PREFACE

As books give us only theoretical knowledge but an industrial visit give us practical knowledge. Industrial visit forms an integral part of our learning process as our study is regarding Business Administration. Being a student of B.B.A. industrial visit is essential for practical knowledge. The basic necessity of an industrial visit is to cover the gap between the theoretical knowledge and the practical application of the same. Today, in every field, Practical knowledge is an essential part in making a trainee a perfect person in his project. Today, generally everywhere practical training is provided with a view to explain various matters in practical. The practical training information is for understanding about the industrial atmosphere and also increases the students practical knowledge. It gives us information for interaction in business units. After industrial visit only we get an idea how an industry works and how it is managed and handles the management and human resources.

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EXECUTIVE SUMMARY
This human resource report I have prepared about a visit to INGERSOLL RAND LTD. at NARODA. Which is conducted by our collage. we were 45 students who visited INGERSOLLRAND LTD. our project incharge was Prof. VINEETA GANGAL. We reached the Company through bus. we saw the whole industry through car because we have not ware safety shoes Clothes etc. after seeing the factory they arranged tea, biscuits for our refreshments. then the member of their human resource department had given a power point presentation about what INGERSOLL RAND is all about. she also gave us all informations about the company and its HR department.

PREPARED BY: RUTA VYAS

ACKNOWLEDGEMENT
I am highly thankful to every one who has helped me for the successful completion of my project report. First of all I am thankful to MR.V.B.PATEL, The director of G.L.S.I.B.A., for providing me an opportunity to apply my theoretical knowledge through the grand project as a part of the BBA curriculum..

Secondly, I am indebt to GLS INSTITUTE OF BUSINESS ADMINISTRATION and Prof. VINEETA GANGAL whose, constant support and guidance benefited me immensely right to make this report. I am thankful to whole staff of INGERSOLLRAND LTD. for their support and co-ordination during the industrial visit. and also thankful to member of human resource department. for her giving information and detail about the company and companys HRM departments. RUTA VYAS

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SR.NO
1. 2. 3. 4. 5. 6.

PARTICULARS COMPANY PROFILE HISTORY COMPANY VISION PRODUCTION INFORMATION PRODUCTS HUMAN RESOURCE MANAGEMENT STRUCTURE OF HRM

PAGE NO..

7. 8. 9. 10. 11. 12. 13. 14.

NATURE & SCPE OF HRM ENVIROMENT OF HRM RECRUITMENT & SELECTION ORIENTATION & PLACEMENT TRAINING & DEVELOPMENT REMUNERATION PERFORMANCE APPRAISAL PROMOTION, TRANSFER, SEPARATION MOTIVATION SAFETY & HEALTH EMPLOYEE WELFARE INDUSTRIAL RELATION HR AUDIT INDUSTRIAL DISPUTE & RESOLUTION

SWOT ANALYSIS MARKETING MANAGEMENT ADVERTISEMENT FINANCIAL MANAGEMENT SOCIAL RESPONSIBILITY GLOBAL RESPONSIBILITY CONCLUSION BIBILIOGRAPHY

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PREPARED BY: RUTA VYAS

NAME OF THE COMPANY: INGERSOLL RAND (INDIA) LTD.

COMPANY DETAILS: A global innovation and solutions provider with Ingersoll-Rand (India) Limited is a part of the Ingersoll Rand powerful brands and leading positions within its markets. Ingersoll-Rand (India) Limited has its presence in India since 1921. The company established its first manufacturing plant in India in 1965 and became a public limited company in 1977. Today, Ingersoll-Rand (India) Limited has manufacturing facility in Ahmedabad that is ISO 9001 and ISO 14001 certified. Ingersoll Rand products are widely appreciated in the market for their superior quality and reliability. With a strong sales presence in over 15 locations across the country and a strong national distributor network, Ingersoll-Rand (India) Limited is a dominant player in its business of providing solutions for the Infrastructure development, Industrial Solutions and Climate Control markets. It is amongst the country's largest exporters of engineered goods

NATURE OF THE COMPANY : LOCATION OF THE COMPANY:

Public Limited

Ingersoll Rand (India) Ltd. GIDC Estate, Naroda, Ahmedabad- 382 330 Phone No : 079-28307 HEAD QUATERS : 155 Chestnut Ridge Road, Mantvale, NJ 07645 USA Phone: 201-573-0123

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FOUNDER YEAR : INCORPORATION:

1871 Hamilton , Bermuda IRIL : in 1926, Naroda Plant1965

INDUSTRY:

Diversified Industrial Manufacturing

ENVIROMENT MGT SYSTEM: Ahmedabad manufacturing facility is ISO 14001 certified QUALITY SYSTEM: Ahmedabad manufacturing facility is ISO 9001 certified EMPLOYEES: KEY PEOPLE: C.E.O. = Herbert L. Henkel Founder = Simon Ingersoll CEO(India)= Jaydeep Vadhwa WEBSITE: www.ingersollrand.com 64,000(2008)

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COMPETITORS :

Atlas Copco Emerson

BOARD OF DIRECTORS: 1. CHAIRMAN AND MANAGING DIRECTOR: Mr. Daljit L Mirchandani ADDRESS: Ingersoll-Rand (India) Ltd. Plot No. 35, KIADB Industrial Area, Bidadi, Ramanagaram Taluk, Bangalore 562 109 Company Executive 2. ADVOCATE: ADDRESS: Mr. Hemraj C. Asher Crawford Bayley & Co. State Bank Buildings 4th Floor, N.G.N. Vaidya MargFort, Mumbai . 3. ADVOCATE: ADDRESS: Mr. Darius C Shroff Crawford Bayley & Co. State Bank Buildings 4th Floor, N.G.N. Vaidya MargFort,Mumbai

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4. COMPANY EXECUTIVE: (United States of America) ADDRESS:

Mr. Dean Iacopetti Ingersoll Rand Company Ltd 800-D, Beaty Street, Davidson North Carolina 28036 United States of America

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PREPARED BY: RUTA VYAS

History of the Company

: In 1871, Simon Ingersoll founded

Ingersoll Rock Drill Company . In 1905 Ingersoll Sergeant Drill Company merge with the Rand Drill Company to form Ingersoll Rand. Ingersoll Rand has largely grown by acquisition since that time. In October 2001, Shareholders voted to more the companys incorporation To Bermuda to capitalize on the savings on U.S. Corporate income taxes on products sold overseas. Moving the company on paper cost only $27,000 USD per year, with a tax savings estimated at $40million USD. The Companys executive offices were moved from wood diff lake, New Jersey to neighboring Montvale, New Jersey in 2004. In July of 2004, the Drilling solutions business of Ingersoll Rand was sold to Atlas Copco. In May 2007, the company announced it was looking into a sale of its Bobcat, utility equipment and attachments divisions. With this divestiture, Ingersoll Rand will be left with the Industrial Technologies , Climate control Technologies and security Technologies sectors. This would complete the transformation from the diversified machinery label to a diversified industrial company. In February 2007, Volvo, a Swedish truc maker, announced agreement to buy the road construction equipment division of Ingersoll-Rand for $1.3 billion in cash to expand its PREPARED BY: RUTA VYAS

operation in U.S. The road unit manufactures and sells as phatt paving equipment , compaction equipment, milling machines and construction related material handling equipment and generated net revenues of approximately $ 850 million for 2006. The sale includes manufacturing facilities in Pennylvania, Germany, China and India as well as 20 distribution and service facilities in the U.S. The business employs 2000 (approx) people worldwide. On July 30,2007, IngersollRand

announced that the utility and attachment business had been sold to Dovson Infracore, part of the South Korean chaebol Dovson , for USD $4.9 billion. On December 17,2007. IngersollRand announced that an offer to purchase HVAC supplier, Trane , in a stock and cash transaction . The purchase was approved by Tranes stockholders and the unit became a part of the Climate Control Technologies business , which is divided into commercial and residential business units each reporting directly to the Chairman. The sale was completed on June 5,2008

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PREPARED BY: RUTA VYAS

COMPANY VISSION

Ingersoll Rand is a GLOBAL industrial enterprise with market leading brands THEY are dedicated to driving Shareholder Value by achieving: Dramatic Growth by focusing on innovative solutions for their customers Operational Excellence by pursuing improvement in all of our operations continuous

Dual Citizenship by bringing together the talents, energy and enthusiasm of all Ingersoll Rand people

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INSPIRING PROGRESS

Ingersoll-Rand is a leading innovation and solutions provider for over 25 years that have helped develop the industrial base and infrastructure of countries all over the world. The company focuses on the major global markets of Climate Control, Industrial Technology, Infrastructure Development and Security and Safety." Integrity They act in the highest legal and ethical standards in everything they do Respect They communicate and act in ways that respect and value the worth of all people, cultures viewpoints and backgrounds Teamwork They work together and share resources to provide greater value to our customers, employees, business partners and shareholders Innovation They use our diverse skills, talents and ideas to develop innovative, imaginative and creative solutions to challenges Courage They speak up for what is right and take measured risks so our company can thrive

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PREPARED BY: RUTA VYAS

Ingersoll-Rand India Limited (IRIL) was established in 1926 with interests in air solution an infrastructure. The companys products were mainly supplied from IR facilities in U.S. until Naroda plant was built in 1965. Product Classification :

The Naroda Plant of IR mainly produces 1) Air Compressors 2) Air System accessories It produces mainly three basic types of air compressors. They are: 1) Reciprocating 2) Rotary Screw 3) Rotary centrifugal These types are further classified / specified by: The number of compression stages Cooling method (air,water,oil) Drive method (motor, engine, stram, other) Lubrication (oil, oil free where oil free means no lubricating oil contacts the compressed air) Packaged or custom built. 1. Reciprocating Air Compressors :

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Reciprocating air compressor are positive displacement machines, meaning that they increase the pressure of the air by reducing its volume. This means they are taking in successive volume of air which is confired within a closed space and elevating this air to a higher pressure. The reciprocating air compressor accomplishes this by a piston within a cylinder as the compressing and displacing element. Reciprocating air compressors are available either as air coole or water cooled and single stage and two stage are available. 2. Rotary Screw Compressors : Rotary air compressors are positive displacement compressors. The most common rotary air compressor is the single stage helical or spiral role oil flooded screw air compressor. This compressor consists of two rotors within a casing where the rotors compress the air initially. There are no valves . These units are logically oil cooled (with water cooled on air cooled oil coolers) where the oil seals the internal clearance. Since the cooling take place right inside the compressor, the working parts never experience extreme operating temperature The rotary compressor. Therefore is a continuous duty, air cooled or water cooled, smooth, pulse free air output in a compact size with high output volume over a long life, compressor package. 3. Centrifugal Compressors :

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The centrifugal air compressor is a dynamic compressor which depends on theory of energy from a rotating impeller to the air. Centrifugal compressor produce high pressure discharge by converting angular momentum imparted by the rotating impeller (Dynamic displacement). In other to do this efficiently. Centrifugal compressing. Rotate at higher speech than the other type of compressors. These type of compressors are also designed dor higher capacity because flow through the compressor is continues. The basic manufacturing process of all the

compressors is same. Final process of product of compression WASHING

HEATING

PAINTING

PACKING

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PREPARED BY: RUTA VYAS

PRODUCTS
1.

Air Solution

Tool Material Tending 4. Rolf Car Utility Vehicles Mechanical and Elatsonic locks BiometricSecuriTechnologies Access Control Exit Devices 10. Time Management Systems 11. Stationary Refrigeration 12. Transport Refrigeration 13. Residential Air Conditioning 14. Commercial Air Conditioning

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15. SMALLRECIPROCATING 16. ROTARY SCREW

17. CENTRIFUGAL 18 PET BLOW MOLDING

19. AIR TREATMENT

20. SYSTEM CONTROL

21. PRE-OWENED EQUIPMENT

22. BLOWER/LOW PRESSURE COMPRESSOR

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HUMAN RESOURCE MANAGEMENT

Human resource is charged with maximizing People capability by ensuring that the Co. has the right individuals in place at the right time, with the right skills. So the company can achieve their mission. The company can accomplish this by creating a rewarding environment, motivating their talented people & delivering value & opportunity for the entire company

STRUCTURE OF H.R.M
M.D

DISRTIBUTION& SALES HEAD

ENGINEERING HEAD

PROJECT OPERATION SERVICE HEAD HEAD HEAD

H.R HEAD

MKTG HEAD

NPD

SUBSENTENCE (DESIGNING)

CONTRACT

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Q.A.

S.C.M

PRODUCTION

WARE HOUSE

MANAGING DIRECTOR of Ingersollrand is MR.JAIDEEP WADHWA. DISTRIBUTION AND SALE HEAD & DIRECT SALES are connected. in This company selling product direct customer and by through distributors. Most of sales are through distributors. There is a very good distribution network of IR. IR Indias sales and service covers every region of the country. The sales headquarter is located in Mumbai and it assisted by regional offices at Ahmadabad, Bangalore, kolkata etc. There are 20 distributors of IR in all over India.

In ENGINEERING HEAD there are three parts 1. NEW PRODUCT DEVP. : Here, the new type of produces are researched and developed by the engineers of the company. 2. SUBSTANCEHEAD: Here, the researched new products are designing by the engineers. 3. CONTRACT HEAD: After the designing the product it is send to the site and installed the product.

In PROJECT HEAD the projects are given as a contract bases. IN OPERATION HEAD There are four heads which are, 1. QUALITY ASSORENCE DEPT. : Here, the quality of the raw materials, finish goods, quality standards etc are assessed.

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2. SCM : Here, the purchased orders of raw material are decided.

3. PRODUCTION DEPT. :Here,manufacturing process of air

compressors are manufactured in the factory. 4. WARE HOUSE: here, the stock of raw materials, finish goods etc. are stored.

In SERVICE HEAD AND MARKETING & STRATEGIC HEAD the function of both the department are same. they are working on the products marketing. IN HUMAN RESOURCE DEPARTMENT Human resource is charged with maximizing People capability by ensuring that the Co. has the right individuals in place at the right time, with the right skills. So the company can achieve their mission. The company can accomplish this by creating a rewarding environment, motivating their talented people & delivering value & opportunity for the entire company

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NATURE AND SCOPE OF HRM

Human resource management is a management function that helps managers in recruitment, selection, training and development of employees. Nature of human resource management, environment and future of human resource management is gather and competent and willing workforce to achieve organization goals. Scope of human resource management function are in seven sections, viz introduction to human resource management, employee hiring, employee remuneration, employee motivation, maintenance, industrial relationship, prospects of human resource management.

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SCOPE OF HRM

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NATURE OF HRM

INDUSTRIAL RELATION HUMAN RESOURC E MGT EMPLOYEE

EMPLOYEE HIRING

EMPLOYEE & EXECUTIVE REMUNERA TION.-

MAINTENANCE
EMPLOYEE MOTIVATION

TION

Scope means all the areas covered under a particular subject. the scope of HRM is very wide. it includes all above details as per the theory. it also includes various activities ranging from HRP, job analysis and design, recruitment and selection, orientation and

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placement, training and development, performance appraisal and job evaluation, employee and executive remuneration, motivation and communication, welfare, health and safety, industrial relation and the like At Ingersollrand the scope of HRM includes the following, Salary and wages increment selection training and development health and safety promotion

ENVIRONMENT OF HUMAN RESOURCE MANAGEMENT

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Environment can be understood as all those forces which have there blearing on the functioning of department. These forces can be internal as well as external. External forces include political, legal, technical and cultural factors, while internal factors contain union, organizational culture and conflicts and professional bodies. Ingersoll Rand has proved successfully. The company also arrange cultural activities for their employees. There is free communication flow between top management to bottom management which helps employees to work easily. In, Ingersoll Rand H.R. Manager gives lots of importance to free communication flow. And its represented at the core group level. H.R.Manager is free to develop their own methods in contrast to their environment. All the employees can directly contact their H.R.Manager if they want to say something.

HUMAN RESOURCE PLANNING

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Introduction: Management of human being is very important and challenging job because of the dynamic nature of people. No two people are similar in mental abilities, traditional, sentiments and behavior. Therefore need for tactful handling of people arises and therefore H.R.Management has been important function of the organization. Objective: To recruit and retain the human resources in required quantity and quality that is number and types of people. To foresee the employment turnover and make the arrangement for minimizing turnover. To meet the need of programs of expansion and diversification. To meet the optimum utilization. To estimate the cost of human resources. To assess the surplus or shortage of human resources. To improve the working standards, skills, knowledge, ability etc. ACCORDING TO COMPANY : Ingersoll Rand believe that if they expand business further, they have to build people, that is, strength of the people should be adequate.On the bases of specific future expansion plans of the company, they forecast future manpower requirement. Human resource planning is understood as the process of forecasting an organizations future demand fore, and supply of, the right type of people in the right place in right number. It is only after this that the human resource department can initiate the recruitment and selection process.

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It has lead the company to the maximum utilization of Human resource, it has lead to improve the company. Ingersoll Rand feels that the Human resource planning makes the organization a well-managed organization in concern to Human resource. Human Resource planning in Ingersoll Rand is done by dividing various task to be perform and various decision to be taken related to people. Formal and not formal system e.g. projection for a period defined role profile, qualification, age, salary for the fresher, experienced staff, recruitment induction, multi skilling e.g. cashiers-supervisor, their related work planning system, performance appraisal-when and how, etc In The Ingersoll rand company, there is 1200 workers working in a plant, they are divided in all activity in all department & each department had different selection & sub selection. They give organization charges to an employee. In the company there are three shifts of workers. 1st shift : 7:00 a.m. to 3:00 p.m. 2nd shift : 3:00 a.m. to 11:00 p.m. 3rd shift : 11:00 a.m. to 7:00 p.m.

Company paid salary to the employee according to her post. Employee salary increased every year.

JOB DESIGN Job analysis is the process of studying and collecting information related to the operation and responsibilities of a specific job. In short, PREPARED BY: RUTA VYAS

job analysis can be understood as a process of collecting information about job duties, responsibilities, skills and knowledge to perform the job. ACCORDING TO COMPANY: Job analysis in Ingersoll Rand is done before enough time of actual need of people in organization. They find out human qualification which is necessary to do the job in organization. Job Design integrates work contents such as tasks, functions, relationship to be perform, the rewards and qualification required for each job in a way that meet employees and the organization need. Organization design their jobs in accordance to their need. Techniques of Job Design: (i) (ii) Job is highly specialized, so that less trained and less paid employee can perform. Job intrinsic reward potential is likely to increase. Organization too stands to gain because of the versatility of its employees. Workers self image will grow. There is enhanced interdepartmental co-operation. Claims to have motivational importance. Their main objective is to study the overlapping and the duplication of jobs across the organization, which in turn would help in identifying the rate of surplus manpower employees.

(iii) (iv)

RECRUITMENT & SELECTION

Recruitment is the process of finding and attracting capable applicants for vacancy. The process begins when PREPARED BY: RUTA VYAS

new recruits are sought and ends when their applications are submitted; the result is a pull of applicants from which new employees are selected. Recruitment is scientific and time consuming process, is devoted to select the candidates. Outside sources of recruitment are used only in situation when employee of the company is not capable or suitable or adjustable for vacancy. There are two types of recruitment throw which the recruitment process take place. INTERNAL SOURCES EXTERNAL SOURCES Existing manpower Advertisement Transfer Consultant Promotion Campus interview Reference from Hiring etc internal members Through above mentioned different types of sources recruitment process is done. ACCORDING TO COMPANY: Ingersoll Rand believes in attracting the best, feet talented applicant for the company. In Ingersoll Rand recruitment is scientific and lots of time and efforts are saved because whatever qualified person they need, the information regarding that job they put on the notice board. According to this, the person who are qualified they applied for the job. If any internal source are provided the required person for e.g., his friend, relatives, existing employee etc are recruited otherwise if the person are not capable then the person is recruited from outside sources of recruitment.

SELECTION
Definition:

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Selection is a process of choosing the individual who passes the necessary skill ability and responsibility to successfully fill up the job in the organization. PROCESS OF SELECTION Inviting Application Screening Reception Of Applicant Preliminary Interview Employment Test Interview Investigation of Reference Physical Examination Final Approval Placement and Indication Ingersoll Rand follows the selection process which is as under : INVITING APPLICATION : From the advertisement or campus recruitment the application are invited by the Ingersollrand. PREPARED BY: RUTA VYAS

SCREENING Screening of applications can be regarded as a internal part of recruiting process though in many view it is a first step of selection process it is included in recruitment for valid reasons. The selection process will begin after the applicants have been scrutinized and short listed. The purpose of screening is to remove from the recruitment process, at an early stage., those applicants who are visibly unqualified for the job. Effective screening can save a great deal of time and money care must be exercised, however, to assure the potentially good employees are not lost and that omen and minorities receive full and fair consideration and are not rejected without justification. In screening, clear job specification are invaluable. It is both a good practice and legal necessity that applicants qualification can be judged on the basis of the knowledge, skills, abilities, and interests required to do the job. The techniques used to screen applicants vary depending upon the candidates sources and recruiting methods used. Campus recruitment and agency representatives use interviews and resumes. Reference checks are also used in screening RECEPTION OF APPLICANTS: After inviting the applications the next step which Ingersolrand is takes to reception of applicants.

PRILIMANRY INTERVIEW: Ingersollrand is most of the time taking recruitment through the campus recruitments so, they are taking preliminary interviews. EMPLOYEE TEST:

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After preliminary interview they takes employee test before taking final interview. INTERVIEW: After employee test. Some applicants are selected for the final interview. the interview is taken by the related Head of the department. here, they test the applicants knowledge about the subject. Ingersoll Rand does the selection of employee on the basic of selection test such as 1. Aptitude test 2. Technical (it checks whether the person has the technical knowledge ) 3. IQ test (Intelligent Quotient) Then it also refers to the part record of the employee.After the applicant clear the above process, there is group discussion and personal interview. If the person clears the personal interview. He is appointed on the temporary basic of 2 year and then his performance is evaluated if his performance is found good , then is given permanent employmen INVESTIGATION: If applicant is selected in interview then investigation regarding him is taken by the company. PHYSICAL EXAMINATION: If the applicants investigation is positive then his/her physical examination is taken by the company. he/she physically and mentally fit for their respective job.

FINAL APPROVAL: If applicant is selected and found fit in physical examination then he/she is selected for the respective job. PLACEMENT AND INDICATION:

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After the final approval the applicant got his/her placement letter, job title etc and his salary, legal formalities is done. Thus, in Ingersollrand Preliminary interviews and then interview are conducted by the company for the candidates which are selected for various vacancies. Selected candidates have to go through certain formalities. Finally he/she is sent t training.

. ORIENTATION

AND PLACEMENT

ORIENTATION

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Definition: Orientation is planned introduction of employees to their co-workers and the organization. Purposes: a) Organizations are known to send a few weeks or even months on orientation programs. b) It is a well-known fact that employees feel anxious on entering an organization. c) Effective orientation programs reduce the anxiety of new employees by providing them information on the job environment. d) The case with which employees adjust to a new job and work environment is a function of the expectations. In INGERSOLL RAND, 1 to 10 days has given to the employees to introduce as per the paid down system. And induction kit is providing in which an overview about the organizations history, information about the core competence has given, information regarding business, an employee must know the basic goal of the organization, giving information regarding important names, contacts, telephone numbers, and concerned department is involve.

PLACEMENT After an employee has been hired and oriented, he or she must be placed in his or her job. Placement is understood as the allocation of People to different job. It the PREPARED BY: RUTA VYAS

assignment of new employees and promotion, transfer, or demotion of present employees. ACCORDING TO COMPNY: INGERSOLL RAND welcomes new comer as the member of the organization and try to promote the feeling of belonging and loyalty to the organization. Orientation is planned introduction of the employees to their job, their co-workers and the organization. Its aim is to remove anxiety from the mind of employee. Orientation is to done to smoothen the new-comers entry into the organization help the entrant in setting down comfortably in the new set up, to orient the new employee with the companys philosophy and policies. They have a pre-joining formality. It includes introduction to department heads and canteen, etc They remain watching on the performance of new comer. Preparation of induction folder containing some of these: welcome message visiting card, arrangement of his or her temporary giving some necessary document, certificate, etc The HR executive completes all the formalities as specified in the induction check list. The department head then takes charge of the new person makes him communicate with the entire staff member. After successful orientation, employees placement is done. Hr manager would invite the new-comer to get necessary feedback in the prescribed format. After orientation, the HR manager receives the further course of action to help the new-comer in making his entry smoothen and in settling down.

TRAINING AND DEVELOPMENT

Definition:

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It is any attempt to improve current or future employee performance by increasing an employees ability to perform through learning, usually by changing the employees attitude or increasing his or her skills and knowledge. Training and development refers to the imparting of specific, abilities and knowledge to an employee. It is an attempt to improve current or future employee performance by increasing an employees abilities to perform through learning, by changing attitude or increasing his/her skills and knowledge. ACCORDING TO COMPANY: INGERSOLL RAND is doing very technical work so the new employee needs training. The company has been conducting a series of Training and development programs to build the competencies of people. In INGERSOLL RAND minimum six months training is compulsory. High Focus on Training and Development They believe that training is a key for enabler for impacting performance. Need identification through a consultative process involving line managers. In house programmers on operational aspects. Nomination for external programmers on key technical and managerial areas. In house programmers on key technical and managerial areas. Empowering the doers to go ahead, self development scheme launched for semi skilled workers.

IN HOUSE TRAINING:

INGERSOLL RAND focus special attention on training needs to face the challenges of the present PREPARED BY: RUTA VYAS

business scenario. Training should be compulsory for every organization. In context to that, INGERSOLL RAND believes that training is an important component of an individuals overall growth and development. INGERSOLL RAND undertakes a task to identify and conduct series of workshops/seminars in various disciplines which would help the organization. INGERSOLL RAND picks up Diploma engineer most of the time for job. So there is a need for inhouse training. Training takes time usually for six month to one year.

EXTERNAL TRAINING:

When expertise is not available within the company for such new area, the criterion for sending people for outside training has been raised up. With the change in business situation, employees from levels are nominated to update their knowledge in relevant field.But in Ingersoll Rand there is no need for external training for new employee because training is held only in boundaries of Ingersoll Rand.
Ingersoll Rand has its own university in California, where it

gives education to employee. The employee appoints have 1 year of apprentice-ship in which they are given training in all the departments , two months in each department , and then in the next year they are given that work and on the basic of their performance in second year, they are evaluated.

REMUNERATION
DEFINATION:

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Remuneration is the compensation an employee receives in return for his or her contribution to the organization. Remuneration occupies an important place in the life of an employee. His or her standard of living, status in the society. COMPONENTS:

Wages & Salary

Non-monetary Benefits Components of Remunerations

Incentives

Perquisite

Fringe Benefits

The management of INGERSOLL RAND believes that the remuneration package of their company: Is competitive in the industry. PREPARED BY: RUTA VYAS

 Is simple to understand and flexible to administer. Is uniform across the organization. Is in line with internal as well as external equity. Their remuneration packages are systematically provided to their ability and position in the organization. They do not give any extra benefit more than salary because they believe that their payment as a salary is quit in big amount and the employee must have to manage in such good amount. The pay nearly Rs.5000 to Rs.25000 per month to the workers. Details about Employee Remuneration:

Ingersoll Rand ranks 3rd largest industry , for highest pay scales to its employees on 2 nd is Toyota Company. Fringe Benefits given to the employees include. Every employee is given computer, mobile , transportation facility and medical benefits. Executive Remuneration :

The purpose of compensation programme is to enable it to attract, retain, deploy and focus the talents and energies of employees who are capable of meeting the current and future goals of the company most notably , the creation of shareholder value.

Total Direct Compensation:

An executives total direct compereation opportunity is comprised of for

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key programme : base salary, annual incentive matrix(AIM) , the performance share program (PSP) and the stock option program. Executive perquisite:- Company leased cars are provided for business and personal use, medical examination and appropriate, physisian recommended medical tests under executive health program are provided , to executives.

Employee welfare programme:

This organization provides canteen facility, pure drinking water to its employees . They also have labour unions. Retirement Programme and other Benefits:

The Company and its subsidiaries maintain a number of defined benefit pension plane for their officers and other employee . The purpose of the pension plans is to provide for fixed benefits upon retirement based on the individuals age and number of year of service.

PERFORMANCE APPRAISAL

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Organization goals can be achieved only when people put their best efforts how to ascertain whether an employee has shown his or her best performance and given job? The answer is performance appraisal. Meaning: Performance appraisal means it is the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential development. Another definition of performance appraisal is it is a formal structured system of measuring and evaluation. An employees job related behaviors and out comes to discover hoe and why the employee is presently performing the job. According to the company: The company conducts performance appraisal of an employee. the performance of the employee is assess or evaluated by the appropriate head and then they are provided effective promotion, transfer, giving them extra wages as per rating system, as per behavior, as per attitudinal, as per skilled, and job related parameters are assessed. They also give employee welfare and care. They are wishing employees to their birthdays, they also gives birthday treats, they also give death risk insurance, celebrate sport day, they also gives rewards and awards, going to get to gather, festival celebrations like Mahashivratri, 15th August, 26th January, Dashera, Dhanterash.

PROMOTION, TRANSFER AND SEPARATION

PROMOTION
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Meaning: Promotion means an improvement in pay, prestige, position, and responsibilities of an employee within his or her organization. A mere shifting to a different job which has better working hours, better location and more pleasant working conditions does not amount to promotion. The new job is a promotion for the employee only when it carries increasing responsibilities and enhance. Purposes of promotion: To motivate employee to higher productivity. To attract and retain the service at qualified and competent people. To fill up higher vacancies from within the organization. To business loyalty, moral and sense of belongingness in the employee. To recognize and reward the efficiency of an employee. To increase the effective of the employee and of the organization.

TRANSFER

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A transfer involves a change in the job of an employee with out change in responsibilities or remuneration. A transfer differs from a promotion in the letter involves a change in which a significant increase in responsibility, status & income occurs, but all these elements are stagnant in former. Another difference is that transfers are regular and frequent, as in bank and government establishment, but promotion are infrequent, if not irregular. Reasons for Transfer: If any firm faces shortage of employees when a firm send employees to another firm. Removal of the incompatibilities between the workers. Correction of faulty initial placement of an employee. A change has taken place in the interest and capacities of an individual. To break the monotony, the employee is transferred. The climate may be unsatisfactory for an employees health. Family related issues cause transfers, specially among female employee, when they get married.

SEPARATION
Lay-offs, resignations and dismissals separation employees from their employers. Separations are painful to both the parties and should, therefore, be administered carefully.

Types of separations: 1. Lay off PREPARED BY: RUTA VYAS

It is the temporary separation of the employees from his or her employers at the instance of the letter without any prejudice to formal. Reasons for Lay off: Shortage of coal, power or raw materials. Break down machinery. Accumulation of stock. For any other reason.

THE LAYOFF WAS DONE IN YEAR 2006. But, but after mutually negotiation the workers joined their works.

2. Dismissal or Discharge: When the termination of an employee is initiated by the employer. It is known as dismissal or discharge, which should be taken after careful thought. Reasons for Dismissal or Discharge: Executive absenteeism. Serious misconduct. False statement of qualification at the time of employment. Theft of companys property.

According to Company: In Ingersoll Rand promotion and transfer policy is based on the merit or performance of the employee. If there is newly join employee, information regarding this is sending by the E-mail, through SMS, letter.

MOTIVATION

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Motivation is the result of process, internal or external to the individual that arouses enthusiasm and persistence to pursue a certain course of action. In short, motivation may be understood as the set of forces that cause people to behave in certain ways. It refers to the behavior regarding the job or work he or she has to perform. According to Company: For motivating the employees Ingersoll Rand giving the training, by giving job enrichment, by giving promotion, by giving different types of scheme, they also give 50000Rs to employee for free food, they also best staff of the month, best staff suggestion of the month and also give appreciate reward, best salesman of the quarter, and for this they gives nice remuneration. They also give uniform, loan facilities; personal insurance, etc are giving to the employees for their motivation. Employees are also motivated by giving them higher task and responsibility looking to their ability and experience. Employees are welcomed to give their suggestion regarding any decision to higher authority.

SAFETY AND HEALTH

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Every twenty seconds of every working minute pf every hour throughout in the world, someone dies as a result of an industrial accident. This was how the seriousness of industrial accidents was describe by the Director General of the British Council, in his message of good wishes to the seventh National conference on industrial safety and health organized by the Nation safety council, INDIA. Types of Accident 1. Internal accident or 2. External accident. 1. INTERNAL ACCIDENT Internal accident means there is no external sign of injury, but a born facture or a mental stress are not included in internal accident. 2. EXTERNAL ACCIDENT External accident means external sign of injury. A worker may be disable by an injury for an hour, for a day, for a week, for a month or a few months. If he recovered from such disability then his disability is temporary but injury is such that he will never recovered fully from his disability then it is permanent disability. Causes of Accident I. HUMAN FAILURE: Human failure leads to an accident when an employee ignores safety precaution and commit and an unsafe act. II. MACHINE FAILURE:

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Machine failure leads to faulty mechanical and physical conditions leading to accident. are III. IV. V. VI. VII. Apart from the above two factors the following measure cause of it.

Lack of adequate inspection. Lack of adequate precaution. Lack of adequate training. Non-compliance of law. Greater complexity & technological advancement. Thousands of employees throughout the word lose their fingers, eyes, even their lives everyday.

According to company: In Ingersoll Rand, for safety they are provided first aid, training is given, i.e. how to operate machine, staff insurance is giving to the employees, special uniform and shoes are given, they also provided monthly medical check up and they also provide medical assistance to the employees, they are using such modern machinery that create less noise pollution, etc

There is a MEDICAL CENTER in the company which is managed by Dr. TARUN A. PATEL.

EMPLOYEE WELFARE
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Ingersoll Rand has also provided welfare schemes for the employees benefit. Following are the few among them. Servicing which are giving facilities, which gives some benefits and which gives retrial benefits are included in welfare of employees.

Constantly in tough with the people through various communication initiative e.g., birthday greetings, health awareness programmed.

50000 free food for the employees. Providing Insurance facilities. Providing Safety equipment. Providing medical assistance. Arrange get together programme.

Provident fund. = which is 12% Gratuity is 4.8%

PLVP is 27% of CTC which is only provided to the MANAGERIAL STAFF not to WORKERS of the company.

INDUSTRIAL RELATION
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Definition: Concerned with the systems, rules and procedures used by unions and employers to determine the reward and other condition of employment. AREAS OF INDUSTRIAL RELATION: I. II. III. IV. V. Collective bargaining Role of management, unions and disputes. Machinery for resolution of industrial disputes. Labour legislation. Industrial relation training.

Industrial relation consists of the relation between employees and managers, and in another form relation between various industries and the organization. In industry, the worker and the employees organization should be good if associating with government agencies, in consideration of public, social and economic measures affecting their relation. According to Company: In Ingersoll Rand, there is a very good picture of the Industrial relation between workers and higher authority. In spite of having workers union, the relation between workers and higher authorities are very good. They have open door policy. If there is any problem to any worker or an employee, he or she can directly contact their respective manage or any of the directors. There is no sort of the higher and lower level status in INGERSOLL RAND INDUSTRY.

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H.R. AUDIT
HR audit is a comprehensive evaluation of the current HR strategies, structure, systems, styles and skilled in the context of the short and long term business plans of the company. The main objectives of HR audit are to align the functions with the HR function with HR goal. Since, it is comprehensive; it uses a variety of methods including interviews, observation, secondary data analysis, work shops. There are numerous reasons why companies go for HR audit. The main reasons are as follow:I. II. III. IV. Growth and Diversification. Promoting professionalism. Improvement HR strategies. Enhancing the direct contribution of HR to business.

Experience has shown HR audit has a tremendous impact on business is area of strategies planning, role, clarity, streamlining, practices, better policies top management, style improvement in HR system, focus on competence and Total Quality Management (TQM) intervention. However proper implementation management support are both very crucial for its success. According to Company: In INGERSOLL RAND, there is a no requirement of HR audit. But they are organized meeting on one to one basis to there managers to know their future strategies planning, clarification of their problems, and how Total Quality Management can be manage on better way and their new plans about TQM. They also arranged meeting on Friday of the every month to know the progress or problems of the company. They also know about the Total Prevention Management and future plans to improve total prevention management. They also know about the Good PREPARED BY: RUTA VYAS and

Manufacturing Practices and future plans to improve good manufacturing. They also know about the Small group activities and future plans and idea to improve small group activities.

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INDUSTRIAL DISPUTES AND RESOLUTION

Meaning: Disputes are common in industries. They manifest in the form of strikes, and lockouts. The consequences of the disputes are tern into loss of production, loss on profit, loss on market reputation and also tern into closedown of plant. Definition: According to Industrial Disputes Act, 1947, industrial disputes mean any dispute or difference between employees and employees, or between employees and workers, between workers and workman, which is connected with the employment or non-employment or term of employment or with the conditions of labors of any person. The definition is too broad and includes conflicts even among employers under the term DISPUTE. In practice, disputes mainly related to the strife between employers and their employees. According to the Company: In INGERSOLL RAND, there was 42 cases of industrial disputes and there would be solved by management and only 18 cases are left to solve these problems. But, now at present, there is no problem of industrial disputes.

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SWOT ANALYSIS
A tool need by organization to help the firm potables its its strengths, weakness opportunism & threats (SWOT) A SWOT analysis is a frame work to help the firm to develop its overall Corporate, marking or product strategies. Strength and weaknesses are internal factors which all controlled by the organization. While opportunities and threats are external factor. ( 1 )Strength: It has a 100 years of experience of technological innovation they enable companies and their customers to late progress. Existence in market for over 100 years. I told over the market

( 2 )Weakness: Reach for small product range. ( 3 )Threat: Duplicate its parts manufactured. They are exported to a verity of market lists, including the effects of change in non US currency exchange rate, commodity price interest rate. Is countries could import burdence tariffs and quotas Opportunities Good Asia pacific growth.

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MARKETING MANAGEMENT
Marketing is an ongoing process of planning and recruiting the marketing mix (Product, Price, Plea, promotion intel reperrted to as 4 Ps) for Product, Services or ideas to what exchange between individual and organization. Awording to the American Marketing Association Marketing is an Organizational Function. Communicating and delivering value to customers and for managing customers relationships in ways that benefit the organization & its stake holidays. Companys market leading brands and the products, services and solutions, they offer are a growing part of the whole world. Ingesoll Rand is ready to go to work whenever and whenever need. Their products are distributed by a number of methods. Company had its own supporting chain of distributors in over countries . Ingersoll Rand provides its products & services directly or through distributors to customers in close to 200 Countries. Ingersoll Rands products are sold in highly competitive market through the world and compete against products produced by bom US and non US corporations. The principal method of competition in these markets relate to the Price, Quality, Service and technology. They believe that they all the leading manufacturer in the world in of air compression systems, Hans port temperature, Control Products, Refrigerators, display machines air tools, etc.

Channel of Distribution:-

ingersoll Rands products are distributed by a number of methods, which they believe are appropriated to the type of product U.S. Scales are made through branch sales offices and through distributors, dealer and large retiles across the country. Non US sales are made through numerous subsidiary sales and with a supporting chain of distributors brought out the world.

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Brand Image:

According to American marketing association A brand is a name, Term sign, symbol or design or a combination of them, indented to identity the goods or services of one seller or group of seller and to differentiated them from those of computers. Brands also payer valuable functions for firms brand also help to organized inventory and accounting records. A brand also offers the firm legal Protection for unique fetchers on aspect of the product. The brand name can be protected through tread marks, manufacturing process can be protected through the patent, packaging will be protected through copyright to and design this intellectual property rights ensured the firm can safely invest in the brand and reap the benefits of valuable assets. Ingorsollrand is itself the brand name in the world of air compressor , air tools and etc.

Patent and licenses :-

The IngorsollRand own numerous patents and patent applications and are licensed under others. Ingo sole consider that in the aggregate there patent and licenses all valuable and they dont their business is materially depended their patents or licenses or any group of them. In their opinion engineering and production skills and experience are more responsible for there market position then patents.

Promotion of the product:-

This organization doesnt spent much in marketing their product or doesnt give it much to impotents as they already they have their brand name in the world. No material part of their business is depended upon a single customer or a small group or customers. There for the loss or any one customer would have material adverse effect on there operations. They arrange seminars, customer meet, tack customer feed back and do its application. There major clients include reliance.

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ADVERTISEMENT
It means that to show the product which the company launch in the market for the consumption of the consumer. Ingersoll rand is international company. It is very reputed company. They dont need of any advertisement because without any advertise they have achieved their target.

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FINANCIAL MANAGEMENT
Finance is a like blood of any organization

Source of finance : Source of finance included share holding and

mutual funds. Past year Turnover : US $ 90 Million Their share are listed on NIFTY and BSE (Bombay Stock Exchange).

In 2007, net income of the Company is $733.1 million. The air solution business grows by 26% in the period under review, aided by strong performance in domestic sales. The business is providing total solution to the customers in the field of compressed. Air systems continued to show strong performance.

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Worldwide, Ingersoll Rand Corporation is witnessing a major shift in perspective. Simply put, it is a move from a product-centric approach towards a solutions-centric approach. Ingersoll Rand is no longer an Engineering Company offering worldclass products, but a Company that provides the customer with solutions based on these products, solutions which go well beyond them. Ingersoll-Rand (India) Limited is among the Country's largest exporters of engineered goods. Annual exports for financial year 2006-2007 stood at Rs. 1,004.80 Million. Gross Sales for the year 2006-2007=Rs. 6,473.22 million Net Profit for the year 2006-2007= Rs. 464.83 million Their balance sheet of last year .

INGERSOLL-RAND COMPANY LIMITED CONSOLIDATED BALANCE SHEETS In Million, Except Share Amounts December 31, 2007 2008 ASSETS Current assets: Cash and cash equivalents ...................................$ 4,735.3 $ 355.8 Marketable securities ....................................... 0.1 0.7 Accounts and notes receivable, less allowance of $12.2 and $8.3 at December 31, 2007 and 2006, respectively. ...................... 1,660.7 1,481.7 Inventories .............................................. 827.2 837.7 Other current assets ........................................ 477.4 355.8 Assets held for sale ........................................ 2,506.1 Total current assets. ...................................... 7,700.7 5,537.8 Property, plant and equipment, net. ............................... 904.9 868.2 Goodwill ................................................. 3,993.3 3,837.2 Intangible assets, net......................................... 724.6 712.8 Other noncurrent assets ........................................ 1,052.7 1,189.9 Total assets ............................................ $14,376.2 $12,145.9

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LIABILITIES AND EQUITY Current liabilities: Accounts payable .........................................$ 721.2 $ 757.6 Accrued compensation and benefits ............................. 338.9 306.4 Accrued expenses and other current liabilities ...................... 1,434.6 794.1 Short-term borrowings and current maturities of long-term debt.......... 741.0 1,079.4 Liabilities held for sale. ..................................... 1,174.9 Total current liabilities .................................... 3,235.7 4,112.4 Long-term debt. ............................................ 712.7 905.2 Postemployment and other benefit liabilities ......................... 941.9 1,047.1 Other noncurrent liabilities ..................................... 1,480.5 602.8 Minority interests ........................................... 97.5 73.6 Shareholders' equity: Class A common shares, $1 par value (370,035,087 and 364,426,276 shares issued at December 31, 2007 and 2006, respectively, and net of 97,421,234 and 57,699,279 shares owned by subsidiary at December 31, 2007 and 2006, respectively) . 272.6 306.8 Retained earnings ......................................... 7,388.8 5,456.1 Accumulated other comprehensive income (loss).................... 246.5 (358.1) Total shareholders' equity .................................. 7,907.9 5,404.8 Total liabilities and shareholders' equity ........................ $14,376.2 $12,145.9

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The term social responsibility of business implies obligation or duty that a business unit offers to the society. The social responsibility towards, customer, shareholder and the society in general. There are certain responsibility of any company towards its employees, creditors, competitors, society, customers, etc. Responsibility towards employees Responsibility towards competitors Responsibility towards government Responsibility towards society

Industry has to perform its social responsibility as it is functioning in the society. So the society should be looked after should not be neglected or damaged. Ingersoll Rand has performed social responsibility very well. Industry not only seeks for its profit, But also works for the welfare of the nation. By doing or helping the society in the many ways. It is the duty of every citizen. Industry earn so profit, if its sum amount of its profit gone to the society then there is no loose for the industry. They give donation for orphans. They also helped during Kargil war and Tsunami. This organization contributes during any natural calamity. The company have also donated blood to Prathma blood center. They are dedicated to an environmental Program to reduce the allegation & gentian of hangrdocuo materials during the monitoring process & to remediate identified environmental concerns.

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GLOBAL RESPONSIBILITY
INGERSOLLRAND products help to conserve energy improve user safety, enhance economic growth increase the yield of the global harvest & provide a host of other benefits to society.

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CONCLUSION
Ingersollrand ltd. is in very strong position with the help of brand and highly sophisticated and advanced technology. in todays world of invention and discoveries one of the remarkable futures of INGERSOLLRAND ltd. is that keeps on changing its technologies and equipments within the latest development in the market and thats why it has achieved such a level of standard in producing quality. It has lots of strength and rarely found weakness. Ingersollrand had decided to achieve all the opportunities with bright plans. ingersollrand have to play a vital role in achieving an honorable place for Indian industries

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BIBLIOGRAPHY
SOURCES OF INFORMATIONS

INGERSOLLRAND Ltd. Naroda. www.ingersollrand.com Human resource management by K.ASHWATHAPA.

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