do.
Satisfaction of the self-esteem needs generates feeling and attitudes of self-confidence,

work, strength, capability and of being useful and incessant in the world. In the work place
self-esteem needs to job title, might pay increases peen/supervisory, recognition,
challenging work, responsibilities, and publicity in company publications.
5. Self-actualization Needs:-
Finally, if all the earlier four level needs are satisfied, the need for self-actualization comes
to the fore. Maslow’s characterized self-actualization as of becoming. The person who has
achieved this highest-level presses towards to full use and exploitation of this talent
capacities and potentials. In other words, to self-actualize is to become to reach peak.
The need for self-actualization is distinctive, in that it is never fully satisfied. It appeared to
remain important. The more apparent satisfaction of it is a person obtains, the more
important to need for more seems to become.
In an organization, self-actualization needs correlate to desire for expellees oneself needs

jobs advances, an important idea successfully managing a unit and the like by biers aware of
self-actualizations needs of subordinate, managers can use a use of a variety of approach’s
email subordinate to achieve personal as well as organizational goal.
Achievement of employees Motivation Theory:
1. Need for achievements.

2. Need for power
3. Need for affiliation
1.Need forachievements:
Employees with a high need for achievements derive satisfaction, from reaching their
get gorals. Succeeding at a task is important to the high achieve. Although, people with a
high need for achievements one often wealth’s their wealth comes from their ability to
achieve goals. In the most societies, goal achievement is rewarded financially high achieves

are not motivated by the money. Money is the indicator of their achievement high achiever
prefer immediate feedback on their performance, and their generally undertake task of the
modulate difficulty rather than there that are very easy.
2.Need for power:
The employees exhibitory the needs for the power derive satisfaction from the ability to
control others. Actual achievement of gents is less important than means by which goals are
achieves satisfaction is derived from biers in positives of influence and central individual
with a high power satisfaction from biers in positives of influence and central.
3.Need for affiliation:
Individual exhibitory this need as a dominant motive derive satisfaction from social and
inter personal ties and to get close to people psychologically competent and those who are
their friends. High power affiliation individual will choose their friends.

Important of employees motivation
1. Motivated employees are always looking for better ways to do job. These statements
can apply to carpeted strategies and to production works, when people actively seek
new ways of doing things.
2. A motivated employees, generally, is more quality this is the whether we are talking
about a top managers spending extra time on data and analytic for a report.
3. Highly motivated employees are more productivity of Japanese workers and the fact
that fewer workers are needed to produce an automobile in japan than else where is
well known a pane.
4. Every organization requires Human Resource in addition to finance and the physical
resource for it to function.
5. Motivation as a concept represent a highly complex penance that affects, and
affected by a multitude of facts of the organization. A comprehensive understanding
of the way in which an organization fuctions. Requires that increasing attention be
directed towards the questions if why people behaves the way they do.
By all means at the end of the questionnaire invite and allow space for any other
comments’, or better still try to guide respondents towards a particular question.
On which point, wherever it is necessary to ask an open-ended question, use the words
‘what’and ‘how’ rather than ‘why’, if you want to discover motives and reasons. What and
How will focus respondents on the facts objectively, whereas ‘why’ tends to focus
respondents on defending themselves.
LITERATURE REVIEW
Introduction of Employees Motivation.
The key elements of organization are:
 Employee retention
 Productivity
 Employees satisfaction on base of work performance.
All the above results are obtained only if the employees that is the heart of the organization
are satisfied. Because satisfied employees find to be more productive, creative & committed
to their employees.

Employees Motivation Theory
1. Maslow’s theory of Motivation

Being Needs
Self-actualization
Esteem Needs
Belonging Needs
Safety Needs
physiological
Deficit theory
2.Cherbourg’s Motivation theory.
3.‘X’ and ‘Y’ factor motivation theory.
‘Theory X’ ‘Theory Y’
Management Staff
Theory X authoritarian, responsive Theory Y liberating and developmental

style. Tight control, no development. control, achievement and continuous
improvement achieved by enabling,
Produces limited, depresses culture. empowering and giving responsibilities.
Staff Management

The Motivational issues are:-
1. Work: The work should make employees believe that the work they are doing is
important.
2. Achievement: All employees want to do good job and make use & their talent.
3. Recognition: employees should be rewarded for high performance by bonus or at
least praising their efforts.
4. Responsibilities: Employees should be given enough freedom or power to carry out
their task. They should have ownership of work & be given challenge work.
5. Advancement: loyalty & performance should be rewarded by providing
opportunities for career development.
Statement of the problem
Since the employees worth performance is not as per the expectation, to keep motivation
as a parameter to identify the employee satisfaction/dissatisfaction towards employee
motivation in the organization.
Management problem:
Management is facing problem of employee performance in their organization. According

to the management employees performance is below expectation, to find out the root cause
for this problem.
Research problem:
A study on employee performance Jinabakul forge, by considering motivation is main

parameter.
Purpose of the Study:
To know the employees motivation and their performance in Jinabakul forge. And study
the satisfaction level of employees towards motivation.

Scope of the Study:-
 The study will help to know the impact of employee’s motivation on their
performance in the organization.
 The study will help to know the on what bases the employees are motivated in the
organization.
 The studies reveal satisfaction level of the employees towards their work in the
organization.
Limitations:
 The study was been restricted at Jinabakul forge pvt ltd Belagavi.
 The questions asked as regards to employees were answered hesitantly or were just
avoided.
 The findings are purely based on the information that has been provided by the
company and the workers.
Objectives of the study:
 To conduct survey of employees perceived opinion about the motivation on

employee’s performance in the organization.
 To know the employees awareness about the techniques of motivation in the
organization.
 To know whether proper monetary and non monetary benefits are provided to
employees.

Data Collection Method:
The information necessary for this survey is collected by tapping primary and secondary
source:
Primary sources:-
1. Questionnaire
2. Personal interaction
Secondary sources:-
1. Provided reports on employee satisfaction.

2. Related information from Internet
3. Books and Publications
Procedure:The questionnaire was personally given to each employee, and responses were
noted down.
Research Design:
In research design of this project the study was conducted using survey method. I took all
the 100 employees as sample and took their responses using the research instruments as
questionnaire; personal interview is conducted for this study and is restricted to only
employees of Jinabakul forge, Belagavi.
Data Analysis:
Data analysis was made based on questionnaire. Graphs have been used to know the level
of satisfaction of the employees towards welfare measures. This analysis is helpful in
recommending improvements in welfare measures.

Sampling Technique:
Sample size :100 Respondent
Sampling Method :Random Sampling
Sample Plan :Personal Interview
Sample unit :Respondents in Jinabakul Forge Private Limited, Belagavi.
Measuring Tool:
For this study I considered questionnaire of 5 points likert scale for collecting data. I used
the following criteria for assessing data;
Strongly agree(SA) …1
Agree(A)
Neither Agree/nor Disagree(N) …2
Disagree(D) …3
Strongly disagree(SD) …4

RESULTS AND DISCLUSSION WITH GRAPHS AND CHARTS
A) Length of service (in year)?

CRITARIA % of Respondents
Less than 5 20%
5-10 17%
10-15 43%
15-20 10%
More than 20 10%
Total 100
10 0 20
10
< 5
17 05 to 10
10 to 15
43 15 to 20
> 20
Interpretation:-
From the above table it can be showed that 20% respondents are working for less than 5
years in the organization 17% around 5-10 and 43% are for 10-15 and 10% respondents 15-
20 10% for more than 20.

Emolument(in rupees)?
Graphs depicting of length of service
CRITARIA % of Respondent
2000-3000 3%
3000-4000 7%
4000-5000 27%
More than 5000 63%
Total 100
3 7
27
2000 to 3000
63 3000 to 4000
4000 to 5000
> 5000
Interpretation:
From the above table it can be showed that 3% respondents are 2000-3000 with the in
organization 7% agreed for 3000-4000 and 27% employee are working and 63% respondent
are more than 5000.

Financial Incentives
1) Compensation package in the organization is satisfactory.
CRITERIA % of Repondents
“Strongly Agree” 28%
“Agree” 56%
“Disagree” 13%
“Neither Agree Nor Disagree” 3%
Total 100
13 3 "Strongly Agree"
28
"Agree"
"Disagree"
56
"Neither Agree Nor
Disagree"
Interpretation:
From the above table it can be showed that 28% respondents are strongly agreed
with the compensation package in the organization 56% agreed and satisfied with
compensation package.

2. Medical, transport and canteen facilities are satisfactory in the organization.

CRITERA % of Respondents
“Agree” 40%
“Disagree” 15%
“Strongly Disagree” 2%
Total 100
"Strongly Agree"
8 2
15 35 "Agree"
"Disagree"
40 "Neither Agree Nor

Disagree"
"Strongly Disagree"
Interpretation:
The table can be noted that the 35% respondents are strongly agreed and 40% respondents
are agreed that they are satisfy with the medical, transport and canteen facilities provided by
the organization.

3. Bonus and other monitory incentives are paid are satisfactory to the employees.
CRITERIA % of Respondents
“Agree” 49%
“Disagree” 14%
Total 100
"Strongly Agree"
4 2
14 31
"Agree"
"Disagree"
49 "Neither Agree Nor

Disagree"
"Strongly Disagree"
Interpretation:
From the table can be noted that the 31% respondents are strongly agrred that they satisfied
bonus and other monitory incentives are paid to employees in the organization. 49%
respondents agreed and satisfied.

4. Performance appraisal system is a motivating factor in the organization.

“Agree” 51%
“Disagree” 5%
Total 100
0 "Strongly Agree"
5 8
32 "Agree"
"Disagree"
51
"Neither Agree Nor
Disagree"
"Strongly Disagree"
INTERPRETATION:
The table can be noted that 32% respondents are strongly agreed that performance appraisal
system is a motivation factor in the organization. 51% are agreed and satisfied.

5. Employees are paid wages and salary in time and it is purely on their
performance.
“Agree” 56%
“Disagree” 4%
Total 100
36
"Agree"
56 "Disagree"
"Neither Agree Nor

Disagree"
Interpretation:
The table can be noted that the 36% respondents strongly agreed 56% agreed that
employees are paid wages and salary in time and it is purely based on their performance.
4% disagreed and 4% neither agreed nor disagreed.

Non Financial Incentives

6. I am satisfied with employee training programs in the organization.
“Strongly Agreed” 15%
“Agree” 65%
“Disagree” 19%
Total 100
"Agree"
"Disagree"
65
"Neither Agree Nor
Disagree"
Interpretation:
From the above table can be noted that 15% respondents were strongly agreed with
employee training programs and 65% are agreed and 19% disagreed and 1% respondents
are neither agreed nor disagreed with training programs conducted in the organization.

7. Employees are given adequate leave facilities.

“Agree” 54%
“Disagree” 12%
Total 100
31
"Agree"
"Disagree"
54
"Neither Agree Nor

Disagree"
Interpretation:
The above table it can be noted that 31% respondents strongly agreed that they got
adequate leave facilities provided by company. 54% agreed and 12% disagreed and 3% are
neither agreed nor disagreed. With their adequate leave facilities.

8. Work environment is satisfactory in the organization.

“Agree” 57%
“Disagree” 11%
Total 100
7
11 25
"Strongly Agree"
"Agree"
"Disagree"
57
"Neither Agree Nor Disagree"
Interpretation:
The table can be showed that 25% respondents are strongly agreed with their work
environment in the organization and 57% respondents are just agree and satisfied with
organization.

9. Employees are given scope for career development.

“Agree” 50%
“Disagree” 20%
Toatal 100
6 "Strongly Agree"
24
20
"Agree"
"Disagree"
50
"Neither Agree Nor
Disagree"
Interpretation:
Above the table can be noted that 24% respondents are strongly agreed and 50%
respondents are agreed with scope given by the organization for career development and
20% disagreed and 6% respondents are neither agreed nor disagreed.

10. Employees are encouraged to participate in decision-making process.


“Agree” 41%
“Disagree” 11%
Total 100
11
41
"Agree"
"Disagree"
41
"Neither Agree Nor

Disagree"
"Strongly Disagree"
Interpretation:
The table can be showed that 41% respondents were agreed that employees encouraged
regarding participate dicision making process in the organization. 41% respondents agreed
and the 11% disagreed and 5% are neither agreed nor disagreed and the 2% are strongly
disagreed.

11. Superiors are co-operative and support subordinates in the work.

“Agree” 55%
“Disagree” 12%
Total 100
6 "Strongly Agree"
12 27
"Agree"
"Disagree"
55
"Neither Agree Nor
Disagree"
Interpretation:
From the above table can be noted that the 27% respondents are strongly agreed that the
superiors are co-operative and support subordinates in the organization. 55% respondents
are agreed 12% and adjusted on organization.

12. Communication is both upward and downward in the organization.

“Agree” 56%
“Disagree” 16%
Total 100
10 2 16
"Strongly
16 Agree"
"Agree"
56
"Disagree"
Interpretation:
The table can be noted that the 16% respondents are strongly agreed and 56% respondents
are agreed that communication is both upward and downward in the organization.

13. Newly appointed employees is undergoing and induction program always to

adjust himself with the organization climate.
“Strongly Agreed” 29%
“Agreed” 45%
“Disagreed” 13%
“Strongly Disagreed” 4%
Total 100
"Strongly Agree"
9 4
29 "Agree"
13
"Disagree"
"Neither Agree Nor

45 Disagree"
"Strongly Disagree"
Interpretation:
From the above table can be stated that 29% respondents are strongly agreed. Induction
program in the organization. 45% agreed and satisfied with organization.

14. Recreational facilities are a part of employees motivation and are encouraged
in the organization.
“Agree” 44%
“Disagree” 29%
Total 100
12 4 11
"Strongly Agree"
"Agree"
29
44 "Disagree"
"Strongly Disagree"
Interpretation:
The table can be stated that 11% respondents are that recreational facilities are a part of
motivation in the organization. 29% disagreed 44% agreed and 12% of respondents neither
agreed nor disagreed 4% strongly disagreed.

15. Overall are you satisfied with the non-monitory benefits like, promotion
transfer appreciation job recognition etc.
“Agree” 59%
“Disagree” 9%
Total 100
27
"Agree"
"Disagree"
59
"Neither Agree Nor
Disagree"
Interpretation:
The table can be stated that 27% respondents are strongly agreed that recreational
facilities are a part of motivation in the organization which 59% of employees are agree and
satisfied.

16. Does motivational techniques followed by company help in the employee

performance.
CRITERIA % of Respondent
“Agree” 57%
“Disagree” 9%
total 100
8
9 26
"Strongly Agree"
"Agree"
"Disagree"
57
Interpretation:
From the above table can be stated that 26% respondents strongly agreed and 57% are
agreed that they satisfied.

FINDINGS
1) From the above table it can be showed that 20% respondents are working for less
than 5 years in the organization 17% around 5-10 and 43% are for 10-15 and 10%
respondents 15-20 and 10% for more than 20.
2) From the above table it can be showed that 3% respondents are paid rupees 2000-
3000 with the in organization 7% agreed for rupees 3000-4000 and 27% employee
are working and 63% respondent are more than rupees 5000
3) From the above table it can be showed that 28% respondents are strongly agreed
with the compensation package in the organization 56% agreed and 13% disagreed
and 3% respondents are neither agreed nor disagreed.
4) The table can be noted that the 35% respondents are strongly agreed and 40%
respondents are agreed that they are satisfied with the medical, transport and canteen
facilities provided by the organization. And the 15% respondents are disagreed 8%
respondents are neither agreed nor disagreed and 2% strongly disagreed.
5) From the table can be noted that the 31% respondents are strongly agreed that they
satisfied bonus and other monitory incentives are paid to employees in the
organization. 49% respondents agreed 14% disagreed and 4% neither agreed and 2%
strongly disagreed.
6) The table can be noted that 32% respondents are strongly agreed that performance
appraisal system is a motivation factor in the organization. 51% agreed 5%
disagreed 8% neither agreed and 4% strongly disagreed.
7) The table can be noted that the 36% respondents strongly agreed 56% agreed that
employees are paid wages and salary in time and it is purely based on their
performance. 4% disagreed and 4% neither agreed nor disagreed.
8) From the above table can be noted that 15% respondents were strongly agreed with
employee training programs and 65% are agreed and 19% disagreed and 1%

respondents are neither agreed nor disagreed with training programs conducted in
the organization.
9) The above table it can be noted that 31% respondents strongly agreed that they got
adequate leave facilities provided by company. 54% agreed and 12% disagreed and
3% are neither agreed nor disagreed. With their adequate leave facilities.
10) Thetable can be showed that 25% respondents are strongly agreed with their work
environment in the organization and 57% respondents are just agreed and 11%
respondents are disagreed and 7% respondents are neither agreed nor disagreed with
their work environment.
11) Above the table can be noted that 24% respondents are strongly agreed and 50%
respondents are agreed with scope given by the organization for career development.
And 20% disagreed and 6% respondents are neither agreed nor disagreed.
12) The table can be showed that 41% respondents were agreed that employees
encouraged regarding participate decision making process in the organization. 41%
respondents agreed and the 11% disagreed and 5% are neither agreed nor disagreed
and the 2% are strongly disagreed.
13) From the above table can be noted that the 27% respondents are strongly agreed that
the superiors are co-operative and support subordinates in the organization. 55%
respondents are agreed 12% are disagreed and 6% respondents neither agreed nor
disagreed.
14) The table can be noted that the 16% respondents are strongly agreed and 56%
respondents are agreed that communication is both upward and downward in the
organization. And the 16% respondents are disagreed 10% neither agreed nor
disagreed and 2% respondents and strongly disagreed.
15) From the above table can be stated that 29% respondents are strongly agreed.
Induction program in the organization. 45% agreed and 13% disagreed 9% neither

agreed nor disagreed and 4% respondents are strongly disagreed with induction
program in organization.
16) The table can be stated that 11% respondents are agreed that recreational facilities
are a part of motivation in the organization. 29% disagreed 44% agreed and 12% of
respondents neither agreed nor disagreed 4% strongly disagreed.
17) The table can be stated that 27% respondents are strongly agreed that recreational
facilities are a part of motivation in the organization in which 59% of employees are
agree. Disagreed 9% and 5% respondents neither agreed nor disagreed 4% strongly
disagreed.
18) From the above table can be stated that 26% respondents strongly agreed and 57%
are agreed that they satisfied with motivational techniques in the organization. 9%
disagreed and 8% respondents are neither agreed nor disagree.

RECOMMENDATION
 19% of respondent disagreed are not satisfied with training programs conducted in
the organization so the organization should improve the training.
 20% respondents disagree are not satisfied by the organization for career
development the organization wants to give more scope to the employees for career
development in the organization.
 16% respondents are disagreeing. Communication is both upward and downward in

the so organization should improve the technique for flow of communication both
upward and downward.
 29% respondent disagree recreational facilities are a part of motivation in the

organization. The organization have to encourage employees for participate them in
all activities in the organization.

CONCLUSION
Employees at Jinabakul forge pvt ltd satisfied with employee motivation Provided by the
organization, yet they need some improvements that is Recreational facilities. And the
management should give scope for career development to employees. From this research. I
could study the practical process of the study on ‘Motivation on Employees performance’
lower level employee at the Jinabakul forge pvt ltd and also could understand the
requirements of the employees at various stages. The company has to emphasis on giving
incentives as a motivational tool which could make the employees perform better as well as
retain the best employee in the organization. The company should also reduce the gap
which is found in between the top and lower level management by communicating and
taking regular feedback session with the employees. These could be some of the ways by
which their could be improvement in the relationship of the lower level employees and the
top level management and can avoid most of the conflict arising in the company and also
could help in reducing the labour turnover and the compant can retain its skilled employees.
This project has helped me to understand the practical aspect of human resource working
in the organization as well as could understand in what ways the employees need must be
satisfied which could help the organization in retaining the employee and cutting down their
recruitment cost.
“It takes 10 days to get the employee but it takes 10 years to get the skill of the employee
whom we have lost so its better to retain the skilled employee than training for 10 year the
employee to make him skilled”.

ANNEXURE
QUESTIONNAIRE
Dear sir/madam I miss Supreeta. A form SangolliRayanna First Grade Constituent

College, for the award of BBA degree. In accordance with the Rani Chennamma University
have to undertake a project work which is a requirement for the award of the degree. The
title of my project work is “A Study on Motivation on Employee Performance”.
I would be academically grateful if you kindly tick mark your responses to the questions
detailed below. I promise to keep the information confidential and the data thus collected
would be used for exclusively for academic purpose. Your anonymity is assured to your
response in totality makes this survey successful. Please pay some time to fill this
questionnaire and help me in this survey.
PERSONAL DETAILS
Name-------------------------------------------------------------
Age----------------------------------------
1.Length of service (in year)?
a. Less than 5, b. 5-10, c. 10-15, d. 15-20, e. More than 20
2.Emoluments (in rupees):
a. 2000-3000, b. 3000-4000, c. 4000-5000, d. More than 5000
Questions based on various parameters, which measures motivation of an employee

performance in an organization.

FINANCIAL INCENTIVES
Neither
Strongly Strongly
S NO QUESTIONS Agree Disagree agree nor
agree disagree
disagree
Compensation package in
1 the organization is
satisfactory.
Medical, transport and
canteen facilities are
2
satisfactory in the
organization.
Bonus and other monitory
incentives are paid and are
3
satisfactory to the
employees.
Performance appraisal
4 system is a motivating
factor in the organization.
Employees are paid wages
and salary in time and it is
5
purely based on their
performance.

NON-FINANCIAL INCENTIVES
Neither
Strongly Strongly
S NO QUESTIONS Agree Disagree agree nor
Agree disagree
Disagree
I am satisfied with employee
6 training programs in the
company
Employees are given
7
adequate leave facilities
Work environment is
8 satisfactory in the
organization
Employees are given scope
9
for career development
Employees are encouraged
10 to participate in decision-
making process
Superiors are cooperative
11 and support subordinates in
the work
Communication is both
12 upward and downward in the
organization
Newly appointed employee
is undergoing an induction
13 program always to adjust
himself with the
organizational climate
Recreational facilities are a
part of employee motivation
14
and are encouraged in the
organization
Overall are you satisfied
with the non-monitory
15 benefits like, promotion,
transfer, appreciation, job
recognizationetc
Does motivation techniques
16 followed by company help in
employ performance

BIBLIOGRAPHY
1. K. Ashwathappa: Human Resource Management

2. P. Subbarao: Human Resource & Personal Management
Website:
www.jinabakul.com

Sup Rita

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JINABAKUL FORGE PVT COMPANY LTD

SangolliRayanna First Grade Constituent College, Belagavi. Page1

SangolliRayanna First Grade Constituent College, Belagavi. Page2

SangolliRayanna First Grade Constituent College, Belagavi. Page3

Background and inception

The company objective of customer satisfaction is keenly pursued through consistent

SangolliRayanna First Grade Constituent College, Belagavi. Page4

The company manufacture

 Alloy steel bearing race in forged and finished turned condition.

QUALITY POLICY OF JINABAKUL FORGE PRIVATE LIMITED:

We manufacture the products with appropriate process control specified quality, at

 Maintain continuous improvement program for OMS and manufacturing.

SangolliRayanna First Grade Constituent College, Belagavi. Page5

VISION OF THE COMPANY:

Jinabakul is liable to fulfill a responsibilities towards standard requirement of its stake

MISSION OF THE COMPANY:

Involving every workman with appropriate training maintenance of quality, productivity

It’s a private limited firm

 Mr. Gopal D Jinagouda(MD)

The technology used is,

 CNC machines for tool making.

SangolliRayanna First Grade Constituent College, Belagavi. Page6

WORK FLOW MODEL

SangolliRayanna First Grade Constituent College, Belagavi. Page7

OUT SIDE THICKNESS IN PUT

GEAR 0.150 10.00

SangolliRayanna First Grade Constituent College, Belagavi. Page8

 Sophisticated material testing Laboratory. And well identified storage are.

Clients of the company

Suppliers to the company

 Indian stainless steel and allies’ltd.

SangolliRayanna First Grade Constituent College, Belagavi. Page9

 Best SKF supplier excellence global award at Sweden 2007

Future growth and Prospects

 Expansion of facilities to take care of the rapid growth.

SangolliRayanna First Grade Constituent College, Belagavi. P a g e 10

Frame work (Mckinsey’s) 7s

 Improve the performance of the company.

SangolliRayanna First Grade Constituent College, Belagavi. P a g e 11

FINANCE MARKETING MAINTAINANCE HUMAN PRODUCTION

SangolliRayanna First Grade Constituent College, Belagavi. P a g e 12

FUNCTIONAL DEPARTMENTS OF THE COMPANY ADMINISTRATION

SangolliRayanna First Grade Constituent College, Belagavi. P a g e 13

1. Receipt and Storage of raw material

SangolliRayanna First Grade Constituent College, Belagavi. P a g e 14

QUALITY ASSURANCE SYSTEM:-

1. Supervising of the MPI(Magnetic Particle Inspection)Activities.

a. Preparation of inserts, tooling and products drawings.

a. Receipt of drawing and specifications.

SangolliRayanna First Grade Constituent College, Belagavi. P a g e 15

1. Carrying out chemical tests on raw material and tool steel.

1. Verification of mill test certificate.

SangolliRayanna First Grade Constituent College, Belagavi. P a g e 16

 Project plan which includes

SangolliRayanna First Grade Constituent College, Belagavi. P a g e 17

 Recording of the day to day business transaction.

Human Resource department

At Jinabakul forge pvt ltd strategies are framed at different levels.

SangolliRayanna First Grade Constituent College, Belagavi. P a g e 18

Functional level strategies is concerned with

 Functional strategies in marketing financing operation, human resource and R&D

THE SWOT ANALYSIS OF J.B.F. Pvt Ltd. as follows:

SangolliRayanna First Grade Constituent College, Belagavi. P a g e 19