Robert Bosch Shashidhar 05116
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REPORT ON THE ORGANISATIONAL STUDY OF BOSCH (RBIN) STUDY CONDUCTED AT: BOSCH (RBIN) KORAMANGALA, BANGALORE
Submitted in partial Fulfillment of the requirements for MBA Degree of Bangalore University Submitted By Shashidhar VN Register Number: 05XQCM6084
M.P.Birla Institute of Management Associate Bharatiya Vidya Bhavan Bangalore-560001 2006-2007 Page 1 of 86 M.P.Birla Institute of Management.
CONTENT PART I Sl No., 1 2 3 4 5
Chapter Name Principle’s Certificate Guide’s Certificate Executive Summary Student Declaration Acknowledgement
Page 4 5 6 7 8
PART II Sl No.,
1 2 3 4 5 6 7
Introduction Industrial Profile Company Profile Business Sectors Bosch in India Robert Bosch India limited Finances- Bosch
10 13 17 28 35 38 42
Organization study of Bosch & Robert Bosch India limited Overview of various Departments Human Resource Department SWOT Analysis & Conclusion Bibliography Abbreviations
51 64 81 85 86
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This to certify that this report titled “Organizational study and Microscopic study of Recruitment Process at Robert Bosch India Limited, Bangalore” has been prepared by Mr. Shashidhar VN bearing the registration no.05XQCM6084 under the guidance and supervision of Prof. B. K. Ramaswamy, Professor, M P Birla Institute of Management, Bangalore.
Dr. N. S. Malavalli
Date : 30-09-2006
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GUIDE’S CERTIFICATE This to certify that this report titled “Organizational study and Microscopic study of Human Resource Department” at Robert Bosch India Limited, Bangalore has been prepared by Mr. Shashidhar VN bearing the registration no.05XQCM6084 is a bonafide work done carried under my guidance during the academic year 2006-07 in a partial fulfillment of the requirement for the award of MBA degree by Bangalore University. To the best of my knowledge this report has not formed the basis for the award of any other degree.
Prof. B. K. Ramaswamy
Date : 30-09-2006
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EXECUTIVE SUMMARY As a part of the course curriculum of degree of Master of business Administration at Bangalore University I am required to undertake an internship work in an organization in second semester. Internship training enables me to know the realities of the business and application of theoretical knowledge in practical environment. In fact the purpose of this training is to create the Managers with greater adaptability and who can provide creative solution to the organization they work with, so it helps the student to become a complete manager for the industry and efficient. This internship report is an effort for the fulfillment of the same.
Bosch is one of the reputed companies in India. It is one of the oldest and fastest growing Companies. It has a leading presence in India. Bosh Group has, over the years, acquired a strong reputation in the field of automobile Engineering and its automation in the field of automobile Software and automation of machinery in general in various fields.
I feel, it was a great opportunity for me to work with this company and being a part of the company; I carried out the study on organisation structure and understood how the company strives to meet the commitment with out compromising on the Quality aspect.
During my internship period I was involved in the organisation structure study This training has improved my level of confidence and in the process have gained many new skills.
Finally it was a rich educative experience during our internship period at Bosch (RBIN) Bangalore.
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I here by declare that INTERNSHIP TRAINING REPORT submitted in partial fulfillment of the requirement of degree of MASTER OF BUSINESS ADMINISTRATION (MBA) to Bangalore University under the guidance and supervision of Mr.Girish BV, Deputy Manager Human Resource, Robert Bosch India Limited(RBIN), Bangalore and Prof B K Ramaswamy, M P Birla Institute of Management, Bangalore. This is my original work and not submitted for the award of any other degree, diploma, fellowship or other similar title or prizes.
Bangalore Date: 30 Sept 2006
Shashidhar VN Reg No: 05XQCM6084
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ACKNOWLEDGEMENT I am extremely great full to Mr. Girish BV, Deputy manager Human Resource, RBIN, Bangalore, for permitting me to carry out this study. I would also like to thank Ms Uma HR, Executive HR, RBIN Bangalore, who allowed me to work under her and give me complete picture of Human Resource department.
I would like to express my profound gratitude to all those who have helped me directly or indirectly in the course of this study.
Bangalore Date: 30 Sept 2006
Shashidhar VN Reg No: 05XQCM6084
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CHAPTER 1 INTRODUCTION
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Need for the study 1.
The need to undergo internship for a MBA student of Bangalore University is to
fulfill the requirement of MBA degree course of Bangalore University. The internship has been undertaken during July to September 2006 and main objective of the internship is to know the application of the theoretical knowledge of the MBA course in the corporate environment and gain first hand experience and expose mainly to organization structure and also to the corporate policies, ethics, culture, practices procedures, facts about the work culture and policies of the organisation.
Objectives of the study 2.
The objective of undergoing training is to get the practical exposure of the
organisation in general and one specific functional departments details of the organization such as: - Marketing, HRD, Finance, Information Systems and Production departments. During this period of internship it was possible to know how the theoretical knowledge is applied in Human Resource department of the organization. 3.
The following are the main objectives of this study:
Getting practical exposure regarding the organizational functions.
To know the organization structure of the company.
To know functions of various departments such as Systems,
Marketing, Human Resource Management, Finance etc.
To understand the work culture.
To gain first hand experience from industry.
To improve Management skill.
To see how the organization deals with different type of the
To understand the culture in the organization and the effectiveness
that it has on the employees of the organization. Page 11 of 86 M.P.Birla Institute of Management.
INTRODUCTION - BOSCH 4.
Bosch is a worldwide name in a large area. The “workshop for Precision
mechanics and electrical engineering” which Robert Bosch founded in Stuttgart, Germany in 1886, and which soon specilised ignition system for motor vehicles and engines of all kinds, has now become the Bosch group. Bosch India is regional branch of the Bosch Group, one of the world’s biggest private industrial corporations. Headquartered in Stuttgart, Germany, the Bosch Group has approx. 251,000 employees worldwide, and generated annual sales revenue of 41.5 billion euros in 2005.
In India, Bosch is represented in by its four subsidiary companies -
a) Motor Industries Company Limited – MICO b) Robert Bosch India Limited – RBIN c) Bosch Rexroth India Limited – BRIN d) Bosch Chassis System India Limited
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CHAPTER 2 INDUSTRIAL PROFILE
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INDUSTRIAL PROFILE 1.
High-performance architectures and increasing standardization enable the
combination of software from various sources in the control unit in any machine/Automobiles. This opens up new possibilities for developing software efficiently and for designing functions that are distributed across several control units. The Software and Integration industry supports manufacturers and their suppliers in the following: -
(a) The development of customer-specific software components for electronic control units- This affects the implementation of application cores with the control algorithms specified by the customer, and the application drivers as hardware abstraction layer. The scope of services provided by RBIN and their worldwide Integration Factory along with other customers includes:
Analysis of requirements
Design of software components, based on function models supplied by
Implementation including component test
Verification of the software
applicationsThe scope of services provided by RBIN’s Software and Integration Factory includes:
Definition of specifications and of a software safety concept
component tests Page 14 of 86 M.P.Birla Institute of Management.
Verification of the software
The architectural design and the integration of ECU software-
The scope of services provided by RBIN Software and Integration Factory includes: Delivery of ECU software architectures (e.g. based on AUTOSAR) Definition of system requirement specifications Execution of compatibility tests for software components Integration of the components including integration testing 2.
Automotive software: Automotive software is a software driving a
microcontroller within automobiles. These Microcontrollers are usually specific to Automotive application usually containing integrated Bus Transceivers interfaces for Bus Systems like:
LIN (Local Interconnect Network),
CAN (Car Area Network),
MOST (Media Oriented Systems Transport),
LAN (Local Area Network) etc,.
Currently the automobile manufacturers use a software architecture consisting of
different Electronic control units (ECUs), a Gateway and Sensors. The gateway is responsible for deciding which information at a certain ECU or a Sensor should be routed to which other ECU. In automotive electronics, an electronic control unit (ECU) is an embedded system that controls one or more of the electrical subsystems in a vehicle. Some modern cars have up to 70 ECUs, including:
Engine Control Unit also called Powertrain Control Module (PCM)
Transmission Control Unit - TCU
Man Machine Interface - MMI Page 15 of 86 M.P.Birla Institute of Management.
Door Control unit
Seat Control Unit
Telephone Control Unit – TCU
Climate Control Unit
There are typically 6 different kinds of ECUs: Body ECU for Headlights, Brakelights, Windscreen Wipers, Air Conditioning, Power Windows. Comfort ECU for Seat and Steering Position Adjustment, Seat Heating. Powertrain ECU for Fuel Injuction, Battery Recharging. Dashboard ECU for Speedometer, Odometer & Fuel Gauge. Extended ECU Entertainment ECU for Audio/Video Systems.
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CHAPTER 3 COMPANY PROFILE
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COMPANY PROFILE 1.
The Bosch Group is a leading global manufacturer of automotive and industrial
technology, consumer goods, and building technology. In fiscal 2005, some 251,000 associates generated sales of 41.5 billion euros. Set up in Stuttgart in 1886 by Robert Bosch
Engineering,” the Bosch Group today comprises a manufacturing, sales, and aftersales service network of more than 280 subsidiaries and more than 12,000 Bosch Service Centers in over 140 countries.
OWNERSHIP STRUCTURE – The Global Responsibility of Bocsh Robert Bosch Stiftung Gmbh 92% Holding No Voting Rights
Bosch Family 8% Holding 7% Voting Rights
Robert Bosch Industritreuhand KG 93% Voting Rights
Robert Bosch Gmbh Share Capital 1.2 Billion Euros
The special ownership structure of the Bosch Group guarantees its financial
independence and entrepreneurial freedom. It makes it possible for the company to undertake significant up-front investments in the safeguarding of its future, as well as Page 18 of 86 M.P.Birla Institute of Management.
to do justice to its social responsibility in a manner reflective of the spirit and will of its founder. However, Bosch can only maintain this level consistently because it does not have to optimize figures to satisfy the short-term perspective of quarterly reports. A total of 92% of the share capital of Robert Bosch GmbH is held by the charitable foundation Robert Bosch Stiftung. The entrepreneurial ownership functions are carried out by Robert Bosch Industrietreuhand KG. It is this special ownership structure that enables us to pursue a long-term corporate strategy. Robert Bosch Industrietreuhand KG carries out the entrepreneurial ownership functions. The employees in BOSCH are known as associates and are considered, also in true spirit as associates of the company.
Bosch Value Statement –
BeQIK is at the core of the Continuous Improvement Programme (CIP) at Bosch.
Designed by Bosch, under their guideline Bosch endeavors to foster higher standards of: (a) Quality
: Greatest asset what Customers demand from Bosch.
(b) Innovation: Ensures business for the future. (c) Keeping Customer Satisfied: Inspires Customers and associates
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ATTITUDE AND COMMITMENT 5.
Bosch regards innovation as something more than exceptional product quality,
functionality and design. Not only technical developments, but also commitment to society has an effect on the world of tomorrow.
Environment: Environmental protection has been a corporate principle of the
Bosch Group since 1973.The Bosch Group has been committed to environmental protection since 1973. This principle of our corporate philosophy is as important to Bosch as the quality of its products and the cost-efficiency of its operations. We place our innovations in the interests of the safety of people, the economical use of resources, and environmental sustainability. The Bosch principles and corporate standards are observed by all Bosch locations around the world.
PUBLIC SPIRIT 7.
Robert Bosch Foundation: The Robert Bosch Foundation continues to pursue
the social principles of the company's founder and foundation sponsor Robert Bosch. The Robert Bosch Stiftung (Robert Bosch Foundation) was established in 1964 to keep alive the philanthropic and social endeavors of its founder Robert Bosch. Through its programs and institutes, the foundation has since issued 735 million euros in project funds. In 2005, it made available 55,6 million euros for non-profit projects. The Robert Bosch Stiftung operates three facilities for health care and research in Stuttgart: the Robert Bosch Hospital, the Dr. Margarete Fischer-Bosch Institute for Clinical Pharmacology, and the Institute for the History of Medicine.
Focus areas:Education, international understanding, and public welfare are the
top priorities stated in Robert Bosch’s will and the pillars of our work today. The Robert Page 20 of 86 M.P.Birla Institute of Management.
Bosch Stiftung has six departments. We develop and support exemplary practical concepts in the areas ‘Science and Research’, ‘Health, Humanitarian Aid’, ‘International Relations - Western Europe, North America’, ‘International Relations Central Europe, Eastern Europe’, ‘Education and Society’, and ‘Society and Culture’ 9.
Quality: Bosch goal is to fully satisfy customer’s expectations through the quality
of products and services. Quality and Quality improvement is every associates responsibility and ultimate goal – from the board of directors to apprentices. Directives, processes, systems and goals are based on requirements from international
Knowledge of and compliance with these directives and processes is the foundation of quality. Quality means doing the detail from the beginning, thus preventing failures in the end. Continuous improvement of the quality of processes lowers costs and increases productivity. Avoiding failures is more important than eliminating defects. Methods and tools are applied for preventive quality assurance systematically, learn from mistakes and eliminate their root causes without delay. Suppliers for Bosch contribute substantially to the quality of products and services. Therefore, suppliers must live up to the same high quality standards that have adopted by Bosch.
Innovation: Thousands of scientists, engineers and technicians around the
world develop new technologies and solutions for Bosch. Every day, thousands of Bosch scientists, engineers and technicians around the world are involved in the development of new products and systems, as well as of innovative manufacturing processes. Their work is also devoted to the continuous improvement of existing products. Approximately 2,800 applications for patents in 2005 demonstrate that research and development play a central role within the company.
Innovations secure future: and Bosch is no exception. Worldwide, 23,600
research and development associates work to deliver the basis for products and Page 21 of 86 M.P.Birla Institute of Management.
services that improve the quality of life. Of these associates, more than 1,200 work in the Corporate Sector Research and Advance Engineering, designing new systems and
manufacturing methods, and identifying new trends. This corporate sector works closely with all Bosch divisions and with scientific and business partners the world over. All this boosts Bosch innovative strength and opportunities for growth. In this way, Research and Advance Engineering plays an active role in securing the future of the company.
12. Tradition: To develop high-end technologies and assume social responsibility were the aims of the company's founder, Robert Bosch, from the outset. The company's history shows that Bosch is still guided by these principles. The company’s founder was committed to the development of high-quality products and to social responsibility. In 1886, Robert Bosch founded the "Workshop for Precision Mechanics and Electrical Engineering " in Stuttgart. This was the birth of today's globally active Robert Bosch GmbH. From the very beginning, the company's history has been characterized by innovative, drive and social commitment.
13. Values: Bosch values reflect the attitude with which it conduct’s business ethics in relations with customers and employees. A few of the values are as follows:(a)
Encompassing change and continuity: Bosch has always been a value-
driven company. Many of our values can be traced back to our founder Robert Bosch; other values have changed or have arisen over the decades. Now guiding values have been put in writing. Values reflect the manner in which Bosch business is run. Professional ethics are maintained in dealing with business partners, investors, employees and society. (b)
Future and Result Focus: In order to ensure dynamic development of the
company and to guarantee long term corporate success, Bosch participates in shaping the changes in markets and technologies. By doing so, customer care provided with innovative solutions and associates with attractive jobs. Bosch acts Page 22 of 86 M.P.Birla Institute of Management.
result focused in order to secure growth and financial independence. With the dividends generated, the Robert Bosch Foundation supports charitable activities.
(c) Responsibility: Bosch accepts that its actions must accord with the interests of society. Above all else, it places its products and services in the interests of the safety of people, the economic use of resources, and environmental sustainability.
Initiative and Determination: Bosch acts on its own initiative, with an
entrepreneurial but accountable spirit, and demonstrate determination in pursuing its goals.
Openness and Trust: Bosch informs its associates, business partners, and
investors in a timely and open fashion of important developments within the company. This is the best basis for a trustful relationship.
(f) Fairness: Bosch views mutual fairness as a condition of its corporate success when dealing with each other and with its business partners.
Reliability, Credibility, and Legality: Bosch promises only what it can
deliver, accept agreements as binding, and respect and observe the law in all business transactions.
Cultural Diversity: Bosch is aware of the company's regional and cultural
origins and at the same time regards diversity as an asset, as well as a precondition of its global success.
14. Social Responsibility: Bosch brings strong commitment and know-how the task of reconciling social concerns and entrepreneurial goals. Social commitment is an essential principle underlying the corporate policy guidelines of Bosch. It believes in Page 23 of 86 M.P.Birla Institute of Management.
bringing the economic objectives of corporate activity into alignment with broader social and environmental aims. Combining the pursuit of economic objectives with consideration for social and environmental factors is a priority at Bosch. Above all else, Bosch places its products and services in the interests of the safety of people, the economic use of resources, and environmental sustainability. Bosch abides by the following eleven principles that document its social responsibility: -
(a) Human rights: Bosch respects and supports compliance with internationally recognized human rights, in particular as regards those of its associates and business partners.
Equal opportunities: Bosch upholds and affirms equal opportunity among
its associates, regardless of the color of their skin, race, gender, age, nationality, social origin, handicap, or sexual preference. It respects the political and religious convictions of the associates as long as they are based on democratic principles and tolerate those of different persuasions.
Integration of handicapped people: In its view, handicapped people
possess equal rights as members of society and business life. Encouraging them, integrating them into the enterprise, and working with them in an atmosphere of cooperation are pivotal elements of Bosch corporate culture. (d) Free choice of jobs: Bosch rejects forced labor of any kind and respect the principle of freely chosen employment.
Rights of children: Bosch condemns child labor and respects the rights of
children. All enterprises in the Bosch Group will adhere to the stipulations of ILO Convention no. 138 and no. 182.
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Relations with associate representatives and their institutions: Bosch
recognises the fundamental right of all associates to form trade unions and to join these trade unions of their own free will. Associates will neither receive undue advantage nor suffer any disadvantage as a result of their membership in trade unions. Within the framework of respective legal regulations - insofar as these are in harmony with the ILO Convention no. 98 - Bosch respects the right to collective bargaining for the settlement of disputes pertaining to working conditions, and endeavor together with its partners to work together in a constructive manner marked by mutual confidence and respect.
Fair working conditions: Bosch remuneration and social benefits conform
at the very least to national or local statutory standards, provisions, or respective agreements. It observes the provisions of ILO Convention no. 100 with respect to the principle of “equal remuneration for work of equal value”. It complies with national provisions regarding working hours and vacation. Any associate may complain to their respective line manager or senior management if they believe they have been subject to unfair treatment or have suffered disadvantages with respect to working conditions. Associates will not suffer any disadvantage as a result of lodging such complaints.
Occupational health and safety: Safety at the workplace and the physical
well being of associates has top priority. Bosch adheres at the very least to the relevant national standards for a safe, hygienic working environment and takes appropriate action within this framework to ensure its associates' health and safety at their workplace in order to guarantee working conditions that are not harmful to health.
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Qualification: Bosch encourages associates to train to acquire skills and
knowledge and to expand and enhance their professional and specialist knowhow.
(j) Environment: Bosch can look back on a very long tradition of commitment to preserving and protecting the environment. In addition, it contributes to the further improvement of living conditions at their locations. The basic principles of environmental protection reflect Bosch duty towards the environment and are the basis for many initiatives that are implemented throughout the company.
Implementation: Bosch aim is to implement these principles throughout the
Bosch Group. These principles will be incorporated into the “Management System Manual for Quality, Environment, Safety, and Security in the Bosch Group”. Responsibility for their implementation lies with the senior management of the respective divisions, regional subsidiaries and company locations. Bosch will not work with any suppliers who have demonstrably and repeatedly failed to comply with basic ILO labor standards.
Carnegie Bosch Institute(CBI) – Alliance between business and academia.
Carnegie Bosch Institute for Applied Studies in International Management represents a unique alliance between Carnegie Mellon’s Tepper School of Business and the Bosch Group. Robert Bosch Corporation established the Institute in 1990 through a major endowment gift. The Institute’s mission is to support, educate, and develop globally minded managers through research, fora and executive education programs.
The Carnegie Bosch Chairs: In 2006, Carnegie Bosch Institute sharply
increases its stimulation of academic research on global business issues: the Institute sponsors five Carnegie Bosch Chairs, the spearhead of which is the Bosch Chair. Page 26 of 86 M.P.Birla Institute of Management.
Together, these faculties form the Carnegie Bosch Institute Research Committee. They work in the field of Organizational Behaviour and Theory, Manufacturing and Operations Management, Operations Research and Computer Science, and Marketing. Above all, they are looking at issues across boundaries and disciplines. Carnegie Bosch Institute is continuously working to find new ways of facilitating the exchange between experienced business managers and these open-minded academic experts by developing for a that share the newly created knowledge.
A Vision Turned Reality: Global Leadership: In its endeavour to bring
business and academia together in a unique and new learning environment, Carnegie Bosch Institute has taken a leap into innovation. Its annual Executive Summer Forum Global Leadership has become an epitome of a courageous, stimulating, and invigorating development experience of senior executives and academic presenters from around the world. Its unconventional process design and its hand-selected faculty, its meticulous attention to detail and its tie-back into the real life of international businesses make it a stand-alone product in the world of executive learning, development, and cross-community networking.
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Automotive technology 1.
Bosch Group was the world’s largest automotive supplier in terms of sales in
2004, generating a total of 25.3 billion euros. Bosch plans to utilize the opportunities in the rapidly growing Indian market for passenger cars. It is also stepping up its diesel operations in India, foraying into the manufacturing of common-rail diesel injector systems. In India, Automotive Technology represents the largest area of business, supplying both to the local automotive industry as well as exporting components around the world.
Consumer goods and building technology
In India, this sector is engaged in the Power Tools and Security Systems
divisions. Bosch is the world leader in the power tools segment and has been the pioneer in DIY (Do-it-Yourself) across different countries, including India. Bosch Security Systems globally has more than 80 years of experience in fire detection and alarm systems. In India, Bosch Security Systems is one of the leading security technology players with a comprehensive portfolio.
Bosch Rexroth AG is an expert for all drive, control and motion technologies. The
Industrial Technology division Bosch Rexroth India provides a complete range of world-class products, systems and services to customers in India, Bangladesh, Nepal and Sri Lanka through its manufacturing facilities, service centers, and service partners from all over South Asia.
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PRODUCTS AND SERVICES
Bosch Car Service - The competent garage for every type of Vehicle:10,000
Bosch Car Service garages, Bosch Diesel Service Centers and Bosch Diesel Service garages around the world ensure greater safety and reliability on the road. Service types are: (a) Bosch Car Service
Maintenance, service and repair for passenger cars.
(b) Bosch Diesel Center
Specialist for conventional and electronically controlled high-pressure
diesel systems in passenger cars and commercial vehicles. (c) Bosch Diesel Service
Specialist for conventional and electronic diesel systems.
Specialist in vehicle electric/electronics
Power tools for the DIY Enthusiasts – The perfect tool for every Idea: Power
tools from Bosch are among the most popular tools worldwide. No wonder: Bosch stands for quality, excellent accessories and outstanding service.
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Communication services - A partner you can Rely on: Everything focuses on
reliable, high quality communication services in the Bosch Communication Center. Be it inbound or outbound, front or back office customer communication – a wide range of industries rely on Bosch Communication Services. As an expert for multiple remote monitoring services Bosch monitor buildings, machines, containers, vehicles and people.
Car parts and Accessories: Only the best part for your Car: Spare parts from
Bosch impress by their quality, reliability and innovative technology. They only go into serial production once they meet our very stringent requirements.
Garden – Perfect care for your Garden: Whether it is mowing the lawn, high
pressure cleaning or watering your plants – you are ideally equipped for all gardening tasks with innovative gardening appliances from Bosch.
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Power tools for the Professional – Perfect tool for every Idea:Bosch produces
power tools for craftsmen and industry that provide the best technology, the highest performance and top quality for efficient work. Bosch develops innovative, high quality power tools that are guaranteed to produce professional results in all fields of craftsmanship.
Automotive – Motor Vehicle Technology for the future: Innovations from
Bosch have had a decisive influence on automobile history. As the world's largest independent parts supplier to the automotive industry, Bosch significantly contributes toward making driving ever safer, cleaner and more economical.
Household Appliances – Perfect technology for a comfortable life: Bosch
produces everything that makes household chores so much easier: Household appliances from Bosch stand for quality, innovative technology and excellent design.
Security Systems – Secures your World: Bosch Security Systems proudly
offers a wide range of fire, intrusion, social alarm, CCTV, management and Page 32 of 86 M.P.Birla Institute of Management.
communication systems and components to help you find the solution for any application. We are the global supplier of choice for innovative technology backed by the highest level of service and support.
Diagnostics for Repair Shops – Firsthand testing technology and know-
how: Garages diagnose more efficiently, more safely and more quickly with testing technology from Bosch. Bosch ensures that our first class automobile competence and innovative technology is also available to service garages. Bosch develops and produces state of the art vehicle testing systems for garages of every size and every service concept.
Heating and Warm Water – Comfortable Energy saving and Environment
friendly: Bosch offers tailor made heating concepts for every home. You can benefit from individual system solutions and different system models.
Packaging Technology – State of the Art production and Packaging
Solutions: Bosch develops intelligent packaging technology at the highest technological level for the national and international food, pharmaceutical, chemicals Page 33 of 86 M.P.Birla Institute of Management.
and cosmetics industries. Packaging technology from Bosch meets the most stringent demands.
Sensors and Foundry MEMS – Revolutionise Electronic Products: Bosch
develops high quality MEMS (Micro Electro Mechanical System) chips for international corporations that include tiny mechanical elements in their electronic logic. With their aid, electronic products can be applied in a much more versatile, simple and intelligent way in medicine, security systems, sport, life sciences and logistics.
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CHAPTER 6 BOSCH IN INDIA
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BOSCH IN INDIA
Bosch has grown phenomenally in India, way back since 1922 when the Illies
Company established a Bosch agency in British India. The founding of Motor Industries Company Limited in 1951 spurred off an accelerated growth in the automotive industry segment that has not stopped till date. Bosch has a strong and voracious presence in the country today, in diverse industry segments at numerous locations. In India, the Bosch Group has about 15,044 employees, and in business year 2005 achieved total consolidated sales of Rs 40 billion (Euro 729 Mi).
In India, Bosch is represented in by its four subsidiary companies, which are as
follows: – (a) Motor Industries Company Limited – MICO: Motor Industries Company Limited is the flagship of the Bosch group in India, established in the year 1951. Mico is the largest auto component manufacturer and the largest Indo-German Company in India. The Bosch Group holds 60.55% stake in Mico. Access to state-of-the-art technologies from Bosch and a commitment to world-class quality have made Mico, the country's largest manufacturer of Diesel Fuel Injection Equipment and one among the largest in the world. It is headquartered in Bangalore with facilities in Bangalore, Nashik, Naganathapura and Jaipur. All the 4 plants are TS 16949 and ISO 14001 certified. With strength of 9700 associates, Mico manufactures and trades products as diverse as fuel injection equipment, industrial equipment, auto-electricals, hydraulics, electric power tools, packaging machines, security systems and Blaupunkt car audio systems.
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Robert Bosch India Limited – RBIN : Robert Bosch India Limited, a wholly
owned subsidiary of Robert Bosch GmbH, develops software and engineering solutions for all business sectors within the Bosch world in more than 15 nations across Europe, USA, Asia and Australia. Founded in 1998, RBIN is an ISO 9001 and CMM Level 5 organisation with cutting edge facilities at Bangalore. It employs nearly 2900 associates and is the largest software development center outside Germany.
(c) Bosch Rexroth India Limited – BRIN: Bosch Rexroth India Limited provides a complete range of world-class products, systems and services for drive and control technologies to various industrial and mobile applications. Established in 1975, Bosch holds 95.5% stake in BRIN and is into five technology groups namely: Industrial Hydraulics, Electric Drives and Controls, Linear Motion and Assembly Technologies, Pneumatics, and, Mobile Hydraulics. BRIN is ISO 9001:2000 certified and employs 300 associates, serving customers in India, Bangladesh, Nepal and Sri Lanka through manufacturing facilities in Ahmedabad and Bangalore.
Bosch Chassis System India Limited: Bosch Chassis Systems India
Limited (formerly Kalyani Brakes) is the leading manufacturer of hydraulic brakes in India for passenger cars, two wheelers, three wheelers and tractors. Its plants are located in Jalgaon and Chakan in Maharashtra and Manesar near Delhi. Founded in 1982, the Bosch Group hold over 80% stake in the company and employs approximately 1,700 associates.
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CHAPTER 7 ROBERT BOSCH INDIA LIMITED (RBIN) SOFTWARE SERVICES
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The Software divisions in India
One has to discover Bosch India and its Software divisions for a reliable, long-
term partnership to derive the maximum benefits of information and technology. The software division of Bosch in India is the largest development center of Bosch outside Germany. For over 15 years now it has been the preferred engineering services and solutions partner for the Bosch Group worldwide. The software services nurture, build and sustain enduring customer relationships to enable direct operational and strategic benefits to its customers.
Bosch India is regional branch of the Bosch Group, one of the world’s biggest
private industrial corporations. Headquartered in Stuttgart, Germany, the Bosch Group has approx. 251,000 employees worldwide, and generated annual sales revenue of 41.5 billion euros in 2005.
Robert Bosch India Limited is a wholly owned subsidiary of Robert Bosch GmbH,
Germany. The software division of Bosch India develops software solutions for Bosch units in more than 15 countries as well as for external customers in USA, Europe and Asia-Pacific. The software division has been developing integrated software solutions in the areas of Automotive, Business, Communications and Industrial Applications. Further Bosch India brings the worldwide renowned Bosch technology in gasoline engine management systems to its customers in India. The international purchase office brings together Bosch units worldwide and Indian suppliers for mutual benefit. In India, the Bosch Group has about 15,044 employees, and in business year 2005 achieved total consolidated sales of Rs 40 billion (Euro 729 Mio).
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RBIN nurtures, builds and sustains enduring customer relationships to enable
direct operational and strategic benefits to its customers. RBIN makes it happen through qualified, motivated and flexible professional associates, who uphold the heritage and values of Bosch - time tested over 115 years of successful journey; A journey marked by quality, reliability and innovation of service to enhance the interest of its customers and the community we live in. Having met the stringent requirements of Bosch units in many countries for more than a decade, Bosch India now extends its software development services to customers in USA, Europe and Asia-Pacific. RBIN’s experience of more-than-a-decade in software development, established quality processes and a proven, state-of-the-art offshore development center at Bangalore enables it to reach this objective.
RBIN started with onsite ECU software support to Diesel Systems (DS) division in
1990. RBIN/EDU (Engineering services Diesel Unit) is also involved in software development for diesel passenger cars. Offshore work from India for supporting truck applications started from 1992. The year 1994 saw the support expand to passenger car domain as well. With the commencement of the Emerging Market projects in January 2003, RBIN has become the fourth DS ECU development location for Bosch. This includes hardware, software and electrical systems responsibilities. Currently ECU Projects for Brazil, China and India are being handled at RBIN/EDU.
RBIN/EDU is also involved in software development for diesel passenger cars. As
a development partner of DS/EEF department, RBIN/EDU executes complete software projects for customers. The hardware team in RBIN/EDU is responsible for ECU hardware development for emerging market ECU projects and other special projects that include the development of testing systems such as the Integrated RBIN Vehicle Simulator. Today, RBIN/EDU also supports various other projects in DS in the area of hardware development.
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Focus at RBIN: 7.
RBIN has focus on providing quality software Tools and Best IT infrastructure for
employees which would enhance the Productivity of the Company. The Tools Provide information for decision making at all levels in the hierarchy with minimum downtime in the IT infrastructure. 8.
Planning, Implementation and Management of IT Infrastructure
System Administration and Software resource management
Software License Control (Standard Software)
MS-Exchange administration & maintenance
Communication Network Management
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Bosch Group sales by region in 2005
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15% AsiaPacific 19% America
Bosch in figures 2.
The company has grown strongly in recent years, has succeeded with pioneering
innovations and has a global network of customers and suppliers. We constantly seek to maintain and develop that position. The global figures of the company are as follows: 2001 Sales Percent
34029 34977 36357 38954 41461 of
Annual average number of Associates (‘000) 218
Of which in Germany
Of which Abroad
Investments in Fixed Assets
Expenduture on Research & Development
Profit after Tax
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INVESTMENTS - BOSCH 3.
Investments in research & development and capital expenditure
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CHAPTER 9 ORGANISATION STUDY OF BOSCH & ROBERT BOSCH INDIA LIMITED
SUPERVISORY COUNCIL- BOSCH Page 45 of 86 M.P.Birla Institute of Management.
Dr. Hermann Scholl, Stuttgart Chairman (former Chairman of the Board of Management of Robert Bosch GmbH)
Alfred Löckle, Ludwigsburg Deputy Chairman Member
- Shop Council of the Schwieberdingen Plan
- Central Works Council
-Combined Works Council of Robert Bosch GmbH
Dr. jur. Peter Adolff, Munich (former Member of the Board of Management of Allianz VersicherungsAktiengesellschaft)
Dr. h.c. Bo Erik Berggren, Stockholm (former Chairman of the Administrative Board and Chief Executive Officer of The Stora Kopparberget Corp).
Henning Blum, Hildesheim Chairman - Shop Council of the Hildesheim Plant Member
- Joint Shop Council of Robert Bosch GmbH
Dr. Christof Bosch, Königsdorf
Dr. jur. Ulrich Cartellieri, Frankfurt (former Member of the Board of Management of Deutsche Bank AG)
Dr.-Ing. Heiner Gutberlet, Fellbach-Oeffingen Chairman - Board of Trustees of Robert Bosch Stiftung GmbH Page 46 of 86 M.P.Birla Institute of Management.
Dr.-Ing. Rainer Hahn, Stuttgart (former Member of the Board of Management of Robert Bosch GmbH)
Aline Hoffmann, Frankfurt Political Secretary - HQ, Industriegewerkschaft Metall
Jörg Hofmann, Stuttgart Regional Chairman - Industriegewerkschaft Metall, BadenWürttemberg region Dieter Klein, Wolfersheim Chairman - Shop Council of the Homburg Plant Member
- Joint Shop Council of Robert Bosch GmbH
Matthias Georg Madelung, Munich Member
- Board of Trustees of Robert Bosch Stiftung GmbH
Werner Neuffer, Stuttgart Chairman
- Shop Council of the Feuerbach Plant
Deputy Chairman - Joint Shop Council -
Combined Shop Council of Robert Bosch GmbH
Wolfgang Ries, Lohr Chairman - Shop Council of Rexroth Indramat GmbH - Joint Shop Council of Bosch Rexroth AG Member - Combined Shop Council of Robert Bosch GmbH Urs B. Rinderknecht, Zurich Chief Executive - UBS AG Page 47 of 86 M.P.Birla Institute of Management.
Wolf Jürgen Röder, Hofheim / Taunus Managing Member - Executive Board of Industriegewerkschaft Metall
Tilman Todenhoefer, Stuttgart (Former Deputy Chairman of the Board of Management of Robert Bosch GmbH).
Jörg Vial, Nehren Vice-President - Global Policies and Strategies, - Corporate Sector Purchasing and Logistics Chairman
- Joint Speaker Group ofRobert Bosch GmbH - Group Speaker Committee
Hans Wolff, Bamberg Chairman
- Shop Council of the Bamberg Plant
- Joint Shop Council of Robert Bosch GmbH
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BOARD OF MANAGEMENT OF ROBERT BOSCH GMBH
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BROAD ORGANISATION OF RBIN 1.
Every organization does plenty of functions for the achievement of goals or
making literal the vision of the company. So far the simplification of the functions, It is divided into various units and each unit is known as Department, of the organization which are work synergetic way. In this organization, every department is headed by a coordinator/Executive who reports to the next higher level the Manager of their respective Departments and others are the support functions of the organization who directly report to the top management. RBIN is a Flat Organization where all the division heads (Vice President in case of Technical) report to the Managing Director. The organization is divided into various departments as under: (a) Technical with head as the Vice President reporting to Managing Director:
RBIN/ESD – Engineering Section Engine Systems
RBIN/ESA – Engineering Section A
RBIN/ESE – Engineering Section Emerging Co-Operations
CI/ISY-IN - Information Systems.
RBIN/BSV-Business Services Section
(b) RBIN/COR – Commercial Responsibility
RBIN/CFA - Controlling, Finance & Administration
RBIN/FCM - Facilities management & Constructions
RBIN/PUR – Purchasing
RBIN/LEG – Legal, Taxes, Company Secretary & Internal Controls
(c) RBIN/TCR-Cob-Technical & Commercial Responsibility, Coimbatore (d) RBIN/DSO – Data Security Officer (e) RBIN/ORG – Organisation & Employee Development, CIP (Continuous Improvement Programmes). (f) RBIN/QMM - Quality Management and methods. (g) RBIN/SAM – Sales & Marketing Page 51 of 86 M.P.Birla Institute of Management.
RBIN/COR Commercial Responsibility Kurth Holger RBIN/FCM Facilities Mgmt & Construction Rajeshwaran S RBIN/PER Personel Satyanarayana TK
RBIN/CFA Controlling, Finance, Administration Sabesan S
RBIN/LEG**** Legal, Taxes, Company Secr., Internal Controls Vidya Sarathy
RBIN/PUR Purchasing Kumar KR
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RBIN/ESA Engineering Section A Shenoy RK4) RBIN/ECM ES- Driver Information Systems 1 Sasikumar G 1)
RBIN/EDI ES- Driver Information System 2 Prashant Halady
RBIN/ECR Engineering Services Car Radios Sri Krishnan V
RBIN/ECC Engineering Services CC Sriram TV 7)
RBIN/EAE Engineering Services AE Gaur Dattatreya
RBIN/EPC Engineering Processes consulting Umashankar BR
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RBIN/ESE Engeeniring Sections Emerging Co-operations Krishna R5) RBIN/EBS ES- Business & Commercial Solutions Shenoy Prakash
RBIN/ECB Engineering Services AA, EB, EATS Sreenivasan UM
RBIN/ECD Engineering Services BR, PA, MICO Satyanarayana N2)
RBIN/ECE Engineering Services ST, TT, PT, BSH Swaminathan K
RBIN/END Mechanical Engineering Services Sankar Sadasivam
RBIN/EED Electronic Engineering Services Krishnan R
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CI/ISY-IN** Information Systems India Shenoy Sudhakar CI/ISY-1N Infrastructure and Data Centre India Janashekar UM
CI/ISY2-IN Engineering Services India 2 Sujatha D
CI/ISY 3-IN Engineering Services India 3 Dattatri Salagame
CI/ISY 4-IN Engineering Services India 4 NN
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RBIN/ESD Engineering Section Engine System Dr Zahir Andree
RBIN/EDM Engineering Services DS Methods & Tools Sri Guha V6)
RBIN/EDR Engineering Services DS Software Projects 1 Latha C
RBIN/EDS Engineering Services DS Software Projects 2 Kunte SC
RBIN/EDT Engineering Services DS Truck Software Nataraja Chandra
RBIN/EDU Engineering Services DS EDU Systems Prabhu Panduranga3)
RBIN/EDP Engineering Services DS Software Platforms Srinivasa
RBIN/EGS Engineering Services GS Hadi SA
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RBIN/PER Human Resource Management Satyanarayana TK RBIN/PER - Sekr Veena ms
RBIN/PER 1 ESD,ESE,TCR-Cob Girish BV
RBIN/PER 2 ESA, CI/ISY-IN,BSV Corporate Depts Venu Gopal VV
RBIN/PER 3 International Assignments & Administration Parthasarathi MK
RBIN/PER 11 DHRM ECD, BSA*, END, ECE Vanitha Chengappa
RBIN/PER 21 DHRM ECM, ECR, EDI, ESA Rajesh M
RBIN/PER 31 VA'S & Deputations Gangadhar MK
RBIN/PER 12 DHR,MEDM, EDR, EDS ,EDT,EDU, EDP Divya Swaroop
RBIN/PER 22 DHRM EBS**,CI/ISY-IN,EPC,EAE Joseph Gonsolo
RBIN/PER 32 Deputations Rashmi CR
RBIN/PER 13 RBIN/PER 23 DHRM,QMM,ECB,ECC DHRM # Administrative reporting to TCR-Cob * Functional reporting to RBIN/PER 2 BST, for BSACorporate related TopicsDepts EED,EGS,ESE ** Functional reporting to RBIN/PER 1 for EBS related Kavitha Kolala NNtopics RBIN/PER 14 DHRM TCR-COB# Sudhakar Durai
RBIN/PER 24 NN
RBIN/PER 33 Deputations Deepa Jayadev RBIN/PER 34 Payroll, Benifits Admin & Statutory Compliance Sripathi Acharya RBIN/PER 35 Payroll R Master Dara Administration Damodhar Pai
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The Tasks/Functions of Technical Sections are as follows: 1.
EDU (Engineering Services Diesel Unit): This includes hardware, software
and electrical systems responsibilities. Currently ECU Projects for Brazil, China and India
The hardware team in RBIN/EDU is responsible for ECU hardware development for emerging market ECU projects and other special projects, which include the development of testing systems such as the Integrated RBIN Vehicle Simulator. Today, RBIN/EDU also supports various other projects in DS in the area of hardware development.
RBIN/EDT (Engineering Services DeNOx-tronic systems): In addition to
EDC software development for Trucks, RBIN/EDT is also responsible to develop the complete software for DeNOx-tronic systems (both platform and customer specific).RBIN/EDT is responsible for software development support for customers DHIM, Ford Otosan and Iveco trucks.
RBIN/EDS (Engineering Service - DS Software Projects 2): RBIN/EDS
presently supports Software Development for ESA, ESB, ESC and ESM departments of DS, in addition to support for RBJP. Today RBIN/EDS participates not only in Software Module development, but also in Function Development, Concept Development and few of the Complete Software Projects as well.
EDM (Engineering Services - DS - Methods and Tools): EDM stands for
The group is dedicated for providing tools support to Diesel systems (a division of Bosch). Additionally EDM provides support to other groups under EDE in RBIN.
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EDR (Engineering Service - DS Software Projects 1): RBIN/EDR presently
supports Software Development for EEF and EED departments of DS. RBIN/EDR participates in Software Module development, Function Development, Concept Development and few of the Complete Software Projects as well. The customers handled in EDR are Daimler Chrysler, HMC, PSA, Ford, Volvo and Honda. 6.
EGS: The cooperation between Gasoline Systems (GS) Germany and RBIN is
10 years old. This began with RBIN associates participating in Motronic software development with GS colleagues at Schwieberdingen (Si). Support for the various tools including Motronic development environment followed. Engineering support for Gasoline System (EGS) was formed as an independent department on 01-Jan-2004, which covered, all support to GS, both ECU and tools. This department has emerged as the largest software development centre of Gasoline Systems outside Germany.
7. ECR (Engineering Service - Car Radios): DAB - Digital Audio Broadcast Receiver MMC - Multi Media Card, with recording facility RSA - Rear Seat Audio & twin tuners
RBIN/EDI (Engineering Service - Driver Information): RBIN/EDI work’s with
CM-DI/ESA to bring out the latest Driver Information systems for OEM customers. Bosch mission is to achieve a high degree of delight of our customers in CM-DI by striving to:
Deliver high quality software services
Reduce time to market
Provide value for money
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ECC: RBIN/ECC does its best in achieving this by supporting the development
of Bosch automotive safety systems. We are a dedicated team working closely with Chassis Systems business divisions. ECS support’s the development of different ABS sub-systems like:
Electro Hydraulic Braking systems (EHB),
Anti-skid Regulation (ASR)
Along with ABS we are also working on Bosch Electronic Stability Program (ESP).
EAE (Engineering Service - Automotive Electronics): RBIN/EAE does best
in achieving this by supporting the development of Bosch automotive safety and comfort systems. We are a hundred plus strong team working closely with Automotive Electronics business division. In Passive Safety Systems we support the development of Airbags Software. In Passenger Comfort Systems we are actively involved in the development of comfort systems like:
Adaptive Cruise Control (ACC)
Park Pilot (PP)
EPC (Engineering Process Consulting): RBIN addresses clients’ niche
requirements of external consultancy, training, staffing and tooling, in a competent and cost effective manner. Initially it started with the Sw-CMM model, but today we offer consultancy based on CMMI, ISO 9000, Six Sigma and EFQM models. RBIN offer’s support at every step - right from strategizing process improvements, to development of process improvement plans and detailed execution of the same.
EBS: RBIN/EBS provides services to Bosch Divisions, Factories, Departments
and Group Companies on Business and commercial Systems. Both in Europe as well as North America, services have been provided from as early as 1993, when RBIN
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delivered the BWS GUI interface to AA for deployment to Bosch dealers in Europe and with development support on the Quality Control System for RBNA
ECB: RBIN offer’s software development services to RB-Divisions in the fields
of automotive energy systems, body electronics and vehicle diagnostics. Its services to ETAS encompass support in development of Real-time Operating systems (Live Devices, UK), automotive test-systems (ETDE, Germany) and diagnostic equipment (Vetronix, USA). 14.
ECD: ECD is responsible for providing Engineering service support to Bosch
units worldwide in the areas of PLC, HMI, PC based diagnostic systems, Factory Automation, CNC, Welding and tightening systems, Embedded systems and OPC related applications. Recently, it has also started providing OpCon Training support to MICO, Asia Pacific and other English speaking countries across the globe.
END: The Mechanical Engineering Services Department of Robert Bosch
India is committed to provide support to Mechanical Engineering Design and Analysis by leveraging the synergy of diverse technologies and tools. The highly qualified team of END works on state-of-the-art infrastructure using the latest tools to provide effective and quality solutions to its customers in the areas of Mechanical Design across all Business Sectors.
EED (Engineering Electronic Design Services): RBIN represents the
Engineering Electronic Design Services (EED) where in state of the art chips/boards are designed which are fully tested to the extent of EM (Electro Magnetic) safe to make cars fully reliable, more controllable and luxuriously safe both to the end user as well as to the environment. We have a wide range of experienced engineers who work towards a common goal “customer satisfaction, which is achieved by innovation, continuous improvement in process (CIP) and on time delivery. We provide design Page 62 of 86 M.P.Birla Institute of Management.
solutions to AE/NE1, AE/ELS, EB-BE/ESE1, in areas of Digital and Mixed Signal Design, Layout, Test program development, PCB design & layout, EMI solutions.
ISY (Information Systems): Information Systems (CI/ISY1-IN) department
services the internal requirement of Robert Bosch India Ltd in terms of providing IT Infrastructure and Software Application Tools.
BST (Business Services - Translation and Documentation): The spectrum
of services offered by the BST department, spans Language Services, Documentation related Publishing & Technical Writing services, Docutools Environment, e-Learning modules, Web services and Document Management services.
SSC: RBIN SSC assumes responsibility of daily processing of financial
accounting to enable consolidation of the financial statements to be submitted by the RB sites.
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HUMAN RESOURCES DEPARTMENT
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HR MISSION 1.
To develop a talent pool with the competence to take the challenges of the
present and future. To facilitate improvements in quality and quantity of individual contribution and provide a congenial work environment.
HR PRINCIPLES 2.
RBIN always believes that their greatest assets are their Human Resources. It
holds the following guidelines for managing the human resources:
An individual’s creativity is the source of creating value. We respect diversity and autonomy so that each employee can exercise his/her own creativity to the full extent.
We have adopted competence as the most important criterion for making personnel decisions.
Rewards based on performance are essential for human motivation. Performance results will be fairly evaluated and rewarded accordingly.
Equal opportunity builds trust between people. We ensure ever y employee an equal opportunity regardless of gender, race, age, religion or nationality.
Maintaining a long-term perspective is the foundation of our human resource policies. Human resource programs have been designed with a long-term perspective and implemented with dedication and persistence.
People: On January 1, 2005, some 232,000 associates worked for the Bosch
Group worldwide. First advantage - RBIN has over 650 qualified software professionals who work on state-of-the-art infrastructure and technology. Employee Development is RBIN’s key priority. Assessment of skills backed up by focused training helps employees to mature their skills.
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International training: Bosch training is an international issue, since the
company also has to cover its needs for skilled workers at its locations all over the world. In its plant in Hatvan, Hungary, for example, Bosch offers a crash course for electronics engineers. At the same time, a cooperation agreement with three junior technical colleges pro-vided for the introduction of Bosch classes, teaching subjects that are especially relevant for working life.
International Development Program: In its International Development Pro-
gram, or IDP for short, Bosch fosters young talent from all over the world. In 2005, the company will has recruited 150 especially well qualified candidates in 22 countries outside Germany. These associates have been prepared systematically for the assumption of leadership assignments in their home countries. During the entire training period, they were Associates supervised by an experienced executive from their country, who will act as a mentor.
Jobstairs online job exchange: Bosch is also using electronic channels in its
quest for qualified associates: in 2003, an online job exchange was set up together with 27 other companies. At www.jobstairs.de, jobseekers can find a marketplace specializing in vacancies offered by top companies. The Bosch Group has an international culture: it employs some 123,000 associates outside Germany, or 53 % of its entire workforce.
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JOBS WITH IDENTITY
Further training - Support and demands: Bosch and innovation are
synonymous. Contributing to this culture is a challenge that every staff member must face on a daily basis. Since Bosch expects so much from its staff, it must provide the necessary conditions to develop both professionally and personally. And that is exactly what it does. RBIN’s discerning, comprehensive training and further education program systematically supports all associates. Belonging to the international Bosch Group, also brings with it added responsibilities: to support an environment of openness to learning, being self confident, and a high sense of self initiative in international cooperation needs to be the overall goal for employee and organization development. To sum up, leadership competence is necessary to work at Bosch.
Technical Leadership: Bosch India works on the latest in Bosch Technology,
from AUTOSAR initiatives, and high end security systems to embedded systems and automotive development. Here associates have the opportunity to work on technologies outside of the normal realm, be it hardware or software.
9. Women - Powered by Bosch!- Supporting women's careers is not a policy, it is a philosophy which is spread. Bosch is committed to supporting women. It wants ever more women to be represented on all hierarchical levels and in all functional divisions, and are committed to equal opportunities for women and men. It has already managed to significantly increase the number of women among its workforce. And perhaps it will have a female President in the foreseeable future.
International work with Bosch: Bosch is an international and globally active
corporation. The global Bosch team comes from extremely wide backgrounds. It develops and produces products in more than 50 countries - and supply markets in Page 67 of 86 M.P.Birla Institute of Management.
around 150 countries. Its employees can therefore work in an international atmosphere and learn at first hand how a global player works. This exposure is an ideal chance for the corporation and staff alike to learn from other cultures and benefit from the wealth of perspectives and ideas, since they are important influences in developing new products and services.
Cultural Pride: At Bosch India, they believe that building an awareness of and
appreciation for ones own culture is very important, before understanding and working with another culture. Be it Kathak or Manipuri, RBIN associates are exposed to the gamut of Indian culture to inculcate a sense of appreciation for India and what it stands for. It is hard to explain, but at Bosch a sense of self is very important.
Stability: Bosch has been around for more than 115 years. Being around for
more than a century means that it is a very agile organization, but yet are old fashioned in some ways - it gives a stable career, an environment where scientists and inventors are nurtured, a place where minds are given the opportunity to think, reflect, and create.
Infrastructure: RBIN’s infrastructure is one of the best in the country. Individual
workplaces designed as per international standards provide an environment that one can be proud of. Facilities such as health care, canteen, sports, gym are also offered. 14.
HR Departmental Functions:
To lay out and execute policies for Recruitment, management and retention of employees.
To ensure employee training norms are met.
To take steps for remedial and counteractive act ions related to process
To initiate performance appraisal processes.
To initiate employee welfare schemes. Page 68 of 86 M.P.Birla Institute of Management.
HR Managerial Functions
To administer day-to-day activities of the HR Team.
To assure adherence to all statutory laws / obligations which are in acceptance.
To schedule and arrange for employees training.
To arrange and participate in the induction process for new employees.
To participate and provide inputs for management review meetings.
Roles of HR Executives
To liaise with manpower consultants for follow up of the requirements.
To coordinate resumed short listing and arrange for HR rounds of interview.
To coordinate employee training.
To maintain employee records as per rules.
To schedule monthly meetings with various groups.
To prepare salary statements, maintain statutory employee records and
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Human Resources Department (RBIN):
Organisation – RBIN/ORG
HUMAN RESOURCES ROBERT BOSCH INDIA LIMITED
HR (PER) RBIN/PER
HR (ORG) RBIN/ORG
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Detailed Functions of HR (Personal) :
Recruitment and Compensation Benefits of the following sections: (i) Engineering section engine systems, Emerging Cooperation Technical & Commercial responsibility of Coimbatore location.
ECD (Engineering Section Emerging Co-operation engineering
services BR, PA & MICO), BSA*(Business services Accounting), END(Engineering Section Emerging Co-operation Mechanical Engineering Services), & ECE(Engineering Section Emerging Co-operation Engineering Services ST, TT, PT and BSH)
(iii) EDM(Engineering section engine systems Engineering Services DS Methods
Engineering Services DS Software Projects 1), EDS(Engineering section engine
2),EDT(Engineering section engine systems Engineering Services DS Truck Software), EDU(Engineering section engine systems Engineering Services DS ECU Systems) & EDP(Engineering section engine systems Engineering Services DS Software Platforms)
QMM (Quality Management & Methods), ECB(Engineering Section
ECC(engineering Section A Engineering services CC), EED(Engineering Section Emerging Co-operation Electronic Engineering services), EGS (Engineering section engine systems Engineering Services GS) & ESE(Engineering Section Emerging Co-operations).
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Engineering Section A, Information Systems India, Business Services
Section and Corporate departments as follows: (i) ECM (Engineering Section A ES Driver Information Systems 1), ECR (Engineering
(Engineering Section A ES Driver Information Systems 2), & ESA (Engineering Section A)
EBS (Engineering Section Emerging Co-operation ES Business &
Commercial Solutions), CI/ISY-IN (Information Systems India), EPC (Engineering
(Engineering Section A Engineering Services AE)
(iii) BST (Business services section translation & Documentation) & corporate departments
International Assignments and Administrations
(i) VA’s and Deputations (ii) Payroll, Benefits, Administration and Statutory Compliance
(iii) Payroll master data administration
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Structure – RBIN/ORG
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Continuous Improvement Process (a) The Continuous Improvement Process (CIP) is a continuous Process of improvement to the employees. CIP coordinators and moderators conduct workshops and projects in all Plant workshops, departments and divisions. The Human Resource Department is mainly categorized in to three groups:
Training and Development
(b) Training and Development (i) Introduction: Training is aimed at preparing and improving an individual’s efficiency in discharging his duties in the given role. (ii) Objective: To ensure that all individuals who join the company are taken through a planned training process to acquire wider/deeper knowledge pertaining to their work areas so that they develop skills & higher responsibilities The training policy aims at giving seven man days of Technical Training and 3 days of Behavioral Training per year to an employee on average. (iii) Focus: To enhance an individual’s
(iv) Responsibility: The main responsibility of facilitating training is with RBIN/ORG with active involvement and timely support from all individuals. (v) The Training Committee: Representatives from across various departments support the training department in addressing issues on Training policy, process and implementation bottlenecks. (vi) Policy: It has a well-defined training policy recommending an average of 10 training man-days per person per year. Page 75 of 86 M.P.Birla Institute of Management.
(vii) Procedure: RBIN has a training procedure in line with ISO 9000:2000, CMML5and TS16949 guidelines. (viii) Organizational Support: Full fledged training rooms with PCs for all trainees, OHP, Audio and video equipment.
Class room training’s
Media based training’s (CBT.)
Adequate library (books can be recommended by any RBINite, endorsed by dept. head)
Selected and listed external agencies and internal trainers for faculty
Internal faculty members are identified by the Department Managers.
Formal training in the area of expertise and training in instructional methodology (training for the trainers) are provided for internal faculty
(ix) Training calendar (Intranet based): List of all the training programs that are planned for the calendar year including Essential for a role, Project specific and Behavioral training. (x) Encouragement and sponsorship to acquire higher qualification such as:
MS Program of BITS Pilani
Post Graduate Programme in Software Enterprise Management (PGSM) offered by IIMB
Post Graduate Diploma in Business Administration (PGDBA) from XIME
Masters Diploma in Business Administration from ICFAI
Certificate courses from Microsoft, SUN, Project Management Institute and other agencies.
(xi) Identification of training needs during PRED, as a part of employee development training classification:
On the Job Training (Project Specific).
Quality Training. Page 76 of 86 M.P.Birla Institute of Management.
(xii) Support Provided:
Full fledged training rooms with PCs for all trainees, OHP, Audio and video
Selected and listed external agencies and internal trainers for faculty.
Encouragement and sponsorship to acquire higher qualification.
Identification of training needs during PRED, as a part of employee
development. (xiii) Continuing Education Programs
Under the Training Policy RBIN reimburses a specified sum (75% to 100% ) spent on Continuing Education Programs Programs:
PGSM (Post Graduate Program in Software Enterprise Management) -
MS Program at BITS Pilani
Certification Programs found relevant to your area e.g. SAP/ Sun/Java
Language courses e.g. German, Japanese
(xiv) Grievances: RBIN promotes the open door policy - employees are welcome to raise their concerns. Employee Referral Scheme 2.
Performance Appraisal: Robert Bosch India Limited has a half yearly
performance appraisal system. Performance Review and Employee Development (PRED) is mandatory for all employees. The first step would be the Objectives to be set by the immediate superior, which has to be completed within 3 months of the employee joining us. The Appraisal cycle is from Jan- Dec. During PRED (Performance Review & Employee Development) the employee is first asked to make Page 77 of 86 M.P.Birla Institute of Management.
a self-appraisal, which would be followed by an appraisal by your immediate boss. RBIN has identified a few performance related characteristics and a few critical attributes based on which you would be appraised. The appraisal would be finally scored on ten and you would need a score of six to receive your performance related bonus. PRED emphasize that the entire performance appraisal system is an improvement tool & not a faultfinding exercise. It is designed to help the employees identify exceptional talented people and explore possibilities of effective career upgrades. PRED Process is as follows:
(a) The Three Pillars of PRED are:
Evaluation on Review Points
Employee development discussion
(b) The employee’s direct supervisor is responsible for his PRED discussion (c) Within 3 months of joining an employee, the Objective setting process should be completed
(d) The PRED cycle follows the January to December cycle
(e) OLPS - for new joiners (less than 6 months) only Future Objectives & Development Plan
3. Knowledge Management and Competency Building: &
(a) For Individuals
Justified true belief; Individual’s experience.
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(b) For Organization
Set of proven models describing various properties and behavior within a
domain - Collective body of experience.
(c) Knowledge Management (KM) - Conscious strategy of getting the right knowledge to the right person at the right time for performing better.
(d) KM Initiatives
Tech Talk-Towards a learning organisation
Community of Practice (COP) Building Bodies of Knowledge
Body of Knowledge (BOK)
Capture of Corporate Memory available (COCOMA) Creating Knowledge
Alternate Design or Proof of Thought (ADOPT) Unleashing Talent Tech
(e) Approach considered for each Initiative
Initiate ------ > Mobilize ------ > Institutionalize ------ > Improve
All initiatives are directed to encourage, recognize and promote
engineers with strong intrinsic motivation.
(f) Why competence building?
To have competitive advantage - sustain in technology involved
To improve customer satisfaction and integrate customer projects well
Employee development - Individual’s knowledge growth Competence
building – Approach
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Functions of HR Organisation, Employee Development & Continuous
Improvement Process (CIP) is: -
Knowledge Management, Competence management and Technical training: (i) Domain knowledge and IP development support (ii) Intellectual Property Rights, Awareness Drive and Process owner (iii) Technical training Strategy Planning, Conduction and Training process owner (iv) E- Learning Initiative (v) Embedded System Institute, Centre for resource development for Excellence (vii) Knowledge management Initiative
Knowledge center and information services library process owner
(viii) Competence Management Initiative for RBIN (ix) Higher education and Certifications and on the job training
(b) Employees and Organisation Development: (i) Organisation and leadership development (ii)
Continuous Improvement Process (CIP) programmes, Ideas do earn
awards (IDEA) and organisation Development (iii) Induction, Behavioral Training leadership development programmes
Intercultural training, workshops and value deployment
Employee Counseling and Moderation
Bosch Institute of Cultures and Languages (BINOCULUS) in collaboration
with Gothe Institute & Max Mueller Bhavan offers courses in: (i)
German culture Page 80 of 86 M.P.Birla Institute of Management.
CHAPTER 10 SWOT ANALYSIS & CONCLUSION
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Core Competency Adequate financial resources. Brand Name Access to economies of scale. Product innovation skills Better manufacturing capability. Superior technological skills. Motivation through various programs and workshop
Plagued with internal operating problems. Pricing
Enter new markets or segments. Expand product line to meet broader range of customer needs. Diversify into related products. Complacency among rival firms. Large untapped market
Growing bargaining power of customers or suppliers.
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All around the world, the name of Bosch stands for competence, quality and
reliability. The "workshop for precision engineering and electrical engineering" that Robert Bosch founded in Stuttgart, Germany, in 1886, has grown in the course of more than one hundred years to become a true global player.
Every day, countless people at Bosch group work towards improving our
technical standards and thereby improve the future. By inventing, improving and refining electronics and mechanics, modern technology supports people in everyday life, making it far more comfortable, varied and often more entertaining. Research and development is a core activity and a part of life at Bosch. The innovative drive and the ability to manufacture technologically advanced products in large series are the mainstays of Bosch's success. The Bosch group demonstrates its competence as a supplier of cutting-edge technology with a number of new developments and processes in all sectors of its activities.
Robert Bosch India, is a leading automotive supplier, is all set to look for
opportunities in the rapidly growing Indian market. On the market potentials in Indian auto-industry, In India, automotive technology represents a huge area of business, supplying both to the local automotive industry as well as exporting components around the world. Hence RBIN have plans to continue its business focus on Asia and invest heavily in markets like China and India. About areas of concentration, RBIN is strengthening industrial technology and building technology business sectors. In addition, it is moving into new growth areas such as microsystems technology. Last year the Bosch Group focused more strongly on the growth regions in Asia, extending its development and manufacturing network.
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Bosch India software, which reported revenues of Rs 395 crore last year,
employs over 3,500 professionals, including over 2,100 techies deployed in building technology solutions for the automobile industry. RBIN is growing at around 40% every year and match the Indian tech majors in growth. Robert Bosch India plans to add 1,000 employees per annum to its workforce. The company's headcount stands at 3,500 and will rise
3,900 by year-end. Of the 3,500 employees, 2,000 work in the
automotive domain and 25 in the chip design and testing domain.
After studying the organization, the various departments, organization structure
the following conclusion can be drawn .It was a very good opportunity to implement the theoretical knowledge acquired throughout the year. I was able to get a feel of how the organization works and how they respond to crisis situations. It was easy to learn practically, the coordination between various departments.
Exposure to company’s policies and rules were of great help. It was a surprise
to watch the involvement of the employees who worked in the organization. They were cooperative and enthusiastic all day long in the office. It provided me with an opportunity to experience the organizational behavior. I got to learn the various aspects in the Human Resource Department. The personal interview with few department heads proved to be very useful in implementing the theoretical knowledge. The overall exposure to the business scenario was one of its sorts. It was ideal time to learn and imbibe the aspects of the working of the Organization.
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In house Quarterly magazine RBINite. www.bosch.com www.boschindia.com Bosch Annual report, 2005
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ABBRIVIATIONS EDU: Engineering
services Diesel System
information system 2
& Data Centre India.
services chassis control
BSV: Business Services
Systems DS Methods &
Section – Emerging Co-
BSA: Business services
BSH – Bosch Siemens
services – Business &
AA – Automotive After
services - AA, EB, ETAS
EB – Body Electronics
ETAS – Name of a co.
services - ST, TT, PT,
VA – German
services Section A
services - BR, PA, MICO
information systems 1
PA – Automobiles
ST – Security Technology
services Car Radio
BR – Bosch Rexroth
TT - ThermoTechniqyes
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