A Study on Performance Appraisal

With Reference To
SUJALA PIPES (Pvt) Ltd, NANDYAL
A Project report submitted to the
RAYALASEEMA UNIVERSITY

In partial fulfillment for the requirement of

award of the degree of

Bachelor of Business Management

By

B.SRAVANI
Reg.No. 1413002

Under the guidance of

Mr, INTIYAZ AHAMMAD

Asst, professor

DEPARTMENT OF BUSINESS MANAGEMENT

SRI RAMA KRISHNA DEGREE COLLEGE, NANDYAL
(Affiliated to Rayalaseema University, Kurnool)
Nandyal-518501.
2014-2017

1
 DECLARATION

I hereby declare that the project titled PERFORMANCE

APPRAISAL done at sujala pipes (Pvt) Ltd, Nandyal submitted by me as part of
partial fulfillment for the award of the Bachelor of Business Management, at Sri
Ramakrishna Degree college, Nandyal is a record of bonafide work done by me.
I also declare that this report has to my knowledge is my own and is neither
submitted to any other university nor published any time before.

(B.Sravani)
Reg.No: 1413002

2
 SRI RAMAKRISHNA DEGREE COLLEGE
Recognized by Govt. Of A.P. and Affiliated to RAYALASEEMA University.
KURNOOL.

(Approved by AICTE, Govt. of India, New Delhi)

Asst. Prof.: Mr. INTIYAZ AHAMMAD

CERTIFICATE

This is to certify that the project report titled Perfomance appraisal

with references to SUJALA PIPES (Pvt) Ltd, Nandyal is bonafide work done
by Mr.Intiyaz Ahammad of Sri Rama Krishna DEGREE College, Affiliated
to RAYALASEEMA University towards partial fulfillment of requirement of
the degree of Bachelor of Business Management under the guidance during
the academic year 2014-2017.

(Project Guide)
Mr.INTIYAZ AHAMMAD
(Asst. Professor)

3
 ACKNOWLEDGEMENT

I sincerely praise the efforts of Dr. G. Rama Krishna Reddy

garu, Principle of the Sri Ramakrishna Degree College,
Nandyal, for giving this opportunity to do the project work.
My profound thanks and deep sense of gratitude are due to authorities of SUJALA
PIPES (Pvt) Ltd., NANDYAL who gave me the opportunity to do this project work
in this organization.

My heartful sincere thanks to Mr.Intiyaz Ahammad faculty for the

Department of Management, Sri Ramakrishna Under Graduate College, Nandyal for
his value suggestions and guidance being instrumental in giving proper shape
structure to this project report.
It is my primary duty to express my humble thanks to Sri.Sreedhar Reddy,
Managing Director, SUJALA PIPES (Pvt) Ltd., NANDYAL for giving me this
opportunity to do the project work.

My sincere thanks to goes to Sri. SUDHAKAR, HUMANRESOURCE

MANAGER, for this valuable guidance and the staff of HR section, Nandyal who
gave valuable information for this project work.
Finally, I thank to one and all who help me in completion of my project work.

(B.Sravani)

4
 Index

Chapter-1 1-10
Introduction

Chapter-2 11-15
Research Methodology
Chapter-3 16-27
Company Profile
Industry Profile
28-31
Chapter-4 32-46
Data Analysis:&Interpretation
Chaper-5 47-48
Findings
Suggestion
Bibliography 48
Questionnaire 49-50

5
 CHAPTER-I
1. INRODUCTION TO HUMAN RESOURCE MANAGEMENT:

HRM is concerned with the people work with in the organization to achieve the
objective of the organization. It concerns with acquisition of appropriate human resources,
developing skills and competencies, motivating them for the best performance &ensuring
their continued commitment to the organization to achieve organizational objectives.

HR Management is characterized as the general population who staff and oversee association.
It involves the capacities and rule that are connected to holding, preparing, creating and
repaying the representatives in an association. It is likewise appropriate to non-business
associations. For example, training, medicinal services and so on.

Human Resource Management is characterized as the arrangement of exercises, projects and

capacities that are intended to expand both hierarchical and also worker viability.

Scope of HRM with out a doubt is vast. All the activities of employee, from the time of
his/her entry into an organization until he/she leaves, come under the horizon of HRM.

The divisions incorporated into HRM are Recruitment, Payroll, Performance Management,
Preparing and Development, Retention, Industrial Relation, and so on. Out of every one of
these divisions, one such vital division is preparing and improvement.

This definition applies to all types of organizations, for example

Industry
Business
Government
Education
Health

6
 Social welfare of the people
HRM refers to activities & functions designed to maximize organizational as well as
employees effectiveness. The scope of HRM is vast all major activities in the working life of
the employees from the time of his entry into organization until he/she leaves, retires comes
under the preview of HRM.

1.1 HUMAN RESOURCE ACTIVITIES:

The important activities undertaken as follows

Planning of job design, job analysis.

Procurement, recruitment, selection.
Induction, placement, training & development.
Compensation, rewards benefits, retrial benefit medical& health care.
Motivation-motivational aids, bonus, incentives.
Profit sharing, non-monetary benefits, career development.
Growth, decision making, delegation of authority & power promotion.
Employee participating grievance handling, collective bargaining and other
mutual understanding and trust.
Employee evaluation, performance improvement HR audit, HR accounting.

1.2 OBJECTIVES OF HRM:

To provide, create utilize & motivate employees to accomplish organizational goals.
To secure integration of individuals & groups in securing organization
effectiveness.
To maintain high morale, encourage value system and create environment
of trust mutually of interest.
To create a sense of belongingness, teamspirit, and encourage suggestions
from the employees.
Social (towards society)
Organizational objectives.
Functional objectives.

7
 Personal objectives.

1.3 HRM A CHALLENGING TASK:

The individual chief assumes a urgent part in understanding the changing needs of the
association and society. His undertaking is to achieve targets in connection to the
representatives.
Organization and society with resources available with ion the organization, for this his
knowledge needs to have a good of such disciplines as economics, commerce, management,
sociology, psychology, engineering, technology, law etc.
The management of man is a very important task and challenging job, important
because it is a job, not of managing men, but of administrating a social system. The
management of the men is important because of their dynamic nature.

No two people are in comparative in capacities, conventions, estimations, and

conduct. They contrast generally likewise as gatherings, and are liable to numerous and
fluctuated impacts. Individuals are responsive they feel think and hence they can't be worked
like a machine. They therefore needed a tactful handling by management personnel.
The business cannot be succeeding if this human element is ignore or neglected.

1.4 FUNCTIONS OF HUMAN RESOURE MANAGER

8
1.4.1 MANAGERIAL FUNCTIONS:
Planning:
It is laid down to capture future, planning is a road map towards the success, planning
today avoids crisis of tomorrow.
Organizing:
Organizing the recruitment process for the selection of an employees as well as
organizing the proper training and development programs.
Directing:
Directing the work of the employees, as well as the behavior of the employee.
Coordinating and Controlling:
It is possible when the group is sharing the common goals together. Mutual
understanding should be built among the employees to increase the efficiency and to
have a better productivity.

Controlling deals with controlling all the unwanted actions of the employees such as
high turnovers, reducing the attrition rate.
1.4.2 GENERAL AND SPECIFIC FUNCTIONS:
General Functions:

9
 The general function of the personnel management is required to conduct research, to
assist programmers of personnel administration.
Specific Functions:
The specific functions of the personnel management may involve in areas of employment
safety, wage and salary benefit schemes.

1.4.3 FUNCTIONS ACCORDING TO DEGREE OF AUTHORITY:

Area of maximum authority, for example direction of payroll calculations, orientation
procedure, transfer rules etc., area of combine use of authority and persuasion, area of
maximum persuasion.

1.4.4 OPERATIVE FUNCTIONS:

Procuring Function:
It is concerned with obtained of a proper kind and number of personnel necessary to
accomplish an organizations goal.
The development function:
Is concerned with the personnel development of employees by increasing their skills
through training so that job performance is properly achieved.
Compensating function:
Manages securing sufficient and evenhanded compensation to faculty for their
commitment to the fulfillment of hierarchical objectives.
The integration function:
Managerial activities that bring about a reasonable of HR & the organization
objectives are termed as Human Relations.

1.5 INTRODUCTION:
1.5.1 Training:
o Training refers to a planned effort by a company to facilitate employees learning of
job related competencies.
o The goal of training is for employees to
o Master the learning, ability and practices underscored in preparing programs, and
o Apply them to their everyday exercises.

10
 o Training viability alludes to the banquet that the organization and the students get
from preparing.
o Training outcomes or criteria refer to measure that the trainer and the company
use to evaluate training programs.
o Training evaluation refers to the process of collecting the outcomes needed to
determine if training is effective.
o Evaluation design refers to from whom, what, when, and how information
needed for determining the effectiveness of the training program will be collected.

1.5.2 Development:
Development is an attempt at improving an individual effectiveness.
Through a planned and deliberate process of learning. The concept of
development is not a short affair like training but is a continuous process to make the
employee move towards higher efficiency in a related atmosphere.
Today the development is required for everybody. If an individual in the organization
develops then organization develops and it in turn reflects on society. HRD is once
area. Which concentrates on development, which is not limited to executives, as non-
executives may sometimes possess more skills and knowledge than executives.

1.5.3 Assumptions of Training Design Approaches:

o Training design is effectively only if it helps employees reach instructional or
training goals and objectives.
o Measurable learning objectives should be identified before training.
o Evaluation has a vital influence in arranging and picking a preparation strategy,
checking the preparation program and proposing changes to the preparation
configuration handle.

1.6 TRAINING METHODOLOGIES:

Preparing strategies are multifaceted in extension and measurement and each reasonable for a
specific circumstance. The best strategies for one circumstance may not be best for gatherings
or undertakings. A successful preparing strategy for the most part satisfies these destinations;
gives inspiration to
1.6.1 ON THE JOB TRAINING:

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 Virtually every employee, from the clerk to company president, get as
some on job training when he joins the mechanics are craftsman, receive prompt criticism,
rehearse in the genuine workplace, and connect with similar individuals they work with in the
wake of preparing. Under this procedure a representative is set in another occupation and is
told how it may perform it is mostly given for unskilled and semiskilled jobs like clerical and
sales job.
These are a variety of on the job training methods; such as caching, are understudy,
job rotation and special assignments.
Job instruction training:
This technique requires gifted mentors, broad employment examination,
preparing plans and earlier evaluation of the learner's occupation knowledge.This strategy is
likewise known as"Training through well ordered learning".
Vestibule Training:
This method is a classical training, which is often imparted with the help of
the equipment and machines, which are identical with those in news in the place of work.

Apprenticeship:
This fielding which apprentices training is offered numerous and range
from of a craftsman, a mechanist, toolmakers, printer, pattern designer, carpenters, weavers,
fitters, jewelers, diesinkers and electricians major part of training time spent on the job
productive work. Each understudy is given a program of assignments as indicated by a
foreordained calendar, which accommodates effective preparing in the exchange abilities.

Caching:

Storing is one of the preparation techniques, which is considered as a remedial strategy for
insufficient execution. As per a study by International Coach Federation (ICF), more than
4000 organizations are utilizing mentor for their administrators. These coaches are experts
most of the time outside consultants.
1.6.2 OFF-THE-JOB TRAINING:
Off-the-job simply means that training is not a part of job activity. The
actual location may be in the company class room are in places which are owned by the
company, or in universities. Which have no connection with the company.
12
Lecturers:
Lecturers are regarded as one of the simplest base of important knowledge to the
trainees, especially when facts, concepts of principles, attitudes problem solving abilities are
to be taught.
Pros:
Less time is needed for the trainer to prepare than other methods.
It provides information quickly when it is less important that the trainees retain a lot
of details.
Cons:
Does not actively involve trainee in training process.
The trainee forgets much information if it is presented only orally.
The Conference Method:
In this method the participating of individuals confer to discuss points of common
interest to each other a conference is basic to most participating group concerned methods of
development.

Pros:
There is a lot of trainee participation.
The trainee build consensus and the trainer can use several methods to keep
sessions interesting.
Cons:
It can be difficult to control a group.
Opinions generated at the conferences may differ from the managers ideas
causing conflict.

Seminar or team discussions:

This is an established method for training. It maybe based on a paper prepared by one or
more trainees on a subject selected in consultation with the person in charge of the seminar. It
may be part of the study are related to theoretical studies or practical problems.
Pros:
Group members are involved in the training.
The trainer can use many group methods as part of the seminar activity.

13
Cons:
Planning is time consuming.
The trainer must have skills in conducting a seminar.
More time is needed to conduct a seminar than is needed for many other
methods.

Case studies:

In this method an actual business situation is described in writing in a comprehensive

manner. Trainees ask to appraise an analysis the problem situation and suggest solutions.

Pros:
A case study can present a real life situation which lets trainees consider what they
would do.
It can present a wide variety of skills in which applying knowledge is important.

Cons:
Case can be difficult to write and time consuming to discuss.
The trainer must be creative and very skilled at leading discussions, making points,
and keeping trainees on track.

Role playing:
In role playing trainees act how to give role as they would in a stage play. Two or more
trainees assigned parts to play before the rest of the class this parts does not include any
memorization of lines are any rehearsals. The role players are simply important situation and
of the respective roles they have to play.

Pros:
Trainees can learn possible results if certain behaviors in a class room situation.
They get an opportunity to practice people skills.

14
 It is possible to experiment with many different approaches to a situation with out
aliening and actual customers.
Cons:
A lot of time is spent making a single point.
Trainees must be skilled and creative in helping the class from the situation.
Income role play situations, only a few people get to practice while others watch.

Demonstration:
Demonstration is a very effective for basic skills training. The trainers show trainee how
to do something. The trainer may provide an opportunity for trainees to perform the task
being demonstrated.
Pros:
This is emphasized the trainees involvement.
It engages several senses like seing, hearing, feeling, touching.

Cons:
Planning is time consuming.
The trainer must have skills in conducting a seminar.
More time is needed to conduct a seminar than is needed for many other methods.

Simulation:
Trainers participate in reality base, interactive activity where they imitate actions
required on the job. It is useful technique for skills development.

Pros:
Trainers participate in a reality-base interactive activity involved in the learning
process.
It directly applies to jobs performed after training.
Simulation involves yet another learning style, increasing the chance that trainee swill
retain what they have learned.

Cons:

15
 Simulation is time consuming.
Trainer must be very skilled and make sure that trainees practice the skills
correctly.
1.7 TRAINING PROCESS:
The step to be followed in conducting the training process would be:
1. Setting evaluation criteria.

2. Assessing the knowledge prior to training.

3. Training or developed workers.

4. Assessing the knowledge after training.

5. Transfer of the job.

6. Follow up studies.

CHAPTER-II

2. IMPORTANCE:
1. Leads to enhanced gainfulness and/or more inspirational states of mind toward
benefits introduction
2. Improves the occupation learning and aptitudes at all levels of the association.
3. Improves the morale of the work force.
4. Helps people identify with organizational goals.
5. Helps create a better corporate image.
6. Improves the relationship between boss and subordinate.
7. Training reveals the trainee flexible nature.
8. Training creates an appropriate climate for growth, communication.

16
2.1 NEED OF THE STUDY:
1. It creates guidelines for work.
2. Provides information for future in all areas of the organization.
3. Aids in improving organizational communication.
4. Helps employees to adjust to change.
5. Learns from the trainee.

2.2 TRAINING OBJECTIVES

1. To set up the worker both new and old to meet the present and in addition the
Changing necessities of the employment and the association.

2.To guarantee smooth and effective working of the office.

3.Prepare them to occupy more responsible positions.

4.To prepare employees for higher level tasks.

5.To broaden the minds of senior managers by providing them with opportunities
for an interesting of experiences.

SAMPLING SIZE:
The total population is 100 the sample size of the study is 80 respondents.
2.3 CONSTRUCTION OF THE QUESTIONAIRE
Designing is not a simple job as it looks at first sight. A researcher intending to
collection primary data has to be extremely careful in deciding what information is to be
collected, how many questions are to be formulated, what ought to be the format of the
survey. Every one of these viewpoints require extensive time and exertion of the specialist. In
the event that he can build up a poll reasonable for his field examination.
2.3.1 PRE TEST
After the construction of the questionnaire it was presented with more than 10
respondents and finally necessary modifications were made in the questionnaire according to
the present study.

17
2.3.2 STRATIFIED SAMPLING
This is the probability sampling plan. A sampling plan in which simple random sub
samples are drawn from with in different strata that is more or less equal on some
characteristics.

2.4 RESEARCH METHODOLOGY:

Research methodology is the scientific way to solve the research problem. This involve
exploring all possible methods of solving the research examine the alternative method one by
one and arriving at the best possible method consider the resources at the disposal of the
researcher.

2.4.1 Research Design:

A research design is the specification of the method and procedures for acquiring the
information needed to structure or to solve problems. It is the information to the project that
stipulated what information to the collected from which source by what procedures.

2.4.2 Methods of Data Collection:

The step in data collection processes is to look for primary data as well as secondary data.

2.4.3 Primary Data:

Essential information are that are gathered to help take care of an issue or
accept preferences of an open door on which a choice is pending. A vital wellspring of
essential information is review investigate. The different sorts of reviews (individual,
mail, PC and phones.).

2.4.4 Secondary Data:

Secondary data are that were developed for some purpose other than
helping to solve the problem at hand. The secondary data that are available are
relatively quick and inexpensive to obtain. Internal sources can be classified into four
broad categories. Appraisal reports, training reports, miscellaneous records, and
internal experts.

2.5 LIMITATIONS:
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 Time and money are a major compulsion of the present study.
Some of the facts are not disclose in the report due to restrictions and formalities
of an organization.
Accuracy of information given by the employee cannot be guaranteed.
The study is only limited to a particular region.

CHAPTER-III

INDUSTRIAL PROFILE

Plastics which are used for the industrial purpose is called industrial plastics. It is of 2 types.

1. Structural Foams.

2. Sheets and Films.

01. Structural Foam

It is of two Types

a) Rigid Foam b) Flexible Foams.

Rigid Foams

Rigid polyether foams in sandwich foams have wide application a building

component because of the stiffness imparted by the thick foam center for a given weight.

19
They are also best insolvent known today and so have wide applicable in fitted slabs and are
formed into cavities at the building site. A very important use of rigid foam is fur furniture
parts to reproduce wood structures.

Flexible Foams

Flexible Foams, usually polyether urethane are made in slab foam up to 8 feet (2.4
meters) in which and, as much as 5 feet (1.5 meters) high, these are cut to required shapes or
sizes or molded. Used almost exclusively by the automobile industry for crash pads, arm sets
and dash board covers.

Sheet and Films

These include vinyls plastics and cellulose acetate vinyl. Plasticized poly vinyl
chloride by a calendaring process, can be sawn, heat sealed or electrically sealed, it is used
for apparel, door curtains. Protective clothing are made in many colored, transparent,
translucent, or opaque. Polyvinyl chloride can be with sensitive adhesives and printed with
decorative patterns. Thicker Sheet is colored and embossed for women handbags, luggage
and seat covers.

This film is used for packaging, especially for meat and fruits. If biaxial stretched, it
forms a shrink film that retracts up to 60%. Another important use is, as a laminate for
printed paper. Flooring tiles, largely made of PVC are built up by lamination and decorated
either by printing or by rolling in color chips. The common title is vinyl asbestos, pressed
into sheets on calendars and ten embossed and cut into titles. Rigid PVC Sheets has
dimensional stability ad flame redundancy and is often used in corrugated form for building
construction, partitions, drainage gutters, industrial lightening panels are the other uses.
Styrene film, is widely used for rigid containers, laminating by press and casting especially
packing, molding.

Laminating by Press and Casting

Formed plastics are produced by forming gas bubbles in the molten material. Plastic
Products are further shaped and finished by means of ranging from mechanical through laser
machining ultrasonic welding and radiation processing. Vinyl Chloride, discovered in 1815,
is formed by the reaction of acetylene with hydrochloric acid. The polymer Vinyl Chloride
(PVC) was first produced in 1912. Plastic research and manufacture was proceedings on a
considerable scale in the US Study of Polymers in the laboratory of E.I. DuPont De Nemours
and Company from 1928 onwards, which led to the super polyamide or Nylon.
20
 Vinyl Chloride is made from ethylene and chlorine. Though acetylene can also be
used. Then polymer is mainly processed in a highly plasticized from with varying degrees of
flexibility, by a calendaring, extraction molding, often by dry blends , mixtures made
below temperature from polymer plasticizer and pigments plasticizer are chosen to maintain
flexibility at low temperature. The range of applications of flexible poly vinyl chloride is
enormous and cover flouring, wire insulation, home furnishing, piping etc.,

Acrylonitrile Butanide Styrene posses a wide range of properties, notably scuff

resistance, refrigerator linings, food and detergent, containers because of its chemical
resistance to heat. Thick acroconistsle butanide-styrene sheet is used for sports car, bodies
and automobiles door. Nylon films mostly from nylon 6.6 are ideal for food packaging,
because of strength, impermeability to oils and Greases and high melting point. As such film
is stream strippable; they find many uses in hospitals. They are frequently used in
laminations. Acrylic films have resistance to ultraviolet light and external exposure, there
prime use in surfacing laminations..

PVC PIPES IN INDIA

Chief occupation in India is agriculture. For the developing country like India,
modernization of the agriculture practices has a pivotal place in improving the economy
states and the process of modernization includes usage of high productive tools and
agriculture practices. By using pipes, water can be transported efficiently with lesser no
wastages, from the place where there is plenty of water available to the place where there is
no less scarcity necessity of water. Pipes have been manufactured in India from the 1960s
on imported lines and thereafter indigenous plans were also established. There are few pipe
manufactures up to 1978 to 1979 and production capacity was increased rustically during
1979 1983 Cement pipes were the conventional pipes used for irrigation in the lift irrigation
schemes. Now a days PVC pipes replaced the conventional pipes and they constitute almost
90% in the respect (because of breakdowns, difficulty in immovability etc.). The use of
polymer Vinyl Chloride pipes in agricultural fields has lessened the water seepage which was
predominant in earlier days.

The Government of India allowed the imports of sophisticated machinery of

technology, which are not available indigenously. The companies Europe and West Germany
have competition in machinery producing plastics and it is an essential need for them to carry
out continuous research for the up-to-date technology, which given higher output and good

21
quality products.

The State Government of A.P. is using rigid PVC pipes for irrigation and water
supplies for the past few years. The State Government is producing PVC Pipes through
APSIDC (Andhra Pradesh State Irrigation Development Corporation) for its lift irrigation
schemes and other development schemes. The Panchayatraj Development is procuring pipes
for the public water supply schemes. The main distributors and individual connections can
use these pipes.

COMPANY PROFILE

Mr.S.P.Y.Reddy (MP) started with a small plastic container manufacturing around 30

years ago and soon graduated into pipes manufacturing. With focus on quality and
innovative marketing the group had grown into a mutli product, mutli vocational entity.

We are into Manufacturing of PVC Pipes, HDPE Pipes, Storage Containers, Flexible
Hoses, Fittings and processing of dairy products.

The group had acquired majority stake in Panyam Cements two years ago. After resolving all
issues, production was restarted in the month of May 2006. We believe with infrastructure
and construction boom all around, the prospects are excellent for this unit.

We have also initiated construction of Ethanol unit. We hope to commence

production by January, 2008. Our Vision is to have three successful vertical entities plastics.
Cement and Ethanol by 2008.

22
 Our aim is to provide quality products, service to our customers and enhance living
standards of workforce.

ORIGIN

Rayalaseema, economically backward part of the Andhra Pradesh (state) was has been
identified fro-rapid industrialization to boost up the economic level of the region. Nandyal
Town in Rayalaseema was industrially developed by the dynamic entrepreneur
Sri.S.P.Y.Reddy, who is basically a Mechanical Engineer, by setting up an Unit at Nandyal
and manufactured black pipes in 1977. His determination and hard work has helped to him in
overcoming the problems faced in the initial years. With the financial assistance by the local
commercial banks.

Later he started a manufacturing of black pipes. This resulted in the formation of a

private limited company called Sujala Pipes Private Limited, by S.P.Y.Reddy as the
Managing Director and group promoter. He got financial assistance and Institutional
assistance, which motivated him to setup a unit at Nandyal. With a great hope and
expectations he has started production PVC Pipes for improving the water transport system.

Nandi Pipes, which are famous all over the country, stand for testimony to Zeal,
Perseverance, and hard work and for sighted vision of the one individual. He is Mr.S.P.Y.
Reddy, the Founder and Managing Director and eminent techno entrepreneur and excellent
mechanical engine. He left his plum job at bar to bring to dynamism and energy and
aspirations started manufacturing of LDPE Pipes and later switched to PVC achieving
incomparable success. Sujala Pipes Private Limited is the Manufacturing of the largest and
most comprehensive range of UPVC Pipes in India.

PRODUCTION CAPACITY

Production Capacity of 22,200 metric tones per annul.

Nandi rigid PVC at a glance:

Color : Light Gray

Length : 6 Meters

Pressure Rating : 2.5 Kg., 4Kg, 6Kg, 10Kg, & 15 Kg/cm*cm.

Range Available : 20mm to 400mm O.

Manufactured with ISI mark is 4985: 2000

23
ESTEEMED CUSTOMERS

Nandi Pipes are proud to present list of customer, which includes big water pipe line
projects, dot projects panchayati Raj and industrial development corporation. Etc.,

Satya Sai Water Schemes

Lorhen Project
NABARD Water Schemes
Karnataka Land Army Department
And also we undertake turkey projects for pipelines.

GROWTH AND DEVELOPMENT OF THE ORGANIZATION

The Sujala Pipes Private Limited to record an excellent growth from 1977 onwards.

1977- Nandyal Region (Polythene Pipes)

1984 1985 - P.V.C. Pipes Rayalaseema Region.

1985 1987 - Rayalaseema, Telangana Region.

1987 1988 - Andre and Karnataka Region.

1989 1990 - Andre, Tamilnadu and Karnataka States.

1990 1992 - Andre, Kerala and Karnataka States.

Sizes

Various sizes rangin from to 10 are offered to Customers. But for the purpose of
cubic space utilization in truck while transport organization is adopting the technique like
pipe in pipe.

Payment Period

The Company adopts zero credit policy and goods are not delivered unless cash
remittance is made. The same policy is also applicable to authorized dealers of Sujala Pipes
Private Limited.

TECHNICAL DETAILS ABOUT PVC PIPES

INGRADIENTS

PVC Resin
D.B.L.S.

24
 T.B.L.S.
L.S.
C.S.
Static Acid
Hydro Carbon
Calcium Carbonate
Titanic Dioxide.

FUNCTIONAL DEPARTMENT OF THE COMPANY

Financial Department

Though initially the company approached the external sources for financial aid, now
the financial status of the company is very sound and is being run only with self-finance
except the loans taken on hypothecation of machinery and stock from S.B.I. Nandyal and
Karur Vysya Bank, Nandyal.

The Financial Departments is headed by the Financial Manager with the help of four
Accountants and other Clerks of the Department. The company follows cash & carry policy.
The product is not delivered until the cash is paid and these transaction are look after
financial department with the help of marketing department.

Marketing Department

Executive Director heads Marketing Department. Marketing Manager is in charge of all the
operations who reports to Executive Director. Marketing Manager and 35 Sales
Representatives are under immediate control of Executive Director.

Personnel Department

The Personal Department consists the details of the Executives and Workers of the
Organization. The organization in formed with Sri.S.P.Y.Reddy. The General Manager of
Executive Director who reports to Managing Director. Two Marketing Managers. Financial
Manager, Public Relations Officer and Quality Control Officer who all Reports to Executive
Director. Other than Executives there are 1,500 Workers in the organization. Panel
consisting of Managing Director, Executive Director, General Manager and Managers of
concerned department makes the Recruitment and selection. Apart from the attractive
salaries company provides meals and health care facilities.

Purchasing Department

25
 The Perplexing situation that is confronted by the Manufacturer of the PVC Pipes is
Scarcity of resin. Though the Government of India has taken various steps to improve
Supply Conditions of PVC resin, the Indian Manufacturers could meet only 50% of demand
and remaining 50% is met from imports.

The Major Petrochemical Companies are

Sri ram Vijay Limited.

Chem. Plast Limited.
Reliance Petro Chemicals Ltd.,
National Organic Chemical Industries Ltd.,
Indina Petro Chemical Industries Ltd.,

The lead time for the acquisition of raw material is 4 days.

HUMAN RESOURCES POLICIES AND PRACTICES

The following lines are highlights the human resources policies and practices.

Effective Utilization of Manpower

To Provide good working condition.
To Promote industrial development.

Nandi Group of Organizations

1. Sujala Pipes Private Limited, Nandyal.

2. Sri Kanth Water Containers, Nandyal.
3. Mahanandi SWR Fitters, Nandyal.
4. Nandi Solvent Cement, Nandyal.
5. Mahanandi Mineral Water, Nandyal.
6. Nandi Milk Dairy Products, Nandyal.
7. S.P.Y.Reddy Educational Institutions, Nandyal.

PVC Pipes

Sujala Pipes Private Limited, Nandyal a premier enterprise of Nandi Group is the well
known manufacturer of the largest and most comprehensive range of UPVC Pipes in India.
Nandi Gold Pipes, with a diameter upto 400mm are suitable for water tranportations,
irrigation, plumbing, drainage, cable ducting, bore wells, transfer of industrial effluents and
electrical conduits.

The gamut of products covers all applications in which PVC Pipes can be used.
26
Nandi UPVC Systems are more cost effective than conventional. GI, CI or AC systems
besides being light in weight, durable and no corrosive. They are also easy to handle, offer
excellent flow characteristics and can be transported and installed anywhere. With world
class quality and customized product development support, they enjoy the satisfaction of
millions of customers.
The unit also has world class qualify assurance systems ensuring products of
uncompromising excellence, meeting all relevant ISI, BS, DIN and ASTM standards.

In addition to these features, extensive R & D facilities provide reliable and

committed support for new product development, implying that even if a Nandi Customer is
unable to acquire his precise requirement from our elaborate ranges, Nandi also could supply
customized products as per his own exclusive specifications.

The two major types of plastics are

Thermosetting resins.

Thermoplasting resins.

THERMOSETTING RESINS

They become insoluble and infusible on heating. They are phonetic resins,
furnaresins amino plastics, alkyls and polyesters of unsaturated acids, epoxy resins,
polytehanes and silicones.

THERMOPLASTICS RESINS

These can be melted and solidified repeatedly, unlikely thermosetting resins. They
include cellulose derivates and additional polymers. Other types of resins include oil soluble
or modified resins, plastics such as casein and lignin extracted from natural products and
special application synthetics such as resins used as adhesives and as additives to paper and
textiles.

Pipes Manufacturer in A.P.

The Major PVC Manufacturers in A.P.

Nandi Pipes

27
 Finolex Pipes
Supreme Pipes
Monarch Pipes
Jam Sudhakar Pipes
Sri Lakshmi Venkateshwara PVC Pipes
Hasthi Pipes

And Many local manufacturers.

Factors contribution to the boom of PVC pipes market:

Less Weight
Non Corrosiveness
Excellent pressure resistance
Good Chemical and thermal Stability
Simple installation probability in handing
Super Weathering and
Economical.

Present Marketing Situation of PVC pipes:

Existence of large number of firms

Product differentiation.
Freedom of entry and exist of firms
Easy Availability.

BENEFITS OF PVC PIPES

Corrosion Resistance

Amuse to galvanic or electrolyte corrosion.

Chemical Resistance

PVC Pipes are not attacked by low or high concentration of acids. Oxidizing agents,
alkalis, oils facts and halogens.

Maintenance free

No Painting coating required.

Fire Resistance

Self Extinguishing

28
Flexibility

Flexibility in underground piping.

Variety of Joining Methods

Cementing, Heat Fusing, Threading, Flanged Compression fitting.

Biological Resistance

Fit for high purity water applications, and resist to rodent attack.

DETAILS OF NANDI PVC PIPES

Pipe Diameter Class Flow Range

mm inches class Pressure liter/sec.

20 0.5 5 10 0.07 0.13

25 0.75 5 10 0.13 0.25

32 1 5 10 0.25 0.50

40 1025 3 6 0.50 1.00

50 1.5 3 4 1.00 1.80

63 2 2 4 1.80 3.00

75 2.5 2 4 3.00 5.00

90 3 2 4 5.00 15.00

29
110 4 2 4 8.00 15.00

140 5 2 4 15.00 20.00

160 6 2 4 20.00 30.00

180 7 2 4 30.00 40.00

200 8 2 4 40.00 50.00

225 9 2 4 50.00 60.00

250 10 2 4 60.00 70.00

HDPE PIPES

SALIENT FEATURES OF NANDI HDPE PIPES

Manufactured as per ISI 4948: 1995 onwards

Pipes are manufactured either in long coils or 6 meter length
Depending on pipe dimension and customer requirements.
Best Quality pipes at most reasonable prices.
Pipes that meet your needs.
Special customer requirements are accepted.

STANDARD PIPE COIL LENGTHS OF VARIOUS SIZES

Pipe Size Available Coil Length

20 25mm 1000mtrs.

30 40mm 600 mtrs.

50------mm 400 mtrs.

63 75mm 300 mtrs.

90 110mm 50mtrs.

125mm & above 12 & 6 mtrs (single length)

WHAT NANDI OFFERS YOU...?

Our job goes beyond just selling pipes, as we are committed to the complete customer
service.

30
 We take up pipeline projects on TURNKEY basis.
We offer HDPE pipes solutions in place of conventional pipes (PVC, GI, Concrete
etc.,) at competitive prices guaranteed service.
We provide water lines for agricultural needs with free but jointing and testing.
We extend service free of cost any future leakages / defects in the pipe line caused by
faculty manufacturing or faulty jointing for a period of 20 years.
We offer proclaim facility (for earth work) to farmers who buy minimum 100 lengths
(6mtrs length) at concessional rates.

Physical and Chemical Properties of Nandi HDPE Pipes:

More Flexible
Light in Weight
Corrosion Resistant

Chemically Inert

Economical
Smooth inner and outer finishing resulting in low flow resistance and low power
consumption.
Availability of pipes in long coils reduces much of the cost of laying. Jointing and
additional couplers.

APPLICATIONS OF NANDI HDPE PIPES

Agriculture and Drinking water lines.

As delivery pipes for single phase & 3 phase submersible pumps.

As suction and delivery pipes for jet pumps
As suction and delivery for centrifugal & monoblock pumps
As delivery pipe for open well submersible pumps.
Telecom & Electrical ducting.
Slurry disposal.
Industrial Flow applications.
Sewage Pipe Systems.

31
 CHAPTER-IV
Data Analysis and Interpretation

1. Opinion about the training helps in increasing job engagement.

Table-15.1
Options No of Respondents Percentage
Yes 79 98.75%
No 01 1.25%
Total 80 100%

Graph-01

32
Interference:

The above analysis reveals that the training helps in job increasing job engagement
only 98.75% and remaining 1.25% respondents opinion was no.

2. Response of the trainees about enough practice during the training session.

Table-15.2
Options No of Respondents Percentage
Strongly Agree 56 70.00%
Some What Agree 1 1.25%
Agree 22 27.50%
Dis Agree 1 1.25%
Total 80 100.00%

Graph-02

33
Interference:

The opinion of the respondents about enough practice during training session was
strongly agree 70% and somewhat agree only 1.25%, just agree only 27.50% and disagree
shows 1.25%.

3. Training mandates with in the organization or from outside the organization.

Table-15.3
Options No of Respondents Percentages
With in the Organization 50 62.50%
Outside the Organization 10 12.50%
Both 20 25%
If Any other Specify 0 0
Total 80 100%

Graph-03

34
Interference:
The above graph reveals that 62.50% opinion was with in the organization and 12.5 %
respondents opinion was outside the organization.25% should be both type of training should
be analyzed.

4. Are the training mandates behavioral training?

Table-15.4
Options No of Respondents Percentage
10 days 56 70%
20 days 12 15%
30days 12 15%
Total 80 100%

Graph-04

35
 Interference:

The analysis of the above data represents the training mandates per year per
Employee for behavioral training agrees 10 days with 70% highest.

5. Methods to adopt training.

Options No.of respondents Percentage

Lecture 02 2.50%
Conference 02 2.50%
Group Discussion 54 67.50%
Case study 22 27.50%
Total 80 100%

Graph:

36
 Interference:
The analysis of the above data shows highly 67.5% for group discussion and 27.5% for
case study.

6.Employees can acquire knowledge through training.

Opinion No.of respondents Percentage

Strongly Agree 58 80%
Agree 14 17.50%
Disagree 4 5%
Strongly Disagree 4 5%
Total 80 100%

Graph:

37
Interference:
With this the analysis for employee can acquire knowledge through training 80% was
strongly accepted.

7. Selection of employees is based on.

Opinion No.of respondents Percentage

Seniority 20 25%
Observation 0 0%
Performance 60 75%
Total 80 100%

Graph:

38
 Interference:
The data shows higher preference to performance only 75% and remaining 25%
to seniority.

8. Time allotted to training program is.

Opinion No.of Respondents Percentage

Long 10 12.50%
Adequate 8 10%
Short 62 77.50%
Total 80 100%

Graph:

39
 Interference:
The analysis of the above data revels highly for short with 77.5% and adequate for 10%
and long for 12%.

9. Opinion on duration on training.

Opinion No. of Respondents Percentage

It should be more 10 12.50%
It should be shortened 5 3%
Sufficient 65 81.2%
Total 80 100%

Graph:

40
Interference:
Interference of the above analysis reflects that the opinion on duration of training
only 81.25% for sufficient and low 3% respondents opinion, it should be shortened.

10. Opportunity to express opinion.

Opinion No. of Respondents Percentage

Yes 60 75%
No 11 13.75%
Not always 09 11.25%
Total 80 100%

Graph:

41
 Interference:
The opinion of the above interpretation shows the opportunity to express opinions
regarding training session only 75% is true.

11. Is the training given by efficient faculty?

Opinion No. of Respondents Percentage

Yes 68 85%
No 12 15%
Total 80 100%

Graph:

42
 Interference:
From the above analysis the training faculty efficient by 85% and 15% should
not be efficient

12. The contents of the training program are.

Opinion No. of Respondents Percentage

Good 60 75%
Satisfactory 20 25%
Poor 0 0%
Total 80 100%

Graph:

43
 Interference:
The above analysis reveals the training in the organization is 75% is good and the
remaining 25% satisfactory.

13. The primary purpose of training is establishing a sound relationship between

the employee and his job.

Opinion No. of Respondents Percentage

Agree 20 25%
Disagree 0 0%
One reason 30 37.50
Very important 30 37.50
Total 80 100%

Graph:

44
 Interference:
From the above table the reaction of the respondent was shows equal at the
points of one reason and very important.

14. Employee training is one of the fundamental operative function of HRM.

Opinion No.of Respondents Percentage

Yes 78 97.50%
No 2 2.50%
Total 80 100%

Graph:

45
 Interference:
From above table and pie diagram ravels that employee training is one of the
fundamental operative function of HRM.

15. The training should depend on the trainee financial strength.

Opinion No. of Respondents Percentage

Some extents 30 37.5%
No 40 50%
Yes 10 12.5%
Total 80 100%

Graph:

46
 Interference:
From the above analysis the training should depend on the financial strength of employee
Reveals that 50% said now and 30% said some extent

CHAPTER-V

FINDINGS:

From the analysis of the data it was found that:

With the training the job engagement will be increased to employee was accepted by
mostly all employees only 1.25% said no.
During the training sessions enough practice will be taken by the employees only few
say no, it was not taken.
70% of the employees accepting that enough training practice will be there.

47
 62.5%of the respondents wants the training program within the organization and 25%
wants both within the organization and outside the organization.
From the training 80% are strongly agreed that the knowledge can be acquired
through training.
75% of the respondents say that the selection of employees is based on performance.
About the content of the training program75% feel good.
75% of the respondents state that there is an opportunity to express their opinions on
training.
37.5% states that the primary purpose of the training is to establish a sound
relationship between employee and his job is one reason and 37.5% says that it is very
important.
85% feels that the training should be given by efficient faculty.

SUGGESTIONS:

The duration of training should not be lengthy.

Training should be effective with group discussions and case study.
Training program should be given in accordance with the change in technology.
Training program must be conducted a regular interval with further updating and
modification.
Implementation on the training program on the actual job should be emphasized.
Regular feedback should be taking from particular during after the training program.

QUESTIONAIRE

PERSONAL PROFILE:

Name : Department :
Designation : Age :
Qualification: Experience :

1. Does training help in increasing job engagement of employees in your organization?

[ ]

48
 (a) Yes (b) No

2. Enough practice is taken by you during the training sessions? [ ]

(a) Strongly agree (b) Somewhat agree (c)Agree (d)Disagree

3. Are the training mandates are have you within the organization or from outside
the organization? [ ]

(a) Within the organization (b) Outside the organization

(c) Both (d) If any other specify

4. Specify the training mandates per year per employee for behavioral training [ ]

(a) 10 days (b) 20 days (c) 30days (d) 40 days

5. What are the methods adopted in training? [ ]

(a) Lecture (b) Conferences (c) Group discussions (d) Case study

6. Do the employees are helped to acquire knowledge and skills through training [ ]

(a) Strongly agree (b) Agree (c) Disagree (d) Strongly disagree

7. Selection of employees for training is based on [ ]

(a) Seniority (b) Observation (c) Performance

8. Time allotted for the training program is [ ]

(a) Long (b) Adequate (c) Short

9. Your opinion on duration of training [ ]

49
 (a) It should be more (b) It should be shortened (c) Sufficient

10. You have an opportunity to express your opinion regarding training [ ]

(a) Yes (b) No (c) Always

11. Is the training given by efficient faculty [ ]

(a) Yes (b) No

12. The contents of the training program are [ ]

(a) Good (b) Satisfactory (c) Poor

13. The primary purpose of training is to establish a sound relationship between the
Employee and his job [ ]

(a) Agree (b) Disagree (c) One reason (d) Very important

14. Employee training is one of the fundamental operative function of H.R.M [ ]

(a) Yes (b) No

15. The training should depend on the trainee financial strength [ ]

(a) Some extent (b) No (c) Yes

BIBLIOGRAPHY

P. Subba Rao: Essentials of Human Resource Management and Industrial

Relations. Himalaya Publishing House 2008.

50
 Training Manual (Nandi Milk Dairy)

Employee Training and Development, Second Edition

RAYMONDA.NOE

51