Survey feedback - comprehensive OD interventions - Organizational Change an...manumelwin
Collecting data about the system and feeding back the data for individuals and groups at all levels of the organization to analyze, interpret meanings, and design corrective action steps.
These are having two components- the use of Attitude Survey and the use of Feedback workshops.
Grid organizational development - comprehensive OD interventions - Organiza...manumelwin
Designed by Robert R. Blake and Jane S. Mouton.
Six phase program lasting about 3-5 years.
An organization can move systematically from the stage of examining managerial behavior and style to the development and implementation of an ideal strategic corporate model.
Survey feedback - comprehensive OD interventions - Organizational Change an...manumelwin
Collecting data about the system and feeding back the data for individuals and groups at all levels of the organization to analyze, interpret meanings, and design corrective action steps.
These are having two components- the use of Attitude Survey and the use of Feedback workshops.
Grid organizational development - comprehensive OD interventions - Organiza...manumelwin
Designed by Robert R. Blake and Jane S. Mouton.
Six phase program lasting about 3-5 years.
An organization can move systematically from the stage of examining managerial behavior and style to the development and implementation of an ideal strategic corporate model.
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
PURPOSE
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.
HR policies can also be very effective at supporting and building the desired organizational culture.
Training and Development in WIPRo
Wipro have an in-house training department that handles continuous training of employees.
Those with less than one year of experience are taken through a well-structured induction/training program. This will cover all aspects of software development skills that are required.
To meet the ever-changing requirements in training, wipro have rolled out their e-learning initiatives, which is available to all employees. Their "Virtual Campus" runs with the objective of building a vast learning community on the Net. The facility of "Training on demand" enables the individual to be in complete charge of his own learning experience.
In consulting engagements with General Electric in the 1970's, McKinsey & Company developed a nine-cell portfolio matrix as a tool for screening GE's large portfolio of strategic business units (SBU).
Project Report on Performance Appraisal System and Effectiveness in Flora Hot...PS NEEMISH
The study covers employees of Flora Hotel Cochin.
A survey was conducted for information about the performance appraisal
system that was used in the company.
The study focuses on type, effectiveness and employee attitude of the
appraisal system.
To help management plan future development and growth.
The sample size of 50 employees was selected at random from all
departments.
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
PURPOSE
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.
HR policies can also be very effective at supporting and building the desired organizational culture.
Training and Development in WIPRo
Wipro have an in-house training department that handles continuous training of employees.
Those with less than one year of experience are taken through a well-structured induction/training program. This will cover all aspects of software development skills that are required.
To meet the ever-changing requirements in training, wipro have rolled out their e-learning initiatives, which is available to all employees. Their "Virtual Campus" runs with the objective of building a vast learning community on the Net. The facility of "Training on demand" enables the individual to be in complete charge of his own learning experience.
In consulting engagements with General Electric in the 1970's, McKinsey & Company developed a nine-cell portfolio matrix as a tool for screening GE's large portfolio of strategic business units (SBU).
Project Report on Performance Appraisal System and Effectiveness in Flora Hot...PS NEEMISH
The study covers employees of Flora Hotel Cochin.
A survey was conducted for information about the performance appraisal
system that was used in the company.
The study focuses on type, effectiveness and employee attitude of the
appraisal system.
To help management plan future development and growth.
The sample size of 50 employees was selected at random from all
departments.
Study and improve training procedures vis a vis employee satisfactionSupa Buoy
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Raji presentation organiations study at manipal hospital, goa
Amala organiations study at kamco
1. AT KAMCO – ATHANI UNIT
AMALA JOHN
MBA BATCH 2
1 organization study at KAMCO
ORGANIZATION
STUDY
2. INTRODUCTION
Organization study conducted at Kerala Agro Machinery
Corporation Limited (KAMCO) - Athani Unit.
Objective of Study
Primary:
To study the overall functions of KAMCO and to
understand the duties and responsibility performed by
employees at different level in the organization
2
organization study at KAMCO
3. organization study at KAMCO3
Secondary:
To understand the History, growth profile, present structure
and future plan of the company
To understand the hierarchical structure followed in the
organization
To conduct SWOT analysis of the company
To find out world ,national and state scenario of Kamco
To determine the function, procedure, policies and programs of
various departments in organization
4. organization study at KAMCO4
RESEARCH METHODOLOGY
In this study, descriptive analysis is used.
Sources of Data collection
Primary and secondary sources were used for data collection.
primary data
Primary data was collected by conducting interviews. The
different methods of collecting primary data are personal
interviews, indirect interviews, information from
correspondence, schedule.
secondary data
The secondary data is collected from official records published
by the company, library books, internet, journals,
5. organization study at KAMCO5
LIMITATIONS
Time Limit was a major limitation of the study since
the time was limited to a period of 30 days. I was not able
to acquire sufficient knowledge about the functioning of
the company.
In the study, some of the matters are confidential so that
details cannot be included in this report
All the employees are busy with their schedules, so cannot
interact with them in detail
6. Introduction about
KAMCO –Kerala Agro Machinery corporation Ltd
Head Office Athani
Established in 1973 a subsidiary of Kerala Agro
Industries Corporation
ltd. (KAIC), Trivandrum
Later became a separate govt. Of
Kerala undertaking in 1986
Quality Certification ISO 9001:2008
No : of employees 494
No: of directors 10
No: of Functional Units 4
Palakkad, Mala,Kalamassery, Athani
6 organization study at KAMCO
7. Company Profile
KAMCO was started to cater to the needs of small and marginal farmers.
The products category specifically to this segment and helps small farmers
to enjoy mechanized farming
The global standards and system maintained has earned KAMCO ISO 9001
certification.
OBJECTIVE OF COMPANY
To manufacture in India , either in collaboration with or otherwise or
import and trade agricultural machinery -
like tractors, power tillers, power reapers, combine harvester, diesel
engines.
Establishment of engineering workshops/repair shops to undertake repairs
and servicing of agricultural machinery or other machinery, equipment,
implements and tools.
7 organization study at KAMCO
8. ACTIVITIES OF COMPANY
The following are the main Activities of the Company.
Manufacturing and marketing of Agriculture machines
(Power Tillers, garden tiller , Power Reaper, Diesel Engines)
Power Tiller produced at Athani & Palakkad units.
Kalamassery unit produce Engine for Power Tiller
Power Reaper produced at Mala
Trading/manufacturing of other farm machines.
8 organization study at KAMCO
10. 10 organization study at KAMCO
BOARD OF DIRECTORS
MANAGING DIRECTOR
SR. MNGR
(SYSTEMS)
SR.MNGR
(MKT)
DGM
(HR)
DGM
(F & C)
MNGR
(HR)
MNGR
(HR)
MNGR
(MKT)
MNGR
(MTLS)
MNGR
(QA)
MNGR
(PROD)
MNGR
(PUR)
MNGR
(STORE)
MNGR
R & D
KAMCO ORGANISTAIONAL CHART AT
CORPORATE CHART
11. Departments
PRODUCTION
FINANCE
MARKETING
HUMAN RESOURCE
MATERIALS
PURCHASE
QUALITY ASSURANCE
RESEARCH AND DEVELOPMENT
STORE
SYSTEMS
11 organization study at KAMCO
12. SWOT
STRENGTH
High quality of product with zero defect
Manufacturing is by time proven design
Company has Dedicated work force
Scientifically designed system (The process of the company is scientific with good
incentive scheme for the workers)
WEAKNESS
Company is Manufacturing only agricultural products
As seasonal fluctuations show impact on the sales it is a non rewarding industry
There is no reward / recognition by the government for the farmers
Slow in adapting to new technological changes
12 organization study at KAMCO
13. SWOT
OPPORTUNITY
o Accumulated funds can be used in future expansion activities.
o Government support in financial matters.
o KAMCO has good exporting opportunities.
o The trustable brand image makes an opportunity to grow more and to get
more customers.
13 organization study at KAMCO
14. organization study at KAMCO14
THREAT
The changing government policies.
Earning of agriculture is very less
Lack of recognition for farmers
competition from Chinese and Korean product low
cost
LPG – Liberalization, Privatization, Globalization:
Liberalization, Privatization, Globalization opened
the Indian market to the global players. These
players are coming with highly developed low cost
products which may attract its potential customers.
15. FINDINGS AND SUGGESTIONS
FINDINGS
8th profit making company in the undertaking of Kerala government
Good production facility.
High demanded product
Good industrial relationship.
Qualified and skilled workers.
Good brand name.
Good incentive system.
Unique company running with profit for the last 30 years.
Political interference.
15 organization study at KAMCO
16. organization study at KAMCO16
SUGGESTIONS
The product has to be improved to sustain in the market.
The company has to find out more funds from the outside
The company takes necessary steps to solve the trade union
issues and make good relation between the employees,
employers and management.
The company can adopt different mode of sales other than
the direct sales
17. CONCLUSION
KAMCO is a leading manufacturer for quality
agricultural machines in India.
They meet the competition by way of quality of the
products.
The company strives towards excellence through the
combined efforts of its management and the
dedicated work force.
The main positive aspect of the company is that it
maintains a better relationship between the
management and employees.
17 organization study at KAMCO