INTRODUCTION

Established in the year 1987. Managing Director: D.R.Subramanya, B.Sc, B.E. Mechanical Located about 70 kms (45 miles) from Bangalore. ISO/TS 16949: 2002 certified company TPM is being practiced. Worked as an ancillary to M/s KSSIDC for about 3 years to manufacture forged Hand Tools.

Company became independent in the year 1990

Since then, we have diversified into manufacture of small precision forged components both Horizontal and Vertical forgings. We specialize in the manufacture of Arm Valve rocker, Gear Shift Fork, Connecting Rods, Control Levers, Pump Barrels for Diesel engine application, Gear Shafts, Drive Shafts, Rotor Forge and various other precision forged components.

We are single source to M/s SEPL (For some components) M/s MICO-BOSCH for their control Levers, M/s Delphi TVS Diesel Systems for their Vertical forgings (Import Substitution), M/s Stanadyne Amalgamation (100% EOU) for their Pump Barrel forgings. In October 2006 company became a subsidiary of M/s. Sansera Engineering Pvt Ltd.

VISION
To achieve and maintain leader ship in precision forging industry through customer satisfaction and improvement methods.

MISSION
Superior products and service to automobile industries. To maintain market leadership through quality, cost efficiency and modern manufacturing technology.

SCOPE
Manufacture, Sales and Supply of Precision Forged Rocker Arms, Connecting Rods, Gear Shifters, Levers, Shafts, Flanges for Automotive Applications. Without element 7.3 (Product Design)

Profile of MD:
Management is headed by our Managing Director Mr. D.R. Subrahmanya B.Sc. B.E. (MECH) an Engineer of 40 years of experience in the field of manufacture of Forgings. He has worked for many years earlier holding important positions in leading Forging Units like M/S.Hakimraj Jaichand Bombay, M/S. Bharat Forge, Poona, M/S. Motor Industries Company Ltd., (MICO) Bangalore. Before starting this unit he was the main promoter & working partner in M/s Forgings and allied Products, Peenya. This experience has enabled him to develop and nurture this unit into a leading Forging Industry of fame and name, meeting in quality and quantity requirements of multinationals. Engineers and Supervisors : 38 All well Qualified and Trained. Skilled and other category workmen: 260 well Trained

Total Area Built up Area Open Land

: : :

150,000 Sq ft 70,000 Sq ft. (46%) 80,000 Sq ft (54%)

PRODUCT PROFILE
The company manufacyuring an import substitution, precision, forged automatic components in large volume to the original equipment manufacturers. The company specializes in the manufacture of valve Rocker Arms the company also developed various Fork Gear Shifter Connecting Rods, control Levers Spider Cross/ Universal joint forgings and other precision forging for diesel pumps to motor vehicales. The major products produced by the company:

VALVE ROCKER ARM: It is a component which is adjusted to the tappets of Two-wheeler. CONNECTING RODS: It is used to connect the engine and other parts in two-wheeler. FORK GEAR SHIFTER: It is used in two-wheeler segments for shifting gears. CONTROL LEVERS: The control levers are used to control the gear in the four wheeler segment.

CUSTOMER
Sansera Engineering Pvt Ltd
Rocker Arms, Gear Shift Fork, Connecting Rods, Crank Shaft (Under Development)

Inland:
Maruti Udyog Ltd Bajaj Auto Ltd, TVS Motors Ltd, Greaves Ltd Yamaha Motors Ltd. Honda Motor and Scooters India Ltd, Kinetic Engineering Ltd, and LML Ltd

Overseas:
Lombardini F.I.M.S.P.a of Italy (OE) Ruggerinin MOTORIE S.P.A. of Italy (OE) Piaggio (Italy) Diesel Technic GmBH Germany (After Market) Truck Tech GmBH Germany (After Market)
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EXPANSTION AND FUTURE PLANS:

One more 1600 Tons hot Forging Press is being planned. Vertical Milling Machine and all other related machinery required for machine shop is being planned. Die milling facility is being planned. Cold forging facility is being planned. ISO 14001 Systems and procedure To be a leader in the precision forging and machining industry by investing in the latest technology, develop infrastructure to meet the increasing Quality and Quantity requirements of the customers both inland and overseas and create a good working environment for our workmen

RAW MATERIALS
The actual process starts with the inspection of the incoming raw materials supplied by the customer. The major customers are FACOR STEELS and SUNFLAG. The sample of the raw material is subjected to inspection. If they find any cracks, holes etc they are rejected. The incoming raw materials will be in the form of coils and rods (materials of dia below 22mm will be in the form of coils) each coil weight about 1420kg and it has to be decoiled. Decoiling is the process of making the coil raw materials into straight rods. One coil can be cut into 84 rods. Each of length 24ft. each coil needs 1.25-1.50 decoiled in one shift. These raw materials are imported from Mumbai, Nagpur.

FITWEL TOLLS AND FORGINGS PVT. LTD. LIST OF RAW MATERIALS WITH COLOUR CODE.
Sl. No. 1 2 3 Name of the raw Materials 20 Mn Cr 5 S45C/C-445/CK 45 SAE 1035 Colour VIOLET WHITE BLUE/RED 10 Code

4 5 6 7 8 9 10 11 12 13 14 15

C 15 EN 353 EN 19 SCR 420 H EN 8 R 10 S 10 U 16Mn Cr 5 40 CAD Pb 612 AS SZ 04 SCM 420 H MS SAE 8620

RED BROWN BLACK GREEN WHITE/GREEN BLUE YELLOW BLACK/RED BLUE/WHITE YELLOW/GREEN RED/WHITE BLACK/GREEN

MATERIAL RUNNING HEAT NO

Material 20 MNCR 5 20 MNCR 5 SER 420 H SER 420 H SER 420 H S-45 C C-15 Diameter 2mm 18.3mm 22mm 20mm 18.3mm 18.3mm 20mm Heat No M 35116 M 35117 M 33584 M 36202 M 35203 M 34419 A 57204 GRN No 1004 1219 514 1321 1021 670 1628

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Raw Materials

Decoiling Process

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Stock of raw materials

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Colour Coding

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QUALITY DEPARTMENT

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"Quality itself has been defined as fundamentally relational: 'Quality is the ongoing process of building and sustaining relationships by assessing, anticipating, and fulfilling stated and implied needs.'

QUALITY MANUAL

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ISO/TS 16949: 2002 certified company

The organization shall establish is maintain a quality manual that includes: o The scope of the quality management system including details of and justification for any exclusion. o The documented procedures establishments for the quality management system or reference to them. o A description of the interaction between the processes of the quality management system.

QUALITY MANAGEMENT SYSTEM

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The organization shall establish documents, implement and maintain a quality management system and continually improve its effectiveness in accordance with the requirements of this international standard.

Identifies the processes needed for the quality management system and their application throughout the organization. Determine the sequence and interaction of these processes. Determine criteria and methods needed to ensure that both the operation and control of these processes are effective. Ensure the availability of resources and information necessary to support the operation and monitoring of these processes. Monitor measure and analyse these processes. Implement actions necessary to achieve planned results and continual improvement of these processes.

QUALITY OBJECTIVES
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 Zero customer complaint. Maintain 100% delivery performance. Maintain in-house rejection within 2%

ISO/TS 16949: 2002 certified company

Top management shall ensure the quality objectives, including those needed to meet requirements for product are established at relevant function and levels within the organization. The quality objectives shall be measurable and consistent with the quality policy. it shall be included in the business plan and used to display the quality policy.

QUALITY POLICY

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To achieve and maintain leadership in precision forging industry and customer satisfaction and control improvements methods. ISO/TS 16949: 2002 certified company

Top management shall ensure that the quality policy they are as follows:
o Is appropriate to the purpose of the organization. o Includes a commitment to complete with requirements and continually improve the effectiveness of the quality management system. o Provides a framework for establishing and reviewing quality objectives. o Is communicated and understood with the organization. o Is reviewed for continuing suitability.

RESPONSIBILITY FOR QUALITY

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Managers with responsibility for corrective action shall be promptly on formed of products or processes which do not confirm to requirements. Personnel responsible for product quality shall have the authority to stop production to correct quality problems. Production operation across all shifts shall be staffed with personnel in charges of or delegated responsibility for ensuring product quality.

PERSONNEL SAFETY TO ACHIEVE PRODUCT QUALITY

Product safety and means to minimize potential risk to employees shall be addressed by the organization, especially in the design and development process and in manufacturing process activities.

PROCEDURE FOR 5S
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o Keep shop floor clean. o Ensure the unwanted items stored in your place. o If unwanted items found in your place keep it in RED TAG AREA. o Ensure an unwanted item stored in your place, unwanted items to be stored RED TAG area review to be done with management once in 15days for disposal RED tag area. o Gang ways to be remarked once in 15days. o Components should not be lie on the floor. o Ensure the tools measuring instruments to keep on the respective places.

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Hardness Detector

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V-BLOCK DIGITAL VISUAL HEIGHT GUAGE SURFACE PLATE.

VISUAL DISPATCH

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Ready for Dispatch as per customer requirement

Man power:

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Number of employees:
FTF Company there are 350 to 400 members are working as a employee. In management level 45 members are working, in middle and low level 300 to 350 members are working.

Recruitment:
Recruitment means searching for a prospective employee and stimulating them to apply for a job Through difference Source Company will get hirer the candidates,
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Such as, Employment exhibition Job portal They hirer the candidates like ITI candidates, BE candidates, and diploma candidates.

Pay roll ESI (employee state insurance):

Employee will get benefit form government, they do the medical checkup with free of cost. For these ESI employee has to contribute 1.7% for these insurance and company has to contribute 4.7% to this insurance. In this ESI employee family will also get benefit of insurance.

Professional tax:
Employee who is getting above 15000 they have to pay 200 Rs from a salary, which are getting below 15000 they have to pay 100 to 150 rupees from his salary to the government.

PF (provident fund)
Provident fund means in employee salary they will get detected some
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amount of salary that is 12% on his salary basis and employer will also contribute 12.4% to employee PF.

Swipe card:
Special machine has been installed to know about in time and out time. Of the employee i.e. Through thumb impression.

Promotion:
Promotion will be given by based on employee experience and also according to skill matrix chart. Every year management level employee get hike (salary hike) on there performance basis.

The feature of any company hinges on its ability to:

1. Attract and retain talent. 2. Evolve performance parameters with respect to key result areas. 3. Manage expectations. 4. Performance appraisal and reward system.
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5. Competence mapping for building leadership. 6. Train and update skill sets.

Activities of hr department of FITWEL TOOLS AND FORGINE PVT LTD: 1. Manpower planning. 2. Recruitment. 3. Performance Policy. 4. Training. 5. Motivation and Empowerment.

1. Manpower planning: FTFL forecast personal needs, assesses

personal supply and match supply demand factors through personnel related programmer. to achieve long term objectives regular manpower planning is essential.

2. Recruitment: FTFL recruit qualified and experienced persons to

right jobs. Recruitment is based on, interview. Training and development after recruitment, training is given to fresh employees to develop specific skills, impart knowledge and abilities so that current employee's performance can be increased which in turn increases productivity.

3. Performance appraisal: Employees performance is measured

with such factors as job knowledge, quality and quantity of output, cooperation, versatility, health etc.

4. Promotion policy: works men promoted on basis of

1. Vacancy 2. Seniority Staff's are promoted on basis of :
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1. Merit cum seniority 2. Performance

Orientation training:
The orientation for all newly inducted employee is organized by personnel department and training is imparted on the following subjects as shown against each of the following 5s (house-keeping)-personnel department Plant and departmental procedure- plant manager Safety policy and procedure plant manager

On the job training:

Training program is organized by every department for the following area Plant Safety Procedure (PSP) Machine Operating Procedure (MOP) Job Safety Analysis (JSA) The common training subjects for all employees are
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First aid safety awareness Sanitation and house keep.

Training
FTF has established procedures for resource management FTF/QAP/0601 for identifying the training needs and achieving competence of all personal performing activities quality. Personal performing specific assigned tasks are qualified on the basis of education, training, skills and/or experience, as required. It is ensured that the customer specific requirements are understood and special attention is given to satisfying these needs.

Training Records:
Training records are maintained by personnel department for all in-house programs, including on-the-job training. Personnel department records all training programs in Employee Training Record for every individual. In case of In-house training programs conducted by internal and external sources for an identified group of employees, the details are entered in training record, which is signed by all employees attending the program. One copy is sent to personnel department for making entry in Employee Training record.

Record of training feedback receives from the trainers and their and their sectional heads are maintained by personnel department.

Feedback:
Employees undergoing other than On-The-Job training give feedback on the adequacy and effectiveness or training programs in the feedback from to personnel department.

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Motivation and Empowerment:

a) Incentive scheme: An effective production incentive scheme shall be maintained to the employees who achieved the target productivity. In addition to attendance bonus also shall be provide to the employees who attend full working days in a month. b) Suggestion scheme: Suggestion are invited from the employees for improvement. The suggestions are collected & reviewed by CFT for feasibility and it is sent for the approval of MD. If it is approved, the suggestion is implementing and the same shall be in management review meeting.

Competence, Awareness and training:

Determined the necessary competence for personnel performing work affecting product quality Provided training to take other actions to satisfy needs Evaluation of the training effectiveness of the action taken Ensure that the personnel are aware of the relevance and importance of their activities and hoe they contribute to the achievement of the quality objectives and Maintained appropriate records 4 of education, training, skills and experience

Work environment:
FTF has determined and manages the work environment needed to achieve conformity to product requirements.

Personnel safety to achieve product quality:

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Product safety and means to minimize potential risks to employees are addressed by FTF especially in design and development process and in manufacturing process activities.

Cleanliness of premises:
FTF maintains the premises in a state of order, cleanliness and repair consistent with the product and manufacturing process needs.

Policy manual:
The company Human Resources policy manual has been developed to facilitate the implementation and clearly define companys policies on human resource management. The Manual provides guidelines to be followed ion the administration of these policies, and assists all employees in defining who is responsible for each human resource management decision and the correct which is to be followed. The policies specified within are consistent with those of best practice management principles. They have the full support and commitment of company management. HR policies must be kept current and relevant. Therefore, from time to time it will be necessary to modify and amend some section of policies or for new procedures to be added.

Some basic HR Policies: 1. Personal conduct:

Company expects its employees to achieve and maintain a high standard of ethics, professional conduct and work performance to ensure the company maintains its reputation with all internal and external stakeholders.
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Application:
The policy will be seen to be successfully applied when all employees are seen to perform their duties professionally with skill, care and diligence This includes: Observing company policies and procedures Treating colleagues with courtesy and with respect for their rights, duties and aspiration Employees who do not conform to this standard of conduct will be subject to disciplinary action as detailed in this manual Dress code Personal communication Phone calls Email Internet

2. Equal Employment Opportunity

Company provides equal employment opportunity to all qualified persons without discrimination on the basis of age, sex, race, disability, marital status or religion in accordance with applicable local, state and national laws and regulations.
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All employment and promotion decisions will be based solely upon individuals qualification 006Es, experience, prior contribution and demonstrated capacity to perform at higher or improved levels of performance and will be ion accordance with the principle of equal employment opportunity. Company will take whatever affirmative action is necessary to attract and retain qualified persons. The Equal Opportunity Employment process is reflected throughout Companys staff recruitment and retention processes.

3. Healthy, safety and environment

Company is committed to providing and maintaining a safe work environment for the health, safety and welfare of our staff, contractors, visitors and members of the public who may be affected by our work.

To do this, company will:

Develop and maintain safe systems of work, and a safe working environment Provide information and training at all levels in the organization to enable all employees to support this policy Require all risks to be assessed prior to engaging in new areas of operation, purchasing new equipment, and implementing new work methods, and that these risks continue to be reviewed

All persons who are responsible for the work activities of other employees will be held accountable for:

Identifying practices and conditions which could injure employees, clients, members of the public or our environment Implementing steps to control such situation If unable to control such practices and conditions, reporting these to their superiors
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Company demands a positive attitude and performance with respect to health, safety and the environment by all employees, irrespective of their position. 1 Smoking 2 Alcohol, drugs 3 Workers Compensation

HR policy:
To create learning is constantly improving skills and competency levels of employees.
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 To enhance involvement and participation of employees in all initiatives for achieving organizational goals. To plan the man power accurately. To manage the work environment needed to achieve conformity to product requirements. To provide and maintains the infrastructure like buildings, workspace, software). To maintain its premises of order, cleanliness and repair consistent with the product and manufacturing process state. HR development through training and education of employees on: Attitudinal change. Skills development. Quality development. Cost conscious. supporting process (such as transport or communication), and process equipment (both hardware and

A Study on Safety measures taken by Fitwel tools and forgings to there employees:
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Safety is the state of being "safe" (from French sauf), the condition of being protected against physical, social, spiritual, financial, political, emotional, occupational, psychological, educational or other types or consequences of failure, damage, error, accidents, harm or any other event which could be considered non-desirable. This can take the form of being protected from the event or from exposure to something that causes health or economical losses. It can include protection of people or of possessions. As fitwel deals with manufacturing of automobile spare parts, they have to work with hot iron rods which are very dangerous to the health and safety of the employees. So the company has been taken so many safety measures to protect and to safe guard the employees. The safety measures taken by the company are as follows: o Shoes and Uniforms

2. Helmets and Ear plugs

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3. Hand gloves, Goggle, Mask:

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4. Special Jacktes, forehead gaurds, Face glass

FINANCIAL STATUS OF FITWEL:

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INITIAL STAGE:
By family members support and help Mr.Subramanya invested initial amount about 16,00,000, then they setup an plant layout, in Antharasanahalli, No.5, K.H.T. Complex, TUMKUR-572 106. KARNATAKA, INDIA. Also government has reduced duty taxes, service taxes, also mainly raw material prices gone down. As the family members group about 8 to 10 members purchased the shares for Rs.10per share, like that upto 10,000 shares. By the year 1983 they had only manual based machineries like: 1. Oil Furnace 2. 2 Hammers 3. EDM i.e, spark erosion machine,etc. Along with these they have installed 8 to 10 machineries. After installing all these machineries they have started there production activities through spare parts like: 1. Spanners 2. Cutting pliers 3. Scerw drivers 4. Water pump pliers, etc.

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As the company started earning more profits, automatically the incentives gone up gradually. Now at present it is upto 18.33%, but according to government policies they can give upto 20%. The incentives will share based on the following Conditions: 1. Employees experience. 2. They have to reach periodical targets. Also company is trying to motivate the employees in many ways, they are rewarding so many awards to the employees like: 1. Full Attendence award 2. Good performance awards Company is giving facilities like canteen (40% from employees and 60% from management will be sheared), over time incentives, ESI facilities, etc. Also the company have very good reputation for ontime payment, company has fixed 10th as the salary day, and 25th as production incentives. The employees can be categorized as below: 1. Staff 2. Trainees 3. Workers 4. Supervisors 5. Managers. At present there are more than 7 share holders there in the company.

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In this stage they were earning below normal profits. Then Mr. Subramanya decided to upgrade the technology by replacing some of the old machineries.

After 1987 the company got recognised by so many MNCs like Bosch they started to give Business, then the company started to get good profits as shown in the graph

7 6 5 4 3 2 1 0
FY 04-05 FY 05-06 FY 06-07 FY 07-08 FY 08-09 FY 09-10 (Projected )

6 .0 0 5 .3 1 4 .4 1 3 .5 2 2 .8 6 2 .3 8

Y EAR

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Fitwell has shared its prodution with these following companies mainly they are as follows: 1. SEPL upto 22% 2. MICO BC - 35% 3. DTVS - 19% 4. MIVIN (Rexroth Bosch Group) - 7% 5. OTHERS - 17%.

OTH ER S 17%

S EP L 22%

M I V I N (R e x roth B osch G r ou p ) 7%

D TV S 19%

M I C O-B OS C H 35%

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Balance Sheet Shown in the Bar Graph

2004

2005

2006

Years

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Scrap Maintenance:
Proper disposition of a discarded or discharged material in accordance with local environmental guidelines or laws. Here scrap refers to waste which is unwanted for the industry and also for the customer who have given order for that particular component. The forged unit contains both the component part and scrap part. The component part is seperated which is necessary and the scrap part is considered as waste for the company.

The unwanted scraps cannot be thrown where ever they want, so these scraps were collected and dumped in a particular place called scarp yard. In this particular place all the scraps are collected and maintained.

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The company has appointed so many employees to collect and maintain the scarps. Even though the scrap seems to be waste, but the company is earning about Rs.400000 profit per year. This is the special features of the company. The company have the ability to get profit from unwanted waste i.e, scrap.

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SUGGESTION
Kanban is a Japanese word which means signboard or labels. Kanban is of two types are as follows: 1. Production kanban. 2. Withdrawal kanban. Parts in the workshop are kept in containers. Only a specific number of these containers are provided to the he workers in each work place. When all the containers are filled, the machines shut off. No more parts are produced until the subsequent work center provides another empty container. Thus work in progress inventory is limited to available containers. The parts are provided only when these are needed. If a process stops because of machine breakdown or quality problems, all preceeding processeswill automatically stop. Alternatively, they will stop when there parts containers become full.

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BIBLIOGRAPHY
Guidelines by
RaghavendraB.V Sir, Customer Relationship.

C.Manjunath, Production Manager

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