Kailash Transformers Pvt Ltd

COMPANY PROFILE

The Kailash Transformers Pvt. Limited was started on 1997 in out street of Gulbarga on a 10 acres of land. It was founded by Mr.Galangappa Patil. Since then it is the only company the north region of Karnataka which produces distribution transformer and supplies all over Karnataka.

The company offers a professional range of high grade products with different ranges of oil immersed distribution transformer having output starting from 400V to 430V.

The manufacturing faculty spreaded about 10 acres equipped with sophisticated modern winding machines and instruments staffed over 300 employees.

Offering in house metal fabrication faculty a fully qualified and experienced team backed by the latest technique use. In computer – aided design.

Kailash transformer provides itself on providing the most efficient and flexible distribution transformer.

Individual customer specification can be met on non – standard basics.

INDUSTRY PROFILE

The industry profile is a series of standardized economic analysis lowering the various sectors of the economy with human resources issues as the local point. A profile look as the ways economic conditions and general trends in research and development and technology effects. The labour force in the industry.

The Distribution transformers have many and varied applications, some of which include ground and pole mounted transformers for rural electrification projects, power distribution to industrial commercial and housing developments.

Construction across the whole range is based on a core of interleaved, rolled, grain oriented steel laminations, securely held between top and bottom clamps, by means of clamping bolts and tie rods. This serves a dual purpose of securing the windings in place, and of transferring the load from the bottom to the top clamps when the core and winding are lifted.

The transformer windings are designed to meet mechanical, thermal, and electrical requirements. Windings are wound with paper covered, copper wire. The core and windings are then baked in an oven to drive out any moisture and varnish vacuum and replaced in the oven until the varnish has baked hard.

INTRODUCTION:

The transformer principle was demonstrated in 1831 by Michael Faraday, although he used it only to demonstrate the principle of electromagnetic induction and did not foresee its practical uses.

Transformer:

A transformer is a device that transfers electrical energy from one circuit to another through a shared magnetic field. A changing current in the first circuit ( the primary) creates a changing magnetic field, in turn, this magnetic field induces a voltage in the second circuit (the secondary). By adding a load to the secondary circuit, one can make current flow in it, thus transferring energy from one circuit to the other.

A key application of transformers is to reduce the current before transmitting electrical energy over long distances through wires. By transforming electrical power to a high – voltage, low – current form for transmission and back again afterwards, the transformer allows electricity to be transmitted more efficiently, enabling the economic transmission of power over long distances. Consequently, transformers have shaped the electricity supply industry, permitting generation to be located remotely from points of demand. All but a fraction of the world’s electrical power has passed through a series of transformers by the time it reaches the consumer.

Transformers are some of the most efficient electrical 'machines',^[3] with some large units able to transfer 99.75% of their input power to their output.^[4] Transformers come in a range of sizes from a thumbnail-sized coupling transformer hidden inside a stage microphone to huge gigavolt-ampere-rated units used to interconnect portions of national power grids. All operate with the same basic principles, though a variety of designs exist to perform specialized roles throughout home and industry.

HOW DOES A TRANSFORMER WORK

A transformer is an electrical device that takes electricity of one voltage and changes it into another voltage

Basically, a transformer changes electricity from high to low voltage using two properties of electricity. In an electric circuit, there is magnetism around it. Second, whenever a magnetic field changes.

If there's another wire close to an electric current that is changing strength, the current of electricity will also flow into that other wire as the magnetism changes.

A transformer takes in electricity at a higher voltage and lets it run through lots of coils wound around an iron core. Because the current is alternating, the magnetism in the core is also alternating. Also around the core is an output wire with fewer coils. The magnetism changing back and forth makes a current in the wire. Having fewer coils means less voltage. So the voltage is "stepped-down."

In order for your home or a store to use the electricity, it has to be at a lower voltage than on the long-distance lines. So, the electricity is "stepped-down to a lower level using a transformer. This lower voltage electricity is put into the local electric wires at a substation. The substation breaks the larger amount of power down into smaller pieces at lower voltage. It then is stepped down again and again.

Some of the electrical appliances in your home use the 220-240 volts. These are things like a water heater, stove and oven, or air conditioner. They have very special connections and plugs. Other devices, like your TV or computer only use one-half of the electricity -- 110-120 volts.

Some businesses use higher voltage power to run big machines. So, they don't need to have the voltage reduced as much.

The power range of transfer how many and varied application sum of which include ground and pole mounted transformer for rural electrification projects, power distribution to industrialist, commercial and housing developments.

COMPANY POLICY:

To produce and delivery quality distribution transformer as per customers requirement with an aim to enhance customer satisfaction.

Continual improvement in quality safety and environment performance.

Compliance of all applicable legal and other requirements.

It will achieve this by:-

Improvement in quality of raw material input.

Technological innovations

Reduction of level of risk by improving working conditions.

Total involvement of employees through participative management.

Objectives of the Company:-

To become best energy conservation company.

To improve effectiveness and environment.

To improve safety and hygiene.

To improve employees morale.

To improve process and quality control.

Develop still up gradiation program for employees.

About Kailash Transformer:

Kailash transformer has provided direct and indirect employment to more than 300 people of the surrounding area.

Kailash transformer has made favourable impact on the socio economics of the region.

Kailash transformer gives utmost priority for the employees well being and appropriate recognition is given for any significant contribution made by any employee.

The HR plans are derived from company’s policy and it is the aim of Human Resource Management to see that the employees discharge their jobs effectively.

The company believe in attracting, retaining nourishing and unfolding of quality of human resources.

The company generates a participate culture and management style, which creates good in – house working conditions and job satisfaction to all employees.

VISION

Kilash Transformer Pvt. Ltd., will be the trade association of choice through which the electrical industry develops and promotes positions on standards and government regulations and through which members acquire information on industry and market economics.

Product excellence, hard work and continuous self improvement to encourage individual utility and creativity and build effective teams. To contribute for the advancement and development of the nation and improve human life and to become market leader by addition continuously new capacities incorporation state of art technology to produce quality transformer at least cost to the full satisfaction of customers and to enter into related fields and maintain core competencies.

MISSION

Kailash Transformer Pvt Ltd., mission is to promote the competitiveness of its member companies by providing quality services that will impact positively on standards, government regulations and market economics.

Kailash Transformer Pvt Ltd., in continuous pursuit for excellent distribution transformer quality and customer satisfaction are committed to achieve optimum production, sales and distribution of products with improved technology, less manpower and cost reduction processes.

In pursuing its mission, Kailash will:

Be a leader in developing standards and in advocating technical positions that are in the best interests of the industry and the users of its products.

Be the advocate of the industry to ensure that legislation and government regulations, both federal and state, pertaining to members products and operations are consistent with industry needs.

Collect, analyze and disseminate industry and market data.

Promote safety in the design, manufacture and use of electrical products.

Conduct educational forums in support of its core functions.

Represents the industry’s interests in new and developing technologies.

GOAL

To become a global player in the wound component industry by exceeding the expectation of customers.

FUNCTIONAL AREAS

HUMAN RESOURCE DEPARTMENT

Personal management is concerned with the human resource of the enterprise. Before we define personnel management. It is appropriate to understand the meaning of the term is used in the broadest since as the human factor is the enterprise. It is not merely restricted to the operative workers.

Personnel management may be defined as that area of management that deal with planning organizing, directing and controlling the functions of procuring, developing and utilizing the work force in the enterprise to help in the achievement of its objectives.

FUNCTIONS OF HUMAN RESOURCE DEPARTMENT:

1) Recruitment and selection.

2) Training and development

3) Performance Appraisal

4) Employee consoling apprenticeship

5) Solving labour disputes

6) Workless participation in management

A) Recruitment and selection:

Recruitment will be done on the basis of availability of posts by giving opportunity to the qualified experienced candidates. Availability of posts is depends on the requirement within the department.

It is very desirable in many jobs that claim about experience and statement about qualification or thoroughly checked and that applicants feelingly complete a health question year.

If there is a vacancy, it is to be filled by nearly recruited employee. Potent vacancies occur either through someone leaving the organization or as result of company expansion. Vacancies caused by real imagined.

Most employers deal with an advertising agency to help with drafting advertisement and placing them suitable media.

Choosing the appropriate medium for advertisement is important.

B) Selection:

Selection will be done at the interview after complete verification of applicant, if selected the salary offered, grade, trainee or probationer or direct employment.

Interview will be carried out by individuals (e.g., supervisor or departmental manager), by panels of interviewers or in the form of sequential interviews by different experts and can vary from a five minute ‘chat’ to a process of several days.

PLACEMENT:

Depending on clear vacancies in the concerned departments, on the bass of sanction strength the candidates selected on the basis of qualification, are placed with proper designation in the respective department initially on probation of one year. Fresher are taken on stipend basis per month.

Test conducted for trainees (oral and written)

Medical examination

Verification of certificates and reference

Induction

EMPLOYEE DEVELOPMENT AND MOTIVATION:

Our company policies

Aim of HR management

Our effective policy for proper man power planning and career development:-

o Selection

o Induction

o Job Profile

o Performance Appraisal

o Training and development

o Upgradation of employees with additional responsibility.

Acisdilar is sent to all the departments, A induction schedule is prepared for personnel development giving different period of exposures in different depts..

Training and Development:

The company organizes training programmes, on need basis regularly for fresher and existing employees. The type of training is as under:-

On the job training for all categories of employees

Learning new techniques through internal training by external agencies.

Refreshers training and training for promotions in the organization.

Remedial training and general training in safety, discipline, culture, rules and regulations of the company, statutory matter and procedure.

1. Internship training

2. External training

Developing employees for internal promotion

Constructing training and development programs for individuals and groups

Succession planning

In team building constructing a project team having key skill, knowledge and experience bases.

Employee surveys, where you wish to compare an ideal situation, with the situation perceived by employees.

Performance Planning:

It is done from the level of Asst. General managers and above quarterly. Major tasks and key result areas are identified and written at the beginning of the quarter for each person. At the end of every quarter achievement marks are given against the targets set earlier.

COMPANIES WELFARE MEASURES:

To support on excellent work climate for employee satisfaction. They take care of our employees in many ways as under:-

Ø Guest – house facility

Ø Workers Recreation club

Ø Bus Facilities

Ø Uniform

Ø Safety shoes

Ø Occupational Health Centre

DATA ON HOUSING FACILITIES:

Quarters has been provided for essential staff. The quarters is situated within dairy premises, comprising of garden with good sanitary conditions, with all infrastructure facilities.

PERFORMANCE APPRAISAL METHODS FOLLOWED:

The performance of the job entrusted in various sections is being reviewed once in 6 months confidentially. The performance is appraised based on the judgment on the following issues.

Ø Contribution rendered to organization

Ø Taking qualitative making pertaining to general matters.

Ø Working hard with devotion to the organization.

Ø Concentration on the entrusted job and interest in rendering service to the organization.

Ø Expatriation in terms of technical requirements with regard to organization.

Ø Capacity in giving decision.

Ø Taking responsibilities, decision making

Ø Speedy disposal of work entrusted

Ø Honesty and sincerity to organization

Ø Dependence

Ø Conduct and character

Based on the above information the performance on the job will be viewed and by giving general report as good or fair or average.

WAGE STRUCTURE AND INCENTIVE SCHEME

Pay scale is fixed in accordance with the employee experience and his work. Comprising of Basic +D.A. and other incentives, such as

a) If employee will work more than 8 hours, Over Time allowances (Single wage) will be given to the subordinate staff.

b) If employees comes on holidays and weekly holidays they will be give OT allowance (Single wages)

c) Every year uniform will be given to the employees.

FINANCE DEPARTMENT

MANAGING OF FINANCE:

Financial management unlike other management of business is related to both company as on operating unit and to interest of owners. The organization may be of any size, the financial decision. Certain accounting policies are needed to be followed for day to day financial operation and also in order to maintain the market share value.

The function of the finance department include:

a) Maintaining a system of financial control governing the allocation and use of funds.

b) Carry out special studies with a view to reduce costs, improve efficiency and profitability.

c) Develop the best plans to be obtain the external funds needed.

d) See the financial results of all operation, report the facts to management and make recommendations concerning future operation.

e) In order to meet the target, if determines the financial resources required to meet the corporation operating and capital expenditure programe.

f) Seeing to the long term budget the financial department would prepare a cash flow statement which indicate cash flow i.e., inflow and out flow of cash during the year.

g) Forecast how much of these of there requirement would be met by internal generation of funds by the corporation and will have to be obtained.

h) Stores Account: Finance and A/c department responsible for maintenance of adequate system of stores A/c.

REPORTING

1. Summary of cash flow for the quarter.

2. Resources employer

3. Capital expenditure incurred during quarter compared with sanctioned amount, budget estimated etc reports are submitted to the management.

The finance and accounts department of head office is divided into sections

1. Bills and banking

2. Establishment

3. Management Information system and finance concurrence

4. Assets account

5. Provident fund and recruitment benefit

6. Budget and finance

7. Book keeping and compilation

Fixed Assets

a) The quantitative details and situation of the fixed assets and other details are maintained properly.

b) We were informed that no material discrepancies were noticed on such verification as compared to the book record.

c) As verified from the records the disposal of assets during the year were not substantial so as to have an impact on the operations of the company or effect its going concern

INVENTORIES

a) The company has maintained proper records for inventories. The discrepancies noticed on verification of stores and spares between physical stocks and books records were not significant and properly dealt with in the books of accounts of the company.

b) This inventories are stored in a systematical manner and maintained with regular and timely supply of materials. The receiption and inspection of material storing and issuing and consumption of materials, record keeping are systematically organized in the industry.

c) Inventory Control:

The industry has maintain systematic control over the material so as to maintain a regularly and timely supply of materials at the same time avoiding over strucking. The procedures and activities are:-

1. Issuing as per requirements

2. Keeping record on consumption of material

3. systematic overall record keeping

Valuation of fixed assets:

a) All fixed assets are valued at landed cost plus incidental expenses incurred in connection

b) Interest paid on loans borrowed for acquisition of fixed assets is capitalized till the date of putting the assets into commercial use.

DEPRECIATION:

The company is providing depreciation on assets on straight line method at the rates prescribed to the company act 1956 except factory building.

Valve of inventories

a. Raw materials are valued at cost

b. Work in progress is valved at lower of cost or net realizable value.

c. Consumable stores are valued at cost.

Contingent liability

Contingent liabilities are not provided for in the accounts unless there is a reasonable incidence of crystallization of liabilities. However these liabilities are disclosed by way of notes to the accounts.