A

PROJECT REPORT
ON
FINDING OUT THE AWARENESS OF THE ADVANTAGE OF
JOB DESCRIPTION.
FOR
ADOR WELDING COMPANY LIMITED
Submitted by

DEEPIKA SHENDE
Batch 2009-2010.

Under the guidance of

MRS.VIJAYA PURANIK
Submitted in partial fulfillment of the degree of
MASTER OF PERSONNEL MANAGEMENT.
 DECLARATION

DECLARATION

I, the undersigned, hereby declare that the Project Report entitled “………… …………… …” written
and submitted by me to the University of Pune, Pune in partial fulfilment of the requirements for the
award of degree of Master of Business Administration under the guidance of ……………….. is my
original work and the conclusions drawn therein are based on the material collected by myself.

Place : Pune (Name)

Date: Research Student

 CERTIFICATE

This is to certify that the Project Report entitled “……………………………………” which is being
submitted herewith for the award of the degree of Master of Business Administration of University of
Pune, Pune is the result of the original research work completed by Mr
………………………………………… under my supervision and guidance and to the best of my
knowledge and belief the work embodied in this Project Report has not formed earlier the basis for
the award of any degree or similar title of this or any other University or examining body.

Director Project Guide

Dr. Apoorva Palkar (Name of the Guide)

Place : Pune

Date:
INTRODUCTION
JOB ANALYSIS

It is a procedure by which pertinent information is obtained about a job ,i.e., it is a detailed and
systematic study of information relating to the operations and responsibilities of a specific job.
An authority has defined job analysis as “the process of determining, by observation and study,
and reporting pertinent information relating to the nature of the specific job. It is the
determination of the tasks which comprise the job and of the skills, knowledge, abilities and
responsibilities required of the worker for a successful performance and which differentiate one
job from all other”.

Job Analysis is a procedure and a tool for determining the specified tasks, operations and
requirements of each job.” it is the process of getting information about jobs: specially, what the
worker does ;how he gets it done; why he does it; skill; education and training required;
relationship to other jobs; physical demands; environmental conditions”. In other words ,it refers
to the anatomy of the job. It is a complete study of job, embodying every known and
determinable factor, including the duties and responsibilities involved in its performance, the
conditions under which the performance is carried on, the nature of the task. The qualities
requires in the worker, and such conditions of employment as pay, hour, opportunities and
privileges. It also emphasis the relation of one job to others in the organization.
PURPOSE OF JOB ANALYSIS

Job Analysis is useful for overall management of all personal activities. While this is a
generalized statement, it is important to specify the uses of job analysis.

Job related data obtained from a job analysis programme are useful in HRP, employee hiring,
training, job evaluation, compensation, performance appraisal, computerized personnel
information systems, and safety and health. Each of these applications of job analysis is
described in brief here. They will however be explained in greater detail in subsequent chapters.

HUMAN RESOURCE PLANNING: It determines as to how many and what type of personnel
will be needed in the near future. The number and the type of personnel are determined by the
jobs which need to be staffed. Job-related information is, therefore, necessary for HRP.

RECRUITMENT AND SELECTION:- Recruitment needs to be preceded by job analysis. Job

analysis helps the HR manager to locate places to obtain employees for opening anticipated in
the future. An understanding of the types of the skills needed and types of job that may open in
the future, enables managers to have a better continuity and planning in staffing their
organization.

Similarly, selecting a qualified person to fill a job requires knowing clearly the work to be done
and the qualifications needed for someone to perform the work satisfactorily. Without a clear
and precise understanding of what a job entails, the HR manager cannot effectively select
someone to do the job.

The objective of employee hiring is to match the right people with the right jobs. The objective is
too difficult to achieve without having adequate job information.

TRAINING AND DEVELOPMENT:- Job analysis is useful for an HRD manager in as much as
it helps him/her know what a given job demands from the incumbent in term of knowledge and
skills. Training and development programmes can be designed on the job requirements. Selection
of trainees is also facilitated by job analysis.
JOB EVALUATION:-Job evaluation involves determination of relative worth of each job for the
purpose of establishing wage and salary differentials. Relative worth is determined mainly on the
basis of job description and job specification.

REMUNERATION:- Job evaluation helps determine wage and salary grades for all jobs.
Employees need to be compensated depending on the grades of the jobs which they occupy.
Remuneration also involves fringe benefits , bonus and other benefits. Clearly, remuneration
must be based on the relative worth of each job .Ignoring this basic principle results in
inequitable compensation. A perception of inequity is a sure way of demotivating an employee.

PERFORMANCE APPRAISAL:- Performance appraisal involves assessment of the actual

performance of an employee against what is expected of him/her. Such assessment is the basis
for awarding promotions effecting transfers, or assessing training needs. Job analysis facilitates
performance appraisal in as much as it helps fix standards for performance in relation to which
actual performance of an employee is compared and assessed.

PERSONNEL INFORMATION:- Organizations generally maintain computerized personnel

information systems. Such information system is useful as it helps:

1. Improve administrative efficiency by speeding up the provision of data, by reducing the

resources required to carry out routine administration, and by freeing the resources for
higher-value activities which are fundamental to the success of the management.
2. Provide decision report-information which gives a factual basis for decisions concerning
the planning, acquisitions, development, utilization and remuneration of human
resources.

Job analysis is vital for building such information systems.

SAFETY AND HEALTH:- The process of conducting a detailed job analysis provides an
excellent opportunity to uncover and identify hazardous conditions and unhealthy environmental
factors(such as heat, noise, fumes, and dust)so that

corrective measures can be taken to minimize and avoid the possibility of human injury.
PROCESS OF JOB ANALYSIS:-

Job analysis is useful for several purposes, such as personnel planning, performance appraisal,
and the like. Each phase in the process of job analysis is explained in the paragraphs that follow.
JOB SPECIFICATION
STRATEGIC CHOICES:-

With regard to job analysis, an organization is required to make at least five choices;

1. The extent of employee involvement in job analysis.

2. The level of details of the analysis.
3. Timing and frequency of analysis.
4. Past-oriented versus future –oriented job analysis.
5. Sources of job data.

INFORMATION GATHERING:-

This step involves decisions on three issues,viz;

1. What type of data is to be collected?

2. What methods are to be employed for data collection?
3. Who should collect the data?

So far as the type of data to be collected, it may be stated that all details about the jobs need to be
gathered. The type of data, however, depends on the end use of the information, as also on the
time and budget constraints.

With regard to the methods for data collection, there are several of them, but the more prominent
of them are-

i. Observation
ii. Interview
iii. Questionnaire
iv. Checklists
v. Technical conference
vi. Diary methods

These methods will be explained in detail latter.

With regard to the persons employed to collect data, it may be stated that three types of
individuals are used. They are –

i. Trained job analysts

ii. Supervisors
iii. Job incumbent

Each of these alternatives has its own merits and demerits. Trained analysts, for example, will
lend objectivity and standardization to the data collected but they , implicitly, mean outflow of
money. Supervisors and job holders provide information with no extra cost, but the data may not
be objective and standardized. It may be stated that the individuals who collect job related data
determine the accuracy , speed and cost of information.

The selection of a particular method of collecting job-analysis information and of the person(s)
to be involved depends on two important factors

i. What is the purpose of job analysis, and

ii. What is the status of the current job analysis progarmme?

With regard to the purpose of job analysis, it may be sated the programme is useful in overall
PM/HRM. Specifically, job analysis , as stated earlier, provides information to develop job
descriptions and job specifications, and to conduct job evaluations. These, in turn, are useful in
helping managers identify the kinds of individual they should recruit ,select, and develop, as well
as providing guidance for decision about training and career development, performance
appraisal, and wage and salary administration.

Speaking about the status of the job analysis programme ,there are two possibilities. First, a
given company may not have such programme. Two , the firm may have a well-established job-
analysis programme. When the programme is non-existent, the company must appoint a
consultant who will select a method for data collection, supervise its administration and analyse
the information, and write the job description and specifications.

For organizations with a well established job analysis programme, it should be remembered that
job-analysis information provides only a snapshot of a particular job. Jobs change over a period
of time due to technological innovations, organizational restructuring and changes in products,
among other reasons. Thus, well-administered job analysis programmes provide a built in system
for periodically reassessing jobs. This reassessment may be done, expeditiously, through
observations, interviews, or by keeping the programme up-to-date is a much less expensive and
less time-consuming endeavour.

INFORMATION PROCESSING

Once the job information has been collected, it needs to be processed, so that it would be useful
in various personnel functions. Specifically, job related data would be useful to prepare job
description and job specification.
JOB DESCRIPTION DESCRIBES JOBS NOT “JOB HOLDERS”

Human Resource management includes a variety of activities’ , and key among them is deciding
what staffing needs you have and whether to use independent contractors or hire employees to
fill these needs ,recruiting and training the best employees ,ensuring they are high performers
,dealing with performers issues and ensuring your personnel and management practices conform
to various regulations .A task is a typically defined as a unit of work, that is ,a set of activities
needed to produce some result. Complex positions in the organization may include a large
number of tasks, which are sometimes referred to as functions.

Job Description are lists of the general tasks .or functions, and responsibilities of a position.
Typically, they also include to whom the position reports , specifications such as the
qualifications needed by the person in the job, salary range for the position, etc in order to
convert the ideas into a practical working reality. There is a need to develop a job description and
person specification. This will help in gathering all the necessary information needed to recruit to
the post. It will also help to identify and clarify any uncertainities and ambiguities about the new
job role and its place in the team.

The Job description is a practical, relatively simple tool that supports personnel management and
employee communications everyday. Written Job Descriptions are helpful particularly in:

Recruitment:- Job announcements based on written descriptions that clearly outline functions
and requirements give potential candidates a reasonable basis for deciding whether or not to
apply,and they tend to attract a more suitable pool.

Selection and hiring:- In identifying the abilities and knowledge needed to perform a job, the job
descriptions help supervisors and others who hire to focus on job relevant criteria when choosing
from the applicants.

Wage and Salary Administration:- Setting a pay rate in relation to other jobs within the company
and similar jobs in other companies requires more of a basis for comparison than job title alone.
The job description provides it.
Orientation:-Guided by a job description, supervisors can better anticipate what employees new
to the company or the job need to know and help them minimize

adjustment time. Employees can learn about their responsibilities both directly from a written
description and by asking questions when reading the description.

Performance appraisal and employee development:- The statement of duties in a job description
is the foundation for evaluating employees with respect to actual performance dimensions rather
than personal attributes or traits. It puts the discussion of an employee’s capabilities, talents,
strengths, deficiencies, and advancement aspirations into the current job and other opportunities
within the company. Job description may also be used to inform employees of typical
promotional sequence and requirements.

Workers’ compensation Claim management:- Before recommending that an injured employee

return to work, a treating physician needs to know about the normal demands of the employee’s
job. In addition, if provided with written job description, physicians who treat employees under
workers’ compensation insurance may be able to detect links between injuries and job functions
that could be redesigned.

A Job Description outlines the responsibilities and functions that are assigned to a particular
position or role. In fact it provides clarity about what an employee is supposed to do.”For
employers, Job Description establishes wages, salary ranges and grades and promotes a process
driven culture. For employees ,Job Description are useful to gain in equity in compensation and a
way to be reassured that there are no discriminatory pay policies in the company ,”says Jude
Coelho, executive vice president, human resources, Cranes software International. A good Job
Description not only defines the roles but responsibilities as well. Anshuman ray, HR Country

Manager, Synopsys India adds,”it also an interface of the job with internal and external
customers, reporting relationship and challenges that the job offers. It provides a sense of how
much impact the job can make by providing ‘a degree of accountability’ as much as it attempts
to align the job with the overall business group charter.”

Job Description plays a pivotal role and this is leveraged by most of the core HR systems .It is
used for recruitment and selection, career mapping or pathing, training and development,
performance management, organization design, compensation and benefits and manpower
planning. The fact that it provides an overview of scope and responsibility of the job and maps
the skills or competencies makes it a handy tool.

Job profile is an integral part of the recruitment process. It can be used to obtain employee
ownership and support for the position and to trace the parameters of the skills and abilities
sought for the position. Clearly defined Job description can help companies make wise hiring
decisions. Hiring the best can be facilitated through Job description since it is a tool to access the
best fit. Wrong fit will impact the organization adversely and the fallout is that it hits key metrics
around productivity and retention. Right Job description gets the right talent. Employees are able
to clearly understand and deliver, thus impacting overall productivity levels. Job Description also
ensures that an organization does not dilute its standards or competency levels, which is
important for processing the spirit of meritocracy.
BARRIERS TO JOB DESCRIPTION

A common objection to the use of written job description from concern about losing flexibility to
manage, especially when technology or other conditions are changing.

 Understandably, employers do not want their much written words to restrict their right to
direct what workers do o the job or how they do it. The legendry, “that’s not in my job
description,’ however, need not to be a problem to any employer making reasonable
assignments to workers.
 In fact the employee who does not have a written Job description may be more likely to
feel that a supervisor’s directive is overstepping rightful bounds.
 Finally, and perhaps most typically, many employers do not use written job description
because the task of developing them looms too large or uncertain.

UNCLEAR JOB DESCRIPTION

The use of ‘job description’ in the management of organizations resources is progressively

changing to the writing and use of ‘role statements’. This is because the manner in which a job is
described in a typical job description is essentially in the form of enlisting the tasks and duties to
be performed. Consequently, it fails to articulate the dynamics and evolving expectations that
one has in the execution of the responsibilities of that position. Unclear job descriptions lead to
problems like lack of clarity in defining deliverables and mismatch in expectations between the
management and the employees. Such descriptions hinder performance management and career
development. If employees are clueless about their responsibilities and functions, their
productivity is affected and hence the business suffers. This can affect the team performance as
well, as a result of under utilities resources. The ambiguity can impact the relationship between a
manager and his sub-ordinate.” managers may not utilize the tasks that the employee can do very
well or push the employees to do tasks he or she may not be skilled at either way discontent
attrition,”
The job description should be:-

Job description should be reliable, valid, understandable, and specific enough to provide
direction for staff behavior .Job description should focus on what the staff member does.

COMPANY PROFILE
INTRODUCTION

ADOR-WELDING LIMITED (Formerly as ADVANI – OERLIKON LTD.) is the largest

manufacturer of welding consumables and equipments in India. The company has six plants for
welding consumables & one for welding equipments located in various cities all over the
country. The company was set up in 1951 with technical and financial collaboration with
Oerlikon –Buhrle of Switzerland.

Over 50 years of leadership and pioneering work has made ADOR-WELDING a prestigious
name in India’s welding history. The company has a wide customer base for it’s products and
services which command a premium in the Indian market. The customers include a wide variety
of industries – power, steel, shipbuilding, defence, automotive, cement fertilizer; to mention a
few.

Today the company produces the widest range of welding consumables and welding equipment
in the country. The company also represents several world leaders in the welding industry. These
include amongst others; Jetline Engineering Inc.of USA, Koike Sanso Kogyo of Japan and Astro
Arc Polysoude from USA.

AWL, Chinchwad was certified by DNV for ISO-9001-1994 in the year 1995 & are certified to
revised ISO 9001-2000 standard with effect from 01/09/2003.

AWL, Chinchwad has established its Occupational Health and Safety Management System
(OHSMS) as outlined in this HSE manual in accordance with the requirements of OHSAS
18001:2007 and implemented with effect from 01/07/2008.
2.2 - HISTORY

J. B. Advani & Company Ltd. Signed a technological collaboration agreement with Oerlikon,
Switzerland in 1951. The company was incorporated with the purpose of providing Indian
Industry with indigenously manufactured electrodes. Advani-Oerlikon started producing
electrodes, in August 1952. when its first plant in Bhandup was commissioned, the company
intensified efforts soon led to the country’s self-reliance in welding-electrodes. Success and
increasing demand led to the establishment of a second electrode plant at Raipur, M.P in August
1962.

In 1967, with the setting up of a third electrode manufacturing plant in Madras and an exclusive
Electronics division at Chinchwad, The Company marked its course for continued progress and
growth. Diversified activities necessitated a change of name in November 1968; J B ADVANI
PRIVATE LIMITED changed to Advani Oerlikon Limited. Between 1968 to 1974; the company
adopted new techniques of production and also increased the range of products like Oerlikon
Low-heater, Input fillers alloy fluxes.

In 1975, again name changed fro Advani Oerlikon Pvt Ltd. To Advani Overlikon Ltd.& 1986,
the company was declared to be public. In 1992, Welding Torch factor commenced at
Chinchwad, Pune. While in 1993, another production unit was set up at Haybunder, Mumbai for
electrode. In 2001, technical collaboration between the two companies of 50 years was over and
it was decided to independently operate for indigenously manufacture and therefore the
company’s name were changed to “ADOR WELDING LIMITED (AWL)”. The Pune plant is
known for the manufacturer of welding equipment, welding accessories, cutting products &
torches.
Company Profile

Name of the Company:-

ADOR WELDING LIMITED.

Registered & Corporate Office:-

ADOR WELDING LIMITED.

Ador House

6, K. Dubash Marg,

Fort,

Mumbai – 400 023

TEL : (022) 22842525 - 3 Lines

FAX : (022) 22873083

Central Marketing Office:-

L.B. Shastri Marg,`````````

Bhandup (West),

Mumbai – 400 078

TEL : (022) 25612566 / 7

FAX : (022) 25646562 / 25686062

AWL ESTABLISHMENT’S:-

List of Plants:
 Raipur
 Chennai
 Silvassa
 Chinchwad (Pune)

Technology Development Centres

 Silvassa
 Pune
Ador Welding Training Centre
 Chinchwad

Ador Training Centre

 Chinchwad

Area / Territory Offices

 Mumbai
 Kandivli
 Navi Mumbai
 Pune
 Nagpur
 Goa
 Baroda
 Ahmedabad
 Indore
 Raipur
 Bhubaneshwar
 Kolkata
 Jamshedpur
 Guwahati
 Delhi
 Ludhiana
 Lucknow
 Faridabad
 Jaipur
 Chennai
 Coimbatore
 Bangalore
 Hyderabad
 Kochi
THE BOARD OF DIRECTOR :-

Ms. A. B. Advani Mr. Raman Kumar

Executive Chairman Managing Director

Mrs. N. Malkani Nagpal Mr. G. L. Mirchandani

Director Director

Mr. J. N. Hinduja Mr. R. R. Vora

Director Director

Mr. Anil Harish Mr. M. K. Maheshwari

Director Director

Mr. R. A. Mirchandani Mr. P. K. Gupta

Director Director

Mr. A. T. Malkani Mr. D. A. Lalvani

Additional Director Additional Director

The Company has a vast Network for International clients with a Global Presence in over
40 Countries

Location of E-mail TEL Nos. Fax Nos. Countries

Area /
Territory /
Field Offices
Sharjah ( UAE ) awloverseas@adorians.co 0097165578601 009716557860 UAE,OMAN
m 2

Al Khobar awlomc@adorians.com 00966542279643 Kingdom of

( KSA ) 9 Saudi
Arabia,
Qatar,
Bahrain,
Kuwait &
Iran.

COMMERCIA ibdlogistics@adorians.com (022)25960833 (022)25966062

L &
LOGISTICS
( Corporate
Marketing
Office )

For North & South America, other Middle East Countries, SAARC Countries & South East
Asia, Tanzania. Kenya, Uganda, Nigeria & other African Countries, kindly contact our Sharjah
office and / or Corporate Marketing Office ( cmo@adorians.com )

AWL's International Business Division (IBD) brings to its customers the benefits of upgraded
technology and re-engineered manufacturing plants. We are backed by large manufacturing
capacities and technically qualified welding teams which provides customer driven, consultative
selling and services.

Our customers primarily include large scale fabricators, ship building yards, refineries and other
industries linked to Oil & Gas. We have a wide array of products servicing general to niche
applications. Our products are continually serviced by our far reaching technical marketing &
servicing team in addition to a well entrenched distribution network.

Talk to the IBD team in your country or regional location. and experience the comfort level of
dealing with people you know you can trust.

VISION , MISSION AND VALUES

VISION:-
The Ador Group shall be a globally respected industry leader in all its lines of business. The
Group culture shall foster Business Excellence, High Ethical and Social Practices and create
pride for all stakeholders in the Ador Family.

MISSION:-

Ador Welding is in the business of welding consumables and welding related products and
services. Our mission is to improve continually our products and services to meet our
customers’ needs, allowing us to prosper as a business and to provide a reasonable return to
our shareholder

VALUES

Quality
Aiming to achieve leadership in business growth, profitability and technology by offering the
quality of products and services that shall be the best in their class.

Customer Focus
Ensuring that customer needs are identified and that products and services meet these needs most
effectively.

Competitiveness in the International Market

Striving to continuously increase business from markets outside India and create business surplus
for sustained growth and improvement.

Innovation – An Essential Ingredient for Group Success

Striving to innovate and excel in everything the group does: in products, safety, value, services,
human relations, competitiveness and profitability.
 PRODUCT & SERVICES

The leader in the Indian welding industry for five decades – Ador Welding is the flagship
company of the ADOR Group. It has been rated as one of the top 200 Indian companies, it has
also been recognized as one of the top 20 ‘wealth creators in the corporate sector’ and as one of
the most valuable 500 companies in India.

Products and Services

 Welding and Cutting Products

 Electrodes, wires and fluxes
 The widest range of power sources
 Cutting products, accessories and services

 WTC based Services

 Welding procedures & Application services
 Welding productivity improvement services

In the belief that people are the source of strength, the ADOR Group shall foster teamwork and
ensure that all employees treat each other with trust and respect.

Treating Suppliers, Dealers And Vendors As Partners

Consciously promoting dealer and vendor involvement in order to improve products and services
and maintain mutually beneficial and dependable relationships.

Responsibility to Society
Recognizing the obligation to society as an integral part of all business practices and maintaining
high ethical and social standards in all dealings.
 Welding and Cutting Products
 Electrodes, wires and fluxes
 The widest range of power sources
 Cutting products, accessories and services

 WTC based Services

Welding procedures & Application services PRODUCT & SERVICES

The leader in the Indian welding industry for five decades – Ador Welding is the flagship
company of the ADOR Group. It has been rated as one of the top 200 Indian companies, it has
also been recognized as one of the top 20 ‘wealth creators in the corporate sector’ and as one of
the most valuable 500 companies in India.

Products and Services

 Welding productivity improvement services
 Technical and skills training services
 Knowledge Exchange Services
PORTFOLIO OF EXPERENCE

Ador Welding has consistently maintained its pre-eminent leadership status in the welding
industry because of its strong technical resource capability. It has the industries largest
countrywide network and a consultancy update roster of global partnership. It is therefore the
ideal “solution provider ” to core sector and critical industries like defence, nuclear, chemical
and power plant, petrochemical, LNG tanks construction, heavy engineering, space, steel,
cement, mining and shiping.

Project Engineering Division

The Project Engineering Division leverage on the Group’s long experience in project
Engineering from design to procurement and turnkey delivery. The division provides customized
welding automation product and system (WAPS). This customized solution revolve around
welding engineering i.e mechanization and automation on intricate welding jobs and high
production efficiency in repetitive welding jobs. Automation solution have been created for core
sector application like steel plants, railway, defence, space, ship bnulding and the like.

The division also has capability to handle specialized project related to combustion, thermal and
environmental engineering. These solution are created on a custom dictated basis and executed
with turnkey implementation

Product and Services

 Flare system custom built to handle all type of gases condition and environmental
requirement.

 DeNox system the latest catalytic Nox reduction system.

 Incinerator for Industrial, Chemical and Hospital waste, crematoria for human & animal
bodies.

Mechanised Welding Aids

Welding Automation system : All projects are executed to custom dedicated brief to provide
high productivity welding solution.
Value-added fabrication contracts

PORTFOLIO OF EXPERENCE

The Project Engineering Division offers international standard quality products and services.
The division client range from leading national and international consultant, turnkey contractors
refiners, petrochemical and pharmaceutical plant to hospital and municipal corporation.
Galvanizing furnaces and special heating system are undertaken for domestic and overseas
project.

International business division

With a wide portfolio of product experience and an efficient distributer network for sales and
service, international business division offer the overseas buyer single window access to a wide
range of products and services. The Aodr Welding Brand is the name of choice for all welding
needs solution in the middle east, far East and the Gulf, and Asian and African continant.

Product and Services

 Export And Import of welding product

 Welding Accessories

 Welding industry raw material

 Industrial engineering product

Ador Fontech Ltd

Ador fontech is dedicated to supply products, services and solutions that meets and exceed the
need of end user. The custom –base includes mining industries, steel, and other metallurgical
complexes, power, railway, rods transports work shipping industries, sugar mills, cements plants,
fertilizer and chemical plant, oil drilling and refining sector, defence workshops and whole range
of engineering industries .
Products and Services

ADOR FON a market driven brand name includes a range of low heat input welding alloys with
proven performance record. Use extenciely in inda and other locations

FONMATIC Open arc FCAW wires and feeders

FONARC Welder friendly welding and cutting equipment. Welding system and weldor health
and safety equipment

FONCOATECH Thermal spray product

ARCOFON The world’s most wear-resistance fuse-alloy wear plates

KOSTECH Customer-specific turnkey reclamation job work center.

ADOR MULTIPRODUCT LTD.

Ador multiproduct files a vital needed and strategic niche in the business-to-business
manufacturing segment of the high-profile personal care product.

Product and Service

 Cosmetic

 Personal care product

 Trading in engineering product

ACHIEVEMENT’S

Ador Welding’s continuous efforts to fulfill new requirements in welding, improved quality and
enhanced productivity, has resulted in several ‘Firsts’ in the Industry. The company’s two R &
D centers spare no efforts to keep the Ador Welding banner flying high in terms of several new
introductions that have hit the market for the first time.

First to establish welding training schools in the country

First to introduce medium coated rutile type electrodes

First to introduce heavy coated rutile type electrodes

First to introduce low hydrogen basic type iron powder electrodes

First to introduce iron powder rutile type electrodes

First to introduce low-alloy high tensile electrodes

First to introduce full range of hard facing electrodes

First to introduce machinable cast iron electrodes

First to introduce stainless steel rutile type electrodes

First high deposition iron powder rutile type electrodes for welding of heavy sections

First to introduce agglomerated fluxes for SA welding

First with filler wires for SA and GMA welding applications

First hydrogen controlled electrodes for NACE steel used in offshore structures and processing
platforms

First to develop ultra high tensile electrodes forging dyes

First to introduce electro slag welding technology

First to introduce diesel engine driven DC Arc Welders

First to introduce SAW Welding Equipment

First to introduce indigenous inverter technology

First to introduce a full range of stainless steel and cast iron machinable electrodes

First to introduce electrodes for aluminum welding

First to introduce high deposition iron powder electrodes for welding of heavy sections

First to develop plasma arc cutting systems

First in India to introduce world class moisture-resistant vacuum packaging – a major cost and
time saver

First to introduce the brush less welding generator

First to introduce welding inverters

First with new generation SAW fluxes for high speed manufacture of heavy duty pipes

First to introduce electrodes for welding rails: Ador SP 6 and Ador AS

First to introduce electrodes for duplex stainless steel

First to introduce special consumables for modernization of Dehydro- Desulphurisation (DHDS)

units at refineries

First to develop indigenous 9 % nickel steel electrodes for LNG terminals

First to introduce new generation cellulosic electrodes, one of five countries to crack this
sophisticated technology. Certified by the International Oil Fields, Saudi Arabia.
QUALITY POLICY

The mission at Ador Welding Limited is to continually improve products and services to
enhance there customer’s satisfaction, allowing them to prosper as a business and provide a
reasonable return to there shareholders.

To achieve the above purpose, AWL : -

1. Manage the processes of the Quality Management System in accordance with the
requirements of ISO 9001: 2000 standard.

2. Understand customer’s needs and delight them.

3. Fulfill statutory and Regulatory requirements related to there products.

4. Be competitive in there operations.

5. Involve each employee and enable him to meet his performance standards through a state
of self-control.

6. Implement Quality Objective through Annual Quality Plan (AQP), which shall include
process/ productivity improvements; continuous enhancement of product and service
capabilities.

AWL is committed to comply with the requirements of the Quality Management Systems and
continually improve its effectiveness through the process Quality Audits and Management
Reviews.
HSE POLICY

Acknowledging our responsibility as the India’s Leading & pioneering welding equipment
manufacturer, We, at Ador Welding Limited, Chinchwad are committed to:

 Continual improvement in our HSE Management System and HSE performance.

 Healthy and Safe work environment by prevention of injury and ill health,
minimizing OH&S risks involved in welding equipment/ Powergen manufacturing,
PEB and related processes

 Prevention of air, water, land and noise pollution

 Efficient use of electricity and other resources

 Compliance to applicable legal and any other requirements relating to our OH&S
risks and Environmental aspects.

 This will be achieved through:

 Establishing and maintaining HSE Management System to the requirements of latest

International Standards:

OHSAS 18001, and

ISO 14001

 Awareness and involvement at all levels in the organization

OBJECTIVE
 To find the employee awareness about Job Description
RESEARCH METHODOLOGY
Research in common parlance refers to a search for knowledge.One can also define research as a
scientific and systematic search for pertinent information on a specific topic.

Research is an art of scientific investigation.Research is thus an original contribution to the

existing stock of knowledge making for its advancement.It is the pursuit of truth with the help of
study,observations,comparison and experiments.The search for knowledge through objectives
and systematic method of finding solutions to a problem is research.

My research was to find out whether the employees in the organization know about job
description and if they did not ,to give them appropriate knowledge about it.Also had to find out
how many exact positions exist in the organization.

OBJECTIVES OF RESEARCH

The purpose of research is to discover through the application of scientific procedures.The main
aim of research is to find out the truth which is hidden and which has not been discovered as
yet.Though each research study has its specific purpose,we may think of research objectives as
falling into a number of following broad groupings:

 To find the employee awareness about job descritption.

DATA ANALYSIS AND INTERPRETATION
1.Table showing the level of knowledge about job description of employees.

RESPONSE YES NO TOTAL

EMPLOYEES KNOWLEDGE 23 17 40
ABOUT J.D
PERCENTAGE 57.5 42.5 100

EMPLOYEES KNOWLEDGE ABOUT JOB DESCRIPTION

43% YES
NO

58%

INTERPRETATION

The above diagram shows that 57% says yes that they know about job description while 43%
says no that they don’t know about job description.
2. Table showing previous knowledge about Job description.

RESPONSE YES NO TOTAL

EMPLOYEES WHO HAVE 27 13 40

BEEN THROUGH J.D
PERCENTAGE 67.5 32.5 100

EMPLOYEES PREVIOUS KONWLEDGE ABOUT JOB DESCRIOTION

33%

YES
NO

68%

INTERPRETATION:-

The above diagram shows that 67% says yes that they have knowledge about job description
while 33% says no that they don’t know about job description.
3 Table showing performance of Employees

RESPONSE YES NO TOTAL

EMPLOYEES CAN 26 14 40
PERFORME BETTER
PERCENTAGE 65 35 100

PERFORMANCE OF EMPLOYEES

35%

YES
NO

65%

INTERPRETATION:-

The above diagram shows that 65 % says yes that job description will help in performance
while 35% says no that they don’t think that job description will help them in performance
4 Table showing Satisfaction of employees towards Job Description .

RESPONSE YES NO TOTAL

EMPLOYEES 28 12 40

PERCENTAGE 70 30 100

EMPLOYEES SATISFACTION

30%

YES
NO

70%

INTERPRETATION:-

The above diagram shows that 70% says yes that job description will provide satisfaction while
43% says no that think that job description will provide job description
5 Table showing Implementation of Job Description in organization

RESPONSE YES NO TOTAL

EMPLOYEES 30 10 40

PERCENTAGE 75 25 100

JOB DESCRIPTION IMPLEMENTATION

25%

YES
NO

75%

INTERPRETATION:-

The above diagram shows that 75% says yes that there should be implementation of job
description while 43% says no that they don’t want implementation of job description.
FINDINGS AND OBSERVATION
Observation while doing project are as follows:-

1. Employees in the organization were not satisfied with their jobs. They had no idea about their
role in the organization.

2. Due to lack of motivation, employees, were not able to perform their jobs to the best of their
abilities.

3. Employees needed training and development programs to develop their skills to be more
effective and efficient.

4. It was also observed that employees were leaving their jobs due to non-clarity and non-
satisfaction of their jobs.

5. One good thing that was observed was that the HR department was taking initiatives to
improve the overall environment but due to certain limitations was not been able to do these
things.
SUGGESTIONS
 The present working conditions in the organization is to be improved.
 The company has to improve the superior sub-ordinate relationship in the organization.
 The company should check the awareness of job description of employees so that they
can perform better.
 The company should provide guidelines about the job to the employees so they can be
more efficient in their job.
 The company may provide much more opportunity to the employees to express their
grievances.
 The study recommends the company to take necessary attention towards employees to
retain them in their job.
 The study also recommends monthly best performance award for employees so that the
employees are encouraged to do their best to achieve the goal.
CONCLUSIONS
Human resource is the most valuable asset in any organization. Organisation are made up of
people and functions through people. They are the most vital resource of any organization so the
human resource should be utilize to the most possible extent in order to achieve individual and
organizational goal.

The present study has made an attempt to measure the awareness of job description of
employees. The major findings provides valuable information which will help the management
of ADOR WELDING LIMITED, Pune to take necessary steps to improve the awareness of job
description of the employees.

The project is conducted to know the factors which leads to the job description and level of
awareness.

Human beings are the most valuable asset in any organization and the management should take
every efforts to preserve and enhance the value of the assets.
LIMITATIONS
 These was only two months study .

 Data available was not sufficient , there was lack of availability of data as most of it was
confidential for company.

 Sample size is too small.

 Language was one of the major factor during questioner filling.

QUESTIONNAIRE
Name of the employee:-

Designation:-

Department:-

Day to day activities:-

Qualification:-

1. Do you know what a “JOB DESCRIPTION”is?

Yes No

2. Have you ever gone through a “JOB DESCRIPTION”previously?

Yes No

3. Do you think “JOB DESCRIPTION” will help you to perform better?

Yes No

4. Do you think,if“JOB DESCRIPTION” is given to you,you will be more familiar and

satisfied with your job?

Yes No

5. Do you feel “JOB DESCRIPTION” should be implemented in your organization?

Yes No

If yes, why

If no, why
BIBLIOGRAPHY
Books Referred : Human resource management By Ashwaththapa.

Personnel management By C.B.Mamoria

Web sites : www.AWL.com

www.google.com

www.wekipedia.com