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Submitted to: Miss AFREEN EKSAMBI (Class coordinator)
Submitted by: Alekha Mittal F.Y.BBI Roll no. : 30
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About Company Company profile. Research and Development. Other information. Management Of Company Organizational Structure. I. Definition. II. Consideration. III. Types Of Structure. IV. Organizational Structure of the Company. Staffing, Training and Development I. Recruitment. II. Selection. III. Training and development. Conclusion
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license was obtained by Mr Mathew T Marattukalam.COMPANY PROFILE Named after the Greek Sun God. Raunaq Singh and his associates in 1974. Apollo. The Research and Development of Apollo Tyres took place at Perambra in Cochin and later it had grown to a substantial height and stature at its present location at Limda. Baroda. The company was taken over by Dr. In 1977 commercial production began with an installed capacity of 420. the company Apollo Tyres has created a niche for itself in the Indian tyre market. In 1972. Jacob Thomas and his associates. All the activities in the R&D center are extensively supported by a series of highly sophisticated equipment that help the research scientists develop products as per customers' specific requirements. today it is the premier tyre manufacturing company of India. The history of the company dates back to the early 70s. The implementation of the tyre project took place in 1976 in Perambra (Kerala). After three decades of consistent growth. The centers have the facilities and expertise for the following: Development of compounds for improved performance Raw material development Analytical research Reverse engineering Advanced design using CAD FEA modeling of tyres Simulation testing of the designed product Product validity & reliability studies Page | 3 .000 each of tyres and tubes.
Cochin-682031 (Kerala) Tel.: +(91)-(124)-2383002 to 18 Registered Office 6th Floor.Company Backgrounds Industry Name House Name Year Of Incorporation Listings & its codes Head Office Tyres & Tubes Raunaq Group 1972 NSE: APOLLOTYRE.apollotyres. Shanmugham Road.com Page | 4 .: +(91)-(484)-2381902 . India Tel. BSE: 500877 7 Institutional Area. 2380720 Website www. Cherupushpam Bldg. 2381903. Sector-32 Gurgaon Haryana .122001.
Physics and Mathematics. We have facilities and expertise for: Development of compounds for improved performance Raw material development Analytical research Reverse engineering Advanced design using CAD FEA modeling of tyres Simulation testing of the designed product Product validity & reliability studies The different activities of the centre are being executed by a pool of specialists from the arena of Polymer Science. Baroda. All the activities of the centre are extensively supported by a series of highly sophisticated equipment which help the research scientists develop products as per customer’s specific requirements. experience and hard work. this multidisciplinary team of scientists are devoted to lead the organization towards an outstanding level of success. Currently. Page | 5 . The state-of-the-art Research & Development Centre had its birth at Perambra. Through a synergistic blend of knowledge. it has grown to a substantial height and stature at its present location at Limda. From the hour of inception. Textile Technology.Research and Development. Inorganic & Organic Chemistry. Rubber Technology. its goal has been to foster development and promote the evolution of new technologies in the field of Tyre Science & Technology .Recently company has tie ups with IIT’s & IIM’s for rubber Technologies. the centre is aiming for further growth and is exploring unchartered areas of research in the field of Tyre Technology that will provide Apollo Tyres the edge in today's ultra-competitive global market scenario. Cochinand later on.
Others are Regal and Kaizen (truck-bus tyres). Apollo acquired Apollo Vredestein BV (originally Vredestein Banden BV) in the Netherlands.R. Apollo. Brands. Maloya (passenger car) DuraTyres (retreaded tyres). H. brand rights to 32 African countries. department. Finance department. Dunlop (32 countries in Africa) and Vredestein are the 3 key brands. Company’s turnover is about FY11 Rs 88. DuraTread (retreading material) and Acelere Wheelz (alloy wheels for passenger cars). 3-tyre manufacturing units and a retreading unit in South Africa and Zimbabwe. manufacturer of tyres across automotive segments. Page | 6 . Its manufacturing capacity : Acquired Entities.Other Information Departments: Distribution department.6 billion. In May 2009. Apollo Tyres acquired Apollo Tyres South Africa (Pty) Ltd (originally Dunlop Tyres International (Pty) Ltd).Onkar S Kanwar Company Business. Recruitment & Incentive policy: Recruitment is done by the departments heads of the respective departments and the final recruitment is done by the honorable chairman and managing director Mr. Sales and administration along with marketing and sales. In April 2006.
DUNLOP TYRES VREDESTEIN TYRES APOLLO TYRES ACELERE WHEELZ (alloy wheels for passenger’s car) MALOYA (passenger cars) Page | 7 .
Europe 25% and South Africa 13%. Tamil Nadu. Taking current production to around 1278 metric tonnes a day. Europe and Southern Africa. Gujarat (in operation since1991) Perambra. Two other units are located in the southern Indian rubber-producing state of Kerala. In South Africa. These 4 together have a combined production of around 957 metric tonnes a day in India. exporting to 70+ countries from India. Baroda. Manufacturing Facilities. and the Enschede plant in the Netherlands adds another 158 metric tonnes. and the recent future ready facility is near Chennai. Apollo’s largest unit is in Limda. Kerala ( in operation since 1977 Key Markets Of Operations: India is the largest market accounting for 62% of revenues.000 employees based across India. Manpower Requirement. Page | 8 . the Ladysmith and Durban facilities account for a combined production of around 163 metric tonnes. Europe and South Africa. exclusive and multi-product outlets. Approximately 16. Limda. Sales Channel: In each of the domestic markets the company operates through a vast network of branded. in the western Indian state of Gujarat. Cochin.
the jobs are expected to form departments. 4. It can also be defined as a framework within which managerial and operational tasks are performed. 3. Departmentation provides specialization. It specifies the relations between people. Job design: Designing of job means defining the contents of jobs as far as possible expected results of job must be defined along with the job.Organizational Structure Definition: Organizational Structure can be defined as “Network of job positions. 2. Considerations The considerations to be kept in mind while framing the organizational structure are: 1. Departmentation: After the division of work into jobs. work and resources. Delegation Of Authority: Delegation of authority means sharing of authority between the managers and subordinates. Span of Management: Span of management means how many subordinates can work under one superior. responsibilities and authority at different levels”. Page | 9 .
CHIEF EXECUTIVE OFFICER. E. In line organization. Matrix Organization Structure.Types Of Structure A. Functional Organization Structure. Line Organization structure: It also known as military or scalar organization. C. PLANT MANAGER. A. Committee Organization Structure. the line of authority moves directly from the top-level to the lowest level in step by step manner. Line & staff Organization Structure. It is oldest and simplest form of internal organization. PLANT MANAGER. D. Line Organization Structure (Military or Scalar Organization) B. FOREMAN FOREMAN FOREMAN Page | 10 .
C.CUSTOMER SERVICE 4. PURCHASE OF FINANCE 1.ADVERTISING 2.REPAIR MAINTENANCE MARKETING 1.QUALITY CONTROL 3. 1. i. D.e the project organization and functional organization are linked together in order to create a matrix organization. BOARD OF DIRECTORS MANAGING DIRECTOR PRODUCTION 1. Functional structure: When the activies of jobs are grouped keeping in mind the functions or the jobs then it is called functional structure. 2. It is not a separate form of organization but a supplement to existing organization structure. Matrix Organization: In matrix organization. CAPITAL STRUCTURE. RECORD OF PURCHASE. Committee Organization: It is adopted along with line and staff organizations. two complementary organizations.SALES 3.RAW MATERIALS. RESEARCH.B. It involves formation of small committees of line or staff executives for quick and coordinated decisions through collective thinking.PROCESSING 2. Page | 11 .FINANCIAL PLANNING. 2.
CHIEF EXECUTIVE Research & Development manager Marketing manager Finance manager HRD manager Project manager Marketing group Finance group R&D group HRD group Page | 12 .
Page | 13 .Organizational Structure of Apollo Tyres.
Elements of Staffing: Recuritment + Selection STAFFING Training Page | 14 . Staffing refers to “finding the right person for the right job having the right qualification. doing the right job at the right time”. appraisal and development of personnel to fill the roles designed to the structure”.Staffing In the words of Koontz and Ondennet “The managerial function of staffing involves the organizational structure through proper and effective selection.
They have also updated website http://www. (recruitment process in Apollo tyres ltd) Selection Meaning: Selection is defined as the process of differentiating between applicants in order to identif y (and hire) those with a greater likelihood of success in a job.apollotyres.com/cor_ourcompany. meet its manpower requirements from outside the organization by advertising about the vacant job positions in local newspaper or through campus recruitment.Recruitment: Recruitment means inducing or attracting more and more candidates to apply for vacant positions in the organizations. Page | 15 .htm through which job seekers can have required recruitment details. Usually Apollo tyres ltd. The difference between recruitment and selection: Recruitment is identif ying n encouraging prospective emplo yees to appl y for a job. And Selection is selecting the right candidate f rom the pool of applicants Selection process starts where recruitment ends. Selection is basicall y picking an applicant from (a pool of applicants) who has the appropriate qualification and competenc y to do the job.
Selection Process: Selection is a long process. commencing from the preliminar y intervi ew of the applicants and ending with the contract of emplo ym ent. The following chart would give you idea about the selection process: Page | 16 .
SELECTION PROCESS OF APOLLO TYRES: If we see the steps follow by the INFOSYS during selection process then it is found that the selection steps are as below shown by the diagram Page | 17 .
Younger One make to keep us cool.Passport Details (If not having.Eye Vision . in which 1 Hour is given for 10 Puzzles to solve. There will be Two Persons.Languages Known .Educational Achievements like Scholarships.Allergies . InEnglish It'll be Quite Easy questions Regarding Interview: The Interview is of Purely HR Based. no problem) -Educational Details along with % (from SSC to PG) . where as Elder one fire the Questions on us. and theRemaining 1/2 an Hour is given to answer 45 Simple English Grammar Questions.Last Major illness / Surgery with specific date . (can give our HOD's or lecturers Details) for the Verification purpose .Parent's Details . like -Date.Extra currical Activities & Achievements Regarding the Exam Pattern: The Exam is for 1 1/2 Hours.Two Reference's Addresses & Details like Email. Page | 18 . Ph no.Blood Group .Previous Working Details (If Experienced) . prizes . that too HR Questions.Regarding Filling the Application Form: They will ask to Fill an Application Form before the commencement of the Examination which consists of 4 pages and regarding our personal details.Whether appeared for Infosys or Progeon (Sister concern of Infosys) previously . Place of Birth .Two Infosys employees details (if known anybody) . One Younger and One Elder.
so be careful in answering to those questions Page | 19 . They stress mainly on your hobbies. And questions based on your Interests and Hobbies.The Questions are as Follows: Tell me about yourself? What are Ur Strengths and Weakness? Explain Ur Project in Clay men Words and Do U tested it or not why do you want to join in Infosys? What does u know about us? Why should we hire you? What can u do for us if you are selected? What are your strengths and Weakness? What's the time you faced a lot of trouble in your life and how you solved it? And some more questions like this.
Films 4.Internship 4.TRAINING &DEVELOPMENT: Training: “ It refers to equipping the employees with the required skills to perforb the job.vestibule training 3.prog.Apprenticeship programme 2. 1.Job rotation.coaching 6. instructions Page | 20 . Methods of training On th job Training Off the job Training 1.case study 5Computer modelling 3.confrences 2. The candidates are sent training so that they can perform the job in the expected manner”.
Management Development Institute. ensures a tracking of each individual's performance and training needfulfilment over a career span at Apollo Tyres. For the vital sales and marketing and manufacturing teams. Culture of Constant Learning All training programmes are consolidated under the Apollo Laureate Academy. allows for objective goal-setting and performance evaluation. soft skills and inter-personal skill development. Dale Carnegie Training and knowledge partners like Mercer and Thomas Profiling. the basket of competencies at each level are evaluated along with the performance evaluation. PACE provides greater objectivity in measuring performance by providing metrics for tracking the performance. engineering. Annually. as well as to build relationships and network with similar communities across industries. to address the entire gamut of functions from sales and marketing to manufacturing. technical. The Apollo Laureate Academy encourages individuals to attend seminars. and identify individual areas of strength.TRAINING &DEVELOPMENT IN APOLLO TYRES LTD. conferences and workshops taking place in the public domain. growth and potential of each individual. These include Page | 21 . quality processes. matrix-driven performance management system called PACE or Performance And Career Enhancement. Culture of Performance An online. in accordance with corporate and individual achievements. domain-specific training needs are identified and programmes developed especially for Apolloites. Quarterly appraisals and bonus payouts. to ensure both professional growth and learning. IMD. meets. commercial. specialised programmes have been developed to enhance skills. In collaboration with leading institutes like the Indian Institutes of Management.
middle and junior management. on small and large projects. Culture of Innovation: Looking beyond the obvious and exploring diverse opportunities is encouraged and respected at Apollo Tyres. Innovative. is rewarded. These range from appreciation notes from senior management. driving home the importance of teamwork. are hand-picked to enhance their global management skills through the Enhanced Leadership Development Programme. But employees have found that their best reward comes when their idea is acknowledged amongst all employees. the plant-level Kudos Club and Achievement Award certificates and even financial. for senior management. multiple crossfunctional teams work across the organisation. three prestigious leadership development programmes cut across all functions and locations. Ahmedabad. Hero Mindmine for field training and the Ashok Leyland Training Centre for technical training. or what is called out-of-the-box thinking. besides others. the company's biggest differentiator is its employees and their creativity – people willing to stretch and innovate to achieve what is often considered by others as impossible! At any given point in time. Given the thin margins of the Indian tyre industry. the Advanced Leadership Development Programme and the Supervisory Development Programme. Simultaneously.modules at the Indian Institute of Management. Culture of Reward & Recognition : Page | 22 . non-financial and paid holiday package rewards. and they are asked to work on the idea and implement it as part of their direct contribution to Apollo's phenomenal growth plans. from senior. where high-performing individuals.
State and District on various product categories. which for an individual could go up to 120% of the bonus amount. These are beyond the quarterly performance bonus.Apollo's vibrant and transparent culture ensures instant recognition and reward of excellent performance on a continuous basis. Topping it all is the prestigious Employee of the Year Award and the annual Roll of Honour. These range from formal. Page | 23 . This is driven by the belief that employees are a corporate's best brand ambassadors and need to be armed with information to play this role well. updated policies. Culture of Communication: Instant and open communication for all employees is actively followed to ensure transparency at all times. the Annual Excellence in Manufacturing Awards recognise both team and individual performers across the company. senior management and organisational acknowledgement of individual and team performance. the Molon Lave award scheme and a week-long all-paid visit abroad for the highest performers from the sales team. filing of tax returns and an entire gamut of information required at an employee's fingertips on an everyday basis.and long-term goals and targets. Given the need for speed and flexibility. Marketing excellence is recognised by the annual Golden Disc Award for the best marketing plan of the year. new initiatives and achievements. a majority of top management communication on topics like product launches. Formal channels of acknowledgement include annual team and individual sales performance awards for Best Zone. The corporate intranet ApolloConnect plays a supplementary role in ensuring online access to all corporate announcements. current projects. leave status. salary slips. informal and programme-based means of peer. On the manufacturing level. organic and inorganic growth are usually sent via email. short. leading to further competitiveness and sharing of best practices across plants. This is augmented with a printed quarterly newsletter brought out by each country operation and a six-monthly corporate newsletter for organisational news and direction.
with each Zone. allowing an intermingling of working team. in a festive atmosphere of food and games for children and families. Page | 24 . Birthdays of all employees are celebrated at the office. Apollo encourages fun during working hours through informal activities and gettogethers. Plant and the Head Office fighting fiercely to win a cup which encompasses a gamut of sporting activities. fun-filled and dynamic environment powered by a unifying spirit of the Apollo One Family. acts not only as a goal-setting event for the team but also a fun event which breaks all barriers of levels and functions. sporting and summer vacation camps are organised for employees' children. enhancing and building the Apollo Tyres culture.Culture of Fun: An open office construction across locations and an open-door policy by senior management leads to a relaxed. An annual sporting activity called the Unstoppable Cup is the most competitive and fun event at Apollo Tyres. held outside the geography of the country operation. At manufacturing units. each Apolloite brings a unique passion to enjoy his/her work. Onam. The Annual Sales Conference. Diwali. Festivals like Guru Purav. With a vibrant. Christmas and others are celebrated across the country. where relevant. informal and sharing atmosphere amongst all employees.
This has helped them to develop their skills which automatically increases efficiency of the employees. conferences and workshops . employess are encouraged to attend seminars. Page | 25 . Ceat. 4. 3. This has also helped the company to expand within short period of time.K. From the study conducted it is found that company follows Matrix organizational structure which has helped the company in successful execution of large projects. meets. 2.. With the establishment of The Apollo Laureate Academy.Apollo tyre is the market leader in many segment followed by MRF.With the introduction of Non financial incentives in the company. it has helped employees in boosting their morale. Birlas. J.
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