INTRODUCTION

Insulator Market – GLOBAL

An electric insulator is defined as a material that does not conduct electricity due to lack of
free flow between its internal electric charges. In other words, in case of electric insulator
materials, electrons surrounding the nuclei of atoms do not move around or relocate from one
atom to another and hence, they do not conduct electricity. Products manufactured from
electric insulator materials for the purpose of providing electric isolation and mechanical
supports are called electric insulators. Some of the commonly known electric insulator
materials are wood, cotton, air, plastics, glass, and ceramics.

One of the most important functions of insulators is to provide protection from hazardous
effects of electricity. This makes them particularly useful in electricity transmission and
distribution (T&D) networks. Rise in investments in T&D networks is an important driver of
the global electric insulators market. Developed countries of North America and Europe are
in the process of upgrading their networks and building new networks to carry electricity
generated from renewable sources. On the other hand, developing countries such as India and
China are in the process of expanding their networks to ensure that electricity reaches every
corner of their area. These investments are expected to propel the global electric insulators
market during the forecast period.

Degradation of electric insulators due to weather- and pollution-related factors is a major

issue faced by the global electric insulators market as well as product manufacturers. Other
issues include corrosion and deposition of layers of salts, inert material, contaminants, and
industrial emissions on electric insulators. Adverse weather conditions result in dissolving of
these layers, leading to increased conductivity of insulators. This in turn raises the level of
leakage current.

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Insulator Market – INDIA

Size was valued over USD 300 million in 2017 and is set to expand over 7% by 2024.

Increasing investments toward the modernization of aging grid infrastructure along with
rapid urbanization will drive the India electric insulators market. Rising investments for the
expansion of electric networks along with investment targets supporting the complete value
chain of power transmission, generation, and distribution will further propel the industry
dynamics. For instance, the Department of Heavy Industries (DHI) developed a 10-year
mission plan in 2012 for the future developments of the domestic electrical equipment
industry.

Surging electricity demand for the steeply growing population along with investments to
promote rural electrification programs will boost the India electric insulators market.
Ongoing shift toward generation of electricity from cost-competitive renewable energy
sources will further complement the industry landscape. In 2015, the Government of India
introduced the Green Energy Corridor Project, offering an investment worth USD 1 billion
toward the development of a separate grid infrastructure for renewable energy transmissions.

Rising need to provide electricity to areas that lack grid infrastructure along with the need for
network expansion will stimulate the industry growth. Investments by regulators at national
& state levels to increase the availability of electricity will further fuel the business
landscape. The Government of India is focusing on attaining ‘Power for All’ to accelerate
capacity addition in the country.

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 COMPANY PROFILE

Introduction

The Management Journal

Our Vision

Our Vision: To be a premium global conglomerate with a clear focus on each business.

Our Mission

Our Mission: To deliver superior value to our customers, shareholders, employees and
society at large.

Our Values

Our Values: Integrity, Commitment, Passion, Seamlessness, Speed.

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 Our values are non-negotiable

“We must not lose sight of our basic values. We may grow one per cent less, but integrity
must underpin all of our actions and decisions. One must constantly ask oneself: ‘Is this
decision in the best interest of our Organization? Be it recruitment, be it purchase or
appointing distributers. For any decision in fact, this should be the yardstick against which
your action must be measured. That’s what is integrity – complete honestly, fairness and
transparency of transactions and action. Speed likewise is of essence. Speed, agility is a
competence we must hone across all our business. We strive to be a seamless Group that is
constantly leveraging the enormous knowledge that exists among us. We are all part of one
large entity.”

Mr. Sachin Ranka

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 AWARDS

MIL is proud recipients of:-

 14th International Award of Technology and Quality –Geneva 1993

Switzerland.

 State award for export excellence.

Govt. of Rajasthan (India) 1995-96

 Certificate of merit awards – CAPEXIL.

Ministry of commerce, Goverment of India.
1996-97, 1997-98, 1998-99.

 Top Export Award 2004-05, 2005-06, 2006-07, and 2007-08.

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 MODERN SERVICES

1. Modern Insulators.

2. Modern Woolen.

3. Modern Suiting’s.

4. Modern Threats.

5. Modern Terry Towels.

6. Modern Denim.

7. Modern Petrifies.

8. Modern Veritas Buildtech.

Modern Insulators’ Profile

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Modern Insulators limited is the leading porcelain insulator manufacturer in India. It is an

arm of the Modern group of Industries and was set up in 1985 in collaboration with Siemens,

Germany. Modern Insulators is also India’s largest manufacturer and exporter of porcelain

insulators and is closely associated with National and Regional Utilities, Indian Railways,

OEMs & EPC companies worldwide.

Modern is an ISO 9001 & ISO 14001 Certified Company and also India’s largest exporter of

porcelain insulators with exports exceeding USD 15 million to more than 50 countries.

True to our driving philosophy of being the best, we focus on continuous innovations and

improvements and this in turn leads to new products with improved performance, enhanced

levels of electrical and mechanical characteristics and better suited to meets the evolving

requirements and needs of the utilities and customers. Our plant has also undergone extensive

modernization to ensure our products meet the safety and life cycle requirements of utilities,

industries, and OEMs globally.

We were the first company to introduce porcelain Long rod insulators in India – a superior

alternative to disc insulators with an unbeatable pollution performance. MIL also introduced

an exclusive aluminous body for porcelain insulators- proven for its improved mechanical

and electrical strength.

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Modern Insulators’ manufacturing plant is situated in Abu Road, Rajasthan and has a

currently installed capacity of 26,000 metric tons per annum and exports account to about

30% of its annual turnover.

Modern has the most sophisticated manufacturing plant with machinery imported from

Germany along with the required testing and inspection facilities and an in-house R&D setup

recognized by the Government of India for development of new products & process

improvements.

Our efforts to constantly innovate and improve our products and services are recognized by

the Indian government year after year by way of export awards from the Ministry of

Commerce, Government of India for many consecutive years.

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 Insulators

An electrical insulator is a material in which the electron does not flow freely or the atom of
the insulator have tightly bound electrons whose internal electric charges do not flow freely;
very little electric current will flow through it under the influence of an electric field. The
insulator sector appears to be heading for strong growth in the near future, especially given
the likely increase in the Government’s spending on power infrastructure and proposed entry
of the private sector in the transmission and distribution business. Our strategy for ensuring
profitable growth will be to go on high value products, where competition from the
unorganized sector is relatively lower, explore new markets and leverage on existing
relationship with customers, both in the local as well as international markets. We will
concentrate on enhancement of margins through improvement in yield and operational
efficiencies. Development of new products, such as HVDC and high rating products as well
as Isolators will be also central to our growth.

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Process of Insulators

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 Products

Solid core Post Insulators

Solid core post Insulators are used in substations as support insulators. They are basically

used in

 Isolators (Disconnectors)

  Pantographs

  Bus bar support

  Wave trap support

  Capacitor bank supports.

  Transmission & distribution as Line post insulators (Horizontal & Vertical).

These insulators are designed to provide a rigid support accounting for the bending and

tensional loads. Modern’s Solid core insulators are not only designed to meet the essential

mechanical & electrical properties but also to effectively meet the loads arising out of short

circuit, seismic, wind, thermal, ice and any other dynamic loads.

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The insulators are made of high quality aluminous porcelain meeting the requirements of

C130 in accordance with the IEC: 60672. Apart from the visual and dimensional checks, the

solid core post insulator shells are subjected to ultrasonic tests prior to assembly. Precision

machines are used to cut and grind the end faces to achieve the required surface finish and

chamfer of the ends.

The metal flanges (hardware) are manufactured in-house eliminating the dependency on

external suppliers for consistency in quality and delivery. They are galvanized using Zinc of

99.95 % purity with a minimum average coating thickness not less than 85 microns (610

g/m2).

The sand portion of the solid core shells and the inner portion of the flanges are coated with a

uniform layer of bituminous paint to offset the effect of differential thermal expansion

between cement and metal parts. The insulators are assembled using high quality Portland

cement in specialized fixtures that ensure the stringent dimensional requirements are met.

They are subjected to curing under controlled conditions.

These insulators are then subjected to the requisite routine & acceptance tests prior to

dispatch. Further visual inspection & random dimension checks are also carried out prior to

packing the insulators in wooden crates / boxes / pallets.

Modern Insulators is the largest manufacturer of Solid Core Insulators in the country and has

installed over 10 million insulators in various projects across the world. in voltages ranging

from 33kV to 1200kV.

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Solid core insulators specification

Voltage Rating From 11kv up to 1200kv

Mechanical rating From 0.5kn to 60kn

Height From 25533 to 2300mm in single part and up

to 900033 in stack

Specific Creep age Distance From 12mm/kv to 40mm/kv

Applicable Standard IS,IEC,ANSI

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 HOLLOW
INSULATORS

Hollow porcelain insulators are basically used as weather shields that protect the internal
components from being exposed to the vagaries of the weather. They are used in

 Current transformers
 Voltage transformers
 Capacitive voltage transformers
 Circuit breakers – SF6 & Non-SF6
  Surge (Lightning) arresters.
  Power transformer bushings
  Wall through bushings
These insulators being of hollow construction are subjected to an internal hoop (pressure)
stress in addition to the mechanical bending stress. This necessitates expertise in the design,
manufacture & testing of these insulators.

The hollow porcelain insulators are manufactured using high strength Aluminous porcelain
and subjected to strict process and dimensional controls. The drying and firing process are
suited to ensure proper and complete verification of the shells. The shells are then cut &
ground to the specific requirements. The chamfer of the internal and external diameter plays a
critical role in the mechanical performance of the hollow porcelain insulators and hence

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particular care is taken to ensure proper chamfering of the ends. The surface finish is another
such critical factor that prevents gas / oil leakage and hence is critically controlled.

All the shells are subjected to ultrasonic test prior to assembly. The insulators are then
assembled with the metal parts as required using Portland cement with the aid of precision
assembly fixtures. The cement is cured under conditions of temperature and humidity.

They are then subjected to routine and conformance tests in line with customer requirements,
IS or IEC standards as required.

HOLLOW INSULATORS SPECIFICATOIN

VOLTAGE From 33kv up to 800kv

MECHANICAL RATING From 02kn to 50kn
HEIGHT Up to 2800mm in single part and up to

4500mm with epoxy joints

ID Min 65mm to max 450mm
OD Min 125mm to max 600mm
SPECIFIC CREEPAGE DISTANCE From 12mm/kv to 35mm/kv
APPLICABLE STANDARDS IS,ICE

LONG ROD INSULATORS

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Long rod insulators are used in high voltage transmission lines and have been the popular
choice across Europe since 1960. Studies reveal that porcelain long rod insulators have
superior electrical and mechanical properties, power arc and interference voltage behavior
compared to the traditional cap & pin type disc insulators.

Porcelain long rod insulators are of solid core type “A” construction and are absolutely
puncture proof. These insulators are designed to provide a flexible support at the same time
ensuring that the tensile load requirements in service are met. The long rod insulators are
subjected to static and dynamic loads including wind load, ice load, conductor galloping,
short circuit forces etc. and are designed to withstand such loads constantly and continuously
for decades.

The insulators are made of high quality aluminous porcelain meeting the requirements of
C130 in accordance with the IEC: 60672. Apart from the visual and dimensional checks, the
long rod insulator shells are subjected to ultrasonic tests prior to assembly. Precision
machines are used to cut and grind the end faces to achieve the required surface finish and
chamfer of the ends.

The metal caps of Spherical Graphite Iron are manufactured in-house eliminating the
dependency on external suppliers and thereby ensure further consistency in quality and
delivery. They are galvanized using Zinc of 99.95 % purity with a minimum average coating
thickness not less than 85 microns (610 g/m2).

The inner portion of the caps is coated with a uniform layer of bituminous paint to offset the
effect of differential thermal expansion between cement and metal parts. The insulators are
assembled using high quality Portland cement in specialized carousels that ensure the

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stringent dimensional requirements are met. They are subjected to curing under controlled
conditions.

These insulators are then subjected to the requisite routine & acceptance tests prior to
dispatch. Further visual inspection & random dimension checks are also carried out prior to
packing the insulators in wooden crates / boxes / pallets.

Modern Insulators is the only manufacturer of porcelain long rod insulators in India and has
supplied over a million insulators to various projects all over the world in voltages ranging
from 33kV to 1200kV.

LONG ROD SPECIFICATIONS

VOLTAGE RATING From 33kv up to 1200kv

MECHANICAL RATING From 45kn to 420kn
LENGTHS Up to 1700mm in single part and up to
7500mm as strings
SPECIFIC CREEPAGE DISTANCE From 12mm/kv to 35mm/kv
APPLICABLE STANDARDS IS,IEC

RAILWAY INSULATORS

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Insulators for railway traction applications are a category apart from the regular insulators as
they demand extremely stringent performance and safety requirements. Modern insulators
have set the standards in the design, manufacture, testing and supply of insulators for railway
traction application. We manufacture various categories of 25kV railway insulators
addressing every need for the electrification of railway lines.
Following types of insulators are being manufactured by Modern insulators for railway
applications:

  Stay arm insulators

  Bracket insulators
  9 Tone insulators
  Sectioning insulators
  Post insulators and
  Operating rod insulators
The insulators are manufactured to not only meet but exceed the demands laid out by the
RDSO, the governing body for electric traction insulator applications. The insulators
manufactured are subjected to routine and acceptance tests in line with the RDSO standards.

The sample size is greatly increased to prove the consistency in product performance.
These insulators apart from being subjected to regular tests are also subjected to tests like

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   Flexural strength of test specimen.
  X-Ray Diffraction (XRD) analysis
  Scanning Electron Microscope (SEM) investigation
  Energy Dispersive X-Ray (EDX) Analysis
  Check on Modulus of Elasticity
  Power arc tests
These tests and the stringent control of manufacturing process and strict adherence to quality
control has made Modern railway insulators stand apart from the competition. Modern
continues to hold a reputation of being the single largest supplier of insulators for railway
application in India. Modern Insulators supplies about 70% of the Indian Railway’s needs.

RAILWAY INSULATOR SPECIFICATIONS

RATING Up to 25kv
CREEPAGE DISTANCE 25mm/kv
APPLICABLE STANDARDS IS,IEC,ANSI

Competitors of Modern Insulators Limited.

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1. American Insulators Corporation.

2. Austin Insulators Incorporation, Australia

3. Bharat Heavy Electricals Limited. Bangalore, India

4. Hunan Liling Yugo Porcelain Insulator Co. Limited. China

5. IEC Insulators, Mount Abu, Rajasthan

6. Aditya Birla Insulator Limited.

Organization structure & Job Description

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Organization Structure

Organizational structure refers to the way that an organization arranges people and jobs so
that its work can be performed and its goals can be met. When a work group is very small and
face-to-face communication is frequent, formal structure may be unnecessary, but in a larger
organization decisions have to be made about the delegation of various tasks. Thus,
procedures are established that assign responsibilities for various functions. It is these
decisions that determine the organizational structure. In an organization of any size or
complexity, employees' responsibilities typically are defined by what they do, who they
report to, and for managers, who reports to them. Over time these definitions are assigned to
positions in the organization rather than to specific individuals. The relationships among
these positions are illustrated graphically in an organizational chart. The best organizational
structure for any organization depends on many factors including the work it does; its size in
terms of employees, revenue, and the geographic dispersion of its facilities; and the range of
its businesses (the degree to which it is diversified across markets). There are multiple
structural variations that organizations can take on, but there are a few basic principles that
apply and a small number of common patterns. The following sections explain these patterns
and provide the historical context from which some of them arose. The first section addresses
organizational structure in the twentieth century. The second section provides additional
details of traditional, vertically-arranged organizational structures. This is followed by
descriptions of several alternate organizational structures including those arranged by
product, function, and geographical or product markets. Next is a discussion of combination
structures, or matrix organizations. The discussion concludes by addressing emerging and
potential future organizational structures.

How to make an effective organization?

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Drawing a line between strategy and execution almost guarantees failure

Strategic Goals Roger L. Martin

Identified Resources Gap

Internal Development or External

Sourcing

Relevance of the Firm’s Existing

Resources to

Purchase Contract or Inter Firm

Combination

Alliance or Acquisition

Desired closeness with resources

provider

Organization chart of Modern Insulator Ltd.

CEO
22
President

Chief Manufacturing Officer

Relation between Organization Structure & Job Description
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Organization structure shows us that where the every person is divided under which person.

In the sense of under which departmental or function head

There is a major connection between organization structure & Job Description. Job

Description writing derived from organization chart. Such as

1. Job Title

2. Designation

3. Function

4. Department

5. Reporting to whom

6. Superior’s superior

Answer of this type of questions, we can get from organization structure. So there is a major

connection between Organization Structure & Job Description. With the help of organization

structure we can know about how many workers are working under each department. Under

the all section heads, how many sub section heads, Engineers & Supervisors are working?

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Definitions from different books

“Job description gives details of the various activities which a job holder is expected to

perform. However the way he occupies a role, and what he may do, depends not only on an

objective description of the job but also on the expectations from the job holder by several

important persons in the organization. The constellation of these expectations is called the

role.”

Role is the position a person holds as defined by the expectations of significant persons (Who

are called role senders) in relation to that position. When a role is conceived in terms of

expectations by significant persons, it is obvious that the definition of the role will be in

terms of such expectations. Job description included details of the specifications of a job in

term of the actual day to day activities and responsibilities of a job holder.

Book: Designing & Managing Human resource System 3 rd. Edition Udai Pareek & T.V.Rao.

A list of a job’s duties, responsibilities, reporting relationships, working conditions, and

supervisory responsibilities-one product of a job analysis.

What is a Job description?

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Sahl, (1994. p.3) states 'well written job descriptions define the work of the organization and

its reasons for existence as an employer of human resources. More, they define and help

quantify the relative importance of work, what each position contributes to a process and the

organization as a whole.' This definition illustrates an important point regarding job

descriptions, used in today's work environment, by emphasizing that they describe not only

what the job is about but how the job contributes to the work of the organization. A job

description must be accurate but not a minutely detailed list of an employee’s tasks and duties

(DeLon, 1994). As Behn (1997, p. 60) states: 'it is impossible to list, in anything smaller than

an encyclopedia, the multitude of tasks that combine to produce the results desired from a

particular job.' Job descriptions are meant to be a guide only 'staff must not interpret them

rigidly or job descriptions become a barrier to success' (Degner, 1995, p. 17). Grant (1989)

describes them as a 'map' that show direction. Job descriptions are not a description of how a

job is to be done (Grant, 1989), a contract (DeLon, 1994) or set of rules, regulations or proper

practices (Grant, 1989). They describe the nature of the work to be done by stating the

purpose and main responsibilities. They may also include information on the type of person

who is best suited to perform the job. Grant (1988) describes job descriptions as a valuable

resource. They have the potential to be a useful organizational tool; however, to realize their

potential they must be properly prepared. Grant (1988, p. 53) believes many job descriptions

do not reach their potential because they 'are too simplistic, they lack detail, they are out of

date, they neglect many key structural elements of the job and they are unclearly written'.

There are two main types of job descriptions, the generic or general and the specific or

individual. Generic job descriptions are written in broadly stated general terms without

identifying specific responsibilities, requirements, purpose and relationships. Some

organizations use generic job descriptions for the same level within an organization. For

particular positions an additional duty statement may be developed. Specific job descriptions

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provide information on all essential responsibilities assigned to the person performing the

job, they are usually quite detailed and comprehensive. (How to write job descriptions the

easy way, 1993)

From www.alia.org (Australian Library and information Association).

What Job Descriptions used for?

Job descriptions have the potential to be used for a number of human resource functions. The

main purposes reported in the literature include the following Again the emphasis is on well

written job descriptions.

1. Induction and orientation. Job descriptions provide a good introduction and overview of

the job which enables the employee to understand what the organization expects of them.

2. Understanding the employee's role in the organization. Job descriptions allow the

employee to see where they fit into the big picture of the organization, and how their job

contributes to the organization. They may also reflect organizational goals and objectives.

3. Identifying training requirements. Job descriptions may identify initial training

requirements for a new employee. If they are included in a performance management system

they may be used as an aid in identifying training to improve performance or additional

training needed as a result of changing responsibilities.

4. Performance management. Job descriptions are the foundation of an effective performance

management system (Meng, 1992) and are used in conducting performance reviews or job

evaluations. They may also be used to develop performance measures (Russell, 1996).

27
However, it is important to note that job descriptions are only one component of an effective

performance management system. Such a system includes other processes and

documentation. For example, an organization may have induction policies and program,

identified roles and responsibilities of various levels of staff, a rewards and recognition

program and performance appraisal system.

5. Career development. A study of job descriptions can help employees determine what

qualifications, experience and skills are needed to apply for different positions within the

organization. This information can then be used in career planning or development.

What is Included in a Job Description?

The content of the job description varies widely from organization to organization and the

purpose of the job description will influence what is included. The following list outlines the

most commonly referred to components of a job description (apart from the job title,

identifying code, grade/level, department, name of company, physical location, job status,

date and name of incumbent) described in the literature reviewed,

1. Job function or purpose which explains the general purpose of the job and why it exists. It

also provides the reader with a concise overview of the job.

2. Duties or tasks includes a precise specific list of what the employee does and is expected to

do.

3. Responsibilities are a summary of the main responsibilities required of the position.

4. Accountabilities outline the major results expected from the job with supporting actions.

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5. Organizational relationships outline how the job fits into the organization and the structure

of the organization.

6. Personal contacts refer to the people the employee will interact with while performing the

job. In the context of internal contacts & external contacts.

7. Reporting relationships include whom the employee reports to and what supervision the

employee exercises. By this way we may know about the superior & superior’s superior.

8. Authority identifies what decisions the employee can make and resources they can commit

Difference between Traditional Job description & modern Job description.

Traditional job descriptions Job descriptions today

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 Focus on what a person is required to do- that Focus on major responsibility areas, results

is, a list of duties. and outputs the person is expected to achieve.

Looks at the job from an inside-out approach. Looks at the job from an outside-in approach

Written by the human resource department Written by affected employee and manager in

consultation with the human resource

department

Statement included - 'and any other duties The job description is seen as a profile that

assigned by the supervisor' describes major responsibilities rather than

covering everything an employee does

Access to job descriptions by affected Job descriptions for all positions are available

employee and management. for any staff member to see and are used as a

career development tool..

Individualistic in nature - appear to focus on Job descriptions reflect the interdependence

the job alone of the job within an organization

Writing a Job Description (J.D.) – a brief presentation: This document briefly:

1. Summaries the purposes of each section in JD template

2. Provides tips on the way to fill in the same.

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3. provides a quick checklist of do’s and don’ts to be considered while filling in the section.

Going through this presentation you will find that:

→ The JD document follows a structured flow.

→ each section logically succeeding the previous ones and builds upon them for

providing better role clarity.

→ Following this structure, JD writing becomes a very logical activity. This helps

create a document which captures all the essential elements of the job and brings role clarity.

Writing a Job Description Job Purpose

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 A Job purpose is a short and accurate statement of why the job exists in the organization. It is

generally in the form of a single short sentence summing up all the critical tasks and activities

under the scope of the job.

What must Job Purpose statement include?

A Job Purpose should include answers to the following three questions:

+
What does the Jobholder What does the job impact? Why is the Job done?
do?

Should clarify, the activities

Should clarify the unique Should clarify, what would not
the job accomplishes to
contribution of the organization get done if the job does. If the
fulfill the organization total
job does not exist.
purpose

Do’s & don’ts of the Job Purpose

The Do’s:

✔ State only the critical tasks

✔ State the unique contribution to the organization

✔ Think what will not get done if the job did not exist.

The Don’ts:

× Don’t give too many details in a job purpose. Leave them for the

accountability section

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 × Don’t copy someone else’s Job Purpose! Every job is unique and hence

every Job purpose should be different.

Job Dimensions:

Job Dimensions list the significant quantities on which the job has some direct and indirect

impact. It provides numerical data, which gives a feeling of the scope and scale of the

33
responsibility or authority the job entails. Job dimensions gives information about the

following quantitative data. This information has to be specific and explained adequately for

proper understanding.

Job dimension

Finance includes:

 Sales turnover
 Annual budgets
 Annual turnover
 Project costs.
 Total deposits.
 Loans etc.

Staff includes:

 Number of staff.
Expenditure includes
 Direct & indirect reports.
 Operating budget
 Capital.
 Payroll etc.

Do’s & don’ts of the Job dimension

The dos:

✔ please identify the specific numbers the job impacts in terms of costs, expenditure
or revenue

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. ✔ please state the numbers in an area where the job has a direct control/ impact.

✔ Use the target figures for the current year.

The don’ts:

× Don’t use adjective like large, complex, difficult to describe the dimensions.

× Don’t mention any targets for the future.

Job context

It should give details of the company while stressing on the following points:

 The background
 The products
 The market value
 The competitor
 The technology used
 The service offered

It should also include details of where the job fits in the overall workflow of the
organization and the main thrusts of the position

Major Challenges.

The objective of this section is to describe the complexity and the challenges the job

faces as a part of the organization. This section of the job Description template deals with 2

aspects:

35
 It should describe & give examples of the following:

1. The major challenges or most difficult types of problems the position holder faces in

performing the job.

2. The external as well as internal challenges faced by the job.

Dos & don’ts of job context & Major challenges

The dos:

✔ Mention how the job fits in the overall workflow of the organization.

✔ Mention the main thrusts of the job/major challenges it faces.

✔ Give examples of the difficult/ typical problems the position holder faces in

performing the job.

The Don’ts :

× Don’t mention historical perspective of the job.

× Don’t use adjectives large, difficult, complex which cannot be supported by

examples.

× Do not mention challenges that have already been overcome or solved .

× Ability of a person to do or not to do a job does not amount to a challenge.

Principal Accountabilities

The principal accountability section describes the main areas in which the job must get results

in order to achieve its purpose. It also describes the necessary supporting actions taken by the

36
position holder to meet each accountability, typically every job will have around 6-8

accountabilities and each accountability will have more than one supporting action.

Characteristics:

Accountabilities supporting actions

1) Identity all key outputs specific to the 1. Activities that help to understand how the
job accountability is achieved
2) Focus on results.
3) Timeless 2. Specifies duties, methods or processes
which the job holder does to achieve the
4) Suggestive of measurement.
5) Distinct

Writing Accountabilities:

Each accountability should be an ongoing, “permanent” expectation or a significant

“deliverable” of the job. There are two parts to every principal accountability namely.

37
1. The accountability itself

2. The supporting actions

Relate to whom? What is to be done? How is it done?

Each supporting action must Specific activities, duties, Identify and define how the
relate a principal methods and process which principal accountabilities are
Accountability. the job holder does. achieved.

Dos & don’ts of Principal accountabilities

The do’s:

✔ please relate all the principal accountabilities to the job purpose.

✔ Accountabilities are similar areas of achievement of the Job purpose.

✔ every accountability seeks to get an end result which achieves the Job purpose.

The don’ts:

× Don’t write measurable numbers in accountabilities.

× There can be no more than 6-8 accountabilities in one job

Job purpose of direct report

Each job is “responsible to” and “responsible to” some other jobs. Direct reports are positions

that help in achieving the accountabilities of the positions they report to.

What must the Direct Reports include?

38
1. The jobs reporting directly to the job/position.

2. Job purposes of the Direct Reports.

3. Methods and processes used to manage and control subordinate activities.

Dos & don’ts of direct reports

The dos:

✔ Mention the actual purpose written in the job description of the direct reports.

✔ Write the complete job purposes.

✔ If there are no direct reports, leave the section blank.

The don’ts

: × don’t mention the purpose in brief.

Writing relationships

Every job has to deal with others in the company or outside the company. This section should

list out all the relationships that job holder have to maintain and support. However, care

should be taken to list only those relationships which are critical and important to the

39
functioning of the job and clear direct influence on the job. There could be two types of

relationships maintained by the job holder.

Organizational Relationship

The purpose of this section is to gain a clear picture of the organizational structure within

which the position holder works. If the position has direct subordinates, indicate the major

40
 areas of responsibilities and the number of employees who report to these direct subordinates.

Make sure to use titles only. The organization structure should indicate the positions of the

subordinates reporting to the job holder. The peers of the job holder should also be shown in

the organization structure.

Purpose of organizational relationships

The organizational relationships answer the following questions:

Whom does this job
report to?
Should indicate the
number of immediate
Superiors
Who are the peers? Who are the
subordinates? Should
Should indicate the
indicate the number of
number of contemporary
subordinates and their
job positions
responsibilities.

Endorsement/ sign off

41
This is the last section of the job description template. The purpose of this section is to

validate the information filled in the template. This is done by a person superior in position to

the one who has filled the Job description.

Purpose of endorsement / sign off:

Now, you have been trained to write job description, either your own or that of your

subordinate. However, if you have written your own job description it’s your superior who

will finally endorse whether the job description written reflects the job as is being done. Your

superior is responsible for validating the information given in the Job description of all his

subordinates. This section endorses the job description and states that there is a proper

understanding and agreement between the superior and the subordinate. Hence they both sign

to show their consent.

42
Details of the study

(A) Objective:

For getting the right information about roles, responsibilities & accountabilities of an

individual Job Description.

(B) Formulation of Problem:

Problem is that number of accountabilities are included & excluded so now Organization

wants to know clearly who has which responsibility.

(c) Sample Design:

Here various department in this organization so, I have select mainly five departments for

taking survey. From every department I have taken 20 samples from each department

(D) Target Population:

My target population is 100 employees.

(E) Rationale of the Job descript

Job descriptions are written statements that describe the:

1. Duties

2. Responsibilities

3. Most important contributions and outcomes needed from a position

4. Required qualifications of candidates, and

43
5. Reporting relationship and coworkers of a particular job.

Job descriptions are based on objective information obtained through job analysis, an

understanding of the competencies and skills required to accomplish needed tasks, and the

needs of the organization to produce work.

Job descriptions clearly identify and spell out the responsibilities of a specific job. Job
descriptions also include information about working conditions, tools, equipment used,
knowledge and skills needed, and relationships with other positions.

Methods / Methodology adopted by the Study

44
Here I have used survey method In this project because survey is very easy method to collect
the data than any other method.

In survey method there is a two method

1. Questionnaire

2. Interview

Here, I have used Questionnaire method for getting information.

Analysis of these Questionnaire through Graphs, Charts & Findings for

open ended questions.

45
I have taken 100 samples for this survey all respondents are maximum management cadre.

First of all I have taken total of 100 samples for this JOB DESCRIPTION Writing. These 100
samples are divided in five departments. So, from each department 20 samples are taken &
here all five different sections’ Job Description is given separately.

Five different sections are given as under:

1. Production

2. Engineering

3. ISO, WCM & Planning

4. Technical

5. Polymer

Charts & Graphs of Manufacturing Department

How many section heads in each departments?

46
Production Engineering ISO/ WCM Technical Polymer
7 4 2 5 1

Interpretation:

1) 37% are in the production department.

2) 21% are in the Engineering.

3) 1% are in the ISO WCM department.

4) 26% are in the Technical department.

5) 5% are in the Polymer department.

How many workers are working in each department?

Depart. Worker Percentage

Dryer 08 1
Slip house 201 33
Shaping 199 33

47
 Kiln 19 3
Loading 66 11
Glazing 114 19

Interpretation:

1. 33% workers in the Slip house section.

2. 1% workers in the Dryer section.

3. 3% workers in the Kiln section.

4. 33% workers in the Shaping section.

5. 11% workers in the Loading section.

6. 19% workers in the Glazing section

Department Worker Percentage

C&G 162 57
Ware house 5 2
Mechanical 90 32
Electrical 26 9
Civil 1 0
Project 0 0

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Interpretation:

1. 57% workers in the C&G section.

2. 2% workers in the Warehouse.

3. 32% workers in the Mechanical.

4. 9% workers in the Electrical section.

5. Only 1 worker in civil section & no worker in Project section.

Department Workers Percentage

Process Control 1 0
Laboratory 33 25
Design 0 0
New Project 0 0
Quality Control 98 75

Interpretation:

1. 25% workers in the Laboratory section.

49
2. 75% workers in the Quality Control section.

3. Only 1 worker in Process Control, no one in Design & New Project

What are their major job dimensions in the context of function wise
manpower, working under their guidance?

Management Staff Company Worker Contract Worker

Nil 5 50 105
Percentage 3 31 66

Interpretation:
1. 66 % are contract workers.
2. 31% are Company workers.
3. 3% are staff members.

50
Which are your major Job challenges? (Rate according to the importance, 1=Least Important
& 5= Most important).

Job/Importance 3 4 5
To achieve zero 29 21 50
accident
Percentage 30 20 50

Interpretation:
1. 50% people tick marks in the 5th box.
2. 30% people tick marks in the 3rd box.
3. 20% people tick marks in the 4th box.

Job/Importance 3 4 5
To achieve zero accident 15 33 53

Percentage 15 33 52

Interpretation:

1. 52% people are tick marks in 5th box.

2. 33% people are tick marks in 4th box.

3. 15% people are tick marks in 3rd box.

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Job/Importance 3 4 5
Elimination of potential 12 28 60
hazard risk
Percentage 10 30 60

Interpretation:

1. 60% people are tick marks in 5th box.

2. 30% people are tick marks in 4th box.

3. 10% people are tick marks in 3rd box.

Job/Importance 3 4 5
Develop mindset of 8 28 60
Employees to safety
Percentage 10 30 60

Interpretation:

1. 75% people are tick marks in 5th box.

2. 27% people are tick marks in 4th box.

3. 8% people are tick marks in 3rd box.

Job/Importance 3 4 5

52
Develop mindset of 17 52 31
Employees to safety
Percentage 5 35 60

Interpretation:

1. 31% people are tick marks in 5th box.

2. 52% people are tick marks in 4th box.

3. 17% people are tick marks in 3rd box.

Do you supervise all Percentage Section

employees?
Daily 27 35
Weekly 38 40
Monthly 35 25

Interpretation:

1. 27% section heads. Sub section heads are supervising daily employees.

2. 38% section heads. Sub section heads are supervising weekly employees.

3. 35% section heads. Sub section heads are supervising monthly employees.

HOW MANY EMPLOYEES ARE REALATED TO YOUR Percentage

JOB ?
Regular 18
Often 33
Periodic 44

53
Need Base 5

Interpretation:

1. 18 employees have Regular Internal contacts.

2. 33 employees have Often Internal Contacts.

3. 44 employees have Periodic Internal Contacts.

4. 5 employees have Need Base Internal Contacts.

External Contact Contacts

Government 13
Non Government 0
Corporate office 24
Suppliers 25

Interpretation:

1. 13 employees have Government contacts.

2. No employees have Non government Contacts.

3. 24 employees have Corporate Contacts.

4. 38 employees have Contractors’ Contacts.

54
Are you authorizing for machines, equipments, tools?

Purchase 15
Maintenance 40
Repair 13
Other 28

Interpretation:

1. 15 employees have authority for Purchase

2. 40 employees have authority for Maintenance.

3. 13 employees have authority for Repair.

4. 28 employees have authority for other.

Are you responsible of supplies or stock? What is your responsibility? In

the context of following

Inventory 37 37%
Packing 25 25%
Dispatch 38 38%

55
Interpretation:

1. 37 employees have responsibility of Inventory.

2. 25 employees have responsibility of Packing.

3. 38 employees have responsibility of Dispatch

Major Accountabilities YES NO

Environmental System 14 25

To Introduce Modern Method 20 20

Performance Management 10 11

Total 44 56

Interpretation:

1. 44% People are taking supporting actions with their major accountabilities.

2. 56% People are not taking supporting actions with their Major accountabilities

56
Major Accountabilities YES NO

Security & Administration 0 15

Database management 15 5

To ensure Statutory Compliance 60 10

Total 75 25

Interpretation:

1. 75% People are taking supporting actions with their major accountabilities.

2. 25% People are not taking supporting actions with their Major accountabilities

Major Accountabilities YES NO

Plant & implement 25 12

Quality Control of raw Material 23 30

Implementation 5 5

Total 53 47

57
Interpretation:

1. 66% People are taking supporting actions with their major accountabilities.

2. 34% People are not taking supporting actions with their Major accountabilities

Major Accountabilities YES NO

Ensure proper skill development 17 5

Minimum Production loss 23 17

To review weekly wip 11 12

Quality yield & Performance 15 0

Total 66 34

Interpretation:

1. 66% People are taking supporting actions with their major accountabilities.

2. 34% People are not taking supporting actions with their Major accountabilities.

58
 Analysis, Findings & Conclusions

Findings

ENGINEERING SECTION

Q-1 What is your main task of Job?

1. Manage the electrical department by planning organizing and controlling the department’s

resources in various electrical functions.

2. To provide effective, efficient and economic services ensuring safety and security to the

company’s existing facilities or new projects.

3. New installations/renovations related to plant, offices and colonies ensuring minimum

down time.

Q-2 Describe the most complex/difficult part of your job?

1. Exercise tight control over the department to achieve cost effectiveness & reduce

maintenance cost. 2. Managing subordinates & contractors.

3. Acquiring lead in providing good & quality service to internal customer by maintenance all

equipment’s in service and availability of production.

4. Development, machinery conversion / modification & and adopt new technology to

upgrade existing equipment’s.

59
Q-3 What is the Job purpose of direct report?

1. To carryout shift breakdowns & routine maintenance in three shifts.

2. To carryout preventive maintenance as per schedule.

3. Indenting spares as per requirements.

4. Approving incoming spares.

5. Documentation of ISO 9001 & 14001.

6. Maintaining log book & history on regular basis.

Q-4 Describe the major end result the job is expected to achieve.

1. 100% up time of machines

2. Zero accident

3. Timely renovation & updating.

60
 ISO- WCM Planning

Q-1 What is your main task of Job?

1. To schedule, co-ordinate and monitor the production and dispatch of insulators.

2. In accordance with dispatch plan prepared by marketing to ensure timely delivery to

customers.

3. ISO-WCM 18001, ISO, WCM & occupational Health & safety ISO 9001, 14001

Q-2 Describe the most complex/difficult part of your job?

1. Changing habits of employees

2. Reduce number of Customer complaints

3. PSR rejection less than 3%

Q-3 what is the Job purpose of direct report?

To plan effectively & to train plant people on WCM

Q-4 Describe the major end result the job is expected to achieve.

1. 100% compliance to ISO system procedures & WCM implementation in plant.

2. Implementation of all quality control systems.

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 Polymer department

Q-1 What is your main task of Job?

1. Overall responsible for managing and monitoring all the functions of Polymer production

& Projects for achievement of production.

2. Performance and project targets with minimum downtime and at budgeted cost.

3. To enable the unit to achieve cost effective production and to meet the market

requirements.

4. To Manage, Execute & Monitor Polymer insulator functions for achievement of

Production and process targets.

Q-2 Describe the most complex/difficult part of your job?

1. To achieve cost effective and quality production to enable the unit to deliver unique

product globally.

2. To manufacture new products in polymer insulators and further enhance the range of

composite insulators.

3. To train the workmen and the employees with the new technology and to make them

technically efficient with the work.

4. To manufacture new products in polymer insulators and further enhance the range of

composite insulators.

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Q-3 What is the Job purpose of direct report?

1. To improve work

Q-4 Describe the major end result the job is expected to achieve.

1. To satisfy the customer’s requirements.

Production Section

Q-1 what is your main task of Job?

1. To minimize the defects ensure the strengths of products, to get a better firing output.

2. Minimize the cost & maximum production, to maintain continuous process.

3. To minimize the kiln defects & smooth operation of all shuttle kiln

4. Value focusing in pre kiln stage

5. Ensure day to day production

6. Productivity, skill development

7. Improvement & quality of product & process.

8. People development

63
Q-2 Describe the most complex/difficult part of your job?

1. Target achievement

2. Man power, contract workmen skill development

3. Man management, safety awareness

4. To abreast with the latest trends to meet the requirements in view of the changes role of a

Secretary in the present business environment.

5. Capacity Under utilization

6. Large product deviations and less realization

7. Market competition

8. High degree of reliability

9. Timely completion of major projects.

10. Control of major cost elements like rejection, fuel & electricity, repair & maintenance

Q-3 What is the Job purpose of direct report?

1. Ensure production on per shift basis

2. Avoid accident

3. Training to the workmen

4. Ensure quality of each product

5. Maintain all the SOPs.

6. Ensuring guidance decisions

64
Q-4 Describe the major end result the job is expected to achieve

1. To successfully stabilize the disc line

2. 0% kiln defects/rejection by 100% affords

3. To meet production plan 4. Minimize the defects & maximizing output with cost reduction

initiatives

Technical Section

Q-1 What is your main task of Job?

1. To plan & ensure implementation of all quality control systems.

2. Measuring through compliance to QMS in the plant.

3. To supervise & control inspection of incoming glaze raw materials.

4. To manage routine acceptance & type test with respect to productivity

5. To manage Q.C. function efficiently addressing total requirements of customers to their

satisfaction through verifying controlling, all functions of department.

65
Q-2 Describe the most complex/difficult part of your job? 1. Reduce no. of customer

complaints

2. Reduce testing rejection on continuous basis.

3. To meet the testing targets.

4. Ensuring defect free insulators to customers.

5. Assuring the product (Mechanically & Electrically) meet the customer requirement

6. To support Design and R&D for new products.

7. Development of subordinates for doing Quality work

8. Supply consistent quality Glaze, Glue and Grit body to manufacture fired Insulators as per

International Standard is a major challenge. 9. Continuous monitoring, Inspection &

controlling.

Q-3 What is the job purpose of direct report?

1. Responsible for Audit and control of Shaping and Cementing area.

2. Daily review and plan for testing the material as per dispatch plan.

3. Inspection . Testing of incoming metal part on sample basis(as required).

4. Customer inspection . Material strength check periodically & give feed back to related

dept.

Q-4 Describe the major end result the job is expected to achieve

To achieve the target

66
 Conclusions

I would like to conclude that this Job description will be help to take major decision to the

Organization

This is clearly defined the roles & responsibilities & accountabilities of each employee which

were under the survey.

From the above analysis I would like to suggest that this information will be helpful to

organization to know the roles & responsibility of each an every employees. Accountabilities

which are excluded & included It is clearly define in the analysis.

Job description simplifies that every person & employee of an organization who has a

different roles, responsibilities & accountabilities. So Division of work should be very clear.

There should not be a mismatch of responsibilities.

67
 Contribution & Learning from the project

(A) Details of the contribution of the study

For this project I took a help of certain books for gathering information

about Job Description. I have also taken a help of Internet for reading articles about Job

Description. I took survey of each and every employee for defining & writing their roles,

responsibilities, working relationships, Job purpose & major accountabilities.

(B) The Benefits to the organization

Researchers, executives, and small business owners all agree that job descriptions—if

studied and created carefully and used appropriately as a productivity measurement tool—can

help organizations, especially in the early stages of a worker's employment. "Job descriptions

are potentially one of the most powerful tools available to help managers improve employee

performance and productivity," stated Philip C. Grant in Supervision. "They have great utility

for every phase of human resource administration. From designing jobs and reward systems,

through staffing and training to performance evaluation and control, the job description is

literally indispensible if the human resource is to be managed properly. A recent analysis of

job description usage uncovered 132 major management uses for job descriptions. Probably

no other management tool has such potential for usage in such a wide variety of significant

ways."

68
Job descriptions also may include helpful details addressing other work-related issues, such

as the position's travel obligations, normal work schedule, physical location where duties of

position will be carried out, union status, supervisory relationships, bonuses, and any other

information directly pertinent to the execution of any and all responsibilities associated with

the job. In essence, wrote Philip B. Crosby in The Eternally Successful Organization,

effective job descriptions let employees know what is expected of them: "If people are going

to perform their assigned task, then they obviously have to know what it is, how to do it, and

how to measure the results. Either someone has to explain it all to them or they have to figure

it out themselves."

(C) The learning from the study for the student

By taking up this survey, now I have a practical knowledge about how to write a Job

Description. → Writing a Description is a very tough job but not impossible → By this study

I can know roles, responsibilities, duties, accountabilities of each and every person. → Who

is reporting to whom, who is superior & who is superior’s superior. → By this study I can

know the Job Purpose of a Job holder. → how the different departments are interrelated in

which frequency, those of all details covered under the project. → I can also know the Job

Purpose of direct report. → I can also know the major accountabilities in the context of

taking of supporting actions. → Which are the working relationships are also known. →

Which are the organizational relationships are also known.

69
 Bibliography

1. Management Sixth Edition (James A.F. Stoner, R. Edward Freeman, Daniel R. Gilbert Jr.)

2. Designing & Managing Human Resource systems Third Edition (Udai Pareek &

T.V. Rao) 3. Roger L. Martin “The Effective Organization” Harvard Business Review (July

August 2010, Page no.63)

4. Human Resource Management Tenth Edition (Gary Dressler)

List of websites

1. www.hbr.org

2. www.shrmglobal.org

3. www.alia.org (Australian Library and Information Association)

4. www.shrm.org

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 Annexure

Job Description Questionnaire

Q-1 What is your main task of job?

________________________________________________________
________________________________________________________
________________________________________________________
________________________________________________________
________________________________________________________
____________________________

Job Title Staff Function

Department Reporting to whom Superiors Higher Authority

Unit Location Business

Q-2 Define Function wise Manpower, working under your Guidance

Management Staff Worker Contract

Other Relevant Parameters: (Capacity/ Volumes/Budget)

___________________________________________________________________________

___________________________________________________________________________

71
Q-3 Which are your major Job Challenges? (Rate according to the importance, 1=Least

Important & 5= Most Important)

Job Importance - 1 2 3 4 5
To Achieve Zero accident
To Avoid mistake
Elimination of potential hazard risk
Develop mindset of employees to safety
Interact with development head & function head

Q-4 Do you supervise all employees? Contract & Permanent Basis:

Daily_____________Weekly_____________Monthly_____________

Q-5 How many employees are related to your Job? (Contacts & Relationships)

(I) Internal Contacts:

(A)Regular: __________________

B) Often:_____________________

(C)Periodic: __________________

(D) Need base:________________

(II) External Contacts:

(A)Government: ____________________

(B)Non-Government:________________

(C)Corporate office: _________________

72
 (D)Suppliers: _______________________

(E)Contractors: _____________________

Q-6 Describe the most complex/difficult part of your Job?

________________________________________________________
________________________________________________________
________________________________________________________
________________________________________________________
________________________________________________________
____________________________

Q-7Are you authorize for machines, equipment’s, tools?

(A)Purchase _______ (B) Maintenance ________

(c) Repair________ (D) Other_________

Q-8 Are you responsible of supplies or stock? What is your responsibility?

(A)Inventory _______ (B) Packing ________(C) Other_________

73