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XLRI, School of Business & Human Resources

Prof. Gloryson RB Chalil

Organizational Structure and Design Project-1


Batch - PGCBM-27

Submitted By:
Sk Akram
(RB15060)
XLRI
, Jamshedpur Center
1

XLRI, School of Business & Human Resources

Prof. Gloryson RB Chalil

Acknowledgement:
With the accomplishment of my project entitled Organizational Structure
and Design, I would like to extend my sincere gratitude and a word of thanks to the
Prof. Gloryson RB Chalil motivated me to think beyond and to always look for better
explanations.

I am also obliged to Miss. Sadaf Naaz, whose support was steady & very
important in the completion of my report and to give it the final outline. I am extremely
encouraged by her profound views, which took me too well-lit whenever the track
became difficult for me to hold.

I am grateful to all the Department Staff members for execution their support
directly or indirectly. I would also like to place my thanks on record to the teaching and
AIS TA staff of PGCBM, XLRI & faculty members for rendering their support directly or
indirectly.

I would like to place my appreciations on record to the who directed me about


the P N Sagar in his company Automotive Axles Limited, Jamshedpur and helped
me in showing how the work process is being carried out there.

Ref.:
http://www.bms.co.in/acknowledgement-sample-for-human-resourcemanagement-hr-project-reports/

XLRI, School of Business & Human Resources

Prof. Gloryson RB Chalil

Topic-1: Job Profile


Explain about your current job and the stage where it creates maximum value? What
are the reasons? Also identify untapped opportunity for value creation from other stages of
value creation?
Job Profile:
Operation Engineer at Automotive Axles Limited

Job Responsibility:

Production planning

Man scheduling

Plan Vs actual data entry

Quality inspection

Process training (OJT)

TPM activity

SAP Production Data Book-out

Conversion Stage: Working in conversion process area which required:


Machinery
Computer
Human skills and abilities
Activity Carried at Conversion Stage: The use of the organization allows people jointly to:

Increase specialization in particular field

Use large scale of technology like Robotic Welding, Liner Grinding

Manage the external environment like Supplier, Customer, Distributer

Over View of Automotive Axles Limited:


Brakes manufacturing infrastructure (Welding machines, Broaching machines, Hardening
machines, Assembly parts, Supports system, Operation Threats, Well equipped assembly area
etc.)
Computer system: SAP for finished Brakes Book-out after assembly and maintenance activities
like Power fluctuation or failure while Brakes assembly.
Human skills and ability as mentioned below:
Knowledge of welding,
Hardening,
Painting and Assembly

XLRI, School of Business & Human Resources

Prof. Gloryson RB Chalil

Reasons:

Well organized structure

Fully semi automated machines

Skilled man power

Good hospitality like Canteen food, Transportation, Medical facility

Good culture inside the factory

Untapped Opportunity:

We can use KANBAN system for store activity

JIT Just In Time concept for internal process

Topic-2: Resources Dependency Theory


List out minimum four illustrations for resource dependence theory from your
organization. Choose any two recent decisions mentioned above and explain the factors lead to
such decision.
Four Illustrations for Resources Dependency Theory:

Front Bracket supplier for Brakes

Spider supplier for BrakesMASU Liner supplier for Brake Shoe

Same Parts making our competitors

1. Front Bracket Supply


This is Symbiotic interdependencies generally exist between organization and its supplier.

Single source for Bracket supply when we started the New Plant at Jamshedpur.

Compromise in batch quantity because they dont have any option to supply
more than 100 pieces per day.

100 inspection criteria we have given in their end due to some quality issues.

2. Our Competitor:
We have single competitor here at Jamshedpur. They are also making same parts which we are
making as well.

Taking a decision to supply more products from X to Y per month to reach our
customer requirement before our competitor takes an advantage at that time
when customer need a product.

Started supply different model of Brakes to satisfy the customer at any cost.

Started 100% PDI at our end to improve our product quality.

XLRI, School of Business & Human Resources

Prof. Gloryson RB Chalil

Topic-3: Manufacturing Process


Choose manufacturing/process department of your organization and illustrate four
design challenges.
Brakes Manufacturing:

Rolling Operation

Welding
Operation

Broaching
Operation

Painting
Operation

Brakes Assembly:

Riveting
Operation

Hardening
Operation

Grinding
Operation
Loading work

Bush Press
Operation
Conveyor work

Sub Assembly

Main Assembly

Design Challenges:
1. To develop Broaching tool Inspection Criteria at our end after Re-Sharpen
tool will come from other end.
2. Design the same Job Reference Position in Shoe Grinding operation as
mentioned in Broaching operation.
3. After grinding there is some Measurement fixed by design department which
need to modify, if design department ready to do the changes in measurement
from X to Y.
4. New fixture to be designed for new grinding machine for mass production.

XLRI, School of Business & Human Resources

Prof. Gloryson RB Chalil

Topic-4: Organisation Structure


Relate the existing structure of your organization to any structure. Do you consider
existing structure as appropriate?
Reasons? Any suggestion for improvement with rationale?
Current Organization Structure:

Current organization structure is appropriate and well defined due to below


mentioned reasons:
This structure shows the position of each function within the organisation.
Provide people with the opportunity to learn from another and become more
specialized and productive.
In this structure people structured as they are best in their field area and best way to
solve problems, from one another.
The most skilled employee given a responsibility to train new recruits, and they are the
people who are promoted to become supervisors and managers.

Suggestions for Improvement:

We need to add one Safety Officer Position as per the current scenario HRD
department is handling both HR and safety.

Planning department should be added in this hierarchy as per the current structure
store department is handling both Store and Planning.

XLRI, School of Business & Human Resources

Prof. Gloryson RB Chalil

Topic-5: Organisation Culture


Reflect about the culture existing in your organization and illustrate the impact of
property rights and structure on it.
Organisation Culture:
Our organisation culture is mix-up of terminal and instrumental values like;

High Quality Product

Excellence in Business

Social work

Specific norms, rules and SOPs


Socialization:
In our organizations culture are well developed, new comers can learn from existing
members behave and inferring from our behaviours which is appropriate for them. From the our
organisations prospective, the most effective way to newcomers to learn appropriate values
through our socialization, which is the process by which members learn and internalize the
norms of an our organisation.
Organisation Culture Come From?

Characteristics of people:
The founder of an organization has a substantial influence on the organizations initial culture
because of his personal value and beliefs.
Our founder set the scene for the later development of a culture because he not only
establish the new organizations values but hire its first members.
Over time, members buy into founders vision and perpetuate the founders values in
the organizations. The growth of Automotive Axles Limited provides a good illustration of the
important role a companys founders play in developing shared cultural values that establish a
strong organizational cultural.

XLRI, School of Business & Human Resources

Prof. Gloryson RB Chalil

Organization Ethics:
Our culture values derive from the personality and beliefs of the founder and top management
team. Automotive Axles Limited founder XY is passionate towards the work. His core values for
AAL are;
Business Excellence
New innovation or technology
World best quality of Axles and Brakes
Hard working people
Creativity at work station
Set high standard for our competitors
Our top managements are constantly working on as mentioned below:
Giving advance notice to employee for holidays
Ensure that organizational members obey the law
Deal with stakeholders in an ethical manner
Test or validation before start-up the new product for our customer satisfaction

Property Right:
Top managers often have strong property rights because they are given large amounts of
organizational resources. Top managers rights to use organizational resources are reflected in
their authority to make decisions and control organizational resources.
In our company temporary workers property rights are simply the wages they earn and
health and PF benefits they receive. Workers rights to use organizational resources are
reflected in their responsibilities in the level of control they have over their task.
Encouraging the people to use organizational resources to find better ways to serving
customer can foster commitment and loyalty.
To gaining our employee commitment, our organization reward our best employee
suggestion, Best kaizen and Family function award and give them fear property right.
Property right of our organization:

XLRI, School of Business & Human Resources

Prof. Gloryson RB Chalil

Topic-6: Strategic Changes


Consider any major strategic changes in your organization. Explain the shift in
importance of one/two departments as a result of such changes .
Major Strategic Change:
Before start-up the plant at Jamshedpur we were supplying our product to our customer a
Jamshedpur direct from Mysore by TOLL facility which was taking 3 to 4 days to come over
here for dispatch the Finished Brakes.
Now we made a well structured plant at Jamshedpur for supplying the Brakes to our customer
directly from Jamshedpur plant which is taking maximum 2 to 3 hrs to dispatch our finished
brakes at customer end.

We reduced the traveling time and established the JIT (Just In Time) concept for our
customer. Easy to reached our customer requirement and their needs.
Shift Related Information:
We required two shifts to reach our customer demand. Initially we were running only
one shift, but from last 7 to 8 months we are running with 2 shift complete and partially night
shift for bottle neck machines.

Ref.: Organizational Theory, design, and Change Sixth Edition By Garth R. Jhones I Mary
Mathew PEARSON
Chapter: 1, 2,3 , 6, 7 & 8.

XLRI, School of Business & Human Resources

Prof. Gloryson RB Chalil

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