DECLERATION

I hereby declare that this Project Report entitled TOTAL QUALITY MANAGEMENT At KRYFS POWER COMPONENT Pvt. Ltd. submitted in the partial fulfillment of the requirement of Master of Management Study (MMS) of IBSAR INSTITUTE OF MANAFEMENT STUDIES,KARJAT is based on primary & secondary data found by me in various departments, books, magazines and websites & Collected by me in under guidance of Mr. Krishna Triphthi DATE: PLACE: KARJAT RUPALI PAKHARE MMS 3rd sem Batch 2010-12

Companys certificate

CERTIFICATE
This is to certify that Miss Rupali pakhare a student of IBSAR institute of management studies, Karjat (batch 2010-12) has completed project work on TOTAL QUALITY MANAGEMENT At KRYFS POWER COMPONENT Pvt. Ltd. In partial fulfillment of the requirements for the award degree of master of management studies and that the dissertation has not formed the basis for the award previously of any degree, diploma, associate ship, fellowship or any other similar title under my guidance and supervision. I certify that this is an original work and has not been copied from any source.

Dr. Jayanti Gokhale (Dy. Director IIMS Karjat)

DR. M.L. Monga (Director IIMS Karjat)

Place: Karjat DATE:

ACKNOWLEDGMENT
In the first place, I thank Dr.Jayanti Gokhale Dy. Director of IIMS Karjat for having giving me her valuable guidance for the project. Next I would like to thanks to Dr. Jayanti Gokhale, again the guide of my project. Without their help it would have been impossible for me to complete the project. I am also thank to Dr. Sumeeta Sarkar who came talking out her valuable time to guide us on the project and other ideas which would be applied to the project to make it better. I would also like to thank Mr. Krishna Triphthi . who is in HR Department in the company where I undertook my study and employees of the company who have provide me with a lot of information and in fact even sharing some of the confidential company information which were given to them to by the company and data many of which I have used in this report and without which this report could not have been completed.

Place: Karjat Date:

Signature of the student

EXECUTIVE SUMMARY
Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization. Many writers and consultants are using the term performance management as a substitution for the traditional appraisal system. A performance management system includes the following actions.
1. 2. 3. 4. 5. 6. 7. 8. 9.

Develop clear job descriptions. Select appropriate people with an appropriate selection process. Negotiate requirements and accomplishment-based performance standards, outcomes, and measures. Provide effective orientation, education, and training. Provide on-going coaching and feedback. Conduct quarterly performance development discussions. Design effective compensation and recognition systems that reward people for their contributions. Provide promotional/career development opportunities for staff. Assist with exit interviews to understand WHY valued employees leave the organization.

Most performance management systems fail because they do not make the crucial link between strategy and daily actions and operations. They focus attention on tactical feedback and control of short-term operations. A good performance management system provides a comprehensive framework that translates an organisation vision and strategy into a coherent set of outputs, performance measures and targets. By developing a set of outputs, measures, targets and feedback systems for the leadership team, and then cascading these down the organisation in such a way that they are localised, meaningful, understood, owned and aligned, the link between the organizations strategic goals and the daily actions of the people doing the work can be made.

TABLE OF CONTENTS SR.NO. TOPIC 1 2 3 4 5 6 7 8 9 10 9 10 11 12 13 14 15 16 17 18 19 20 COMPANY PROFILE 6 H VALUES PRODUCTS INDIAS BEST POWER & DISTRIBUTION MANUFACTURERS BUY THEIR TRANSFORMER CORE FROM KRYFS FACILITIES PROVIDED BY COMPANY TO CONSUMER: CRGO STEEL - HANDLE WITH CARE KRYFS POWER COMPONENTS LTD IS DIVIDED INTO: KRYFS CO. MAIN FOCUS ON CUSTOMER WHY? JOB DESCRIPTION OF KRYFS POWER COMPONENTS LIMITED: EXAMPLE OF KRA CONCEPTUALIZATION TOTAL QUALITY PRINCIPLES OF TQM FACTOR AFFECTED THE COMMITMENT OF THE EMPLOYEES OPERATIONALISATION OF THE CONCEPT LIMITATION RESEARCH METHODOLOGY MACRO ANALYSIS (Inferences &Interpretation) RECCOMENDATIONS PAGE NO.

Mr. Krishna Tripathi AGM-HR

COMPANYS PROFILE: KRYFS POWER COMPONENTS LIMITED

KRYFS Power Components Limited is India's FIRST ISO 9001 accredited Transformer Core manufacturer. It was established as KRYFS Laminations (P) Ltd. in 1991 and commenced operations at its 1st factory in Palghar in December 1992. Today KRYFS has two modern plants, one located at Palghar in Maharashtra (80kms North of Mumbai city) and other at Kherdi in Dadra Nagar Haveli (140kms North of Mumbai city). As of 2009, KRYFS is India's largest company manufacturing Transformer Core having an installed capacity of approximately 30,000 M.T. of Transformer Cores, Wound Cores, Built up Cores. COMPANYS VISION:Our Vision is to be a globally recognised Major Player in the products manufactured and marketed by us and set the benchmarks for Quality, Service and Reliability, resulting in growth and prosperity for all Stakeholders (customers, creditors, employees, shareholders and society). We have a well documented policy on what each of our Stakeholders can expect from us and what we expect from each Stakeholder in return, which is available to every Stakeholders, on request. Quality Policy: We shall follow the Quality Assurance system and plan set out not only in letter but also in spirit, to ensure that every product manufactured by us meets the customer's need and expectation at a competitive price and builds customer trust and loyalty leading to total customer satisfaction. Pricing Policy: At KRYFS we have a FAIR and TRANSPARENT pricing policy. We guarantee the most economical prices for the products that we manufacture and supply. We do not believe in competing on the basis of price alone as any supplier can reduce prices by compromising on the
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grade and quality of the material used.We take pride in our transparent dealings and always endeavour to share the maximum information with the customer to ensure that they get the most economical prices in the industry, to enhance their competitive edge".

6 H VALUES
1. Honesty, with self and others. Honesty can neither be taught nor bought. It is inborn or has

2.

3.

4.

5.

6.

to be worked on by oneself. As a Company, we will be honest with all stakeholders and build a relationship built on Honesty and Trust with them. Humility in dealing with all people, including customers, suppliers, family, friends, colleagues, juniors, superiors and every one we come in contact with in our lives. The value of humility in our life should never be underestimated. Remember, whatever we have done or achieved, is not only due to our hard work, but because the Almighty God, has chosen us to be the lucky ones and showered us with his blessings. Humility also means being courteous and polite in our conversations with all people within and outside the Company and never showing off our achievements, and always acknowledging the Almighty for his grace in giving us what we have. Hard work for Profitability. There is no substitute for good old hard work. The most intelligent of men have not achieved their full potential or failed because they always looked for the short cut to success. To succeed in life, we have to give our sweat and blood and we should never look at any work as too low to be done by us. As a Company we shall earn our Profits through our Hard Work, Determination and Intelligence. Humanitarian approach towards all people that we come in contact with. While we should not tolerate indiscipline or a lazy approach, we should always remember that all people working with us are human beings, just like us and have feelings, aspirations and therefore we should treat them humanely and with respect. Never disrespect another person, and even if you do, the English language has a wonderful word to make amends for anything wrong that we do, called sorry, and it costs nothing to use, but provides a world of benefits and instant peace between any two people who are not on best terms with each other! Happy outlook to life. A happy outlook to life means, a Positive outlook to life. No problem is so big that it cannot be solved, no mountain so big that we cannot climb it. If you have a happy outlook, you will automatically be happy and this will definitely help you to have a positive attitude and a happy and satisfying life rather than a depressing and an unsatisfying life. Helpful nature towards all people. The pleasure of helping another person, in whatever small way can only be experienced and cannot be written about. When you help somebody else, you get a deep sense of satisfaction and fulfillment, which no other action can give you.

Quality Assurance is not an activity at KRYFS but a way of life. We not only practice the best practices of Quality Circle, 5 S and closely follow the ISO documented procedures on QA, but also
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have the only "BROCKHAUS Magnetic Material testing Laboratory" in India. Brockhaus is a German Company and the world's foremost manufacturer of CRGO testing equipment, used by almost all CRGO producing mills in the world. KRYFS' investment in the Brockhaus lab gives our team the edge of technology and a testimony to the fact that at KRYFS, we walk our talk.

PRODUCTS:

1. STACKED Transformer CORE Also known in the industry as Transformer Laminations due to the grey coloured E carlite insulation coating that Grain Oriented Steel has. KRYFS manufactures the following products : We manufacture Transformer Core Laminations from Cold Rolled Grain Oriented (CRGO) steel in grades M2, M3, M4, M5, M6 and also the Hi-B CRGO grades of ZH, ZDKH, ZDMH, ORSI-H, TCH-O, TCH-1 etc. For more technical details on the various grades of CRGO steel, click here. KRYFS manufacturers Stacked Transformer Core at both its plants at Palghar (Maharashtra) by the manual method of cutting and fabrication and Kherdi (Dadra Nagar Haveli) where it has 4 GEORG Lines, and annealing furnace in addition to the manual method of cutting. KRYFS can process Transformer Core upto the maximum width possible in CRGO that is 1000 mm. The manual method of processing is the conventional method of manufacturing Transformer Core in India. It is used mainly for distribution Transformers at KRYFS. However, even in processing by manual method, strict internal tolerances are maintained while fabrication. Also every Lamination is deburred if required (to improve stacking factor) and finally annealed in the KRYFS electrical roller hearth fast cool furnace as recommended by the manufacturing mills. 2. BUILT Transformer CORE KRYFS in 2006 had the capability to produce built Transformer Cores for supply to customer as a built up unit upto 1500 KVA due to the constraints in transportation of larger cores on the roads in India. On customer's request and specification we can also provide fully assembled stacked core, with no load losses tested and appropriately packed and ready for insertion of LV and HV coils. We are the
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only Transformer Core manufacturer in India to For more information on various grades and properties of CRGO

provide

this

facility.

3. TORROIDAL CORE

Torroidal Cores are round or rectangular shaped cores manufactured from CRGO Steel to be used in current and potential Transformers (CTs and PTs ). Our Torroidal Cores are manufactured from the very best CRGO steel and are annealed in a pit furnace to 820C for a full cycle of 14 to 15 hours.

4. CRGO STRIPS

We also produce CRGO strips manufactured to the customers specification and design. These are supplied in all available grades of CRGO steel.

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5. OTHER

PRODUCTS We also manufacture a range of material handling equipment like slings, lashings and harnesses.

INDIAS BEST POWER & DISTRIBUTION MANUFACTURERS BUY THEIR TRANSFORMER CORE FROM KRYFS
1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11.

AREVA T & D BHEL BHARAT BIJLEE LTD. CROMPTON GREAVES LTD. EMCO LTD. SIEMENS LTD. KANOHAR ELECTRICALS LTD. VOLTAMP TRAMSFORMERS LTD. KIRLOSKAR ELECTRICAL CO LTD. INDO TECH TRANSFORMERS P LTD. ECE INDUSTRIES LTD. KAVIKA VIDYUTH KARKHANE LTD.

KRYFS WORLDWIDE: KRYFS EXPORT TO THE FOLLOWING COUNTRIES:

1. Bangladesh 4. Kuwait 7. Malaysia 10. Nepal 13. Oman 16. Japan 2. Saudi Arabia 5. Sharjah 8. Singapore 11. Switzerland 14. Turkey 17. Sri lanka 3. UAE 6. United Kingdom 9. USA 12. China 15. Africa

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FACILITIES PROVIDED BY COMPANY TO CONSUMER:

1. KRYFS POWER COMPONENT LIMITED is India's first and only ISO 9001 accredited Transformer Lamination and Core facility. Company therefore work by well laid out and documented procedures with complete traceability. 2. Two modern manufacturing plants located close to Nava Sheva Port in Western India, fully equipped with GEORG cut to length lines and other machinery required to manufacture the most reliable Transformer Core. 3. Professional and experienced management with total commitment to quality, to ensure trouble free operation of Transformers within the specified parameters. 4. Competitive pricing compared to National and International prices. Company experience in sourcing ensures to buy CRGO raw materials at the best prices, benefits which are passed on to consumers. 5. Technical Assistance companys qualified and well trained team is at disposal to help consume optimize their losses and cost without compromising on quality. 6. Stress Relief Annealing - CRGO is a very delicate steel and handling and shearing stresses can easily increase the core losses and the operating current. As we relieve stresses by annealing at 820C, buyers are sure to get the optimum results as guaranteed by the mills. 7. Large inventory of various grades of raw material readily available to ensure that you get what you need, when you need it. 8. No Sales Tax - as facility is located in the UT of Dadra Nagar Haveli, Indian customers do not pay Sales Tax, a huge saving of at least 4% on an expensive raw material. 9. Offer Built up Cores (presently upto 1.5 MVA at present) guaranteed for No-Load losses and No-Load current. Buyer just give us the specification, and leave the rest to company. 10. Meticulous and specialized packing procedures - packing methodology ensures optimum utilization of scarce floor space in factory. Company pack set wise so buyer need not open more than the minimum pallets for assembling cores at your plant. 11. Special Rates for Long Term / High Quantity Value Contracts. Company do not consider themelves just a supplier of a raw material to company, but an integral part of supply chain management.

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CRGO STEEL - HANDLE WITH CARE

HISTORY: The earliest process to manufacture Cold Rolled Grain Oriented Electrical Steel, popularly known as CRGO, was first patented 70 years ago in 1933 in USA. The earliest grades of CRGO were known as M10, (approx. 1.00 watts/lb. at 1.5T/60Hz) and M9 (approx.0.90 watts/lb. at 1.5T/60Hz). By 1947, the first catalogue containing design curves and other essential information on grain oriented steels was published. In 1955, grades M7 (approx.0.7w/lb at 1.5T/60Hz) and M6 (approx.0.6w/lb at 1.5T/60Hz) were developed and were the most widely used grades of CRGO. However, the first Conventional Grain Oriented Steel (CGOS) grades known popularly today as M3, M4 and M5 were developed in the late sixties and the Hi-B Grain Oriented Steel grades (HGOS) were developed in the early seventies whilst laser scribed material in the mid-eighties. ARMCO, USA, (now known as A.K. Steel) were the pioneers in development of CGOS grades whilst the Japanese mills Nippon Steel and Kawasaki Steel, the pioneers in development of HGO grades and laser scribed grades. In the development of Grain Oriented Steels over the past 70 years, not only have the hystereses losses been significantly reduced from the earliest grades of GO developed, but the thickness has been significantly reduced, thereby reducing the eddy current losses. The insulation coating has been significantly improved to keep inter-laminar losses at a minimum.

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KRYFS POWER COMPONENTS LTD IS DIVIDED INTO:

1) Department 2) Senior management level 3) Manager 4) Employees 1) Department : It is a Subdivision of business or official duty

Departments in KRYFS POWER COMPONENTS LTD are : 1. FINANCE: The finance and accounting function is the management and bookkeeping of company funds. These funds may include accounts payable and receivable, savings, debts and investments.
2. OPERATIONS: The aim of the operation department is the overall management

and general administration of the core operations of the company. This department keeps a check on the personnel, legal matters and regular operations of the company.
3. MARKETING [LAMINATION]: This department handles work of laminating

the transformer core and its distribution is been handled. WORKS 1 Location : Palghar, Maharashtra. Installed Capacity: A) Transformer Strip Lamination 10000 MT / annum WORKS 2 Location: Kherdi, Dadra Nagar Haveli Installed Capacity: A) Transformer Strip Lamination 20,000 MT / annum B) Wound Core 500 MT / annum C) Transformer Built-up Cores from 1 MVA to 10 MVA D) Core Coil assemblies from 1 MVA tp 10 MVA This are the lamination target of KRYFS Co.

4. HUMAN RESOURCE: Human resources refers to all tasks related to the management of the employee population, including: recruitment, training, compensation, benefits, employee relations, communications and performance management. 5. EDP: In every industry there is need for managers to plan and direct the activities of all organizational functions. Industries that use computers employ
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ELECTRONIC DATA PROCESSING (EDP) MANAGERS to control the various activities related to the operation of the firm's mainframe computer or its clientserver network, as well as all of the peripheral equipment. Major users of EDP systems are banks, public utilities, transportation and insurance companies, large manufacturing firms, and government and educational establishments.
6. ADMIN:

Administration includes general co-ordination of various things, maintenance of office and factories (i.e. head office at bandra, kherdi factory and palghar factory), HR department, vehicle movements (whether the transportation is done properly). purchasing activities of the company. The manager provides expertise in specifying and procuring new and replacement components, parts and equipment, and reviews technical and quality requirements for the purchase of items, spare parts, and services. For e.g. Raw materials of KRYFS company are:

7. PURCHASE: The manager plans, organizes, directs, controls, and evaluates the

CRGO in grade Hi-B, M4, M5, M6 in coils and sheet form. Polyester high tenacity Webbing for polyester slings. Polyester cover for round slings. This is been order by purchase department

8. DESIGN: The objective of design management is to develop and maintain a

suitable business environment in which an organisation can achieve its strategic and mission goals through design, and by establishing and managing an efficient and effective system. Design management encompasses the ongoing processes, business decisions, and strategies that enable innovation and create effectivelydesigned products, services, communications, environments, and brands that enhance our quality of life and provide organisational success. In KRYFS Co. Design department handles designing transformer core

9. SALES: A sale is the act of selling a product or service in return for money or

other compensation KRYFS Co. sell their product to

Areva T & D BHEL

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Bharat Bijlee Ltd. Crompton Greaves Ltd, etc

10. CUSTOMER SERVICE: Customer service is a series of activities designed to

enhance the level of customer satisfaction that is, the feeling that a product has met the customer expectation. Customer Service responsibilities of KRYFS Co. are: 1. Consult with customers about their product or service needs or their wants. 2. Analyze what the customer says they want and need then tailor it to what CNS offers. 3. Troubleshoot products and services to best fit their needs and expectations. 4. Receive customer calls of requests for products and services. 5. Investigate what products and services the customer will need even if they may not know what they need. Probing as to what they want and present what they feel they may need dependant on their needs and wants. 11. LOGISTICS: They plan and manage the movement of goods in a supply chain, liaising with many parties including suppliers of raw materials, manufacturers, retailers and consumers. Logistics and distribution managers need an awareness of and strategic response to external influences, such as legislation, fuel costs and environmental pressures. The role of distribution manager within logistics may involve transportation, stock control, warehousing and ensuring structures are in place to monitor the flow of goods and materials.

2) Senior

management level: It is the next division of the company. Senior management, executive management, or management team is generally a team of individuals at the highest level of organizational management who have the day-to-day responsibilities of managing a company or corporation; they hold specific executive powers conferred onto them with and by authority of the board of directors and/or the shareholders. functions - Planning, organizing, staffing, directing and controlling. At all the levels of management we have managers working there and performing one or more of these managerial functions. A manager's main role is to achieve effective utilization of resources in an organization. He achieves so through coordinated human efforts. A manager has a very
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3) Manager: Managers are building blocks of the organization. A manager performs five basic

important role to play in achieving organizational objectives. He is responsible for aligning the individual's objectives with the organizational objectives. This is very essential for achieving long-term organizational success. A Manager is the one who communicates organizational vision to the employees of the organization. He should ensure that there is effective communication flow in an organization and that there should no misinterpretations taking place. Manager work as a leader.

4) Employees: Some things that the employee should consider in their own development include

seeking a variety of assignments, tackling tough problems and asking for feedback. Coaching is another helpful activity, both in looking for opportunities to coach others and finding good coaches for him or herself. It can help to ask for feedback when working with a variety of people and in a variety of situations. Employees should be looking for developmental relationships that can provide a variety of learning. They can also identify goals for new skills and abilities and then look for ways to meet those goals. It can also be helpful to attend classes and workshops to fill in conceptual needs. While employee development is critical to the success of an organization, both the employee and the organization must recognize that most of the responsibility for development falls to the employee. Some things the employee should have and consider when beginning work Towards development:

Specific goals; identify goals for new skills and look for ways to meet those goals Energy to make the development possible A variety of work assignments Asking for feedback Opportunities to coach others and finding good coaches for him or herself Developmental relationships that provide a variety of learning

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KRYFS CO. MAIN FOCUS ON CUSTOMER WHY?

Customer Focus is about getting input from the customer far in advance of the sale Customer Focus is about getting all employees to look at their job through the eyes of the customer. Customer Focus is about adding value at all levels of the organization - not just sales and customer service.

Focusing on the customer. This is the root of lean. The very first seed that is planted. The main focus is the customer or consumer that buys the product. In order to be the most effective in delivering value to the customer, everyone must be aligned. As Customers are counting the money and looking for better value for money. A satisfied customer is the key to long-term success. Consumer behaviour is a complex, dynamic, multidimensional process, and all marketing decisions are based on assumptions about consumer behaviour. There can be many benefits of a product, for example, for owning a motor bike one can be looking for ease of transportation, status, pleasure, comfort and feeling of ownership.The cos is the amount of money paid for the bike, the cost of maintenance, gasoline, parking, risk of injury in case of an accident, pollution and frustration such as traffic jams. The difference between this total benefit and total cost constitutes the customer value. The idea is to provide superior customer value and this requires the formulation of a marketing strategy. The entire process consists of market analysis, which leads to target market selection, and then to the formulation of strategy by juggling the product, price, promotion and distribution, so that a total product (a set of entire characteristics) is offered. The total product creates an image in the mind of the consumer, who undergoes a decision process which leads to the outcome in terms of satisfaction or dissatisfaction, which reflects on the sales and image of the product or brand.
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To understand the consumer; researches are made. Sometimes motivational research becomes handy to bring out hidden attitudes, uncover emotions and feelings. Many firms send questionnaires to customers to ask about their satisfaction, future needs and ideas for a new product. On the basis of the answers received, changes in the marketing mix is made and advertising is also streamlined.

JOB DESCRIPTION OF KRYFS POWER COMPONENTS LIMITED:

LOCATION: HEAD OFFICE DIVISION: LAMINATION DEPARTMENT OPERATION: SR NO . 1 EMPLOYEES NAME KAMLASHANKAR MISHRA DESIGNATION ASST. MGR CUSTOMER SERVICE JOB DISCRIPTION 1. 2. 3. 4. 5. 2 SAKSHI GHARAT ASST. SALES COORDINATOR 1. 2. 3. 4. 5. 6. ISSUING OF WORKS ORDER IN TIME CO-ORDINATION WITH FACTORY REPORTS UPDATION OF DESPATCH PLANNING SHEET TRAINING SAKSHI & RUMA CRGO DOCUMENTATION UPDATING CUSTOMER WITH DISPATCH DETAILS PAYMENT FOLLOW UP OF RS & AS CUSTOMERS CO-ORDINATION WITH FACTORY PROFORMA INVOICE PDC COLLECTIONS VENDOR REGISTRATION PERCENT DEVOTED 30 30 15 15 10 50 20 10 10 5 5

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RUMA KOLE

EXE. ASST. - SALES & OPERATIONS

1. 2. 3. 4.

CO-ORDINATION PAYMENT FOLLOW UP OF HI CUSTOMERS REPORTS MISCELLANEOUS WORK

50 25 20 5

LOCATION: HEAD OFFICE DIVISION:MHD DEPARTMENT: SALES SR NO . 4 EMPLOYEES NAME SATISH JARANDE DESIGNATION AGM SALES JOB DISCRIPTION 1. SLINGSET SALES TARGET 2. PERSONEL TARGET [SALES 3. TEAM BUILDING [SUBJECTIVE ENSURE PROPER WORKING OF DELHI OFFICE + LEADERSHIP TO ALL RO'S] 4.COLLECTION [DECREASE RECEIVABLE NO OF DAY BY 20% RSM (W) 1. 2. 3. 4. SALES TARGET PAYMENT COLLECTION C FORM FOLLOW UP CUSTOMER RELATIONSHIP & GRIEVANCE PERCENT DEVOTED 40 30 10 20 70 10 10 10 70 10 10 5

S. A. MORTI

ANIL KUMAR

ASM

18. SALES TARGET 19. PAYMENT COLLECTION 20. C FORM FOLLOW UP 21. CUSTOMER RELATIONSHIP

&

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GRIEVANCE

These are JOB DISCRIPTION of some employees of KRYFS POWER COMPONENTS LIMITED

EXAMPLE OF KRA: KRA OF SATISH JARANDE IN KRYFS POWER COMPONENTS LIMITED Employee name Designation KRA Sr. no 1 2 3 KRA Sales Target Payment collectio n C Form collectio n SATISH JARANDE AGM SALES

KPI Sling set sales 70 target Personal 10 target sales Team building 10 [subjective ensure proper working of Delhi office + leadership to all ro's] Collection 10 [decrease receivable no

Measurement

Scoring parameters % 100 90 80 70 <70

Appraisal Self Apprai -ser

Custome r Relation

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of day by 20% This is one of example of KRA made by KRYFS POWER COMPONENTS LIMITED likewise each departments employees KRA are made. Also percentage of target work done by the employees are rated. If the scoring parameters are less than 70 then it is consider as NIL. Because less than 70% scoring parameter is like the employee have to learn a lot and struggle for company

CONCEPTUALIZATION:This is Total Quality Management Project Report. Human resource is the most important factor for any organization and success of any Organization is depending upon its resource .If human resource of organization is not happy with the organization. It will adversely affect the organization. The higher degree of commitment toward work will improve productivity and will decrease rejection cause due to human factor. So to make the people happy is the responsibility of the organization. So this study is helpful to measure the level of commitment toward work and to know the factor affecting the commitment level.

QUALITY:1. Quality means fitness for use. 2. Quality means productivity, competitive cost, and timely delivery, total customer satisfaction. 3. Quality means conformance to specification and standard. 4. Conformance to requirements. 5. Quality is what the customer says
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6. Quality means getting everyone to do what they have agreed to do and to do it right the first time and every time.

TOTAL QUALITY :It means all the people of the organization are committed to product quality by doing right things right, first time, every time by employing organization resource to provide value to customer.

TOTAL QUALITY MANAGEMENT: It is the process designed to focus external/internal customer expectation preventing problems building ,commitment to quality in the workforce and promoting to open decision making.

TOTAL:
Every one associated with the company is involved in continuous improvement, in all functional area, at all level.

QUALITY:
Customer express and implied requirement is met fully.

MANAGEMENT:
Executive are fully committed Decision in a planned way. To maintain existing lever of quality.

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To improve existing lever of quality. Effective utilization of resource.

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PRINCIPLES OF TQM:1. Delight the customer 2. Management by fact 3. People based management 4. Continuous improvement 5. Strong leadership 6. Quality system measure& record 7. Team work, Team accountable, correct problem 8. People oriented technology, speed.

FOUR CS OF TQM
1. 2. 3. 4. Commitment Competence Communication Continuous improvement

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FACTOR AFFECTED THE COMMITMENT OF THE EMPLOYEES:General worker attitude toward the company. General worker attitude toward the supervisor. Lever of satisfaction toward job standard. The lever of consideration the supervisor shows to his subordination. The workload & work pressure level. The treatment of individual by the management The lever of workers satisfaction with the salaries The level of worker pride in the company and its activity Worker reaction to the formal communication network in the organization. Intrinsic job satisfaction level of the worker. Worker attitude toward the fellow worker.

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OPERATIONALISATION OF THE CONCEPT:I have studied on impact of employees commitment toward. I have explained earlier. In the company, they already have implemented TQM so through this study, I measured the degree of implementation in the organization and what are the factor that are affected the commitment lever and to check how much they are satisfaction with the TQM implement. For this purpose, I have made the questionnaire which consisting of multiple-choice questions. I have collected the data from them and after that I have tabulated them and interpreted them and give the recommendation. Focus of the problem: The main emphasis will be on to find out quality employees commitment toward their work as a result total quality implementation.

Review of Existing literature: Many people have work on this topic. They sum up various finding. They found that apply TQM has directly increased their morale; increase the satisfaction lever and commitment toward their work. These are the finding of various researchers. But the effect of TQM on employees commitment in the company has so far not undertaken. This project has been done first time in the company.

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LIMITATION
~Employees of the organization may hide the fact. ~The management did not agree to disclose all the confidential data. ~Number of respondents are very less, so clear conclusion cant be drawn.

OBJECTIVE OF THE STUDY:The objectives of this study are: 1.To find the degree of TQM implemented in the organization. 2.To study the level of commitment of employees toward their work. 3. To find out factor influencing the commitment.

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RESEARCH METHODOLOGY
Research methodology is a way to solve the research problem in a systematic manner. It may understand as a science of studying how the research is done significantly. The methodology may differ from problem to problem, yet the basic approach towards the research remains the same. The sequence or steps followed have been explained as under:

SURVAY POPULATION:
I have selected 100 employee 40 FROM THE STAFF,60 FROM THE WORKER for the survey.

ANALYSIS PATTERN DATA COLLECTION: This data is primary data, which I have been collected with the help of questionnaire. I have prepared a questionnaire on the basis of the factors responsible for employees commitment in the organization.

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MACRO ANALYSIS (Inferences &Interpretation)

The detailed analyses of the results are explained below: MOST OF EMPLOYEES FEELS THAT: Most of the staff member and worker feel that organization is quality conscious toward the employees. This also increases their commitment toward the work and toward the organization. Some of the employees feel that they have proper information about the policies, practices followed in the organization. But some of employees feel that there is no proper communication. Most of the facts related with the organization are hide by the management from the employees. Most of the employees feel that they dont get rewarded for their good performance. Most of the staffs member feel that their performance is properly measured in the organization.

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RECCOMENDATIONS

The suggestions I have given for the betterment are explained below: It is very important to provide the opportunity to the employees of the organization to express their ideas or whatever they want to express. Management should clear their vision mission and goals towards the employees in the organization. Management should involve the workers representatives in managerial activities so that the transparency could be maintained and through this they can win the confidence of the employees. Management should give due importance to mental relaxation &social cultural development of an employees who strives hard for the company. Reward or Praise/appreciation works as magic for an individual and motivates them for work. Role clarity of each position should be defined and based on that individuals can plan their work accordingly. Self-potential system should be encouraged. There are regular review and comparison of current & past performance to detect gradual deterioration in the strategy. Proper cooperation should be necessary in the company.

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APPENDICES Questionnaire for Employees Name: --------------------------------------------------------------------------------------Designation: ---------------------------------------------------------------------------Sr. No. 1 Questions Strongly Agrees Agree Neutral Disagree Strongly Disagree

3 4

10

Do you think the organization is quality conscious toward employees? Is the organization providing quality assurance system & operation? Does the organization have quality circle? Do you think the organization is quality conscious toward employees? How frequently the Weekly organizations have the meeting of quality circle? Are the organization is going for the quality audit? Are the information system is regularly updated? Does the organization is going for the brain storming session? A formal career planning process exist in the organization Employees are kept

monthly

yearly

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11

12

13

14

15

updated with changes in job skills & job designs? Do you feel that the organization is a good place to work? Do you feel comfortable with rules and policy of the organization? What types of relations are you having with your superior, peers and subordinates? Do you get any reward on your good performance? Do you find that your performance is properly measured in the organization?

GOOD

AVERAGE

POOR

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