Mr. Anil Daithankar Sr. Manager, Personnel. Add: EPCOS India Pvt. Ltd. Plot no.

E 22-25, MIDC, Satpur, Nasik-422007/ India. Tele:0253-2205108 Mob:09765499922 Email: anil.daithankar@epcos.com

EPCOS at a glance
Key info FY 2010, ending March 31
TDK-EPC has emerged from the combination of EPCOS and the electronic components business of TDK and markets its products under the product brands, TDK and EPCOS.

Core business

Electronic components, modules and systems

Evolution
1935 TDK (Tokyo Denkikagaku Kogyo) established in Japan to manufacture ferrites EPCOS founded in Germany, emerging from Siemens Matsushita Components, a joint venture of Siemens Passive Components with Matsushita TDK-EPC Corporation established in Japan

1999

Headquarters Sales Number of plants Employees total

2009 Oct. 1

Tokyo, Japan Munich, Germany EUR 2.8 billion approx. 50 43,000

Business Groups offer a broad portfolio

Magnetics Ferrites Transformers Power Inductors Signal Use Inductors Multilayer Inductors Signal EMC Filters Power EMC Filters EMC and RF Engineering Sensors NTC Sensors Pressure Sensors Applied Sensors Ceramic Capacitors General and Small Capacitors High Capacitance Capacitors Applied Products Dielectric Materials and Products Piezo and Protection Devices Piezo Actuators Piezo Resonators Piezo Commodities Thermistors Disk Varistors Multilayer Varistors Surge Arresters Systems, Acoustics, Waves SAW and BAW Filter Products for Mobile Communications Devices Telecommunications Infrastructure Radio-Frequency Products Automotive Electronics Industrial Electronics Multilayer Modules ESD/EMI Modules MEMS Products Multilayer HighFrequency Components

Aluminum Electrolytic Capacitors Aluminum Electrolytic Capacitors

Film Capacitors DC Capacitors AC Capacitors Power Electronic Cap Capacitors for Power Factor Correction Power Quality Solutions

Serving Diverse Segments

Automotive Lighting Telecom Utility

Transport

Components & Solutions NA FILM

Home

Rural and Agriculture Consumer Industry Renewable Energy

Worldwide Manufacturing Presence

Plant Mlaga, Spain Plant Gravata, Brazil Plant Heidenheim, Germany Plant Zhuhai, China Plant Ningguo City, China (Joint Venture) Plant Nasik, India Second Capacitor Factory in Making in India 96 kms away from Delhi.
In the field of electronic components and modules EPCOS

regards itself as number 2 world wide.

EPCOS INDIA PVT. LTD.

Network in India
BAWAL Film Caps Delhi Office KALYANI Ferrite Cores

NASIK Film Caps Factory Office

Mumbai Office

Kolkata Office

Bengaluru Office

Home Office Ahmedabad, Chandigarh Jaipur, Lucknow, Indore Hyderabad, Chennai, Pune

Film Capacitor - Nasik Factory

Established 1996 Employees 1200

RFI Capacitors Pulse Capacitors AC Motor Run capacitors Power Factor Capacitors

Power Electronics Capacitors

Medium Voltage Capacitors MV and LV Systems

Key Components
ISO/ TS 16949 :2009 ISO 14001 16,000 m2, founded in 1996

IRIS Certification

EIPL Nasik Facility

Manufacture and sell over

16 million Kvar/ Year Manufacture over 260 Mio

DC capacitors/ Year
Produce 30 Mio AC Motor run capacitors/ Year. Metalliser of > 3000 M Tones of film / Year

Manufacture large number

of traction capacitors

Different Units within EIPL Nasik

PFC

PEC

AC

DC

Large Product Portfolio

20 08

DC Capacitors for RFI application 250 million capacitors per in electronics gadgets and in annum Telecom, Energy meters, Lighting, Auto ignition units.

AC motor run capacitors for application in white goods- ACs, Washer, Lighting, Pumps, Garage opener, Heat pumps.

30 million capacitors per annum

15 million kvar per annum

Power Factor Capacitors for Utility, Industry, Wind farms, Agriculture

Power Electronic capacitors for DC link application in locomotives, light vehicles, industrial inverters and converters.

Approximately 4800 capacitors/ p a

Number Of Employees
The figure stating the number of employees at EPCOS is 1200

( as on March 31st 2010). The following chart shows the ratio of men and women in the organisation:
Number of Employees (as on September 30th 2010)
male women

72

70

70

72

28

30

30

28

2007

2008

2009

2010

Corporate Charter
Vision: The aim of EPCOS India Pvt. Ltd is to make the name EPCOS synonymous with excellence in electronic components to customers, employees and investors alike.

Goals: The Company wants to generate lasting profits and constantly increase shareholder value. Their success is based on strict customer orientation, comprehensive and outstanding innovative strength.

Human resource management(HRM) at EPCOS

Management of the employees -Defining the employee's

role Connecting performance to business objectives through proper staffing, training, reward recognition, etc.
Enhancing the personnel's commitment- enhance the

staffs personal growth.

Encourages personal growth of employees- basis for

product development.

Organisational Structure(Personnel Department)

Mr .N.Balakrishnan (M D)
Mr. Rathod(GM) Mr.Anil Daithankar (Manager) Mr.Nikumbh (Executive) Mr.Neve (Executive) Mr.Lagad (Executive) Mr.Palande (Assistant) Mr.Patil (Officer) Mr.Manish Bhoraskar (Dy. Manager) Mrs.Mistri (Executive)

Mr.Radhakrishnan (Executive)

HR Activities & its application at EPCOS:

Activities are concerned with two set of functionsI. Managerial activities II.Operative activities

I. MANAGERIAL ACTIVITIES: A.DIRECTING- instructs, guides and oversees the performance B.CONTROLLING: measures the deviation of actual performance from the standard performance, discover the causes of such deviations and take corrective actions.

C. PLANNING: when, how and who is to perform. Establishment of objectives: Nucleus for future planning. Establishment of Planning Premises: to avoid obstacles. Choice of alternative course of action: weighing pros and cons. Derivative plans: plan time schedule and sequence for action. D: Synchronisation of human, physical and financial resources. Identify the activities Organise the activities Classify the authority

Procurement

Training & Development

Motivation & Compensation

Maintenance Function

Integration Function

Policy Formulation

II.OPERATIVE ACTIVITIES: employment, development, compensation & industrial relation etc.

A. PROCUREMENT ACTIVITY: Employ people with

necessary skills, knowledge & aptitude. Labour ForecastingPredict requirement of manpower to avoid overstaffing or understaffing. Proper procedure- predict- meet anticipated demand and control labour costs and improve productivity.
Recruitment search for prospective employees

Identify job vacancy and potential employees are notified.

 Internal source

External

recruitment: a. promotions from within, b. job posting, c. contacts and referrals.

Recruitment methods:a. Advertising b.Employment Agencies, recruiters c. walk-in applicants d. Cyber recruiting

In May 2011, Leads Generated-207 Candidates invited- 173 Candidates interviewed- 145 Offers made- 98 New hires- 76

 SELECTION

Recruitment Managers ascertain qualifications, experience, skills & knowledge to appraise suitability for the job. Suitable applicants shortlisted. Selection process: a. Interview most common method b.Psychometric testing assess the personality c.In-tray exercise what the applicant will be doing in several situations.
INDUCTION Introduction of new employees and their

grooming with the organisation by the heads.

B. DEVELOPMENT: Investing in a valuable asset. Skills management

TRAINING: Adds value to its human resources to empower

them to make the best use of their natural abilities to achieve objectives. Phases of Training Followed By Managers at EPCOS : Phase 1: a. Establishing Training: Determines Training needs. b. Organizational Analysis: examine the kind of problems experienced by organisation. Phase 2: Delivering the Training: On the job: At the actual work site Off the job: Away from the actual work site. (formal courses)

Phase 3: Evaluating Training Participants Opinions: Immediate response n quick changes. Behavioral Change: fairly accurate results Accomplishment of Training Objectives: determines extent to which stated objectives have been achieved.
CAREER PLANNING & DEVELOPMENT: Assess an

employees potential for growth and advancement in the organization.

C. MOTIVATION & COMPENSATION:

PERFORMANCE APPRAISAL to ascertain and provide the employee with his relative worth. Analysis of an employee's successes and failures, suitability for promotion or further training. Performance Appraisal Cycle:
Performance Planning (Setting Performance Targets)

Monitoring Feedback

Training & Development plan Salary Bonus Adjustment Career Development

Performance Appraisal & Evaluation

Corrective Action

 COMPENSATION & BENEFITS :Determine the pay for

employees for their maintenances. Perks: Given to employees who are doing notably or have seniority. Perks at EPCOS: take-home vehicles, free refreshments and leisure activities on work time, allowances for lunch, etc. Employee benefits: non-wage compensations (in addition to their normal wages or salaries). Managers at EPCOS have separate structures for management and staff, workmen and trainees according to which the compensation is provided to the employees. (The details about the allowances for the management and staff of EPCOS, being confidential, were not availed to interns.)

Additional Facilities: 1. Medi claim facility for spouse and parents (For Staff, Management, Workmen) 2. Get-together twice in a year 3. Shoes, Aprons 4. Sweets and presents distribution for each employee on Dusshera and Diwali

D. MAINTENANCE: HEALTH & SAFETY PRINCIPLES- Enforce safety & health standards for employees. EPCOS follows ISO 14001 which is implied towards the safety of employees at work.
In fiscal year 2000, EPCOS established "NESP" (New

EPCOS Safety & Health Program)- based on an occupational safety and health management system (OSHMS) that conforms to International Labour Organization (ILO) guidelines.
Eliminating Industrial and Occupational Injury Accidents:

Health patrols are regularly conducted.

Fire and Disaster Prevention: August 31st

E.INTEGRATION FUNCTIONS:
DISCIPLINE: Maintain employees conduct in accordance with

accepatable standards and rules. No such violations are tolerated: Attendance : Unexcused absence, leaving without permission Work Performance: Dishonesty and Related Problems : On-the-job Behaviors
COLLECTIVE BARGAINING- Agreement between the

management and union on a satisfactory labour contract. Negotiate with the unions regarding wages, service conditions, and resolving disputes and grievances.

 TIMEKEEPING- It controls labor costs by minimizing data

entry errors and enforcing pay and attendance policies at the time of the punch. F.POLICY FORMULATION: MEDICAL BENEFIT POLICY PERSONAL ACCIDENT POLICY BARGAINING POLICY ATTENDANCE POLICY DISCIPLINE POLICY

Sources Of Funds Generated

The personnel department makes arrangements for

the funds out of the churned out turnover from the previous years accumulated funds.
If funds fall short, the headquarters of EPCOS

provide funds for the activities of functions in the personnel department.

Fund Allocation
Firstly the budget is created according to the generated

funds.
After the creation of the yearly budget, forecasts are

made.
The forecast is made on cost head basis and process cost

basis and so are the funds allocated.

Funds Monitoring
Through a proper monthly monitoring process, the

Personnel Manager controls the budget.

Contribution as an intern
In the first few days I was asked to sit with the executives and

observe and understand their work and the way of working. Once I was a little aware of the working culture, I was explained about the rules and regulations. A few days under each executive, they taught me their work and explained me their importance eg, time keeping, salary keeping, training, development, etc. A few days later it was my duty to manage time keeping of the employees. The data entry had to be made almost everyday. This included entering employees attendance manually, entering details about new entrants and deleting database for employees who left the organisation. Eventually, under the training of all the executives I learnt a lot for regarding all the activities of the organisation, also about the HR department.

Initiatives as an Intern
Transport Facility: The company may provide transport facility

rather than giving Conveyance allowance. Festival Advance: Salary Survey: Company should conduct salary survey to find out and study recent patterns in similar industry. Based on the finding of such surveys they should restructure the compensation. Flexible To Suit Added Liabilities: Family liabilities also grow. Medical Claim: The premium for the medical and accident benefit policy is paid by the company while the responsibility for the claim is alone in the hands of the employees. The company should provide support to the workmen which would help them to get a quicker reimbursement.