Based On.docx

BASED ON “MANAGEMENT

FUNCTIONS OF

HAVELLS INDIA LTD” SUBMITTED BY: SAJAL SAXENA BBA 2ND (3RDSEM) ROLL NO.-1705465071045 SUBJECT CODE: 307

ALIGARH COLLEGE OF ENGINEERING AND TECHNOLOGY 2018-2019

ACKNOWLEDGEMENT

I would like to express my special thanks of gratitude to my teacher as well as our HOD who gave me the golden opportunity to do this wonderful project on (INDUSTRY VISIT ON HAVELLS), which also helped me in doing a lot of Research and I came to know about so many new things I am really thankful to them.

Secondly I would also like to thank my parents and friends who helped me a lot in finalizing this project within the limited time frame.

~SAJAL SAXENA BBA 2 YEAR [3RDSEM] ND

PREFACE

Someone has rightly said that practical experience is far better and closer to the real world than mere theoretical exposure. The practical experience helps the student to view The real business world closely, which in turn widely influences his/her perceptions and understanding of the real situation.R e s e a r c h w o r k c o n s t i t u t e s t h e b a c k b o n e o f a n y m a n a g e m e n t e d u c a t i o n p r o gr a m . A management student has to do research work quite frequently during his entire life span. The research work entitled“Management Function of Havells India LTD” aims to know customer awareness regarding Havells and the products offered by it .The present report is a part of the project that contains the work done by me during the training period . True to the core, a properly and execut ed industrial training helps a lot in p r o v i d i n g linkage between the student and the industry. It develops the awareness of industrial approach to problem solving based on a board understanding of the mode of operation of industrial organization. T h i s p r o j e c t h a s o f f e r e d m e a n o p p o r t u n i t y t o put all my efforts and the theoretical knowledge to practice and enhance my k n o w l e d g e , a n d a t t h e s a m e t i m e , gi v e n m e practical experience in the field of marketing. It is surely going to help me in my future projects too. In the preparation of this report, I have made every effort to ensure that all steps involved in development of this project are adequately covered and the report be completed in it. Any suggestions for improvement, if rendered, will be gratefully accepted. I sincerely hope that this project will prove pure knowledge imparting, through provoking and thus stimulating future research work on these guideline

S.NO.

TOPIC

PAGE NUMBER

1.

Topic Of Company

1

2.

Introduction Of Company

2-4

3.

Vision Mission

5-8

4.

Management Functions Of Havells India LTD

9-35

5.

Objective

36

6.

Finding

37-38

7.

Conclusion

39

8.

Bibliography

40

TOPIC OF COMPANY

“MANAGEMENT FUNCTIONS OF HAVELLS”

INTRODUCTION OF COMPANY

Havells India Limited is a $1.3 Billion leading Fast Moving Electrical Goods (FMEG) Company with a strong global footprint. Havells enjoys enviable market dominance across a wide spectrum of products, including Industrial & Domestic Circuit Protection Devices, Cables & Wires, Motors, Pumps, Fans, Modular Switches, Home Appliances, Electric Water Heaters, Power Capacitors, CFL Lamps, Luminaires for Domestic, Commercial and industrial Applications. Havells in 2007 created history by acquiring world's renowned lighting company Sylvania thus registering itself amongst top 4 lighting companies in the world. Today, Havells owns some of the most prestigious global brands like Havells, Crabtree, Sylvania, Concord, Luminance and Standard. Its global network constitutes of 6500 professionals across 91 branches & representative offices in over 50 countries. Its 11 state-of-the-art manufacturing plants in India located at Haridwar, Baddi, Noida, Sahibabad, Faridabad, Alwar, Neemrana and 7 world class manufacturing plants located in Europe, Latin America, Africa & China are manufacturing globally acclaimed products, synonymous with excellence and precision in the electrical industry. A 20000 strong global distribution network continuously strives to set new benchmarks in prompt delivery and service to customers powering their smiles like none other electrical brand in the country. Further to this the company pioneered the concept of exclusive brand showroom in the electrical industry with 'HavellsGalaxy'. Today over 210 Havells Galaxies across the country are helping customers, both domestic and commercial, to choose from a wide variety of products for different applications. Havells became the first FMEG Company to offer door step service via its initiative 'Havells Connect'. Thanks to the quality of products and quicker service, it has minimum customer complaints and highest customer satisfaction. Havellsalongwith its brands, have earned the distriction of being the preferred choice of electrical products for discerning individuals and industrial consumers both in India and abroad.

Havells offers same quality products for both Indian and international markets. Havells product & processes have acquired a number of International quality certifications, like BASEC, CSA, KEMA, CB, ASTA, CPA, SEMKO, SIRIUM (Malaysia), SPRING (Singapore), TSE (Turkey). (Page 2) most testing markets, worldwide. It is committed to keep powering the world with its state – of – the – art innovations and energy – efficient solutions. Currently 70% of its product offering is energy efficient social and environmental responsibility has been at the forefront of Havells operating philosophy and as a result the company consistently contributes to socially responsible activities. For instance. The company is providing mid – day meal in government schools in Alwar district, covering 35000 students per day. Besides this company has acquired land for constructing a larger kitchen with all the modern facilities to serve freshly cooked food to 35000 students in the area. The group company, ORG Healthcare runs a 140 bed hospital in Faridabad and will soon launch another 450 bed hospital in Faridabad by end of the year. In the past, the company has generously contributed to the society during national calamities like the Bihar Flood, Tsunami and Kargil National Relief Fund etc. The essence of Havells’ success lies in the fine team of professionals, strong relationships with associates and the ability to adapt quickly and efficiency, coupled with the vision to always think ahead.

History of Havells Establishment and early history In 1958 QimatRai Gupta dropped out of school and founded an electric trading operation in the electric wholesale market of Old Delhi. With an investment of Rs.10000, he started Havell's Industries. In 1971 Gupta Bought HAVELLS Brand from Haveli Ram Gandhi, and in next five years he started the first manufacturing Plant at Tilak Nagar, New Delhi of the Rewireable Switches and Changeover Switches in his Kirti Nagar Plant, near New Delhi. In next few years, Havells started to set up manufacturing of the Energy Meters. later, it acquired Towers and Transformers Ltd. and turned it into a profitable manufacturing Energy Meters Company in just one year. Later, the Company entered MCBs manufacturing at Badli, Delhi in a Joint Venture with Geyer, Germany. In 1974 company started manufacturing of the Changeover Switches plant

at Sahibabad, UP. In 1980 they started manufacturing Control Gear Products at their Faridabad, Haryana plants. Later in the '80s they Acquired a manufacturing plant at Alwar, Rajasthan for Power Cables & Wires. In that same year, they Entered into a Joint Venture (Page 3) with Electrium, UK for manufacturing Dorman Smith MCCB and Crabtree Modular Plate Switches. Acquired an Electric Control & Switchboards at Noida for manufacturing customised packaged solutions. Introduced high-end Ferraris Meters in Joint Venture with DZG, Germany. Acquired controlling stake in Duke Arnics Electronics (P) Limited engaged in manufacturing of Electronic Meters-Single Phase, Three Phase, Multi Function, Tri-Vectors and also acquired controlling interest in an industry major-Standard Electricals Ltd and also an Acquired business of Havells Industries Ltd, MCCB of Crabtree India Limited and merged ECS Limited in the company to consolidate its area of core competence.

Global presence In late 1990s Standard Electrical Company became a 100% Subsidiary of the company. The company gained IEC certification for industrial switchgear and CSA certification for all manufacturing plants in 1991. Soon production started in their plant located at Baddi (H.P.) for manufacturing domestic switchgear. Setting up a manufacturing plant for manufacturing of ceiling fans at Noida, UP. In 1999 Havell's opened their first international sales office in London through their wholly owned subsidiary company Havells U.K. Ltd. In December 2004, placed 235 fully convertible debentures of Rs.1 million on M/s. Shine Ltd., Mauritius and the debenture were converted in June 2006 Attained the CE certificate for CFLs. In March 2005 Havells Started

the

manufacturing

of

the

Electric

Fans

at

its

plant

located

near Haridwar, Uttarakhand and got an Award for the KEMA certification by The Dutch Council for Accreditation, making QRG the only group to attain this certification in India. The company started their first R&D Center in Noida. In November 2005 Crabtree India merged with Havells India. adding a CFL production unit in Haridwar manufacturing plant. Expansion at Alwar manufacturing plant for an increase of production capacity and another expansion at the Baddi manufacturing plant and set-up of an Export Oriented Unit started in that same year. In 2006 it became one of India's first companies to get the ISI mark Certification from the Bureau of Indian Standards for a complete range of CFLs. The company is setting up new fully automatic water

heater manufacturing plant in Neemrana, Rajasthan under the leadership of Mr, Sunil Sikka, Mr. Akhilesh Mittal and team. (Page 4)

VISION MISSION Vision: "To be a globally recognized corporation that provides best electrical & lighting solutions, delivered by best-in-class people." Mission: To achieve our vision through fairness, business ethics, global reach, tech n o l o g i c a l expertise, building long term relationships with all our associates, customers, partners, and employees. Values: Customer Delight: A commitment to surpassing our customer expectations Leadership by example. A commitment to set standards in our business and transactions b a s e d o n mutual trust. Transparency: A commitment to be ethical, sincere and open in our dealings

Pursuit of Excellence: A commitment to strive relentlessly, to constantly improve ourselves, our teams, our services and products so as to become the best in class.

(Page 5)

Havells Brand Standard, a well‐known brand of Havells India Limited (Havells), today shared its strategy to strengthen its consumer product portfolio and double its revenues from the East in next 3 ‐4 years. As part of the strategy, the company today unveiled a premium range of technologically advanced and aesthetically designed Water Heaters. The new range of water heaters would come in five variants christened as “Zoe & Zoe Prime”, “Ameo”, “Amazer” and “Lyft” with Havells expects revenues of Rs1,000cr from “Standard” by FY20-21. The brand, focused on youth, has already doubled its revenues in last 3 years and a similar performance is expected going ahead. The newly launched range of water heaters along with other consumer and industrial products would also be available through its exclusive brand shops popularly known as “-Standard Galleries”. “Standard” would double these Brand Shops by end of FY19. Though “Standard” has presence across product lines similar to those of parent Havells, the former is a “value-for-money” brand against Havells’ premiumpriced products. Havells promotes “Standard” independent of itself, without mentioning the name “Havells” anywhere on its products. It is also sold through a different channel and no retailer stocks both the brands.

(Page 6) Today, Havells owns some of the most prestigious brands like Havells, Lloyd, Crabtree, Standard and Promptec. Its network constitutes of 4000 professionals, over 7575 dealers and 40 branches in the country. Our products are available in 40 countries. The company has 12 stateof-the-art manufacturing plants in India located at Haridwar, Baddi, Sahibabad, Faridabad, Assam, Alwar and Neemrana, manufacturing globally acclaimed products, synonymous with excellence and precision in the electrical industry. Havellsalongwith its brands, have earned the distinction of being the preferred choice of electrical products for discerning individuals and industrial consumers both in India and abroad. Havells offers same quality products for both Indian and International markets. It is committed to keep powering the world with its state-ofthe-art innovations and energy-efficient solutions. Currently over 90% of its product offerings are energy efficient and manufactured in-house.\

Products of Havells 

Building Circuit Protection.



Miniature Circuit Breaker.



Industrial Circuit Protection.



Motors.



Professional and Consumer Lighting.



LED Lights and Bulbs.



Small Domestic Appliances.



Air Purifiers.



Air Coolers.



Capacitors.



Ceiling Fans, Table Fans, Pedestal Fans, Wall Fans, Exhaust Fans.



Water Heaters.



Water Purifiers.



Domestic Water Pumps. (Page 7)

(Page 8)

MANAGEMENT FUNCTIONS  Marketing Perspective Marketing sector of Havells India Ltd. Plays an important role for the profitable working of the industry. Havells industries have a wide range of products which requires proper marketing strategies to be promoted, to reach the target customers, Havells opt for various advertisements techniques. Marketing is the study and management of exchange relationships. Marketing is used to create, keep and satisfy the customer. With the customer as the focus of its activities, it can be concluded that Marketing is one of the premier components of Business

Management - the other being innovation.The process of marketing is that of bringing a product to market which includes these steps: broad market research; market targeting and market segmentation; determining distribution, pricing and promotion strategies; developing a communications strategy; budgeting; and visioning long-term market development goals. Many parts of the marketing process (e.g. product design, art director, brand management, advertising, copywriting etc.) involve use of the creative arts. Dr. Philip Kotler defines marketing as “the science and art of exploring, creating, and delivering value to satisfy the needs of a target market at a profit. Marketing identifies unfulfilled needs and desires. It defines, measures and quantifies the size of the identified market and the profit potential.” Segmentations of Havells The LED market can be broadly divided into three end-use segments:

1. Commercial Segmentation. 2. Industrial/Outdoor Segmentation. (Page 9)

3. Residential Segmentation. Commercial Segmentation -: LED lights offer a lifetime of up to 50,000 hours of illumination and work commercial organization looks for while buying an LED is its energy saving capability and Havells targets this sector by offering LED’s which save up to 80% of energy. Industrial/Outdoor Segmentation-: Infrastructure applications which include street lights, tunnel lights, external wall sconces, parking lot etc are included in this segment. High power factor is the key driving factor in this type of segment. Havells is one of the few companies in lighting category which also provides LED’s especially for this purpose. Residential Segmentation -:

This segment includes lighting used in homes. Cost is the key driver with the traditional style form factors dominating this market. Havells provides LEDs which have just the right brightness levels and lower consumption levels making it the ideal choice for residential consumers. Its extraordinary long life of LED’s and its environment friendly factor makes it one of the leading players in its industry. Targeting It is very important for any organization to select potential customers to whom the organization wants the sell the products. The segments which Havells has been primarily targeting are residential consumers with its low cost and energy efficient products like Delite and Lumeno LEDs which reduces the electricity bill by 50%. With the products having different power ranges it is a popular choice for any company to light up its office. With its low cost LEDs and products for Home Decor and Speciality lamps it is also able to target rural as well luxury households. And with its recent launch of Lumeno LED which can save up to 90% of power it will be a favourite choice for the entire environment concerning people. (Page 10)

Positioning Havells has always stumped its competitors by its positioning strategy. Aggressive branding especially on television has helped Havells create a brand recall like no other. Iconic catchphrases like “Shock Laga Kya” and advertisements like “Rimpoche” and “Happy LEDiwali”. Apart from that it also has sponsored famous TV shows like “BIG BOSS”, which has just increased its brand value. Havells has invested in a network that rivals its peers. It has one lakh retailers along with over 200 Havells Galaxy Stores and 2500 dealers across the country. Havells is also famously very dealer friendly. It offers higher credit, larger trade discounts especially on early payments and entertains dealers on overseas trips. All that incentives make Havells a popular brand among the retailers. SWOT Analysis STRENGTHS -:

1. Huge demand forecasted for all types of lighting products. 2. Large distribution network, with a huge number of retail outlets. 3. Strong Brand Image. 4. Large range of products in terms of cost, power etc. WEAKNESS -:

1. Low capability for domestic production of electronics. 2. Increase in short term debts. 3. Heavily Indebted. OPPORTUNITIES -:

1. Fast growing Indian infrastructure. 2. Potential to create greater demand for LEDs via ban of inefficient Halogen Lamps. 3. Scope for more environment friendly products and their disposal. 4. Growing Demand for Energy Efficient products. (Page 11)

THREATS -:

1. Low quality, cheap imports (e.g. from China) flooding the market and competing with locally manufactured product.

2. Highly Competitive Markets Forex volatility, leading to volatility in cost of raw materials for LEDs, most of which are imported today.

Marketing Mix of Havells (4P’s) It is associated with electrical equipment industry and deals with several products relating to domestic and industrial the circuit.Havells is the owner of several global brands like

Luminance, Concord, Sylvania and Crabtree. It has targeted builders, dealers, distributors and construction companies as its target customers. Some of its rival companies are as follows – 

Bajaj Electricals



Crompton Greaves



ABB Limited



PolyCab



Phillips



RR Cables



Finolex

(Page 12) Comparative Analysis

Parameters Price Range

Weightage 0.25

Havells 100

Phillips 25

80

20

Syska 80

Eveready 20

20

5 \

Efficiency

0.25

100

25

100

25

80

20

100

25

Warranty

0.20

50

10

50

10

100

20

50

10

Life in Hours

0.15

80

12

50

7.5

60

9

60

9

(Measured in Lumens/Watt)

Brightness

0.15

80

12

60

9

100

15

60

9

(Measured in Lumens) Total

1.00

410/500 84/100 340/500 71.5/100

420/500 84/100 290/500 58/100

The LED market has emerged as one of the fastest growing industries in India where Havells has an ever growing market with a yearly growth rate of 20 percent. Presently, the outdoor LED lighting segment is the largest revenue generator on account of growing demand for LED installations in parks, streets, railways, metro stations, parking lots and other public places. However, the indoor segment is anticipated to witness strong growth in future owing to rising awareness about LED technology and various government initiatives to subsidize the cost of LEDs. According to researchandmarkets.com, Philips dominates the country's LED market with the highest market share, followed by Havells, Syska, Innovlite and GE. As per the information from the website ledlightsindia.com, Havells India is the second best with respect to quality of product with Syska at the first and Philips at the third place in the LED . (Page 13) Which among the following is your favourite brand?

Are you satisfied with Havells’ after sales services?

(Page 14) How does your Havells LED perform?

Unique Selling Point Havells is known for certain factors that have become its USPs and have helped boost its sales.  Quality-Havells is known for its quality. It is the best available in the market. That is at par with Philips  Variety-Havells is trying to attract the maximum customers by offering them a wide variety of choices and thereby capturing a large share of the market.  Price Range- It has the most diverse price range in the market from –to. By offering such a diverse range of prices, they are trying to reach every sector in India.

(Page 15)  Financial Perspective

Finance sector of Havells Ltd. Plays an important role in for the profitable working of the industry. In 2007 Havells' creation of a capacitor manufacturing plant in Noida, UP with the capacity of 6,00,000 KVAr per month was completed. Later it acquired the lighting business of a Frankfurt based company Sylvania, a global leader in the lighting business and now for the first time in its history, the company's turnover exceeded US$1 billion. By 2007 Havell's were well known for its electrical switches, energy meters and miniature circuit breakers (MCBs). In March 2007, Havells acquired SLI Sylvania of Netherlands for $300 million, making it the fourth largest lighting business in the world, worth over a billion USD.This was, at that time, the biggest overseas takeover by an Indian ele ctrical equipment manufacturer. This takeover helped to give the Havells brand access to over 20,000 dealers across Latin America, Europe, Asia and Africa. The combined Havells-Sylvania generated over a $1 billion in revenue with more than 60% coming from international sales. Due to past mergers, Havells’ portfolio includes many well-known brands like the Crabtree, Sylvania, Concord, Luminance, Linolite & SLI Lighting. In 2008 it became one of the first Indian CFL manufacturers to have adopted RoHS, European norms on the restriction of hazardous substances in CFLs. In October 2008 Havell's moved to its new corporate headquarters, QRG Towers located at Expressway Noida. With an investment of Rs.500 million in Global Center for Research and Innovation (CRI) construction of a fully automatic plant for Havells Lafert Motors at Neemrana also started in that same year. In, 2010 it acquired 100% interest in Standard Electricals to set up the world's first new generation CMH lamp plant at Neemrana. In 2012, Indian actor Rajesh Khanna endorsed Havells Fan TVC titled Havells Fans Forever. Later in that same year, Havells India expressed its plans to expand its presence in Turkey, Russia, Indonesia and Malaysia and is in the process of acquiring various companies in China and Africa] In September 2013 Havells have launched the domestic pumps for the Indian market. Initially, the company plans to launch the monoblock pumps and expand the product range gradually. Monoblock pumps of Havells are being manufactured at Neemrana Motor factory using the production capacity of the unit. (Page16)

Concept of Financial Analysis Financial analysis is the process of evaluating businesses, projects, budgets and other financerelated entities to determine their performance and suitability. Typically, financial analysis is used to analyze whether an entity is stable, solvent, liquid or profitable enough to warrant a monetary investment. When looking at a specific company, a financial analyst conducts analysis by focusing on the income statement, balance sheet, and cash flow statement.

Role of Finacial Analysis The Financial Analysis perform in depth analysis of the institution’s financial and operating result independently of the business units and prepares management report for Senior Management and the Board. This function is generally found as separate unit only in larger institutions Need of Financial Analysis Financial Analysis (also refer to Financial statement analysis or Analysis of Finance) refer to an assessment of the viability, stability and profitability of business, sub business or project. It is performed by professional who prepare report using ratios that make use of information taken from financial statements and other report. These report are usually presented to top management as one of their bases in making business decision o Continue or Discontinue its main part of its business o Make or purchase certain material in the manufacturer of its product o Acquire or rent/lease certain machinery and equipment in the production of its goods o Issue stock or negotiaite for a bank loan to increase in working capital

o Make Decision regarding investing or lending capital (Page 17)

o Other decision that allow management to make an informed selection or various alternative in conduct of business Ways of Financial Analysis One of the most common ways of analyzing financial data is to calculate ratios from the data to compare against those of other companies or against the company's own historical performance. For example, return on assets is a common ratio used to determine how efficient a company is at using its assets and as a measure of profitability. This ratio could be calculated for several similar companies and compared as part of a larger analysis. These elements are typically reviewed in a financial analysis: 1. Profitability: The business needs to review the levels of current and past profitability and decide what they need to do to increase profitability in the future. 2. Solvency: Businesses are also concerned with making sure that they do not fold because they are in debt. A financial analysis will highlight the debts they owe, and help create a pay-off plan. 3 Liquidity: A business needs to understand its cash position and make sure that it has the ability to maintain a positive cash flow, while still being able to pay for what they need immediately. 4. Stability: The business also wants to make sure that it is financially stable, and does not have components that could cause it to fold. They are thinking long term about the future . The three main sources of data for financial analysis are a company's balance sheet, income statement, and cash flow statement. Balance Sheet

The balance sheet outlines the financial and physical resources that a company has available for business activities in the future. It is important to note, however, that the balance sheet only lists these resources, and makes no judgment about how well they will be used by management. (Page 18) this reason, the balance sheet is more useful in analyzing a company's current financial position than its expected performance. The main elements of the balance sheet are assets and liabilities. Assets generally include both current assets (cash or equivalents that will be converted to cash within one year, such as accounts receivable, inventory, and prepaid expenses) and noncurrent assets (assets that are held for more than one year and are used in running the business, including fixed assets like property, plant, and equipment; long-term investments; and intangible assets like patents, copyrights, and goodwill). Both the total amount of assets and the makeup of asset accounts are of interest to financial analysts. The balance sheet also includes two categories of liabilities, current liabilities (debts that will come due within one year, such as accounts payable, short-term loans, and taxes) and long-term debts (debts that are due more than one year from the date of the statement). Liabilities are important to financial analysts because businesses have same obligation to pay their bills regularly as individuals, while business income tends to be less certain. Long-term liabilities are less important to analysts, since they lack the urgency of shortterm debts, though their presence does indicate that a company is strong enough to be allowed to borrow money. The main elements of the balance sheet are assets and liabilities. Assets generally include both current assets (cash or equivalents that will be converted to cash within one year, such as accounts receivable, inventory, and prepaid expenses) and noncurrent assets (assets that are held for more than one year and are used in running the business, including fixed assets like property, plant, and equipment; long-term investments; and intangible assets like patents, copyrights, and goodwill). Both the total amount of assets and the makeup of asset accounts are of interest to financial analysts. The balance sheet also includes two categories of liabilities, current liabilities (debts that will come due within one year, such as accounts payable, short-term loans, and taxes) and long-term debts . Gross profit is shown on the credit side of the profit and loss account and gross loss is shown on the debit side of this account. All indirect expenses are transferred on the

debit side of this account and all indirect revenues on credit side. If the total of the credit side exceeds the debit side, the result is "net profit" and if the total of the debit side exceeds the total of the credit side, the result is net loss. (Page 19)

(Page 20)

Profit and loss accounts The profit and loss account is a financial statement that summarizes the revenue, costs and expenses incurred during a specified period, usually a fiscal quarter or year. These records provide information about company ability or inability to generate profit by increasing revenue, reducing cost or both. The account through which annual net profit or loss of a business is ascertained, is called profit and loss account. Gross profit or loss of a business is ascertained through trading account and net profit is determined by deducting all indirect expenses (business operating expenses) from the gross profit through profit and loss account. Thus profit and loss account starts with the result provided by trading account. The particulars required for the preparation of profit and loss account are available from the trial balance. Only indirect expenses and indirect revenues are considered in it. This account starts from the result of trading account (gross profit or gross loss). Gross profit is shown on the credit side of the profit and loss account and gross loss is shown on the debit side of this account. All indirect expenses are transferred on the debit side of this account and all indirect revenues on credit side. If the total of the credit side exceeds the debit side, the result is "net profit" and if the total of the debit side exceeds the total of the credit side, the result is net loss. Gross profit is shown on the credit side of the profit and loss account and gross loss is shown on the debit side of this account. All indirect expenses are transferred on the debit side of this account and all indirect revenues on credit side. If the total of the credit side exceeds the debit side, the result is "net profit" and if the total of the debit side exceeds the total of the credit side, the result is net loss.

(Page 21)

Havells Profit And Loss Account

(Page 22)

 Human Resources Perspective Human resource management (HRM or HR) is the strategic approach to the effective management of organization workers so that they help the business gain a competitive advantage, Commonly referred to as the HR Departmentit is designed to maximize employee performance in service of an employer's strategic objectives.HR is primarily concerned with the management of people within organizations, focusing on policies and on systems.HR departmentsar

employee-benefits design,

employee recruitment, training

and

development, performance appraisal, and rewarding (e.g., managing pay and benefit systems).HR also concerns itself with organizational change and industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws. Human resources overall purpose is to ensure that the organization is able to achieve success through people. HR professionals manage the human capital of an organization and focus on implementing policies and processes. They can specialise in recruiting, training, employeerelations or benefits. Recruiting specialists find and hire top talent. Training and development professionals ensure that employees are trained and have continuous development. This is done through training programs, performance evaluations and reward programs. Employee relations deals with concerns of employees when policies are broken, such as in cases involving harassment or discrimination. Someone in benefits develops compensation structures, family-leave programs, discounts and other benefits that employees can get. On the other side of the field are Human Resources Generalists or business partners. HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. It

was

initially

as payroll and benefits administration,

dominated but

due

by

transactional

to globalization,

company

work,

such

consolidation,

technological advances, and further research, HR as of 2015 focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion. In the current global work environment, most

companies focus on lowering employee turnover and on retaining the talent and knowledge held by their workforce.

(Page 23)

New hiring not only entails a high cost but also increases the risk of a newcomer not being able to replace the person who worked in a position before. HR departments strive to offer benefits that will appeal to workers, thus reducing the risk of losing corporate knowledge.

HRM Job Description and Duties 

Maintains the work structure by updating job requirements and job descriptions for all positions.



Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.



Prepares employees for assignments by establishing and conducting orientation and training programs.



Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.



Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences (Page 24)



employees; hearing and resolving employee grievances; counseling employees and supervisors.



Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs.



Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings.



Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures.



Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records.



Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.



Completes human resource operational requirements by scheduling and assigning employees; following up on work results.



Maintains human resource staff by recruiting, selecting, orienting, and training employees.



Maintains human resource staff job results by counseling and disciplining employees; planning, monitoring, and appraising job results.



Contributes to team effort by accomplishing related results as needed.

(Page 25)



Selection Process in Havells

Preliminary Interview

Selection Tests

Employment Interview

llloo

Reference and Background checks

Selection Decision

Physical Examinations

Contract of Employment

Evaluation of Selection Program

(Page 26)

Preliminary Interview: It is generally planned by large organizations for short listing the potential candidates in order to cut the costs of selection by allowing only eligible candidates to go through the further stages in selection. A competent executive from the Human resource department may elicit responses from applicants on important items determining the suitability of an applicant for a job such as appearance, age , education , training, experience, pay expectations, aptitude, interests, choice etc. If the department finds the candidate suitable, a prescribed application from is given to her or him to fill submit . Selection Test: Selection interviews are typically conducted onsite at the hiring company. The purpose of a selection interview is to determine whether a candidate will be selected for the position he or she

is interviewing for.

A selection

interview is

typically

more

rigorous

than

a

screening interview. A selection test is a device that uncovers the information about the candidate, which are not known through application blank. They can measure certain abilities, aptitudes and skills that provide objective information how well the applicant can be expected to perform the job. Employment interview: An employment interview is generally a face to face encounter between a recruiter and a candidate in which the recruiter delves into the candidate’s background, skills, job objectives, interests and attitude; in turn the candidate asks questions about the position and the recruiting company. Reference and background checks:

Reference checking is primarily used to Verify the accuracy of information given by job applicants through other selection processes(e.g., résumés, occupational questionnaires, interviews) Predict the success of job applicants by comparing their experience to the competencies required by the job. (Page 27) The selection processes have been used to narrow the number of candidates. The final decision has to be made from the pool of individuals who pass the tests, interviews and reference checks. The final decision indeed becomes a daunting task when there are a large number of job seekers lined up for final selection, as has happened to HR people in infuses. Physical Examination: Physical examination is another component in the staffing process. It is conducted after the final decision has been taken to select an applicant for the job. The main objective is to see whether the candidate is physically fit to do the job. Those candidates who are successful at the interview will be ultimately rejected if they are found physically unfit. Job Offer: A job offer typically contains t0he salary that you are offering for the job, your standard employee benefits, the job title of the position you are offering, the nameof the supervisor of the position, and other terms and conditions of employment. The job offer may be negotiable, depending on the position. Contract of Employment: An employee who works under contract for an employer. A contract employee is hired for a specific job at a specific rate of pay. A contract employee does not become a regular addition to the staff and is not considered a permanent employee. Evaluation of Selection Program: It is necessary as considerable costs are incurred in the selection process. Stastical information should be gathered and evaluated to know the suitability of the selection process. The broad test

of effectiveness of the selection process is a systematic evaluation. A periodic audit is conducted in the HR department that outlines and highlights the areas which need to be evaluated in the selection process.

(Page 28)

Interview Rounds and Questions in Havells There are mainly 3 interview rounds for the contenders who want to get settled in Havells. They are: 

Written Test/Online Test



Technical Interview



HR Interview



Personal Interview

If the candidates flow is high in number; there may be a chance of some extra interview rounds like Group Discussion, Debate etc to short list right persons for the corresponding vacancies. So, contenders should aware have all the basic and important things related to Havells Interview detailed in this article before attending for it. By knowing all the details in advance can make the contenders level of confidence to peaks; thereby they can easily get through from the interview rounds successfully without facing any confusion. Also, contenders should understand the fact that, they will get placed in the corresponding organization only after the successful completion of interview rounds. Technical Interview Questions:

How does electrical degree differ from the mechanical degree?



What is the necessity for predetermination of voltage regulation?



Why is short pitch winding preferred over full-pitch winding?



What are the causes of changes in voltage in Alternators when loaded?



List the factors that affect the load sharing in parallel operating generators?

Networking Interview Questions:

What is mesh topology?



(Page 29)



What is full duplex?



What do you mean by point to point network?



What is TCP/IP?



Describe Network Topology?

HR Interview Questions for Frehsers:

What can you tell me about yourself?



Can you list your strengths?



What weaknesses do you have?



Why should I consider hiring you?



Why do you want to work here?



What is your salary expectation?



How long do you expect to stay/work with us?

HR Interview Questions For Experienced:

Can you tell us something about your previous boss?



How long can you commit to working with us?



What is your expected salary?



Tell us something about yourself.



What do you know about us?



Are you comfortable working in a team?



Have you ever faced a challenging situation? How did you deal with it?



Give me three reasons proving you deserve this job?

(Page 30)

Havells Registration Process 

To Apply for Havells job openings or vacancies, candidates need to open the official company website www.havells.com



Click on careers page to see the available jobs.



Click on the suitable job opening which suits your profile (based on your qualification, experience).



Read the job description and job role carefully.



Click on the apply link to apply for the job opening.



You need to login to apply for the vacancy. If you haven’t signed up yet, need to sign up first and then log in.



Fill all the required details and submit the application for further process.

Code of Ethics for Directors, Senior Management and Other Employees Havells India Limited is committed to

conduct its business in accordance with the

applicable laws, rules and regulations and with highest standards of business ethics. This code is intended to provide guidance and help

in recognizing and dealing with ethical issues,

provide mechanisms to report unethical conduct, and to

help foster a culture of honesty and

accountability. This Code of Ethics is applicable to all the Directors, Senior Management and other employees of Havells India Limited, as well as to other employees of the Group. It helps inmaintaining and following the standards of business conduct of the Company. The purpose of the Code is to deter wrongdoing and promote ethical conduct in

the

Company.

These

are

essential so that we can conduct our business in accordance with our stated values. Ethical business conduct is critical to a business. Accordingly, Employees of the Company are expected to read and understand this Code, uphold these standards in day‐to‐day activities, and

comply with all applicable laws, rules and regulations and all applicable policies and procedures adopted by the Company that govern the conduct of its employees. The directors and officers of the Company must not only comply with applicable laws, rules and regulations

but

should

also promote honest and ethical conduct of the business. (Page 31) They must abide by the policies and procedures that govern the conduct of the Company's business.Their responsibilities include helping to create and maintain a

culture

of

high

ethical standards and commitment to compliance, and to maintain a work environment that encourages the stakeholders to raise concerns to the attention of the management. HONESTANDETHICALCONDUCT All Officers are expected to act in accordance with the highest standards of personal and professional integrity, honesty and ethical conduct, not onlyon Company's premises and offsite but also at company sponsored business, social events as well as any places. Honest conduct is understood as such conduct that is ethical, free from fraud or deception and conforming to the accepted

professional

standards. Ethical conduct includes the ethical handling of actual

or apparent conflicts of interest between personal and professional relationships. CORPORATEOPPORTUNITIES Directors, officers and employees owe a duty to the Company to advance its legitimate interests when the opportunity to do so arises. Directors, officers, and employees are expressly prohibited from: 

Taking for themselves personally, opportunities that are discovered through the use of Company's property, information, or position.



Competing directly with the business of the Company or with any business that the Company is considering.



Using Company's property, information, or position for personal gain. If the Company has finally decided not to pursue an opportunity that relates to the Company's business activity, he/she may pursue such activity only after disclosing the same to the Board of directors or the nominated person/committee.

CONNECTIONWITHPRESS/TV/RADIO

The Chairman and Managing Director will appoint a Sr. Level officer of the Company as ‘Spokesman’ who would interact with the media/ radio/ press. No other officer except with the permission of CMD will make any statement in

press/ media. No officer of the Company

cancriticize the Company in any article/ in radio/ TV broadcast etc. (Page 32) FAIR DEALING The Company is an equal opportunity employer providing equal access to employment opportunities and fairness in dealings at all levels without discrimination on the basis of race, colour, religion, gender, nationality, disability or age. Each director, officer, and employee should deal fairly with customers, suppliers, competitors, and employees of group companies. They should not take unfair advantage of anyone through manipulation, concealment, abuse of confidential, proprietary or trade secret information, misrepresentation of material facts, or any other unfair dealing - ractices. DISCLOSURE Our policy is to provide full, fair, accurate, timely, and understandable disclosure in reports and documents that are filed with, or submitted to any outside agency

and in our other public

communications. Accordingly, the Officers must ensure that they and others in the Company comply with company’s disclosure controls and procedures, and our internal controls for financial reporting. COMPLIANCE WITH GOVERNMENTAL LAWS, RULES AND REGULATION/ INTERNAL COMPANY POLICIES Officers must comply with all applicable governmental laws, rules and regulations. Officers must acquire appropriate knowledge of the legal requirements relating to their duties sufficient to enable them to recognize potential dangers, and to know when to seek advice from

the

finance department. Officers must comply with the company’s internalpolicies including the Company’s Policy for Prohibition of Insider Trading as applicable to them with respect to the purchase and sale of the Company’s securities. Further, the Independent Directors shall specifically comply with all the duties enumerated under Schedule IV to the Companies Act, 2013, as may be in force from time to time. Learning and Development of Employee

Employee training is an essential part of any successful business. Training has positive impacts on employee satisfaction, performance and retention. By training our employees well, we enable them to reach their full potential, which makes our Company more competitive. In a broader context, the skills we give to our employees help them to find their place in our country’s rapidly developing economy.

(Page 33)

We invest proactively and provide our employees with excellent learning and career development opportunities in technical and soft skills areas. Our trainings include programmes on communication, leadership and interpersonal skills as well as technical areas relating to machine technology and handling, material sciences, manufacturing processes, and safety and security. The trainings are imparted to both permanent employees and the contract employees. Comprehensive tracking of the training data (employee category wise) was initiated last year and the below table presents total recorded average training man-days spent on training at our manufacturing plants in India in the current and previous reporting period.

We

provide

regular

feedback to our employees enabling them to grow in their professional space. We also provide career advancement opportunities including in-house and external trainings. These trainings include both soft skill trainings as well as technical trainings. Our permanent employees are covered under performance evaluation and feedback process. Our defined salary structures are at par with or above the minimum wages as specified by the Government of India, and we provide our employees with competitive benefits and incentives. Our leave structure is designed

considering the Factory Act regulations, with provision for employees to avail earned, sick and maternity leaves. (Page 34) Relevant trainings are provided to employees working with hazardous materials. We ensure proper protective gear is provided to the employees according to their work profile, including rubber gloves and shoes, ear plugs, overalls, eye wear and face masks. Employee Welfare Plan

1. ANNUAL HEALTH CHECK UP ELIGIBILITY AND APPLICABILITY: •

Below 45 years: Once in two years.

•

Above 45 years: Once in a year.

POLICY & PROCEDURE: •

Employees should contact HR Department for fixing up the date and time and collect a letter to submit it to the hospital on the day of check-up.

•

HR will make necessary arrangements for appointment at the Hospital.

•

The employees have to make the payment directly to the hospital and claim the same as reimbursement.

2.EMPLOYEE EMERGENCY RESPONSE CENTRE (EERC) ELIGIBILITY & APPLICABILITY •

EERC has been created for employees to avail assistance in dealing with unforeseen emergencies.

POLICY & PROCEDURE •

In the event of any emergency, an employee with proof of identify for employment with GMR must contact the helpline number and request for assistance.

•

The center will ascertain whether the request for assistance comes within the scope of the policy, before proceeding to do the needful.

(Page 35)

OBJECTIVE Marketing Objective 1.Increase sales 2.Build brand awareness 3.Grow market share 4.Launch new products or services 5.Target new customers Financial Objective 1.Profitability 2. Liquidity 3. Efficiency 4.Stability HR Objective 1.Organizational Objective 2.Societal Objective 3.Personal Objective 4.Functional Objective

(Page 36)

FINDINGS Finding about Marketing Perspective 1. Havells not only expanded its switchgear range but also its reach into Asia- pacific and the middle east. 2. The brand whose relations in the market with the dealers are not sound or the dealers satisfaction is not with the brand, the brand suffers in terms of retailer’s negative recommendation to customers and market availability. 3. Dealers / reatilers are not updated with change in price and change in product line. “Some of them does not has the latest price lists”. 4. Dealers or reatilers are more interested in pushing the product of the company which provides them better schemes. 5. Dealers are not given proper technical support for the training of the product. Finding about Financial Perspective 1. Financial Position about the company 2. Precaution while doing financial calculation. 3. Determine their operating result 4. Determining their solvency, liquidity & efficiency performances

Finding about HR Perspective 1.Employee benefits given to the employees working in the Havells like, life insurance, pension plan, retirement plan, performance bonus, childcare, sick leave, free lunch and snacks provided to the employees, etc.

2.To motivate the employees for the better production in the company with the help of to provide the gifts, bonus, and to appreciate the employees for their work.

(Page 37)

3.Selection procees done by the Havells to select employees such as, preliminary interview, selection tests, employment interview, physical examinations, etc

4.Employees having salary more than Rs. 2 to 4 lakh per annum in the havells company. 5.Tyes of training provided to the freshers like, Orientation program, summer internship, traning

for

building

enterpreneure,

job

training

and

tuitions

are

provided

for

freshers.ooloo;o;o;;O-0[=6.Labour policies made by the Human Resource department in Havells such as, annual health checkup (below 45 years : once in two years and above 45 years :once in a year), Employee Emergency Response Centre (EERC has been created for employees to avail assistance in dealing with unforeseen emergencies, etc.

(Page 38)

CONCLUSION

We are thankful to our faculty for organizing such an informative event for us in crucial to develop our practical skills regarding logistics and documentation or other managerial activity. We have learnt the proper management criteria of the company and have an opportunity to research on the company. We hope we get more chances further to have such wonderful and informative experience of visiting different industry. Human Resource Management of havells focuses on matching the needs of the business with the needs and development of employees. Tarmac depends on its people because their skills contribute to achieving its business objectives. A marketing strategy used in Havells is something that constantly evolves, adapting to changing market conditions. Within Enterprise, the outcomes from its many different types of business are constantly reviewed and evaluated. Judgements are then fed into the decision making process. This enabled new strategies to be developed to improve operations.

(Page 39)

BIBLIOGRAPHY

Following channel play an important role in the data gathering of our report:  WWW.HAVELLS.COM  Havells – WIKIPEDIA  Havells – PDF Documents  Points noted by us at the time of industry visit