AN OBSERVATIONAL STUDY ON QUALITY OF WORK LIFE

WITH REFERENCE TUBE INVESTMENT DIAMONDS AND CHAINS

INDIA PRIVATE LIMITED

Submitted in the partial fulfilment of the requirements for the award of the degree in

MASTER OF BUSSINESS ADMINISTRATION

INTERNSHIP REPORT

By
A SUREKHA
225062101330

Under the guidance of

MR.R. SELVAMANI
FACULTY OF MANAGEMENT STUDIES

Dr. M.G.R.
Educational and Research Institute
(Deemed to be university)

MADURAVOYAL, CHENNAI-600 095

(An ISO 9001-2008 certified Institution)

University with Special Autonomy Status

DEC 2023
 DECLARATION

SUREKHA A (225062101330) hereby declare that the Project Report

entitled “TUBE INVESTMENT DAIMOND AND CHAINS OF INDIA
PRIVATE LIMITED” is submitted by me for the degree of MASTER OF
BUSINESS ADMINISTRATION is a record of original work done by me
under the supervision of Mr. R . Selvamani.
This project is original and not submitted earlier for the award of any degree
diploma or associate ship of any other university / institution.

DATE: SIGNATURE OF THE CANDIDATE

PLACE: SUREKHA A
 Dr. M.G.R.
Educational and Research
Institute (Deemed to be university)

MADURAVOYAL, CHENNAI-600 095

(An ISO 9001-2008 certified Institution)

FACULTY OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE

This is to certify that this Internship Report is the bonafide work of MS SUREKHA
A(225062101330) who carried out the Internship entitled “ TUBE INVESMENT OF
DAIMOND AND CHAINS INDIA PRIVATE LIMITED” under our supervision from 27th
September 2023 to 27th October 2023

Internal Guide Head of the Department

Submitted for Viva Voce Examination held on _________

COMPANY CERTIFICATE
 ACKNOWNLEGMENT

To acknowledge here, all those who have been a helping hand in completing this
Internship, shall be an endeavor in itself

I extremely thankful to our Chancellor Thiru A.C.SHANMUGAM,B.A., B.L., our

President

Er. A.C.S. ARUN KUMAR, B.E. I express my sincere thanks to our Secretary Thiru A.
RAVIKUMAR and our Vice Chancellor DR.S.GEETHALAKSHMI,I would like to take the
opportunity to express my profound gratitude to Dr. G BRINDHA, Professor & Head, Faculty
of Management Studies, for her kind permission to undergo Internship work successfully.

I thank MR . R SELVAMANI for guiding me to execute my Internship in a successful manner.

I also thank all the faculties in our department for their support and guidance throughout the
Internship

I thank MR .JAGANNATHAN V of TUBE INVESTMENT OF DAIMOND AND CHAINS

INDIA PRIVATE LIMITED for guiding and supporting throughout my Internship.

My wholehearted thanks to entire staff of the company for their cooperation and assistance
during the Internship.

Name of the student

 CONTENT

SI.NO CONTENT PAGE NO:

DECLARATION

BONAFIDE CERTIFIDE

COMPANY CERTIFIDE

ACKNOWNLEDGEMENT

1. Introduction of the concepts of summer

project
2. Industry profile

3. Company profile

4. Hierarchy of the company

5. Activities of the company

6. Observation of the company

7. Summarizing the experience

8. Finding and suggestion during internship

work
INTRODUCTION
 INTRODUCTION
Quality is generally defined to satisfy the ever-changing needs of our customers, vendors
and employees, with value added products and services emphasizing a continuous commitment
to satisfaction through an ongoing process of education, communication, evaluation and constant
improvement. The concept of quality is not apply to all goods and services created by human
beings but, also for work place where the employees were employed.

Quality in the work place comes from understanding and then fully meeting the needs of all
your internal and external customers, now and into the future and doing, so with continual
improvement in efficiency and effectiveness. In addition to improving the work system, QWL
programs usually emphasis development of employee skills, the reduction of occupational stress
and the development of more co-operative labor-management. Vigorous Domestic and
International competition drive organizations to be more productive. Proactive managers and
human resource departments respond to this challenge by finding new ways to improve
productivity.

The term refers to the favorableness or un-favorableness of a total job environment for
people. QWL programs are another way in which organizations recognize their responsibility to
develop jobs and working conditions that are excellent for people as well as for economic health
of the organization. A high quality of work life (QWL) is essential for organizations to continue
to attract and retain employees. QWL is a comprehensive program designated to improve
employee satisfaction.

TIDC is one of India's leading manufacturers of power transmission chains for the
industrial, automotive and agricultural segments. The company was established in 1960 and
today is the undisputed market leader in both the industrial and automotive chains.. TIDC
exports chains under the brand name 'Rombo'. Its chains have gained recognition in Europe, the
US, Japan, South America and Asian markets for high quality and reliability.
 The process of Quality of work life by which an organization responds to employees needs
for developing mechanism to allow them to share fully in making the decision that design their
live at work. The project is mainly been concentrated on the employees who work in contract
basis in the organization and how they are able improve their skills through their work life. The
contractors are mainly engaged in production and engineering levels.

This project work concerns itself with analyzing the effectiveness of quality of work life in
TIDC Limited and also study involves the suggest measures to improve the intelligence of the
quality of work life by providing analyzed data to prevent malfunction.

Quality of Work-Life is a generic phrase that covers a person’s feelings about every dimension
of work including economic rewards and benefits, security, working conditions, organizational
and interpersonal relationships and its intrinsic meaning in a person’s life QWL owes its origins
to the marriage of the structural, systems perspective of organizational behavior with the
interpersonal, human relations, and supervisory-style perspective. Descriptive research design is
used to describe characteristics of a population or phenomenon being studied and the same design
was adopted by the researcher to describe the quality of work life among employees. The
researcher used the questionnaire approach to collect data from the employees from one of the top
industrial sectors of Hosur. To examine quality of work life among employees, a standardized
instrument with a Likert scale was used. Cronbach’s alpha was used to assess the reliability and
this study has an alpha value of 0.835. Employees have taken a lot of time off to deal with
'emergencies' involving children or other dependents and high level of employee stress, high rate
of absenteeism or staff sickness and high level of staff turnover. Maintaining quality of work life
helps to reduce stress and to prevent burnout in the work place. Employees suggested that
employers should prioritize quality of work-life by offering flexible work schedules,
telecommuting options, and generous vacation policies, create a positive work environment. To
support employees' physical and emotional health, they suggested employers to provide wellness
initiatives, mental health services, and ergonomic work spaces. Employee recognition and
rewards Companies should appreciate employees' efforts by rewarding their accomplishments and
recognizing their hard work.
 Significance of the study :-

A quality of work life can enable staff to feel more in control of their working life and lead
to increased productivity, fewer instances of sickness and absenteeism, a happier and less
stressed workforce. Quality of work life includes a balance between work and personal life
that both bring satisfaction to the individual. The dilemma for employees that occurs today
is that when they compete for work demands, there is an abundance of negative effects on the
quality of work life of employees ranging from increased stress, work fatigue, disruption
of family and work relationships. Balancing the demands of employee work and family life
is very difficult. This can trigger stress or decrease employee productivity and welfare. The
dilemma for employees that occurs today is that when they compete for work demands, there is
an abundance of negative effects on the quality of work life of employees ranging from
increased stress, work fatigue, disruption of family and work relationships. Balancing the
demands of employee work and family life is very difficult. This can trigger stress or
decrease employee productivity and welfare. The present study was aimed with the following
objectives. 1. To denote the level of working Environment. 2. To analyze the level of motivation.
3. To denote the level of occupational stress experienced by employees. 4. To understand the level
of autonomy and participation. 5. To highlight the knowledge on the policy measures of
organization. 6. To analyze the overall quality of work life and work life balance.

Quality of work life is about managing and juggling efficiently between job and all
aspect of personal matters, quality of work life as to what extent an individual is equally engaged
in and equally satisfied with his or her job and personal life. Thus, employees who
experience high work life balance are those who exhibit similar investment of time and
commitment to work and non-work domain. Goh Shah (2015), in this study on Quality of work
life among employees stated that in large organizations, employees received several tasks to
be completed within a short period of time. This causes employee to be pressurized in order
to complete their entire task in order to meet the deadline. The combination of deadlines
and work overload makes work even more stressful. One respondent from a study by
Awang et al. (2010), described that, job stress often occurs when several tasks were given
together and coping with the tight deadline of each task makes it rather stressful and impossible.
According to another respondent, some of the tasks given consist of very important and
meaningful task however; they are to be completed in a short period of time. Claimed
that workload and life satisfaction does not have a direct effect, however, Goh further
explained that his findings recommend that individuals do not evaluate life satisfaction
poorly due to high job demands, as workload and life satisfaction might have other
relationship influenced by need fulfillment and challenge. Buddhapriya (2009), The study is
conducted on reported that women professionals at middle management and senior management
level considered their commitment to family duties and responsibilities as the most important
barrier to their making advancements in their career. In addition, women professionals
mostly in the middle management level faced society’s disapproval if they gave priority to
work over family 25 responsibilities. For married women employees in the middle
management level the scope of worklife conflict widens and creates major problems in
moving ahead in their career. Morganson et al. (2010), in their study conducted on found that
home-based teleworkers experienced higher level of quality of work life support and job
satisfaction than client-based workers. However home-based teleworkers experienced similar
levels of quality of work life support and job satisfaction like the main office workers. The
home-based teleworkers had autonomy and flexibility in their work but have the
disadvantage of social isolation. This leads them to have the similar job satisfaction like the main
office workers. It was found out that teleworking from home created isolation for the workers
and this hampers the job satisfaction of employees, however if workplace inclusion was
practiced then it would create a positive impact on the job satisfaction experienced by the
home- based teleworkers. Managers and superiors could practice inclusion by meeting
teleworkers and distant employees at regular intervals to keep them updated about recent
issues or by contacting them regularly over the telephone or through emails
INDUSTRY PROFILE
TI Diamond Chains (TIDC), also known as TIDC India, was established as a joint
venture between Tube Investments of India Limited (TII) and Diamond Chain
Company Inc USA.

TIDC India was established in the year 1960 as a manufacturer of bicycle chains. The
organization today is a pioneer manufacturer of automotive chains, industrial chains,
fine blanked components, and other power transmission products.

TI Diamond Chains

TI Diamond Chains, simply known as TIDC India, was established as a joint venture
between Tube Investments of India Limited & Diamond Chain Company Inc USA.
Tube Investments of India Limited merged it with as a division called TIDC India.
TIDC India is a chain manufacturer in segments such as industrial, automotive and
fine blanking.

TIDC India's manufacturing plants are:

 TIDC India, 11, M. T. H Road, Ambattur, Tiruvallur district.

 Gangnouli, Laksar, Haridwar, Uttrakhand.
 Kazipally Village, Jinnaram Mandal, Medak District, Telangana.
COMPANY PROFILE
 INTRODUCTION OF THE COMPANY

Murugappa Group is one of India's leading business conglomerates.The Group has 28

businesses including seven listed Companies actively traded inNSE & BSE. Headquartered in
Chennai, the major Companies of the Groupinclude Carborundum Universal Ltd.,
Cholamandalam Investment and FinanceCompany Ltd., Cholamandalam MS General Insurance
Company Ltd.,Coromandel International Ltd., Coromandel Engineering Company Ltd.,
E.I.D.Parry (India) Ltd., Parry Agro Industries Ltd., Tube Investments of India Ltd., andWendt
(India) Ltd.Market leaders in served segments including Abrasives, Auto Components,
Cycles,Sugar, Farm Inputs, Fertilizers, Plantations, Construction, Bio-products andNutraceuticals,
the Group has forged strong joint venture alliances with leadinginternational companies like
Mitsui Sumitomo, Foskor, Cargill, Group ChimiqueTunisien, Winterthur Technology Group and
Morgan Crucible. The Group has awide geographical presence panning 13 states in India and 5
continents.
Renowned brands like BSA, Hercules, Ballmaster, Ajax, Parry‟s, Gromor and
Paramfos are from the Murugappa stable. The organization fosters an environmentof
professionalism and has a workforce of over 32,000 employees.

TUBE INVESTSMENTS OF INDIA LIMITED

Tube Investments of India Ltd is part of the USD 3.14 billion Murugappa Group. Over the
past five decades, the company has honed its competencies in the field of metallurgy, engineering,
design and development. It has four divisions – TI Cycles, Tube Products of India (TPI), TIDC
India and TI Metal Forming - each a pioneer and market leader in its segment.TPI is the
undisputed market leader in high-end cold drawn welded (CDW) tubes. TI Cycles brings you the
BSA and Hercules brands of bicycles and fitness equipment. TIDC is India's leading manufacturer
of power transmission chains for the automotive, industrial and agricultural segments. TI Metal
Forming pioneered cold roll forming and is a market leader in specialty steel strips for the
bearings and fine blank industry. TI also enjoys a sizeable share of the Indian auto market by
manufacturing auto door frames at TI Metal forming. TI reported a turnover of 1761.84 cores in
2006-07, 11 per cent higher than the previous year. It was originally founded as TI Cycles of
India, in 1949. Group companies Tube Products of India and TI Miller - which manufactured
cycle lamps and dynamo sets - were merged with the company in 1959 and 1984, respectively. It
has 13 manufacturing and assembly units spread across the country, all supported by marketing
offices that act as an interface between customer requirements and the production team. The
company's shares are listed on the National, Mumbai and Chennai stock exchanges within India
and its GDRs on the Luxembourg Stock Exchange.

BUSINESS DIVISIONSTI Cycles of India

BSA and Hercules are two of the leading brands of bicycles from TI Cycles in the Indian
market. Recently, the company has entered the growing fitness equipment segment in order to
cater to the contemporary consumer needs. With a network of around 1500 direct dealers and
more than 10000 indirect dealers TI Cycles has a nationwide presence. A pioneer in the market,
TI Cycles has constantly come up with new trends in line with evolving consumer needs. With the
changing RETAIL environment, TI Cycles has introduced 'BSA GO' stores, which have
revolutionized the bicycle outlet in India. A one-stop premium shop for all bicycling and fitness
requirements, BSA GO has a customer friendly ambience which serves as a model for other
bicycle outlets in the country.

TIDC India

TIDC is one of India's leading manufacturers of power transmission chains for the industrial,
automotive and agricultural segments. The company was established in 1960 and today is the
undisputed market leader in both the industrial and automotive chains. The company made a foray
into fine blanking in line with its vision of becoming a prominent global player in power
transmission components, and is now a major supplier of FB components to the automotive
industry. Currently, about 45 per cent of the company's turnover is from exports and this is an
indication of its growing global presence.

TIDC exports chains under the brand name 'Rombo'. Its chains have gained recognition in
Europe, the US, Japan, South America and Asian markets for high quality and reliability. Over 50
per cent of the chains exported are for special applications. In the domestic market the 'Diamond'
brand chains cater to a range of two wheelers and industrial OEMs. TIDC also services the after-
market with kits and chains through a well-established distribution network and warehouses.

TI Metal Forming

Pioneers in cold roll forming, TIMF manufactures precision value-addedsheet metal

components like car door frames, sashes, divisional channels, stainlesssteel rails, chassis long
members, deep drawn parts, hydro formed parts, CRF sections for the Indian Railways, etc.
Established in 1965 as a division of Tube Investments, TIMF's key target customers are auto
OEMs, Indian railway wagon builders, tier 1 auto components manufacturers, etc.

Tube Products of India (TPI)

TPI is India's undisputed market leader in cold drawn welded (CDW) steel tubes. Set up in
1955, the company produces precision steel tubes, CR strips and high strength tubular
components that cater to the demanding needs of the automobile, general engineering, boiler,
white goods and fine blanking industries. A TS16949 and ISO 14001 certified company, TPI is
the preferred supplier of precision welded tubes to major automotive companies in India and
abroad.
Today, TPI is the preferred supplier of precision tubes, Electric Resistance Welded (ERW)
and Cold Drawn Welded (CDW), to major automotive companies in India and abroad. TPI is
India's undisputed market leader in CDW tubes to the Auto-motive industry. It has also
significant market presence in power plants, boiler, textile machinery, general engineering. It is
the Market leader in Telescopic Front Fork Inner tubes and Cylinder bore tubes for shock
absorber and gas spring applications, Propeller shaft tubes for Automotive segment. Other
Specialty products include Rear Axle Tubes, Side Impact Beams, Tie Rods, Drag links, Heavy
thick steering shafts and Hydraulic Cylinder tubes. The International Business Division (IBD)
was formed to focus on international markets, gearing TPI to compete with global tube
manufacturers. The most recent addition to TPI is the Tubular Components Division (TCD),
which manufactures high strength tubular auto components, providing the advantage of weight
reduction, higher component efficiency and cost reduction.TPI produces a wide range of CRCA
strips including special extra deep drawing, high tensile, medium carbon, high carbon finding
application in industries such as Bearings, Automobile, Auto Ancillaries, white goods, fine
blanking and GeneralEngineering.TPI has been supplying to customers such as Bajaj Auto
Ancillaries, TVS Motors Ancillaries, Hero Honda Ancillaries, Tata Motors, Toyota India,
Delphi, Gabriel, Escorts, and Endurance. Its success stems from market driven, customer
oriented approach coupled with superior process design, short product development cycle
delivering high quality products and efficient customer service ensuring total customer
satisfaction.TPI has Integrated manufacturing facilities at Chennai (Two tubes plants and one
strips plant at Avadi and one at Ambattur), Shirwal & Mohali.. These plants conform to
international standards and achieve operational excellence through TPM. TPI has distribution
centers across India, which ensures timely service to the customers daily requirements.

TPI has received ISO-TS 16949 for all plants, ISO 9001: 2000 for all plants, ISO
14001:2004 for Avadi & IBD Plants, Self-certification for boiler tubes by the central boiler
board. TPI is the Winner of the Sword of honour for outstanding safety performance from the
British Safety council. Tubular Components Division(TCD), a plant of TPI, has won Supplier
Performance Award 2007-2008. Timely delivery, top notch quality and excellent service have
been key for the division for winning this award.

BOARD OF DIRECTORS:

The Murugappa Group is governed by the Murugappa Corporate Board(MCB), headed by

A Vellayan as its Executive Chairman.

A Vellayan

A Vellayan is the Executive Chairman of the Murugappa Corporate Board. He is the

Chairman of EID Parry (India) Limited and Coromandel International Ltd. He is also on the
board of Indian Overseas Bank and Kanoria Chemicals Ltd. He holds a diploma in Industrial
Administration from the University of Aston, UK and a masters degree in Business Studies from
the University of Warwick Business School, UK.

M M Murugappan

M M Murugappan is the Vice Chairman of the Murugappa Corporate Board. He is the

Chairman of Tube Investments of India Ltd, Carborundum Universal Ltd, Wendt India Ltd,
Murugappa Morgan Thermal Ceramics Ltd, and DBS Chola Trustees Ltd. He serves as a
Trustee of the AMM Foundation and the Correspondent of the Murugappa Polytechnic College.
He is also on the board of Mahindra &Mahindra Ltd., Mumbai and InfoTech Enterprises Ltd.,
Hyderabad. He is a Member on the Board of Governors, IIT, and Madras. He holds a Masters
degree in Chemical Engineering from the University of Michigan, USA.

N Srinivasan

N Srinivasan is the Director-Finance of the Murugappa Corporate Board. He is a chartered

accountant and company secretary with over 25 years of experience in the areas of Corporate
Finance, Legal, Projects and General Management. He is a Director on the Boards of
Cholamandalam DBS Finance Ltd, Tube Investments of India Ltd, Cholamandalam MS General
Insurance Co Ltd and few other Group Companies. Earlier, he was the CFO of Carborundum
Universal Ltd and was associated with corporate like BHEL and Thiru Arooran Sugars Ltd.

Sridhar Ganesh

Sridhar Ganesh is the Director-Human Resources of the Murugappa Corporate Board and
Lead Director of the Diversified Business Group (DBG). He is a graduate in Physics, and holds
a post graduate diploma in Management from IIM, Kolkata. He has over 30 years of experience
in varied facets of human resource management, at both operational and strategic levels. He
started his career with GuestKeen Williams Limited in Kolkatta and then had a stint with Metal
Box prior
to joining Berger Paints as head of personnel. He subsequently moved to Mumbai to join
Cadbury India as their Director-HR and was a member of the board. In 2002, hewas appointed
HR Director for the Africa, India and the Middle-East region based in the UK. His area of work
and interest in recent times is on coaching for performance and performance related areas. Prior
to joining the Group, he was Director-Learning& Development, Cadbury Schweppes plc-
Europe, Middle-East and Africa.

Ravichandran

V Ravichandran is the Lead Director - Fertilizers and Sugars of theMurugappa Corporate

Board. He is also the Managing Director of Coromandel International. He is an Engineering
Graduate with a Post Graduate Diploma in Management from IIM, Ahmedabad. He is also a
Cost Accountant and a Company Secretary. After a brief stint with Ashok Leyland, he joined the
Group in Oct 1985 in EID Parry. Ravichandran served with distinction in the Finance function
of EID Parry, in the Farm Inputs Division (FIND), in Corporate and in businesses such as
Confectionery. He took up a general management role as GM-Pesticides in 1994. In2003, with
the merger of FIND and Coromandel Fertilizers Ltd (CFL) he moved to CFL as Vice President

FIND. He was promoted as Whole time Director in 2004and took over as Managing Director
of the company in 2006.

Ravichandran
V Ravichandran is the Lead Director - Fertilizers and Sugars of the Murugappa Corporate
Board. He is also the Managing Director of Coromandel International. He is an Engineering
Graduate with a Post Graduate Diploma in Management from IIM, Ahmedabad. He is also a
Cost Accountant and a Company Secretary. After a brief stint with Ashok Leyland, he joined the
Group in Oct 1985 in EID Parry. Ravichandran served with distinction in the Finance function
of EID Parry, in the Farm Inputs Division (FIND), in Corporate and in businesses such as
Confectionery. He took up a general management role as GM-Pesticides in 1994. In2003, with
the merger of FIND and Coromandel Fertilizers Ltd (CFL) he moved to CFL as Vice President
FIND. He was promoted as Whole time Director in 2004and took over as Managing Director
of the company in 2006.
Venkatraman Thyagarajan
Venkatraman Thyagarajan is the non-executive External Director of the Murugappa
Corporate Board. He is the Vice Chairman of GlaxoSmithKline, India and the Senior Vice
President and Regional Director of GlaxoSmithKline, Asia Pacific. Prior to this role, he was the
Vice President of South Asia since 2001. In his endure of over 36 years with the company, he
has held numerous senior positions throughout his career. He is also an independent director of
Tata Consultancy Services Limited and chairs PHRMA for Asia. He has a B.Tech degree in
Electrical Engineering and is an alumnus of Indian Institute of Management Ahmedabad

Deepak Satwalekar

Deepak Satwalekar is the non executive External Director of the Murugappa Corporate
Board. He holds a bachelors degree in technology from IIT Mumbai and a masters degree in
business administration from American University, USA. He is currently the managing director
and CEO of HDFC Standard Life Insurance Company Ltd. He is also on the board of several
companies, including HDFC Ltd, Asian Paints (India) Ltd and Infosys Technologies Ltd.

Sridar Iyengar

Sridar Iyengar is a non executive External Director of the Murugappa Group Corporate
Board. Prior to this, Sridar was CEO of KPMG LLP and later became a Partner and was
instrumental in setting up KPMG‟s operations in India. A founding charter member of TIE (The
Indus Entrepreneurs), he has been President of both the Silicon Valley and Global branches of
the group and remains active with TIE India. He is also involved in the American India
Foundation and the Foundation for Democratic Reforms in India. Sridar has spent 35 years in
global business and brings to the Board his rich international experience. He serves on the
Boards of Infosys Technologies, ICICI Bank, and Rediff.com, among other companies in the
U.S. and India. He holds a bachelors degree in Commerce (Honours) from the University
of Calcutta and is a Fellow of the Institute of Chartered Accountants in England and Wales.
HIERARCHY OF THE COMPANY
 ACTIVES OF THE COMPANY

Manufacturing

We are one of the oldest chain manufacturers who have been constantly innovating in
terms of manufacturing processes. We have a team of nearly 50+ engineers constantly
working to produce the best chains.

We are pioneers in the concept of “cellular manufacturing” in the Indian chain

industry. We have stand-alone divisions working to produce different varieties of
chains. We handle nearly 10, 000+ SKUs and have been consistently delivering
products with short lead times.

 Chains
 Sprockets

TIDC is one of the leading manufacturers of power transmission chains for industrial,
automotive and agricultural segment.

TIDC was established in 1960 and today is the undisputed market leader in power
transmission products. With its entry into fine blanking, TIDC is also moving up the
value chain, from component suppliers to system suppliers.

TIDC manufactures automotive kits comprising of motorcycle/moped drive chains,

front sprockets and rear wheel sprockets which are supplied to leading automotive
companies like Hero Honda, Bajaj, Honda Motorcycles and Scooters India, Yamaha
Motors, TVS Motors and Suzuki India. Etc...
These kits are also retailed under the Diamond brand. TIDC powers one out of every
two two-wheelers in India. TIDC keeps close contacts with the users of its products
and has a well established distribution and service network to provide solutions to
customers.

TIDC manufactures products for a range of applications. It manufactures industrial

power transmission chains to ANSI & British standards, engineering class chains,
agricultural chains, special sprockets and high performance chains, drive and cam
chains, timing chains and sprockets. The fine blanking division supplies transmission
and engine parts for automobiles as well as products for industrial applications in
power tools, electrical and textile machinery.

TIDC has plants in Chennai, Hyderabad and has set up a new manufacturing facility
in Uttarkhand. TIDC has 13 warehouses across India to ensure smooth supply of
material to customers. With a wide network of 160 dealers spread all over the country
for automotive and industrial applications, TIDC offers products off-the-shelf to
customers across India.

TIDC also has a strong global presence, with products being exported to over 30
countries and 35% of the total turnover coming from export sales. The company has
opened an office in USA to service .

In USA and Europe. Over 50% of the chains exported are for special applications to
global OEMs in various industries including Cement, Fertilisers, Material handling etc.
TIDC is also the market leader in India for industrial power transmission and
conveyor chains, and caters to OEMs and distributor markets. Benefits - customers get
through TIDC Diamond chains. Shortest possible time to market, as TIDC has in
house Design & Development.
 Developing and sustaining the pinnacle of outstanding manufacturing and
production capabilities We at TIDC India believe in excellence and innovation
while manufacturing our state-of-the-art products. We have a team of over 150+
engineers who showcase their talents and utilize their skills to produce over 3000
varieties of industrial and automotive chains. The company has established a name
of its own in

the market owing to its excellent manufacturing capabilities, consistent

performance, and delivering the highest quality.

Types of chains
  Standard Roller Chains.
 Attachment chain
 Spike attachment
 Welded attachment with Teflon washer
 Welded attachment
 Special attachment
 Redler attachment
 Hollow chain
 Accumulator chain
 Timing chain/ Cam chain
 Work standard special chain
 Conversion resistant chain
 Let chain
 Intended pin chain
Attachment Chainhains
Standard Roller Chains
Standard Roller Chains
There are various kinds and sizes of chains are manufactured here. Following are the
some of the chains produced in TIDC India Ltd:
OBSERVATION OF THE COMPANY
 TIDC India is one of the India’s leading manufacturers of power transmission chains for the
industrial, automotive and agricultural segments. The company was established in 1960 in
collaboration with Diamond Chain Co, USA, and today is the undisputed market leader in both
industrial and automotive chains. With its entry into fine blanking, TIDC is also moving up the
value chain, from component suppliers to system suppliers.

The company made a foray into fine blanking in line with its vision of becoming a prominent
global player in power transmission components, and is now a major supplier of Fine Blanking
components to the automotive industry. Currently, about 45 percent of the company’s turnover
is from exports and this is an indication of its growing global presence.

TIDC exports chains under the brand name ‘Rombo’. The chains have gained
recognition in Europe, the US, Japan, South America and Asian markets for high quality and
reliability. Over 50 percent of the chains exported are for special applications. In the domestic
market the ‘Diamond’ brand chains cater to a range of two wheelers and industrial OEMs.
 TIDC also services the after-market with kits and chains through a well-established
distribution network and warehouses

TIDC manufactures automotive kits comprising of motorcycle/moped drive chains, front

sprockets and rear wheel sprockets which are supplied to leading automotive companies like
Hero Honda, Bajaj, Honda Motorcycles and Scooters India, Yamaha Motors, TVS Motors and
Suzuki India, amongst others. These kits are also retailed under the Diamond brand. TIDC
powers one out of every two two-wheelers in India. TIDC keeps close contacts with the users of
its products and has a well-established distribution and service network to provide solutions to
customers.

TIDC offers customers complete drive solutions - from design, selection, supply of sprockets
and chains to after sales support. The company’s brands, Diamond (in India and SAARC
countries) and Rombo (rest of the world) are known for quality and reliability.

TIDC manufactures products for a range of applications. It manufactures industrial power

transmission chains to ANSI & British standards, engineering class chains, agricultural chains,
special sprockets and high performance chains, drive and cam chains, timing chains and
sprockets. The fine blanking division supplies transmission and engine parts for automobiles as
well as products for industrial applications in power tools, electrical and textile machinery.

TIDC has plants in Chennai, Hyderabad and has set up a new manufacturing facility in
Uttarkhand. TIDC has 13 warehouses across India to ensure smooth supply of material to
customers. With a wide network of 160 dealers spread all over the country for automotive and
industrial applications, TIDC offers products off-the-shelf to customers across India.

TIDC also has a strong global presence, with products being exported to over 30 countries
and 35% of the total turnover coming from export sales. The company has opened an office in
USA to service customers in this market. TIDC India’s international customers are also serviced
through warehouses in USA and Europe.

Over 50% of the chains exported are for special applications to global OEMs in various
industries including cement, fertilisers, material handling and construction equipment. TIDC is
also the market leader in India for industrial power transmission and conveyor chains, and caters
to OEMs and distributor markets.

TIDC India has won the Golden Peacock Award for quality and has obtained commendation
certificate for CII - Exam Business Excellence and received Best Vendor Awards from
automotive OEMs

Manufacturing

• Chains
• Sprockets

Types of chains

There are various kinds and sizes of chains are manufactured here. Following are the
some of the chains produced in TIDC India Ltd:

• Standard roller chain

Roller chain or bush roller chain is the type of chain drive most commonly
used for transmission of mechanical power on many kinds of domestic, industrial
and agricultural machinery, including conveyors, wire- and tube-drawing
machines, printing presses, cars, motorcycles, and bicycles.
 • Attachment chain

The roller chain attachment and other types of attachment chains are typically
used for applications where the main drive or primary chain is too long to suit the
job. The attachment chain can be used to connect two different-sized drives
together or even to connect one drive to another drive.

• Spike attachment

Spiked chains were a length of metal chain whose last few links on each end
were enlarged and enhanced with spikes. The length and size of these links were
usually proportional to the size of their wielder in order to ensure
optimal performance.
 • Welded attachment with Teflon washer

PTFE washers are commonly used in sealing applications, as their chemical

resistance and low friction properties make them ideal for use in gaskets and seals.
PTFE washers are also used in electrical applications, as their insulation properties
make them suitable for use as insulators in electrical equipment

• Welded attachment

Welded and drawn tubing offers improved concentricity, and tighter tolerances
compared to seamless tubing, and temper ranging from annealed to full hard. The
process begins with strip stock that is run through a series of rollers that form the
flat strip into a round tube.

• Special attachment
 an act of attaching or the state of being attached. a feeling that binds one to a
person, thing, cause, ideal, or the like; devotion; regard: a fond attachment to his
cousin; a profound attachment to the cause of peace.

• Redler attachment

The Redler conveyor or drag chain, is mainly characterized for its great capacity
for, preferably, horizontal transport over long distances of a high percentage of
bulk materials, that could be: cereals, seeds, flours and definitively any grain
product, allowing unloading throughout its length.

• Hollow chain
 Hollow gold chains are made with a thin gold shell and are less dense than solid
gold chains. Conversely, solid gold chains are heavier and more durable but tend
to cost more due to the higher amount of gold in the chain.

 Accumulator chain
 Accumulator chains are employed when goods must be conveyed, accumulated,
accelerated again and then separated in a simple and gentle manner.

 Rubber chain

Free radicals produced by heat, oxygen and light combine to form new
crosslinks, which reduces flexibility and leads to hardening. This is chain
hardening. Natural rubber (polyisoprene) and other isoprene polymers, on the
other hand, are susceptible to chain scission.

 Self-tube chain
 Chain conveyors are used for moving products down an assembly line and/or
around a manufacturing or warehousing facility. Chain conveyors are primarily
used to transport.
  O-ring chain

O-ring chains are self-lubricating and help seal the lubricant inside the links
of the chain to keep the pins moving freely. This helps avoid the metal-on-
metal friction that the non-O-ring chains are plagued by. The seals ensure that
dust and debris are kept away from the inner parts of the chain.

 Conveyor chain

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 A conveyor chain is chain that has been designed specifically for chain
conveyor systems. It consists of a series of journal bearings that are held
together by constraining link plates. Each bearing consists of a pin and a bush
on which the chain roller revolves.

 Timing chain/ Cam chain

 Work standard special chain
 Conversion resistant chain
 Let chain
 Intended pin chain
Chain components
 Inner plate
 Outer plate
 Roller
 Bush
 Pin
Departments in TIDC

ACC – Agricultural Chain Cell

LDD – Light Duty Division
ECC – Engineering Chain Cell
CCC – Cam Chain Cell
FB - Fine Blanking
HPCC – High Performance Chain Cell or Special Purpose Chain

Testing laboratories

 Metrology lab
 Metallurgy lab

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 TIDC India Certifications

 TS 16949:2002 for the automotive business (chains and fine blanking)

 ISO 9001:2000 for industrial chains
 ISO 14001
 API 7F certification for oilfield chains
 The 'Commendation Certificate for Strong Commitment to Excel' in 2004, from
the CII-Exam Bank Award Committee - a reflection of the strong passion and
commitment at all levels in the organization

TIDC India has received the 'Commendation Certificate for Strong Commitment
to Excel' in 2004. This commendation was from the CII-Exam Bank Award Committee and
is a reflection of the strong passion and commitment present at all levels in the organization.

Values and Beliefs:

 Adhere to ethical norms in all dealings with shareholders, employees, customers,

suppliers, financial institution and government.
 Provide value for money t customers through Quality products& services.
 Treat our people with respect and concern, provide opportunities to learn,
contribute and advance recognize and reward initiatives, innovations and creativity.

PRODUCT PROFILE

1) Automotive:
o Drive and Cam chains for Motorcycles
o Timing chains and
o sprockets.

2) Industrial:

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o Power Transmission chains-ANSI &British Standards
o Engineering class chains
o Agricultural Chains

3) Fine Blanking:

o Transmission
o Engine parts for 4 wheeler
o 2 wheelers.

Manufacturing Locations:

o Chennai - Industrial chains & Fine Blanking

o Hyderabad- Automotive Chains
Customers:

 Export (TIDC exports over 50 countries world-wide)

o Germany
o New Holland- Belgium & Poland
o Denmark
o Japan
o USA
o
 Domestic
o Hero Honda Motors Ltd
o Ingersoll Rand
o Yamaha Motors India Ltd
o Maruti Udyog Limited
o TVS Motor Co
o Grasim

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o Honda Motorcycle &Scooter India
o BHEL
o Bajaj Auto Ltd

Quality systems for a High performance chain

Beginning with the design phase, purchase and inspection of raw materials, vendor
management, work instructions and going on to cover all processes in manufacturing,
packing and inspection before delivery. We follow stringent procedures when it comes
to traceability of products and reviews of customer feedback. No wonder our chains
go on world class equipment’s such as harvester Combines, Balers, Skid steers, and
Marine travel lifts, Fork Lifts, Tele Boomers, Pavers, and Motor Graders. Industries
using cement, Power, Fertilizer, Food processing, packaging, steel machinery, mining,
printing, textile & sugar.

OBSERVATION IN DEPARTMENT

FINANCE DEPARTMENT
Finance department manages a firm’s long-term and day-to-day monetary
operations and strategy. Finance groups oversee incoming and outgoing payments,
budget creation, cash management (treasury), accounting, financial reporting and
many other tasks related to the finances of the company. Finance organization size
varies based upon total company-wide head count, company revenue, industry, and
overall business strategy. Head of the finance department in TIDC INDIA .

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MONTHLY INFORMATION SYSTEM (MIS):
The purpose of giving information to management is like:
 Sales budget vs actual
 Business trend
 Locking of fund
 Expense detail

COST:

Cost reduction for improving the business strength and globally.

FIXED ASSTES:
Capes and FA related all their new business of green field.

PAYABLES:
 Bills accounting
 Payment process
 BRS

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  Payroll salary
 TDS( both employee and supplier)
RECEIVABLES:

Receivables are based on the schedule for selling raw materials for customer. Every
customer has a payment schedule for dues based on their customer will pay the money.
The following activities for major:
 Maintaining of customer accounts
 Customer account reconciliation
 Outstanding review
 Cash flow collection plan

MARKETING DEPARTMENT
Marketing department is responsible for promoting the products, ideas and mission of the
enterprise, finding new customers, and reminding existing customers who are in business. It
organizes all the activities that are concerned with marketing and promotion. It may consists
of a single person or a group of people working in a hierarchal system who are responsible
for bringing the product of the business to the attention of its targeted customers. Since this
department is the key to the revenue and business activity, it requires people who have the
skills for dealing with people and understanding that they require. There is no hard and fast
rule to the organization of a marketing department, which depends entirely upon the needs
of the business, its size and the amount of money that it wants to spend on marketing.

FUNCTIONS / PROGRAMS OF MARKETING DEPARTMENT

Market connect

Elements with which diamond is tangibly connected with its market.

Some of the particulars are:
 Cartons: All cartons are related to works
 Catalogue: 100 pg, HCB

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  Flyers: Flyers are athlete print
 Call centre: It is based upon the agreement

Market Engagement

Measures are taken to remind the market about diamond.

Some of the particulars are:
 Gifts: Gifts are provided to customers who visits plant and stalls, dealers and
other promotional activities.
 Expos / Fairs: It is provided for displaying of chains, Background, light fixtures,
tables / cupboard, visual planks, dress code and SOP.
 D-club

Market communications

It is the announcing platform for diamond.

Some of the particulars are:
 Advertisements: It is made through magazines.
 Posters / posts-sales: Whatsapp posts on product, sales.
 LinkedIn
 Mailers-NDP
 Mailers-Applications
 Newsletters

Digital marketing

Digital marketing is the component of marketing that uses the internet and online based
digital technologies such as desktop computers, mobile phones and other digital media and
platforms to promote products and services. TIDC INDIA has started digital marketing last 2
years ago. They are active in facebook, youtube and linkedin.

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 Pricing strategies

Price for the product is fixed based upon the demand for the product in market,manpower
in the organization, cost of raw material, etc.

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SUMMARIZING THE PROJECT EXPERIENCE

50
The importance of a project summary:

Today, TIDC is the most preferred supplier of precision tubes, electric Resistance
Welded(ERW) and cold drawn welded (CDW), to major automotive companies in India and
abroad. TIDC is India's undisputed market leader in Chains for the automotive
industry. It also has significant market presence in power plants, boiler, textile machinery,
general engineering. It is the market leader in telescopic front fork inner tubes and cylinder
bore tubes for shock absorbed and gas spring applications, propeller shaft tubes for
automotive segment. Other specialty products include rear axle tubes, side impact beams, tie
rods, drag links, heavy thick steering shafts and hydraulic cylinder tubes.

A project summary is an original document that gives an overview of a project, its

objectives, and the results achieved. This allows the parties involved to track progress,
identify areas for improvement, and have points, of reference down the line. This type of
report informs key stakeholders about the stage of completion and actionable project
findings.

In this article, we will provide you with various example project summary report
templates for different scenarios so that you don’t have to create your own report from
scratch. On top of this, some good practices and writing tips will be shared to help you tailor
the key elements of each project summary to your own needs and your project management
game in the process.

A concise and comprehensive project overview is an effective project management.

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FINDING AND SUGGESTION DURING INTERNSHIP WORK

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  Most of workers belong to the Fine Blanking Department
 Majority of the employees belong to age group of 26-35 years when sorted out
according to their age
 Majority of the employees were Female.
 Majority of the employees had 0-5 years of experience.
 Majority of the employees were married in the organization.
 Majority of workers agreed that they are motivated by the work environment in
the organization.
 Majority of workers agreed that the working condition in the organization were
satisfying.
 Majority of workers strongly agreed that the Supervisor/Senior authority
constantly motivated them in the organization.
 Majority of workers agreed that the superior were supportive in clarifying the
doubts regarding the work
 Majority of workers agreed that the training given by the organization had helped
the employees to develop new skills.
 Majority of workers agreed that the training program were designed to update the
skills and knowledge of the employees.
 Majority of workers agreed that the training given by the management bridges the
gap between the employees ability and work requirement.
 Majority of workers agreed that the safety precautions given by the trainer
regarding work helped to reduce accidents.
 Majority of workers agreed that the organization has provided adequate
infrastructure facilities to the employees
 Majority of workers agreed that the canteen facilities provided at the organization
were satisfying.

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  Majority of workers agreed that the work which they engaged with were very
comfortable and satisfying.
 Majority of workers agreed that the organization treats the employees with good
respect.
 Majority of workers agreed that the organization had provided work according to
the employee’s capacity.
 Majority of workers agreed that the grievance aroused were duly addressed by the
organization.
 Majority of workers agreed that the relationship with other employees in
the organization were satisfying.
 Majority of workers said that the stress management or stress reduction program were very
helpful.
 Majority of workers said that the organization had provided all the guidance and
facilities to get the work done from the employees
 Majority of workers agreed that the training opportunities had helped in
improving the quality of work life.
 Majority of workers agreed that the safety were always been given priority by the
organization to the employee‟.
 From the ANOVA test there is no significant difference between experience and
training program in updating the skills and knowledge.
 From the chi-square test there is no significant difference between experience and
feedback on stress management or stress reduction program.
 From the weighted average method it is been identified that the workers are more
satisfied with the restroom facilities.

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SUGGESTIONS

1. The communication gap between the superior and subordinates needs to be bridged.
2. Continuous training has to be given to the employees in order to improve their efficiency.
3. Effective training program should be given to the employees to increase their quality of
work life and also to match the employee’s ability and work requirement.
4. The infrastructure and canteen facilities can be further improved.
5. The employees can be given work according to their ability.
6. More awareness and extra safety precaution can be given.
7. The grievance needs to be redressed effectively.
8. Proper appreciation in the way monetary and non- monetary at regular intervals to the
employee based on their performance will motivate them to improve more.
9. The stress management or the stress reduction program can be carried out in more
effective way.

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CONCLUSION

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 The quality of work life is a crucial aspect that significantly impacts the well-being,
satisfaction, and productivity of employees. It is essential for organizations to prioritize
their employees' quality of work life by creating a positive work environment that fosters
a healthy work-life balance, provides opportunities for personal and professional
growth, values employees' contributions, and ensures fair compensation and benefits.
Employers who fail to address their employees' quality of work life needs risk losing
their top talent to competitors who offer a better work environment. Therefore,
organizations must prioritize improving their employees' quality of work life to achieve
higher levels of productivity, lower absenteeism, and lower turnover rates, leading to
improved organizational performance and success.

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