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CHAPTER IV

SWOT ANALYSIS

SWOT analysis stands for strengths, weakness, opportunities, and threats. It is a tool for
auditing and organization and its environment. It is the first stage of planning and helps
marketers to focus on key issues. Strengths and Weakness are internal factors. Opportunities and
Threats are external factors.

STRENGTHS

 JQ Tyre is the only company which has adopted TPM Total production maintenance.

 First truck/bus steel radial plant in India.

 Over rise decades of experience in tyre manufacturing.

 It is self sufficient in tyre production.

 In Bangladesh it has no, position in market share.

 Absorption of international technology to suit Indian conditions.

 Well-knit distribution network.

 Exports to more than 68 countries in the world.

 It has 21% market share in India.

 Tyre is easily available and serviced even in remotest parts of the country.

WEAKNESS

 Media of advertisement is insufficient.

 Target will be fixed by the head office.

 It doesn’t manufacture two wheeler tyres.

THREATS  Faster pace of opening up of the economy will increase import of tyres. in comparison to world standards. Mysore. smaller size of plant and hence less economic units.  Improved road infrastructure especially on the golden quadrilateral and north-south-east- west national highway project will result in significant increase in movement of goods and passenger traffic through roads with resulting growth in demand for in tyres.  Welfare of the labour is not taken into consideration.  The company is incurring more cost compare to other tyre manufacturer.  Export culture inculcated enabling participation of small car is expected to give a thrust of auto component and tyre segment. So it can easily start two wheeler tyre productions.  Gradual increasing in natural rubber price. OPPORTUNITIES  It is easy to become j.q Tyre Company in India. particularly vehicle production growth resulting in healthy demand growth for tyres in the future.  High cost of raw materials in comparison with the goal standards. . Vikrant plant.  Low productivity of labour.  Excellent brand equity of Indian cross ply/bias truck tyres in the world market.  The company has the knowledge of entire tyre industry and businesses conditions prevailing in the market.  Robust economic growth.  Reduction in important duties will lead to high volume of tyre imports.  There is no pricing strategy adopted by JQ Tyres.

 It has to adopt modern technology to reduce the cost of production.  The company gets the products of other competitors such as Bridgestone tyre to their testing labs and makes comparison with their product and adopts the technology of their competitors and attempts to give better product than their competitors. Is visible in terms of performance in the company & Industrial peace.  The company is managing good industrial relations wherein good relation between workers and the superior managers.  Competition posed by the national and international market. the strategy adapted by the company.  The company has adopted “The participative leadership style” so it encourages to its workers to show more interest in managerial activities.  Based on ratio analysis the financial soundness of the company is measured.  Confessional import tariffs for countries like china and South Korea under regional trade agreement will lead to additional imports.  The company is well managed with timely business strategies. The following are learning experience with respect finance area of the company  I have studied the organization of the company. The learning experience is enlisted below.. Learning of practical applications of theoretical knowledge by exposing to company has occurred. . LEARNING EXPERIENCE In this competitive world it is very much important to have experience of working in an organization and only class room teaching is not enough? Doing this project lot of learning has occurred. the organization hierarchy and the way it works.  Multinationals with financial muscle setting up of manufacturing facilities in the country.  Too much intervention by the head office.  Government policies about the tyre industry.

disruptions arising out of salary and many other reasons. the process of the production is divided into different shops. GRIEVANCE HANDLING WHY IS HANDLING AN EMPLOYEE GRIEVANCE SO IMPORTANT? Ensuring a sound professional conduct and a healthy environment for its internal customers is a predisposition for any company.  In production department. management provides more training skills to the workers for the efficient work and the work position. There may complaints or objects pertaining to the contract of an employee or the working pattern and parameters. It has used advanced technology like automated machine in order to minimize cost of production.  During the adoption of new technology.  In order to motivate the employees. PRECAUTIONS AND PRESCRIPTIONS . how those disruptions and grievances are tackled is what plays a very important role for the smooth functioning of a work place. which causes minimum loss to either the employee or the company and holds to the focus on performance orientation. They should be fair in their conduct while tending the complaint and foster a positive environment which is suitable for not only the firm’s growth but also individual’s professional and most importantly mental growth. Effective human resource policies should handle the grievance in such a way. However. or even out of cultural differences. It has safety measures at the work place. the company follows an internal recruitment process through promotions. Main strategic intention of the department is recycling the wastage. a firm is essentially comprised of individuals it is natural for disruptions to arise. Maintaining a positive rapport with the labor is the key to relationship building. If there is any vacant job the company first searches within the organization and if right employee is not available internally then it goes for external recruitment. If any wastage comes after the recycling it is send to other company for making the rubber better. at times even an employee persecution. They produce quality product. Since.

 Fully explaining the situation to the employee to eliminate any misunderstanding and promote better acceptance of the situation complained of.  Always ensure that managers have adequate time to be devoted to the complainant. sensitive and confidential communication between all involved."  Ensure effective.  Explain manager's role. or hostile during grievance handling procedure.  Don't "horse trade" or swap one grievance for another (where the union wins one. collected during the course of the meeting. cool.  Always focus on the subject of the grievance than allied issues.  Be aware of the staff member's potential concerns to the possible repercussions of raising a grievance. . the policy and the procedures clearly in the grievance handling procedure. friendly ways to resolve the crisis than punitive steps. Each case should be decided on its merits.  Do listen for the main point of arguments and any possible avenue to resolve the grievance. management wins one).The management should take care of following aspects to develop a culture of trust and confidence upon the employees.  Avoid usage of verbosisms like "it will be taken care of.  Don't become angry.  Try to let employee present their issues without prejudging or commenting  Do use a positive.  Do remain calm.  Reassure them that the managers will be acting impartially and that your hope is to resolve the matter if possible.  Listen and respond sensitively to any distress exhibited by the employees.  Never make use of allegations against personalities.  Don't make threats manage the grievances. which disturb the system.  Always ensure that the managers involved in the grievance handling procedures have a quiet place to meet with the complainant.  Eliminating the source of the irritation or discomfort being complained of. belligerent.

why this may be seen as discrimination/harassment or as inappropriate. which means they must exclude themselves if there is any bias or conflict of interest. although it is important to make it clear that this may not be a possible outcome.  Follow documentation the procedures.  Ensuring that there is proper investigation of the facts and figures related the problem under concern.  Consider all relevant information in the investigation process.  All parties are heard and those who have had complaints made against others are given an opportunity to respond.  The investigator or decision maker acts impartially.  Be aware of the limits of authority of the person who involved in the grievance handling procedures.  Ask the staff member their preferred resolution option. Take all possible steps to ensure that no victimization occurs as a result of the grievance being raised.  Try to get a better idea of whether the alleged discrimination or harassment happened or didn't happen. of all necessary steps taken to resolve the problem/complaint.  Grievances are preferably to be settled informally at the level of the employee's immediate supervisor.  Try to look upon the problem on different angles for appropriate understanding.  Tell them exactly what they are supposed to have done. to whom and explain.  If the manager feels that he/she is not the appropriate person (senior manager) to deal with the issue refer the complainant to the appropriate person as soon as possible.  Try the level best to involve team members to resolve the crisis at unit level itself.  Avoid as far as possible the union involvement in conflict resolution situation process. .