Robert Bosch Shashidhar 05116

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M.P.Birla Institute of Management. Shashidhar VN

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

id2632296 pdfMachine by Broadgun Software - a great PDF writer! - a great PDF creator! - http://www.pdfmachine.com http://www.broadgun.com

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CONTENT

PART I

Sl No., Chapter Name Page 1 Principle�s Certificate 4 2 Guide�s Certificate 5 3 Executive Summary 6 4 Student Declaration 7 5 Acknowledgement 8

PART II

Sl No., Chapter Name Page 1 Introduction 10 2 Industrial Profile 13 3 Company Profile 17 4 Business Sectors 28 5 Bosch in India 35 6 Robert Bosch India limited 38 7 Finances- Bosch 42

8 Organization study of Bosch & Robert Bosch India limited

45

Overview of various Departments

51

9 Human Resource Department 64 10 SWOT Analysis & Conclusion 81

Bibliography 85 Abbreviations 86

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PART I

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PRINCIPAL�S CERTIFICATE

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.

Place: Bangalore Dr. N. S. Malavalli

Date : 30-09-2006 Principal, MPBIM

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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.

Place: Bangalore Prof. B. K. Ramaswamy

Date : 30-09-2006 Professor, MPBIM

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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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STUDENT DECLARATION

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 Shashidhar VN Date: 30 Sept 2006 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 Shashidhar VN Date: 30 Sept 2006 Reg No: 05XQCM6084

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PART II

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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

problems.

To understand the culture in the organization and the effectiveness

that it has on the employees of the organization.

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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.

5. 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

the customer

Implementation including component test

Verification of the software

(b) The supply of software components for safety relevant

applications-

The scope of services provided by RBIN�s Software and Integration Factory

includes:

Definition of specifications and of a software safety concept

Design and implementation of software components including

component tests

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Verification of the software

(c) 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,.

3. 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

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Door Control unit

Seat Control Unit

Telephone Control Unit � TCU

Climate Control Unit

4. 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 (1861-1942) as �Workshop for Precision Mechanics and Electrical

Engineering,� the Bosch Group today comprises a manufacturing, sales, and after-

sales service network of more than 280 subsidiaries and more than 12,000 Bosch

Service Centers in over 140 countries.

2. OWNERSHIP STRUCTURE � The Global Responsibility of Bocsh

3. 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

Robert Bosch Stiftung Gmbh

92% Holding No Voting Rights

Robert Bosch Gmbh Share Capital

1.2 Billion Euros

Bosch Family 8% Holding

7% Voting Rights

Robert Bosch Industritreuhand KG

93% Voting Rights

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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 �

4. 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.

6. 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.

8. 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

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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 standards, customer expectations, knowledge and experience.

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.

10. 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.

11. Innovations secure future: and Bosch is no exception. Worldwide, 23,600

research and development associates work to deliver the basis for products and

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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 components, exploiting new technologies, improving processes 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

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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.

(d) Initiative and Determination: Bosch acts on its own initiative, with an

entrepreneurial but accountable spirit, and demonstrate determination in pursuing

its goals.

(e) 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.

(g) 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.

(h) 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

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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.

(b) 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.

(c) 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.

(e) 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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(f) 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.

(g) 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.

(h) 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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(i) Qualification: Bosch encourages associates to train to acquire skills and

knowledge and to expand and enhance their professional and specialist know-

how.

(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.

(k) 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.

ACADEMECIA

15. 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.

16. 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.

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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.

17. 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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CHAPTER 4 BUSINESS SECTORS

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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

2. 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.

Industrial technology

3. 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

4. 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.

Bosch Service

Specialist in vehicle electric/electronics

5. 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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6. 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.

7. 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.

8. 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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9. 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.

10. 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.

11. 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.

12. Security Systems � Secures your World: Bosch Security Systems proudly

offers a wide range of fire, intrusion, social alarm, CCTV, management and

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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.

13. 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.

14. 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.

15. 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

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and cosmetics industries. Packaging technology from Bosch meets the most stringent

demands.

16. 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

1. 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).

2. 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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(b) 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.

(d) 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

1. 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.

2. 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.

3. 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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4. 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.

5. 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.

6. 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. Major Activities

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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CHAPTER 8

FINANCES-BOSCH

1. Bosch Group sales by region in 2005

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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 2002 2003 2004 2005

Sales 34029 34977 36357 38954 41461

Percent of Sales accounted for by

International Business

72 72 71 72 73

Annual average number of Associates (�000) 218 226 229 234 249

Of which in Germany 99 103 105 107 110

Of which Abroad 119 123 124 127 139

Investments in Fixed Assets 2368 2006 2028 2435 2923

Expenduture on Research & Development 2274 2487 2650 2898 3073

Profit after Tax 650 650 1100 1675 2450

66% Europe

19% America

15% Asia-Pacific

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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

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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

Chairman - Central Works Council

-Combined Works Council of Robert Bosch GmbH

Dr. jur. Peter Adolff, Munich

(former Member of the Board of Management of Allianz Versicherungs-

Aktiengesellschaft)

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

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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, Baden-

Württemberg region

Dieter Klein, Wolfersheim

Chairman - Shop Council of the Homburg Plant


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

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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


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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/PER �Personnel

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

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RBIN/COR

(

RBIN/FCMFacilities Mgmt &

ConstructionRajeshwaran S

RBIN/CFAControlling, Finance,

AdministrationSabesan S

RBIN/PERPersonel

Satyanarayana TK

RBIN/LEG****Legal, Taxes, CompanySecr., Internal Controls

Vidya Sarathy

RBIN/PURPurchasingKumar KR

RBIN/CORCommercial Responsibility

Kurth Holger

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RBIN/ESA

RBIN/ECMES- Driver Information

Systems 1Sasikumar G 1)

RBIN/EDIES- Driver Information

System 2Prashant Halady

RBIN/ECREngineering Services

Car RadiosSri Krishnan V

RBIN/ECCEngineering Services CC

Sriram TV 7)

RBIN/EAEEngineering Services AE

Gaur Dattatreya

RBIN/EPCEngineering Processes

consultingUmashankar BR

RBIN/ESAEngineering Section A

Shenoy RK4)

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RBIN/ESE

RBIN/EBSES- Business & Commercial

SolutionsShenoy Prakash

RBIN/ECBEngineering Services

AA, EB, EATSSreenivasan UM

RBIN/ECDEngineering Services

BR, PA, MICOSatyanarayana N2)

RBIN/ECEEngineering Services

ST, TT, PT, BSHSwaminathan K

RBIN/ENDMechanical Engineering

ServicesSankar Sadasivam

RBIN/EEDElectronic Engineering

ServicesKrishnan R

RBIN/ESEEngeeniring Sections

Emerging Co-operationsKrishna R5)

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CI/ISY-IN

CI/ISY-1NInfrastructure andData Centre IndiaJanashekar UM

CI/ISY2-INEngineering Services

India 2Sujatha D

CI/ISY 3-INEngineering Services

India 3Dattatri Salagame

CI/ISY 4-INEngineering Services

India 4NN

CI/ISY-IN**Information Systems India

Shenoy Sudhakar

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RBIN/ESD

RBIN/EDMEngineering ServicesDS Methods & Tools

Sri Guha V6)

RBIN/EDREngineering Services

DS Software Projects 1Latha C

RBIN/EDSEngineering Services

DS Software Projects 2Kunte SC

RBIN/EDTEngineering ServicesDS Truck SoftwareNataraja Chandra

RBIN/EDUEngineering Services

DS EDU SystemsPrabhu Panduranga3)

RBIN/EDPEngineering Services

DS Software PlatformsSrinivasa

RBIN/EGSEngineering Services GS

Hadi SA

RBIN/ESDEngineering Section

Engine SystemDr Zahir Andree

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RBIN/PER

# Administrative reporting to TCR-Cob* Functional reporting to RBIN/PER 2 for BSA related Topics** Functional reporting to RBIN/PER 1 for EBS related topics

RBIN/PER - SekrVeena ms

RBIN/PER 11DHRM

ECD, BSA*, END, ECEVanitha Chengappa

RBIN/PER 12DHR,MEDM, EDR, EDS

,EDT,EDU, EDPDivya Swaroop

RBIN/PER 13DHRM,QMM,ECB,ECC

EED,EGS,ESEKavitha Kolala

RBIN/PER 14DHRM

TCR-COB#Sudhakar Durai

RBIN/PER 1ESD,ESE,TCR-Cob

Girish BV

RBIN/PER 21DHRM

ECM, ECR, EDI, ESARajesh M

RBIN/PER 22DHRM

EBS**,CI/ISY-IN,EPC,EAEJoseph Gonsolo

RBIN/PER 23DHRM

BST, Corporate DeptsNN

RBIN/PER 24NN

RBIN/PER 2ESA, CI/ISY-IN,BSV

Corporate DeptsVenu Gopal VV

RBIN/PER 31VA'S & Deputations

Gangadhar MK

RBIN/PER 32DeputationsRashmi CR

RBIN/PER 33Deputations

Deepa Jayadev

RBIN/PER 34Payroll, Benifits

Admin & Statutory ComplianceSripathi Acharya

RBIN/PER 35Payroll R Master Dara

AdministrationDamodhar Pai

RBIN/PER 3International Assignments &

AdministrationParthasarathi MK

RBIN/PERHuman Resource

ManagementSatyanarayana TK

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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 are being handled at RBIN/EDU.

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.

2. 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.

3. 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.

4. EDM (Engineering Services - DS - Methods and Tools): EDM stands for

"Engineering Services - DS - Methods and Tools".

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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5. 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

8. 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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9. 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).

10. 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)

11. 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.

12. 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

13. 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.

15. 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.

16. 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

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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.

17. 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.

18. 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.

19. 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.

3. 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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4. 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.

5. 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.

6. 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.

http://www.jobstairs.de,

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JOBS WITH IDENTITY

7. 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.

8. 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.

10. 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

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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.

11. 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.

12. 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.

13. 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

improvement.

To initiate performance appraisal processes.

To initiate employee welfare schemes.

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15. 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.

16. 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

coordinate reimbursements.

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Human Resources Department (RBIN):

Personnel �RBIN/PER

Organisation � RBIN/ORG

HUMAN RESOURCES ROBERT BOSCH INDIA LIMITED

HR (ORG) RBIN/ORG

HR (PER) RBIN/PER

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Structure RBIN/PER

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1. Detailed Functions of HR (Personal) :

(a) Recruitment and Compensation Benefits of the following sections:

(i) Engineering section engine systems, Emerging Cooperation Technical

& Commercial responsibility of Coimbatore location.

(ii) 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 and Tools), EDR(Engineering section engine systems

Engineering Services DS Software Projects 1), EDS(Engineering section

engine systems Engineering Services DS Software Projects

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)

(iv) QMM (Quality Management & Methods), ECB(Engineering Section

Emerging Co-operation engineering services AA, EB & ETAS),

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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(b) 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 Section A Engineering Services Car Radios), EDI

(Engineering Section A ES Driver Information Systems 2), & ESA

(Engineering Section A)

(ii) EBS (Engineering Section Emerging Co-operation ES Business &

Commercial Solutions), CI/ISY-IN (Information Systems India), EPC

(Engineering Section A Engineering Process Consulting) & EAE

(Engineering Section A Engineering Services AE)

(iii) BST (Business services section translation & Documentation) &

corporate departments

(c) 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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1. 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:

Manpower Resourcing.

Employee Development.

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

Technical Skills

Personal Effectiveness

Managerial Effectiveness

Role Effectiveness

(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.

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(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:

General Induction.

Technical Training.

On the Job Training (Project Specific).

Quality Training.

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Behavioral Training.

Language Training.

(xii) Support Provided:

Full fledged training rooms with PCs for all trainees, OHP, Audio and video

equipment.

Selected and listed external agencies and internal trainers for faculty.

Training Calendar.

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) -

IIM Bangalore

MS Program at BITS Pilani

Certification Programs found relevant to your area e.g. SAP/ Sun/Java

certification

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

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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:

Objective Setting

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

base

Alternate Design or Proof of Thought (ADOPT) Unleashing Talent Tech

Day

(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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4. Functions of HR Organisation, Employee Development & Continuous

Improvement Process (CIP) is: -

(a) 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

(iv) Intercultural training, workshops and value deployment

(v) Employee Counseling and Moderation

(c) Bosch Institute of Cultures and Languages (BINOCULUS) in collaboration

with Gothe Institute & Max Mueller Bhavan offers courses in:

(i) German language

(ii) German culture

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CHAPTER 10

SWOT ANALYSIS & CONCLUSION

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SWOT Analysis

Strengths

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

Weakness

Plagued with internal operating problems.

Pricing

Opportunities

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

Threats

Growing bargaining power of customers or suppliers.

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CONCLUSION

1. 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.

2. 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.

3. 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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4. 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.

5. 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.

6. 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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SELECT BIBLIOGRAPHY

In house Quarterly magazine RBINite.

www.bosch.com

www.boschindia.com

Bosch Annual report, 2005

http://www.bosch.com

http://www.boschindia.com

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ABBRIVIATIONS

EDU: Engineering

services Diesel System

EDT: Engineering

Systems DS Truck

Software

EDS: Engineering

Systems DS Software

project 2

EDM: Engineering

Systems DS Methods &

Tools

EDP: Engineering

Systems DS Software

platform

EDR: Engineering

Systems DS Software

projects 1

EGS: Engineering

Systems DS Gasoline

Systems

ESA: Engineering

services Section A

ECM: Engineering

services ES Driver

information systems 1

ECR: Engineering

services Car Radio

TT - ThermoTechniqyes

EDI: Engineering

services -ES-Driver

information system 2

ECC: Engineering

services chassis control

EAE: Engineering

services Automotive

electronic

EPC: Engineering

process consulting

ESE: Engineering

Section � Emerging Co-

operations

EBS: Engineering

services � Business &

Commercial solutions

ECB: Engineering

services - AA, EB, ETAS

ECE: Engineering

services - ST, TT, PT,

BSH

ECD: Engineering

services - BR, PA, MICO

END: Engineering

services - Mechanical

Engineering Services

EED: Engineering

electronic Design

Services

CI/ISY-IN: Information

System India

CI/ISY-IN1: Infrastructure

& Data Centre India.

CI/ISY-IN 2:Engineering

services India

BSV: Business Services

Section

BST: Businesses

Services Translation &

Documentation

BSA: Business services

Accounting

BSH � Bosch Siemens

Hausgerate

AA � Automotive After

market

EB � Body Electronics

ETAS � Name of a co.

VA � German

VERTRAGS

ANGESTELLTER for

Contract Employee

PA � Automobiles

ST � Security Technology

BR � Bosch Rexroth

Robert Bosch Shashidhar 05116

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