CHAPTER – I

1. INTRODUCTION TO THE TRAINING

The Internship Programme aims to provide our students the opportunity to consolidate
their theoretical foundation through practical experience. A major component of this
experience is the formation of a professional attitude. The students are expected to develop
their personality and capacity to adapt to, and handle, challenging situations in the real
business world. Through the internship program, the students should be able to acquire
transferable skills such as communications skills, interpersonal skills, technical skills,
teamwork skills, management skills and problem-solving skills. Last but not least, the
students can explore their interest in future career development.

The Internship Programme is required for all degree students and each student is
expected to complete six whole months* of internship during which he/she must work for a
minimum of 800 hours. Each student is expected to be supervised by a mentor throughout the
internship. The student will need to fill in a monthly report to report his/her progress during
the internship whereas the mentor will need to give an appraisal to the student on a monthly
basis.

The utility electricity sector in India has one National Grid with an installed capacity
of 330.86 GW as on 30 November 2017. Renewable power plants constituted 31.7% of total
installed capacity. During the fiscal year 2016-17, the gross electricity generated by utilities
in India was 1,236.39 TWh and the total electricity generation (utilities and non-utilities) in
the country was 1,433.4 TWh. The gross electricity consumption was 1,122 kWh per capita
in the year 2016-17. India is the world's third largest producer and fourth largest consumer of
electricity. Electric energy consumption in agriculture was recorded highest (17.89%) in
2015-16 among all countries. The per capita electricity consumption is low compared to
many countries despite cheaper electricity tariff in India.

1
 CHAPTER – II

2. PROFILE OF THE STUDY

ABOUT US

Salzer was established in 1985 with an aim to bring world class technology in
Electrical Installation Products, coupled with dependability and excellence in service to the
Indian Industry. Today Salzer is a dynamic chain of five factories.

About us

What initiated in 1985 as a small enterprise is a dynamic chain of 5 factories today.

Salzer Electronics Limited made its debut in the Electrical Industry with an aim to design,
develop, manufacture and supply CAM operated Rotary Switches, selector switches, Wiring
Ducts, Voltmeter Switches and allied products.

We are headquartered in Coimbatore, Tamil Nadu. We seek to understand the

requirements of our clients and provide them the perfect electrical solution. All our ongoing
developmental activities for innovative and value-added products are driven by this sense of
responsibility. Professionally managed with hand-picked employees who are our main assets,
Salzer is fervently committed to competitiveness and innovation. Consistent quality checks at
every stage of processing have been our growth engine to success.

"Salzer Team", a solution provider, is always at your service

What initiated in 1985 as a small enterprise is a dynamic chain of 5 factories today.

Salzer Electronics Limited made its debut in the Electrical Industry with an aim to design,
develop, manufacture and supply CAM operated Rotary Switches,Selector switches, Wiring
Ducts,Voltmeter Switches & Allied products. We are headquartered in Coimbatore, Tamil
Nadu.We are driven to develop outstanding quality products, operational excellence and
excellent design that comply with the global market.

Our products are a result of engineering excellence. We are equipped with a full-
fledged laboratory, R&D facility and captive tool room. Our in-house R&D wing is
recognised by the Department of Scientific & Industrial Research, Government of India. We
believe in quality and innovation.

2
 Our team constantly upgrades and develops products to meet new market trends. Our
modern infrastructural facility complies with techniques like TQM, TPM, Six Sigma, Lean
Manufacturing and 5-S. In an age where high precision is invaluable, Salzer stands out both
in supply and service. Our company has been acclaimed as the provider of total solutions in
Electrical Installations

Vision: To be a Global Electrical Solutions Company, most admired for its people,
performance and values

Mission: To build on our experience in product excellence and technology innovation to

provide the highest quality and most reliable electrical products and services to customers

Evolution of Salzer: For over 30 years Salzer has been inspired by its success of its
Innovation

Achievements

Salzer is a result of the ambition and efforts of Mr R. Doraiswamy, Managing Director.

His aim was to bring to the Indian Industry world-class technology in Electrical Installation
Products, coupled with dependability and excellence in service. Over the course of 30 years
of being in the Electrical & Electronics Industry, Salzer has achieved four major milestones:

1. India’s leader in Rotary Switches & Wiring Ducts

2. International product approvals
3. Worldwide market presence
4. Five units with International Affiliations

Manufacturing Facility

About Complete Manufacturing facility & factories

We at Salzer take great pride in our manufacturing facility. We understand the

requirements of our clients and provide them with the perfect electrical solution.

Quality Assurance

As stated earlier, quality and innovation is our forte and we stand by it at every stage
of production. We believe in operational excellence and excellent design. We strive to satisfy
our clients with the right product, prompt delivery and right price.

3
R&D Facility

Our manufacturing facility also comprises of a full-fledged R&D wing that is

recognised by the Department of Scientific & Industrial Research, Government of India.

Approvals

Most of the products offered by us are approved by CE Standards. We also have few
products which are approved by standards like UL, CSA, S MARK, and CB

About Complete Manufacturing facility & factories

We at Salzer take great pride in our manufacturing facility. We understand the

requirements of our clients and provide them with the perfect electrical solution. Our
manufacturing facility is professionally managed with hand-picked employees who are our
main assets. Our office as well as factory is located in Coimbatore, Tamil Nadu.

Today, Salzer is recognised as India’s leader in Rotary Switches and Wiring Ducts
with 5 factories, international affiliations and a worldwide market presence. Our
manufacturing facility comprises of modern infrastructural facilities, full-fledged R&D center
and a self-sufficient captive tool room. We also have a sophisticated in-house type testing
laboratory with a test capacity of up to 200 Amps. It complies with IS and IEC product
standards.

R&D

Our manufacturing facility also comprises of a full-fledged R&D wing that is

recognised by the Department of Scientific & Industrial Research, Government of India. It is
managed and maintained by experienced R&D personnel that constantly upgrade and
innovate to cater to the versatile demands of various industrial segments.

CSR

As an organisation and socially responsible citizens, we believe in doing our bit and
giving back to the environment. We deem it our duty to conserve our planet. "We will act
responsibly when we help protect our environment, provide fair economic opportunity, work
safely and consider the people in all our business affairs." Our company has been empanelled
as a grade 1 Energy Service Company (ESCO) by the Bureau of Energy Efficiency (BEE).

4
CERTIFICATIONS

Innovation and Customization

We strive to design, develop, manufacture and supply products that set new industry
benchmarks. Proven track record of developing products as per domestic and international
customer’s specifications

Total Vertical Integration

In-house Design, tooling, moulding and manufacturing helps in two ways, greater
flexibility to make customized products, and better quality control of the product

Wide range of Products

Being a Market Leader, highest range of Products available for customers to choose from

5
R&D Centre

A full-fledged R&D wing that is recognised by the Department of Scientific &

Industrial Research, Government of India coupled with an In-house Type Testing Laboratory
enhances our product leadership.

Wide Distribution Network

We have distribution centres across the Indian sub-continent and also cater to 50
countries across the globe.

Quality-assured products

We believe in operational excellence and excellent design. We strive to satisfy our

clients with the right product, prompt delivery and right price

6
Certifications

We at salzer offer products to provide switching solution to a wide range of industries

and applications. Our main USP is to provide power saver options.

INDUSTRIAL SEGMENT - INDUSTRIAL COMPONENTS

Cable ducts Cam operated rotary switches

Isolator & changeover General purpose and relay

7
MOTOR CONTROL PRODUCTS

Contactor & overload relay Motor protection Circuit breaker

TRANSFORMERS

Transformer coils Power inductor

Three Phase laminator transformer Wire harness

Modular switches Movement sensor

8
Remote switches flexible bus bars

Energy saving panel Lan cables

Industrial Cables

Specifications

Material Rubber

Shape Round

Thickness 1.5-2mm

Application Industrial Use

Voltage 220V

Upper Material Brass

Power 1-3kw

9
Distribution Board

Salzer Distribution Boards are aesthetically pleasing and sleek that seamlessly blends
with your Interiors. Salzer DB’s are made of CRCA Sheet steel and are rugged in
construction and spacious enough to facilitate easy wiring.

Salzer has a wide range of DB’s for Residential & Commercial applications. The
range includes Enclosures, Plug & Sockets, Single Phase DB’s, Three Phase DB’s, Vertical
DB’s, Phase Selector DB’s & Segment DB’s etc.

Features

 Made of CRCA sheet steel

 Epoxy hybrid powder coating
 Electrolytic Copper Phase links 63 Amps rating
 Neutral & Earth links – Brass
 Suitable for Flush and surface mounting
 Door Earthling feature
 Door Reversible feature

Modular Switches

Specifications:

 Contemporary & Aesthetically Sleek Modular

 10, 20 & 32 Amps AC suitable for Standard
 Plates, Elite Plates, Glass Plates & Coloured Plates
 Economy range Switches & Sockets
 Elegant Black colour Switches / Sockets
 Silver Nickel contacts for enhanced Electrical life

10
Speciality:

Aesthetically sleek and sophisticated speciality products viz. 4 Channel Remote

switches, Touch / Remote switches, Movement Sensors, Motor Starters, Automatic Source
Changeovers (ACCL), Timers, Dual Voltage Shaver socket, Key Tag Switches, Surge
Suppressor, Universal Remote & other Hotel / Hospitality range of products.

Remote Switches

Specifications

Shape Rectangular

Colour White

Mechanical Life 2 Years

Current 220 VDC,110 VDC

Current Range 16A, 32A

Receiver Frequency 433.92 MHZ

Typical sensitivity -105dBm

Supply Current 3.5mA

Electrical House Wire

11
Description:

Each wire is fabricated using 99.97% pure, electrolytic grade, annealed bare copper
with more than 100% conductivity. The use of copper guarantees electrical energy saving
which further reduces electricity bills.

Specifications

 Additional safety and security

 Manufactured using high-grade copper
 100% conductivity
 Flame-retardant wires
 Provides protection against short circuit

Energy Saving Panel

Material Metal

Application Solar Storage System

Variety Cabinet

Rated Voltage: AC220V/380V.480V/660V

Power range: 7.5KW~320KW

Current: 25-150A

Working DC power: 315/620VDC

12
 CHAPTER III

3.ORGANIZATION STRUCTURE

Managing Director

Production HR Marketing Finance

Dept.
Dept. Dept. Dept.

MANAGER
MANAGER GENERAL MARKETING
MANAGER MANAGER

P.N. Vaiyapuri

ASSISTANT
ASSISTANT ASSISTANT ASSISTANT MANAGER
MANAGER MANAGER
N.Prabakaran
L.Ragu R. Magalingam

OFFICE ACCOUNTANT
EXECUTIVES SUPERVISOR ASSISTANT

N.Moorthy

PRODUCTION
OFFICER

M.Mani

OPERATORS

13
 CHAPTER – IV

FUNCTIONS OF THE DEPARTMENT

4.1 PRODUCTION PROCESS

Switchgears and control panels form a part of power distribution equipment and are
widely used in power grid or electricity distribution systems. Low-voltage and medium
voltage switchgear are used in many industries such as oil and gas, and paper and pulp, while
high voltage switchgears are primarily used in power substations.

Capacitors are widely used as parts of electrical circuits in many common electrical
devices and also in power distribution systems. In all parts of the world and on every voltage
level, switch- gear systems from Berlin guarantee a maximum of safety in power networks.
Schaltwerk Berlin, the largest production facility of its kind in the world, has a long tradition
of being the birthplace of future-oriented switchgear technology; where products and systems
are created that help maintain the cost-effective and reliable transmission and distribution of
electrical energy, both now and in the future.

About 100 years of development experience as well as state-of-the-art laboratories

and testing stations on-site ensure that Siemens switchgear systems will continue to set new
industry-wide standards in terms of efficiency, cost-effectiveness, and reliability. With one of
the world’s largest private test laboratories for testing switching capacity – also accredited to
perform internationally recognized type tests to ISO/IEC 17025 – and with a team of over
300 top-ranking specialists in the fields of science and technology, Schaltwerk commands
unique research and development resources.

This has made it the company-wide Competence Centre for all Siemens production
facilities in the switchgear systems sector. Around 50 new patents per year serve to
emphasize the plant’s superior position in the development of future-oriented technologies,
also on the international level.

CONTINUOUS IMPROVEMENTS

Ecologically and economically sound With its products, systems, complete power
supply installations and comprehensive solutions, the Medium Voltage Business Unit of the
Power Distribution Division in the Energy Sector offers a complete portfolio for power
distribution at the medium-voltage level.

14
 Customers around the world especially benefit from the fact that we have optimized
the complete value-added chain comprising development, production, delivery and
commissioning. Thanks to the integration of targeted innovations, medium-voltage
switchgear from Siemens not only lowers costs but contributes to a lasting reduction in the
environmental impact of equipment and systems and the entire distribution network. Safe and
efficient Our medium-voltage products and switchgear ensure the reliable, secure current
flow in distribution networks.

In line with the division of distribution networks into a primary and secondary
distribution network level, a distinction is made between circuit-breaker switch-gear (for the
primary level) and load-break switchgear (for the secondary level).Load-break switchgear of
the secondary distribution level is generally required to switch rated currents (low loads).

ENVIRONMENTALLY RELEVANT ANALYSIS OF THE ENTIRE LIFECYCLE

Use of materials Switchgear consists essentially of metallic materials. Steel (for the
housing) accounts for the bulk of the metal weight followed by copper (current paths),
aluminium and other metals. The main non-metallic material used is cast resin (bushings,
current and voltage transformers). Other plastics are used in considerably smaller amounts as
insulating components (pole shells, spacers, cable insulation).

Further materials making up very small proportions of the overall weight are silicone,
ceramics (vacuum interrupter), and lubricants. Some built-in devices for switchgear also
contain electronic parts and components. These, for the most part, are protection devices.

Production of switchgear

We continuously improve our production processes with respect to their energy, water
and material requirements. They comprise the following main steps:

Pre processing

 Processing of steel sheet (cutting, blanking, bending, welding)

 Copper processing (blanking, bending)
 Cast resin processing
 Pre connector zing of cables,
 cable harnesses Surface treatment
 (painting, electroplating)

15
Switchgear assembly

 Preliminary and final assembly of

 components and complete panels Installation of equipment in panels
 (circuit-breakers and load interrupters, disconnections, earthling switches,
 transformers, fuses and protection equipment) Wiring of built-in equipment via the
cable harness and other cables

Configuration and final inspection, packing, dispatch and transport

 Configuration of the individual panel or the switchgear composed of panels

Preliminary and final assembly of components and switchgear (mechanical and
electric)
 If necessary, commissioning and acceptance by customers

Switchgear in Use

Our medium-voltage switchgear and products guarantee the current flow and perform
measurement and monitoring functions. Switchgear only changes out of this “network-
neutral” (passive) function into the active function of interrupting and/or switching over of
the current flow in the event of a fault or in the case of controlled circuits.

Disposal and recycling

After dismantling at the end of their period of use, the components are recyclable as
sorted and mixed scrap. Any electronic auxiliary devices present must be removed previously
during dismantling or when using mixed scrap and recycled separately. In the case of gas-
insulated switchgear the insulating gas must be properly extracted according to the legal
regulations and sent for reprocessing and reuse.

COMMITMENT TO ENVIRONMENTALLY COMPATIBLE QUALITY

Certified environmental management system In addition to the EN ISO 9001-

compliant quality management system, Siemens has also put in place an environ-mental
management system in accordance with EN ISO 14001 at the relevant main locations Berlin,
Erlangen and Frankfurt am Main. Furthermore, all our locations have a certified work
protection management system in compliance with BS OHSAS 18001.The effectiveness of
these management systems is verified annually by independent organizations.

16
 Other environmentally relevant information Switchgear are classified as air-insulated
(AIS) or gas-insulated (GIS) according to the type of insolent used. For the same
performance data, GIS is significantly smaller since the insulating gas (SF6) has outstanding
insulating properties.

The individual switchgear production has great advantages

With the switchgear production you will adjust your machinery perfectly on each
other, so that you will have a smooth workflow and you can produce more pieces in the same
time.

To ensure an ideal production process, the whole production flow should be inspect
and should be optimized with special soft- and hardware. For more than 50 years we are
engineering, planning, producing and installing a multitude of electronic control units for
different industrial sectors. Therefore our customers get a qualified and authentic team with
over 110 members. This team includes engineers, project managers, office and production
members.

Leave the switchgear production in experts hands

To optimize a workflow, the facilities of a company have to choose right. You only
should use high-quality machinery and components, because with lower quality your failure
rate is too high and you have unnecessary maintenance work.

Because of that you only should trust in absolute experts where machinery or
workflow, as well as switchgear production is concerned. We have decades of experience in
switchgear production and their components for different industrial sectors. We are your
contact person for your individual problems.

17
4.2 HUMAN RESOURCE MANAGEMENT

Altogether, human resource management is the process of proper and maximise

utilisation of available limited skilled workforce. The core purpose of the human resource
management is to make efficient use of existing human resource in the organisation. The Best
example at present situation is, construction industry has been facing serious shortage of
skilled workforce. It is expected to triple in the next decade from the present 30 per cent, will
negatively impact the overall productivity of the sector, warn industry experts.

Every organisation’s desire is to have skilled and competent people to make their
organisation more effective than their competitors. Humans are very important assets for the
organisation rather than land and buildings, without employees (humans) no activity in the
organisation can be done. Machines are meant to produce more goods with good quality but
they should get operated by the human only.

MEANING

Human Resource Management is the process of recruitment and selecting

employee, providing orientation and induction, training and development, assessment of
employee (performance of appraisal), providing compensation and benefits, motivating,
maintaining proper relations with employees and with trade unions, maintaining employees
safety, welfare and health measures in compliance with labour laws of the land.

It is undisputed fact that humans are being replaced by artificial intelligence which
means robots. But all jobs cannot be handed over to Robots, to say in other words robots have
its own limitations and all roles cannot be handled by robots. Though British theoretical
physicist Stephen Hawking, Cambridge professor expressed about destruction of middle-class
jobs due to raise of artificial intelligence, he still felt that natural intelligence or need for
application of human mind is inevitable in certain roles.

DEFINITION

Edwin Flippo defines- HRM as “planning, organizing, directing, controlling of

procurement, development, compensation, integration, maintenance and separation of human
resources to the end that individual, organizational and social objectives are achieved.”

According to Decenzo and Robbins, “HRM is concerned with the people dimension”
in management. Since every organization is made up of people, acquiring their services,

18
developing their skills, motivating them to higher levels of performance and ensuring that
they continue to maintain their commitment to the organization is essential to achieve
organisational objectives.

HUMAN RESOURCE MANAGEMENT PROCESS

With today’s technology, human resource teams are able to combine all of the various
human resource management processes onto one platform. A single HR management
platform provides many benefits. Separate departments, whether it is HR, finance,
management, sales, are able to work together and integrate data into one system.

Employees are able to directly self-manage their own HR information, taking a weight off
of HR managers and giving employees extra self-service accessibility. With the Financial
Force Human Capital Management system, communication between departments is
simplified. The integration with the Sales force Platform gives HR access to Chatter, a
business social network that makes communication much easier.

 Shared reporting and analytics tools across the company make for easier collaboration
and smarter decision-making

 The system securely automates HR processes to help drive and deliver real cost
savings to your bottom line

 Employees can view or update their personal information automating data entry and
freeing up administrative workload from your HR staff

 Managers are able to initiate major work event changes such as transfers, promotions,
compensation changes or terminations

Hence, Human Resource Management (HRM) has emerged as a major function in

organisations. Human Resource Management is the organizational function that deals with
issues related to people such as compensation, hiring, performance management, organization
development, safety, wellness, benefits, employee motivation, communication,
administration, and training. The administrative discipline of hiring and developing
employees so that they become more valuable to the organization

Human Resource management includes:

1. conducting job analyses,

19
 2. planning personnel needs, and recruitment,

3. selecting the right people for the job,

4. orienting and training,

5. determining and managing wages and salaries,

6. providing benefits and incentives,

7. appraising performance,

OBJECTIVES OF HRM

Societal objective

To be socially responsible to the needs and challenges of society while minimizing

the negative impact of such demands upon the organization. The failure of organizations to
use their resources for society's benefit may result in restrictions. For example, societies may
pass laws that limit human resource decisions.

Organizational objective

To recognize that HRM exists to contribute to organizational effectiveness HRM is

not an end in itself; it is only a means to assist the organization with its primary objectives.
Simply stated, the department exists to serve the rest of the organization.
Functional objective to maintain the department's contribution at a level appropriate to the
organisation's needs Resources are wasted when HRM is more or less sophisticated than the
organisation demands. A department's level of service must be appropriate for the
organisation it serves.

Personal objective

To assist employees in achieving their personal goals, at least insofar as these goals
enhance the individual's contribution to the organisation. Personal objectives of employees
must be met if workers are to be maintained, retained and motivated. Otherwise, employee
performance and satisfaction may decline, and employees may leave the organisation.

20
NATURE OF HUMAN RESOURCE MANAGEMENT

Human Resource Management involves management functions like planning, organizing,

directing and controlling

 It involves procurement, development, maintenance of human resource

 It helps to achieve individual, organizational and social objectives

 Human Resource Management is a multidisciplinary subject. It includes the study of

management, psychology, communication, economics and sociology.

 It involves team spirit and team work.

 It is a continuous process.

HR manager

The Human Resource Manager is a mid-level position responsible for overseeing

human resources activities and policies according to executive level direction. They supervise
human resources staff as well as control compensation and benefits, employee relations,
staffing, training, safety, labour relations, and employment records.

KEY RESPONSIBILITIES OF HUMAN RESOURCE MANAGER

Human Resource Manager is one of the most important key to open a lock hanging on
the door of success in an organisation. If an Human Resource Manager is efficient enough to
handle and to take out best from his team members any organisation and can achieve more
from his target goals. Human Resource manager plays a very important role in hierarchy, and
also in between the higher management and low level employees. Stated below are major
responsibilities of Human Resource Manager:-

21
NO. OF WORKERS

Male 186

Female 98

Total workers 284

It includes skilled employees, unskilled employees, laborers and technicians.

22
4.3 MARKETING DEPARTMENT

This position will drive two main areas: One is the further penetration into the market
of existing and new products switchgear product line. The second area will focus on
developing analysis of the switchgear market (both primary and secondary) to improve
decisions regarding targeted sub-segmentation, customer and market based pricing along with
product demand forecasting and market related trends

The workflow of marketing department is defined by its functions. Most organizations

have a marketing division responsible for marketing strategy, advertising, researching,
promoting, conducting customer surveys, branding, public relations and creating of corporate
style. All these responsibilities can be gathered in several main functions of marketing
department. These functions are as follows:

 Development of marketing goals and strategy

 Conducting marketing researches and monitoring customer needs

 Promotion and advertisement

MANAGING CUSTOMER RELATIONSHIPS

Customer relationship management (CRM) is one of the fundamental practices of

marketing dept. to build a strong relationship between the company and its customers. CRM
requires marketers to develop a client-oriented approach that could allow attracting more
first-time customers and strengthening relations with repeat customers.

With help of Centre QS the CRM function of marketing department appears to be

easier to the personnel. This business management program allows creating an enterprise-
wide client database which helps in profiling prospects, recording their needs, and viewing
sales state. For example, marketing specialists can view the details of their customers (incl.
name, photo, phone number, etc.), access links to related files, and label new and regular
clients.

FUNCTIONS

1. Enquiry / Order Acceptance

2. Customer Satisfaction Survey
3. On Time Delivery

23
 4. Handling Customer Complaints

Enquiry / Order Acceptance

Enquiry is received by fax / email / letter & verbal. The enquiry is entered in the
enquiry register. If the enquiry is feasible, technical doubts are clarified from the customer.
The enquiry is reviewed as per the enquiry review checklist. The quotation is sent to the
customer, follow up is made for receipt of the order. The order is reviewed and is issued to
the Production, Planning, Quality, Materials, Finance, Technical, Stores, Heat Treatment,
Special projects and to applicable. The order acknowledgement is sent to the customer.

Customer Satisfaction Survey

The customer feedback is sent to the customer once in 6 months. Follow up is made to
receive the filled survey form from the customer. The target is as per the process measurable
identified in the procedure for customer related process

On Time Delivery

The information about the availability of finished components is received from stores.
Dispatch details will be informed to Stores. The invoice number and date will be entered in
the customer wise order book. On time delivery will be monitored through the customer wise
order book.

Handling Customer Complaints

Complaints from the customers are registered. 8D format is generated with copy of
the complaint and forwarded to QC by marketing. QC enters the containment action and root
cause in the 8D format and will further discuss with the concerned departments in the next
day production meeting. The completed 8d format is forwarded to marketing dept. from
where they contact the customer. Complaints are reviewed on a monthly basis with top
management.

24
Responsibilities of Marketing Departments

1. Listening to customer needs

To establish a marketing strategy, it’s necessary to get closer to the clients and listen in
order to find out what their needs are. It’s a marketing department task, to plan the necessary
means for receiving customer feedback:

 Company Internal Channels: Create surveys or capture information of the sales

team and customer support (departments closest to the customer) that may be relevant
to enhancing or redirecting the marketing strategies in the future.

 Channels outside the company: Perform searches and create actions in social
networks that help to better understand the needs of users, in order to convert them
into customers.

2. Track trends and monitor competition

Similar to the previous point, it’s important to know the position of the company
regarding the market and the competition. That’s why from marketing, you must watch
the competition to learn what they do best or to identify their mistakes in order to avoid
falling into them.

3. Work and transmit brand values

Conceptually, a brand is a representation of the feelings that the products, services

and company shares show. The marketing department is responsible for creating and
disseminating images, messages and ideas that best communicate the brand values.
Additionally, you must ensure that all company departments convey these messages in a
consistent and unified way.

4. Coordinate efforts with those of the marketing partners of the company

Around the business’s marketing there are lots of contributors: publishers, designers,
journalists, consultants… The work of these contributors must be aligned with the objectives
of the company, and is the department itself who should control it to do so.

25
5. Innovate

Customers need to be surprised, and every day, given the higher offer, they are more
demanding with this. The marketing department should work on new promotions, affiliate
programs, customer retention techniques, improvements in the conversion of their messages
and actions.

6. Communicate with the rest of the company

A company is a chain of members pursuing a common goal: to fulfil its mission and
maximize its profits, while respecting the principles of business ethics.

A chain is as weak as its weakest link. It doesn’t matter that the commercial or
production department are doing an impeccable job, if the marketing department fails, the
entire company will fail and the efforts of other departments will be in vain. That is why the
marketing department must ensure that their actions are aligned with the overall objectives of
the company and that they report the work they are doing.

7. Manage marketing budgets

Like any other department, the marketing department should be able to plan its budget
for the next year’s activities, stretching it in order to make the most of it.

26
 CHAPTER-V

5. CONCLUSION

In review this internship has been an excellent and rewarding experience. I have been
able to meet with so many people that I am sure will be able to help me with opportunities in
the future.

One main thing that I have learned through this internship is time management skills
as well as self-motivation. When I first started I did not think that I was going to be able to
make myself sit in an office for eight hours a day, five days a week. Once I realized what I
had to do I organized my day and work so that I was not overlapping or wasting my hours. I
learned that I needed to organized and have questions ready for when it was the correct time
to get feedback. From this internship and time management I had to learn how to motivate
myself through being in the office for so many hours. I came up with various proposals and
ideas that the company is still looking into using.

I am going to continue to work for Salzer electronics Ltd although I am still keeping
my options open for new opportunities. I enjoy this line of work, but I am not sure if there is
enough room to grow through this company. I will continue to work hard in my position and
hope to continue to learn about the industry and meet new people.

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 BIBLIOGRAPHY

1. Kotler Philip, “Marketing Management”, Pearson Education, 11th Edition

2. Principles of Human resource by Philip Kotler and Gary Armstrong (12Th edition)
3. Marketing: A Strategic Approach by J R McColl-Kennedy and G C Keil
4. Financials management by Quester, Mcguiggan, Perreault, Mccarthy ( 4thedition )
5. Marketing Management by Kotler, Keller, Koshy and Jha ( 13thedition )

REFERENCE:

1. Druker, J and White, G (2018) Managing people in electronics. London: Institute of

Personnel and Development
2. Loosemore, M, Dainty, A and Lingard, H (2019) Human resource management in
electronics projects: strategic and operational approaches. London: Spoon Press.
3. Dainty, A R J, Bagilhole, B M and Neale, R H (2020) the compatibility of electronics
companies’ human resource development policies with employee career expectations.
Engineering and architectural management, 7(2), 169 – 178.
4. Winch, G. (2021) the growth of self-employment in electronics management and
economics, 16(5), 531 – 542
5. Debrah, Y A and Ofori, G (2022) Flexibility, labour subcontracting and HRM in the
electronics industry in Singapore: can the system be refined? International journal of
human resource management, 8(5), 690 – 709

WEBSITES:

www.SalzerelectronicsLtdswitchgear.com

https://www.indiamart.com/Salzer electronics Ltd-switchgear-navi/

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