EXECUTIVE SUMMARY

This report provides main finding, outcomes and conclusions of the internship report on
BEML Ltd. are summarized in this executive summary.

Bharat Earth Movers Limited, BEML Ltd is a prominent producer of heavy gear and
equipment for industries including rail transport, mining, construction, and the defense.
Analyzing many facets of BEML's performance, operations, and strategic ambitions was the
goal of the internship report.

The report is structured to offer a comprehensive overview of key aspects of career

development, beginning with an exploration of foundational theories and frameworks. It then
transitions into an examination of practical strategies, tools, and interventions employed to
facilitate career growth and advancement. Moreover, it reflects on personal insights gained
from interactions, challenges encountered, and lessons learned during the internship tenure.

By shedding light on the intricacies of career development, this report endeavours to

contribute to the body of knowledge in this field while offering practical implications for
individuals, organizations, and stakeholders invested in nurturing talent and fostering
professional success.

In essence, this internship report serves as a testament to the transformative power of career
development, illuminating pathways for individuals to navigate their professional aspirations,
realize their potential, and thrive in an ever-changing world of work. Through thoughtful
analysis and reflection, it seeks to inspire continued exploration, innovation, and investment
in the realm of career development

Page No.| 1
 CHAPTER NO.1
INTRODUCTION
CAREER DEVELOPMENT
INTRODUTION:

The idea of career growth has become more and more crucial for people who want to
successfully navigate their professional routes in today's fast-paced and competitive
employment market. Finding a job is only one aspect of professional development another is
creating a meaningful and fulfilling career path that fits your goals, interests, and abilities.
Knowing the fundamentals of professional development can have a big impact on your
performance and job happiness, regardless of where you are in your career or your goals for
advancement.

Fundamentally, career development is an ongoing process of skill development, self-

discovery, and strategic planning to meet long-term professional objectives. It's about taking
charge of your professional development and constantly looking for chances to expand, learn,
and grow. People may reach their full potential, overcome obstacles, and prosper in today's
dynamic work environments by investing in their career development.

Numerous elements play a part in this journey, such as self-evaluation, goal-setting,

networking, mentorship and flexibility. To find the right job route, self-assessment entails
knowing your values, interests, strengths, and shortcomings. Establishing goals gives you a
career road map that directs your choices and actions toward reaching your objectives.
Mentorship and networking provide helpful assistance and direction, leading to fresh
viewpoints and opportunities. The ability to adapt is essential for handling shifts in the labour
market, business trends, and individual situations. It helps people remain flexible and strong
when faced with difficulties.

In the end, career development is an individual and constant process that calls for
commitment, introspection, and lifelong learning. You can build a successful and rewarding
career that represents your special abilities and goals by embracing the concepts of career
development and taking proactive measures to manage your professional journey.

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MEANING

Career development refers to the ongoing process of managing and enhancing one's
professional life over time. It encompasses a variety of activities and strategies aimed at
helping individuals achieve their career goals, improve their job satisfaction, and maximize
their potential in the workplace. This process involves self-assessment, goal setting, skill
development, networking, seeking feedback, career planning, and adapting to changes in the
job market or industry

Career development is set of programs designed to match an individual’s needs, abilities, and
career goals with current and future opportunities in the organization. Where career plan sets
career path for an employee, career development ensures that the employee is well developed
before he or she moves up the next higher ladder in the hierarchy.

DEFINITION

According Middlemist, Hill and Greer, “Career Development is a process of planning the
series of possible jobs one may hold in an organization over time development strategies
designed to provide necessary job skills as the opportunities arise.

IMPORTANCE

❖ Professional Development: Career development allows people to constantly improve

their skills, knowledge, and competences, preparing them for promotion chances and
more responsibility in their jobs.
❖ Increased Employability: Individuals who invest in career development improve their
marketability and appeal to potential employers, making them more competitive in the
labor market and better prepared to find work.

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 ❖ Adaptation: In today's quickly changing work environments, career development
promotes adaptation and resilience by providing individuals with the skills and
mentality required to negotiate change, embrace new technology, and capitalize on
emerging possibilities.
❖ Organizational Success: Supporting professional development initiatives increases
employee engagement, retention, and productivity. Employees who feel valued and
encouraged in their professional development are more likely to contribute to the
organization's success.
❖ Talent Development and Retention: By providing career development opportunities,
firms may attract top talent and keep important individuals who are committed to their
professional growth and long-term success.

STEPS TO CREATE A CAREER DEVELOPMENT PLAN

❖ Conduct a self-assessment.
❖ Do research and get hands-on experience.
❖ Establish your end goals and look for gaps.
❖ Set career development goals.

TYPE’S CAREER DEVELOPMENT PROGRAMMES

❖ Professional development conferences

❖ Certification programs
❖ Appraisals and reviews
❖ In-housing training
❖ Networking

BENEFITS OF CAREER DEVELOPMENT PROGRAMS

❖ Reducing work-related errors

❖ Helping employees survive unexpected crises
❖ Encouraging employees to work harder
❖ Improving overall organizational performance

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CAREER DEVELOPMENT PROGRAMS

A career development program is a company-prepared plan that helps employees establish a

career path and attain professional development.

❖ Mentoring programs
❖ Skill development
❖ Internship programs
❖ Leadership development
❖ Training programs
❖ Seminars and networking events
❖ Employee resources groups

TITLE OF THE STUDY

Report on Career Development in BEML organization.

OBJECTIVES

The main objectives of career development are as follows:

❖ To know how the company supports individuals to develop their desire career within
BEML organization.
❖ To know what are the career development facilities and programs provided by the
organization which fosters professional growth.
❖ To know how career development plays vital role in the BEML limited.
❖ Career development helps me in acquire new skills; improve job performance, and
advancement in my career.
❖ To restrict the barriers such as unclear career goals, skills gap, diversity and inclusion
issues.

SCOPES
❖ To exploration the employment roles, sectors, and career alternatives in order to assist
them.
❖ To explain the reasons why career development is important for both individuals and
companies at the outset of my report.
❖ To understand the practical methods for putting career development initiatives into
place inside BEML Limited

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 ❖ To examine cultural perspectives on education, work-life balance, and career
advancement. Also, consider the ways in which these perspectives impact career
development.
❖ To examine techniques for assessing how career development programs affect the
results of individuals and organizations.
❖ To talk about key performance indicators like skill acquisition, retention, promotion,
and employee engagement rates techniques.

Moreover, the development of vital life skills is closely linked to career advancement. Not
only are communication, leadership, critical thinking, and flexibility qualities of successful
professionals, but they are also the cornerstones of resilience and personal development. By
developing these abilities, people improve their employability while also enriching their
lives, creating deep connections, and navigating.

To sum up, career development is a complex process of personal progress, empowerment,

and self-discovery. It is evidence of the enduring resiliency, resourcefulness, and growing
potential of the human spirit. People need to welcome curiosity, bravery, and compassion as
their compass points as they set out on this journey, lighting the way to a future full of
meaning, fulfilment, and endless opportunities. People may shape their futures, reach their
full potential, and make a lasting impact on the world by engaging in meaningful
connections, lifelong learning, and unshakable commitment.

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 CHAPTER NO. 2

DESCRIPTION OF ORGANIZATION

ABOUT THE COMPANY:

BEML, formerly known as Bharat Earth Movers Limited, is an Indian public sector
undertaking (PSU) under the Ministry of Defence, Government of India. Established in the
year 1964, that manufactures a variety of heavy earthmoving, construction and mining
equipment as well as railway transportation equipment. BEML Limited is headquartered in
Bangalore. BEML LIMITED is Asia's second-largest manufacturer of earth moving
equipment. BEML has a global presence and is renowned for its quality products and
engineering expertise.

BEML was incorporated in 11th May 1964 and commenced its operations on 1st January
1965, as the wholly owned company of government of India under the administrative control
Ministry of Defence. After the initial investment of 25% in 1992, the company’s holding
progressively reduced and at present government of India owning 54.03% and rest 44.97% is
held by financial Institutions, Foreign Institutional Investors, Bank, Public and Employees.

In May 1964, BEML became an independent company with Soviet assistance. Being the
second-biggest producer of earth moving equipment in Asia, BEML holds a 70% market
share in India. Its shares are traded under the codes "500048" and "BEML" on the Bombay
Stock Exchange and the National Stock Exchange of India, respectively. The business
decided to make a follow-on public offer (FPO) and set the price range between 1,020 and
1,090. The Indian government has approved BEML Lad’s strategic disinvestment up to 26%
of its 54.03% government shareholding "in principle."

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BEML LIMITED BUILDING AATMANIRBHAR BHARAT

BEML Limited, a ‘Schedule ‘A’ Company under Ministry of Defence, Govt. of India. Plays a
pivotal role and serves India’s core sectors like defence, Rail, Power, mining and
Infrastructure.

The company started with a modest turnover of Rs. 5 crore during 1965 and today, thanks to
its diverse business portfolio, the company has been able to achieve a turnover of more than
Rs. 4,300 crore

In line with the prime minister’s initiatives on self-reliance ‘Atmanirbhar Bharat’, BEML has
taken some significant steps to push the boundaries of indigenous products and technologies.
The leading manufacturer of equipment for the public sector has introduced a line of cutting-
edge, domestically designed and developed mining and defense products. These include the
BE1800E 180-ton electrical excavator, the BD50HST heli-portable dozer, the BH150E 150-
ton dump truck, and the medium bullet-proof vehicle (MBPV) "GAUR."

The Defence Minister, Rajnath Singh, congratulated the defence public sector units at the
virtual launch ceremony and stated that this would advance the goal of "Atmanirbhar Bharat."
"Among the BEML products, the BE1800E 180-ton super giant electrical excavator and 150-
ton electric dump truck built with Swadeshi technology will cater to the requirements of the
mining industry," he continued. The medium bulletproof vehicle known as "Gaur" is a
noteworthy and highly beneficial product.

BEML is setting the standard by introducing domestically designed and developed products
that will not only boost the GDP of the nation but also guarantee savings of valuable foreign
exchange during a time when the government is pushing "Atmanirbhar Bharat." These goods
serve as a reminder of BEML's dedication to "Made in India" and independence.

SPREADS OF BEML MANUFACTURING PLANTS IN INDIA

The company works in three main business verticals: rail and metro, mining and construction,
and defense. Nine production facilities spread across Bangalore, Kolar Gold Fields (KGF),
Mysore and Palakkad service the three verticals. A director oversees each business vertical
and answers to the company's chairman and managing director.

Page No.| 8
BANGALORE COMPLEX:

The mother unit and headquarters of BEML limited are in the Bangalore complex. The
production of passenger coaches, rail bus utility track vehicles, and stainless-steel metro cars
is the focus of this facility.

MYSORE COMPLEX:

The two divisions in the Mysore complex are the Engine Division and the Truck Division.
The Engine division produces diesel engines for a variety of applications, including defense
equipment, mining and construction machinery, and earthmoving equipment. Regarding the
truck division, they produce a variety of motor graders, water sprinklers, and dumpers with
capacities ranging from 35 to 100 tons.

PALAKKAD COMPLEX:

Rail equipment and defense products are produced here. They produce a variety of defense
products, including HMV trucks, recovery vehicles, Mil Rail, and many more. Bogie frames
for EMU coaches, Aggregates for ACEMU & DEMU coaches, and In rail equipment
GS&GSCN coaches.

KOLAR GOLD FIELD (KGF) COMPLEX:

About 100 kilometres separate from Bangalore in Kolar Gold Fields (KGF) BEML Ltd. was
started in 1964, it was the largest production facility owned by BEML. It provides services
for the design and development, production, testing, and after-sale support of aggregates and
earth moving equipment.

The company's divisions are as follows

1. Earth Movers
2. Hydraulic and Power line
3. Heavy Fabrication Unit
4. Research and Development

Page No.| 9
EARTH MOVERS DIVISION:

The Division holds an ISO 14001 - 2004 and ISO 9001 - 2008 Certificate for QMS from
BVCI. With its 2980 acres of land divided into several sections by well-maintained roads and
rail sidings.

The Division manufactures Bull Dozers, Hydraulic Excavators, Wheel Dozers, Wheel
Loaders, Backhoe Loaders, Tyre Handlers, Pipe Layers, Side Discharge Loaders, Granby
Cars and Battery operated Locomotives for the Mining and Construction Industry; Heavy
Duty TATRA Trucks, Heavy Recovery Vehicles (HRV), Armoured Recovery Vehicles (ARV),
Armoured Recovery and Repair Vehicles (ARRV) and other aggregates for the Defence
Sector. Other products manufactured include Under Carriage Parts, Final Drives and
Transmissions for Motor Graders and Disaster Management Equipment. Division makes it
simple to move large structures and heavy machinery using trailers, special rakes, etc.

The Division has one of Asia's top R&D centers, complete with state-of-the-art testing and
infrastructure resources. Additionally, the Division boasts one of the largest machine shops in
Asia, with specialized product lines, housing a variety of machine tools, a gear shop,
fabrication shops featuring state-of-the-art robotic welding capabilities, plate preparation
shops, and an exclusive heavy equipment shop capable of handling major structural
fabrications up to 100 T.

Page No.| 10
HYDRAULIC AND POWERLINE

The Hydraulics & Powerline (H&P) Division was founded in 1987 and occupies 14.5 acres.
Because of the classified nature of the products, this division is clearly set apart from the
Mother Plant (EM Division) and is situated next to the R&D Division to produce
transmission assemblies and hydraulic aggregates. Since 1987, the small seed has developed
into a profit center and a stand-alone strategic business unit. The division has produced high-
precision parts and assemblies domestically
with success. At the moment, the division
serves both external clients and captive needs.

The Division is well equipped with highly

sophisticated machines and is supported by the
R&D Division with CAD / CAE facilities and
modern laboratories. The Division has highly
skilled labour force working under qualified
and experienced supervisory personnel, who
constitute the core competence and strength of the division.

H&P Division’s major customers are from industry segments like Coal, Steel, Cement,
Defence, Power and Construction Sector.

1. Hydraulic Aggregates
❖ Gear Pumps
❖ Cylinders
❖ Suspensions
❖ Control valves
2. Power aggregates
❖ Transmissions
❖ Axles
❖ Bevel Drive
❖ Final drives

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HEAVY FABRICATION UNIT

During the year 2004, BEML Limited through a lease agreement with Bharat Gold Mines
Limited (BGML) had taken over the erstwhile Central Workshop (Mechanical) for the
purpose of developing the same into a manufacturing unit, under the concept of SBU. The
premises consist of factory workshops and other buildings with the total area of about 36
acres.

BEML has engaged EX-BGML employees and their children with requisite qualifications and
experience for manufacture/fabrication of Railway components / sub-assemblies.

RESEARCH AND DEVELOPMENT

Design and development of new equipment as well as ongoing improvements to already-

existing equipment and aggregates in response to input from customers and innovation. Give
the business a solid technology foundation.

Initiation of R&D efforts took place in the KGF & Bangalore divisions in the mid-1970s, and
in Mysore in the mid-1980s. At first, indigenization and the absorption of technology were
the main concerns. Products and aggregates were then taken up for development and design.

One of the largest development centers in India, the fully furnished R&D center with
capabilities for design, simulation, and testing was founded at KGF in 1984 with an
expenditure of INR 50 crores. It has since been updated. The Department of Science &
Technology, Government of India, has acknowledged the R&D Centers in KGF, Mysore, and
Bangalore. These centers are playing a critical role in bolstering the nation's earthmoving and
associated businesses. The R&D Division has specialized laboratories for fluid power, power
trains, structural engineering, and material science in addition to a CAD center.

With expertise in advanced mechanical design, engine technology, structural engineering,

material science, fluid power, and electronics, the R&D division employs highly qualified
engineers who have gained significant experience and technical know-how in designing and
developing complete machinery as well as aggregates.

Page No.| 12
BEML’S VISION

Become a market leader, as a diversified company, supplying quality products and services to
Defence & Aerospace, Mining & Construction, and Rail & Metro and to emerge as a
prominent international player.

BEML’S MISSION

❖ Improve competitiveness through collaboration, strategic alliances and joint

ventures.
❖ Grow profitably by aggressively pursuing business opportunities in domestic and
international markets.
❖ Adoption of state-of-the-art technologies and bring in new products through
Transfer of Technology and in-house R&D.
❖ Continue in diversified growth in new products and markets.
❖ Attract and retain people in a rewarding and inspiring environment by fostering
creativity and innovation.
❖ Offer technology and cost effective total solutions for enhanced customer
satisfaction.

OBJECTIVES OF BEML

❖ To maintain a dominant position in design, development, manufacture and

marketing of Defence, Earthmoving and Construction and Rail and Metro equipment.
❖ To diversify and grow.
❖ To provide total engineering solutions to its customers.
❖ To internationalize operations by enhancing exports.
❖ To improve profitability.
❖ To maintain State-of-the-Art technology for all products.
❖ Re-orientation of the business operations to match present scenario.
❖ Continuous building of skills and competencies to bring about Executive
Effectiveness for Management Succession.

Page No.| 13
VALUE STATEMENT OF BEML

F – Focus on Customer

I – Innovation & Technology

R – Reliability & Quality

S – Speed & Responsiveness

T – Trust & Teamwork

ORGANIZATIONAL STRUCTURE

CHAIRMAN & MANAGING DIRECTOE

DIRECTOR

EXECUTIVE DIRECTOR

CHIEF GENERAL MANAGER

GENERAL MANAGER

DEPUTY GENERAL MANAGER

ASSISTANT GENERAL MANAGER

SENIOR MANGAER

Page No.| 14
 MANAGER

ASSISTANT MANAGER

ENGINEER

ASSITANT ENGINEER

SUPERVISOR

JOINT SUPERVISOR

DEPUTY SUPERVISOR

EMPLOYEES

GROUP - A

GROUP - B

GROUP - C

GROUP - D

GROUP - E
Page No.| 15
 THE PRODUCT OFFERED BEML LIMITED
Mining and Construction Equipment

❖ Crawler Dozers

❖ Wheel Dozer

❖ Excavators

❖ Dumps Trucks

❖ Loaders

❖ Backhoe Loaders

❖ Pipe Layers

❖ Sprinklers

❖ Graders

❖ Underground Mining

❖ Tire Handler

Defence Equipment:

❖ Heavy Duty TATRA Trucks.

❖ Heavy Recovery Vehicles (HRV).

❖ Armoured Recovery Vehicles (ARV).

Diesel EnginesL:

❖ 100-1000Hp Engines for Mining Equipment.

❖ Irrigation Pumps.
❖ Marine Vessel Engines.
❖ Compressors.

Page No.| 16
Disaster Management Equipment:

❖ Radio Control Dozers

❖ Hydraulic Excavators with Demolition Attachments.

Road and Construction Equipment:

❖ Batching and mixing plants.

❖ Vibratory Compactors.
❖ Pneumatic Fired Rollers.
Hydraulic Aggregates:

❖ Hydraulic pumps.
❖ Hydraulic Cylinders

Page No.| 17
 CHAPTER NO. 3

EXPERIENTIAL LEARNING

It gives me a great pleasure to start my 15-days internship in such a reputed company it

provides a practical exposures in the field of commerce and management, bridging the gap
between theoretical knowledge and practical applications. Through this internship I have the
opportunity to gain insights into real-world business operations, develop professional skills,
and enhance my employability.

As I walked through the gates of BEML Limited, a sense of excitement mixed with nerves
coursed through me. It marked the beginning of my journey as an intern at one of India's
leading public sector undertakings. Little did I know then, it would be a transformative
experience that would shape my professional trajectory.

One of India's top public sector companies, BEML Limited (formally known as Bharat Earth
Movers Limited), is focused on producing and maintaining a broad variety of heavy
machinery and equipment for use in the railroad, mining, construction, and defense
industries. The business is renowned for its dedication to quality and excellence as well as its
creative engineering solutions.

One of the highlights of my internship was the hands-on experience I gained. I had the
opportunity to work with experienced professionals, applying theoretical knowledge to real-
world challenges. Every task contributed to my learning and growth.

My mentor provided me with crucial assistance and insight. They encouraged me to think
critically and creatively, patiently answered my questions, and gave me helpful criticism on
my work. I improved not just my technical abilities but also my soft skills—such as problem-
solving, cooperation, and communication—under their supervision.

My internship at BEML exposed me to the complexities of the commerce and management

sector and the significance of elements like quality control, safety standards, and regulatory
compliance, in addition to the technical aspects. Additionally, I got the opportunity to
network with individuals from a variety of backgrounds, which gave me insight into the
various jobs and career pathways that the organization offers.In retrospect, I can say that my
internship at BEML Limited was a life-changing experience that laid the groundwork for my
future professional aspirations, rather than only a brief employment.

Page No.| 18
The first and foremost department of my internship was the establishment department. Where
they gave us a brief introduction to the establishment department, what is their roles and
responsibilities, how they maintain the personal records of the employees from the date of
joining to the date of retirement of the employees, what the recruitment process is, what
qualifications are needed for the candidate , how they train them, who is responsible for the
performance evaluations, and how to determine the performance of each individual, and they
gave us the HR service manual to understand the company's rules and regulations. How the
company works according to the manual. It was quite hard for me to understand the
procedures, promotion policies, and a few more important components of the manual.

Secondly, in the welfare department. In that department there were one senior manager, one
officer, three employees, and three contract labours. Welfare department entirely takes care
about the welfare activities of the working employees in the organization; welfare activities
such as BEML quarters, uniforms, shoes, swimming pool, sports complex, schools,
playground, canteen, hostel, bus facilities, medical facilities, reference to the hospitals under
BEML access and outsourcing the contract labours taking care of their safety measure. Then
later on I started referring the HR welfare manual for more details.

The next in H&P Division, which was constructed with advanced technological
infrastructure, colourful plants, and trees, had a positive attraction toward the company . In
H&P Division I was assessed with a new mentor who was well experienced about the
organization after completing the gate entrance formalities in H&P Division I was sent to the
project stores and got to know about the storage process of the tools and small equipments.
The FIFO (First in First out) method is used in stores because it helps the company to ensure
accurate inventory records and the first item entering an inventory are the first one to leave
when it comes to shipping items. They explained me about how to store the data about the
materials in the application called SAP (Systems Applications and Products in Data
Processing) it is a widely-used enterprise resource planning (ERP) software. They showed
who to enter the invoice in the SAP application and clear the bill, how to find the numbers of
inventories current present in the store.

The next was marketing and service department. The assistant general manager explained
what is the marketing strategy used by them to hold their customers. BEML has nationwide
network for after sales and services of mining and construction equipment spread across

Page No.| 19
India, with 12 regional offices, 15 District offices, 6 activity Centres and 5 service Centres
and spares depot at various location. BEML takes up maintenance and repair contacts
(MARC), annual Maintenance Contracts (AMC) and GPCC suiting customer requirement to
ensure equipment availability. Giving the customers quality goods and satisfying there need
and wants according to them and giving the free maintenances for particular period and
giving them warranty as a promise to the customer.

Material management in was a very new experience for me where in I learnt what is material
management, what are the ways to purchase, what is the purchase procedures, on what bases
the materials are brought into the company, how the coat tenders, what are the types of
tender, who are the person involved in negotiation, how they negotiate with the
vender/suppliers.

The following is the purchase procedures in BEML limited:

Step.1: Requirement of Material.

Step.2: Check for free stocks

Step.3: Planning department to create Purchase requisition

Step.4: Check for any old pending purchase requisition for the same material.

Step.5: Release approved PR by planning.

Step.6: Check for approved vendors

Step.7: Generate request for quotation.

Step.8: Call for tender and maintain quotation.

Step.9: Prepare comparative statements, Negotiate with the short listed vendors.

Step.10: Create and release purchase order.

Followed by I was sent to the finance department. I learnt all the theoretical part and the
practical applications of accounting from the basics of accounting to the standard accounting
concepts, what is the role of GST, how BEML applies for GST returns, how the company
segregates the income for each and every employees on the basis of following allowance:
DA, PF, basic pay, advance salary, gratuity, commission, medical allowance, transportation
allowance and etc. And learnt the roles and responsibilities of the finance managers

Page No.| 20
It was the last day of my internship in BEML so Mr. Babu Sir a working TCL took me for a
visit inside the production unit. It was a vast production unit I have ever seen, as I walked
among the towering structures and bustling workers, I could see the hard work of the
employees. I was able to experience the actual process of the production. It had large and
heavy machineries the air was thick with scent of metal and lubricants used over there. I was
strucked by the diversity of operations taking place. From the fabrication to assembly of the
heavy-duty machinery, every step of the manufacturing process was meticulously planned
and executed. It was an experience the deepened my appreciation for BEML’s contributions
to industry and left me inspired by the incredible capabilities of modern manufacturing.
Visiting such a vast production unit was not just an experience; it was a glimpse into the
boundless potential of human endeavor.

KNOWLEDGE GAINED DURING INTERNSHIP PERIOD

By setting clear learning objectives and actively working towards achieving them during my
internship at BEML Limited, I can maximize the value of my experience and lay a solid
foundation for my future career in the sector. It's a great first step for me as I aim to launch a
career in the public sector.

While it may seem at first that a commerce student's internship at BEML Limited,
engineering company, which may not align perfectly with the field of study, there are still
several valuable learning objectives that can be pursued. Here are some learning objectives
for interning at BEML:

❖ Work on real-world business and tasks under the supervision of seasoned

professionals to gain practical experience about the study.
❖ Become more proficient in areas related to commerce and management, such as
human resource, welfare measures, financial statement, company software, production
procedures, and quality control standards.
❖ Gain knowledge of the standards, laws, and guidelines that are unique to the mining,
building, defense, and railroad industries—all of which are served by BEML.
❖ Cultivate a strong work ethic by showcasing devotion, dependability, honesty,
transparency, and accountability in the workplace and commitment to the duties and
obligations.

Page No.| 21
 ❖ looking ways to become involved, offering to help with projects, and proactively
solving problems without waiting for orders, interns can develop their initiative skills.
❖ Learn to take calculated risks and step out of their comfort zones to pursue new
opportunities for growth and learning.
❖ To instill a mindset of continuous learning and improvement, encouraging, seeking
out new knowledge, skills, and experiences throughout the internship.

TASKS UNDERTAKEN DURING THE PERIOD OF INTERNSHIP

Since I started my internship, various tasks have been given to me to get involved in the
company. The following are the task performed in my 15 days internship program.

Task Assigned

❖ Event planning was given to plan the timeline to manage multiple tasks, prioritize
responsibilities, typically involves working with the team in co-ordination.
❖ To read and understand the HR service manual so that I will be able to get familiarize
with the HR rules and regulations and to have the knowledge about the process
undertaken by HR management.
❖ To prepare questionnaire regarding the organization this was a task given to me so
that I could clarify my doubt and to be free from confusions regarding the
organization.
❖ To read and understand the purchase manual this was to make me understand what are
the process involved in purchase department and to have a clear vision about the
department.
❖ To check the files of non-executive employees for know whether the current working
employee’s parents are BEML or NON-BEML employees for the company’s future
use.
❖ Financial tasks such as refer book keeping and check LD’s in employees medical
allowance to get hand-on experience that will help me to develop the skill and
knowledge needed to work in any financial industry.

Page No.| 22
SKILLS LEARNT DURING THE PERIOD OF INTERNSHIP

Skills learned

❖ Communication skill was the vital skill that I have learnt in this internship period with
gave courage to express my thoughts in a proper manner.
❖ Time management skill made me to do the tasks at correct time and do well in
advance so that I should not lack in my task.
❖ Problem solving skills helped me in do task with clarity because I was able to analyze
the problem and solve it by myself with the guidance of the manager.
❖ Teamwork and coordination helped me to do my tasks soon as well as efficient
because of different persons idea and methodology to complete the task with full
potential.
❖ It was not so easy to get adapted to the changed environment but as days went I was
easily able to get adapted to the organization.
❖ As I was going through this internship it made to do the task and other organization
work with professionalism.
❖ Self- Confidence improves the skill and personality, makes to accept and trust
myself.

CHALLENGES FACED DURING THE PERIOD OF INTERNSHIP

As an intern in the BEML it was hard to face new people and new environment. The
following are the challenges faced in the internship program.

Challenges faced

❖ As I was new to the organization I had no experience on the job. Lack of experience
made me low among all the other interns.
❖ Communication Barriers was one of the obstacles I faced in my internship when I am
attempting to effectively communicating with another person.
❖ Pressure to perform was a biggest challenge I have faced in the internship period with
limited time the task must be done effectively and efficiently.

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 ❖ It was so hard to realize what is happening, how it is happening, it was a great
challenge for me to get adapted and to realize the changes occurred in the
organization.

CHAPTER NO. 4
INTERNSHIP OUTCOMES AND CONCLUSION.
FINDINGS REGARDING CAREER DEVELOPMENT IN BEML
LIMITED
Career Development scheme and programs

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The BEML Employees Career development plan (CDP).
After formation of the company, the issue of promotion or career development of employees
covered by the standing orders and working in the company dealt on the need basis from
time-time. For this notification have been issued which regulated the movement of employees
from one wage group to another depending upon the post available in the higher wage group.
The critical inputs like qualification, experience, reservation policy etc. Subsequently, it was
noticed that while implementing the policy as per the understanding between the management
and employees association.
A promotion incentivizes workers to do well at work and heightens their desire to advance in
their position. Promotion and performance are linked by BEML. Employee performance is
boosted as a result, leading to the production of more excellent work. The given below table
shows the employees and the years for their promotion.

Non-Executive employees Executive employees

Wage groups Years Grade Years
B–C 8 Grade 1 – Grade 2 4
C–D 7 Grade 2 – Grade 3 4
D–E 6 Grade 3 – Grade 4 4
E – S1 4 Grade 4 – Grade 5 4
S1 – S2 4 Grade 5 – Grade 6 3
S2 – S3 4 Grade 6 – Grade 7 3
S3 – S4 4 Grade 7 – Grade 8 3
S4 – S5 4 Grade 8 – Grade 9 3
S5 – S6 4

ASSESSMENT AND DEVELOPMENT CENTERS

Organizations establish Assessment and Development Centers (ADCs) to conduct ongoing
evaluations of the competences needed to carry out present-day, future, or higher-level jobs.
They entail simulating "near to actual" work environments, monitoring people's behaviours,
and determining one's strengths and problem areas.

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Centers for Assessment and Development assist companies in implementing a competency-
based culture. They are being used more and more to find top talent or fast trackers and to
cultivate future leaders and skills. They give the company reliable data for job rotation,
selection, potential assessment, and promotions. Since there are few prospects for promotion,
ADCs have become even more crucial in the current environment. However, many people
who do a good job in their current roles still need to be pushed to see the future as one of
development rather than evident promotion.
SKILL DEVELOPMENT PROGRAMS
Skill development programs in BEML Limited aim to hone the skills of the productive
manpower ensure optimum utilization of resources and also to skill the
marginalized/unskilled manpower of the organization. Apart from such organizational
requirements, various other skill development initiatives have also been undertaken to
contribute towards ‘Skilling India’ in addition to apprenticeship training conducted to hone
the skill/trade of students passing out of various ITIs/Polytechnics/Engineering Colleges.

To upgrade the skills, unskilled permanent employees are put on full time 18 months training
in various trades and successful candidates are re-categorized & re-designated as direct
workmen (technician) in respective disciplines. The contract workers engaged through
service providers who perform menial jobs in spite of VIII/SSLC qualifications have also
been put through three month in-house training and then engaged on direct jobs with increase
in their daily wages and additional incentives. In addition, employees possessing skill in one
particular trade and have an inclination and attitude to enhance their skills are identified for
training in other trades so that their services can be optimally utilized. This training helps in
Job Rotation and to meet the urgent requirement/ commitments of particular specialized
tradesmen. This includes internship for the graduates in their final year on no-pay no-fees
basis for two to three months. Apprenticeship training under the Apprenticeship Act is
imparted at training centres in the complexes for skill development of ITI passed student in
their respective trades and Engineering Diploma holders and engineering graduates.

LEADERSHIP DEVELOPMENT PROGRAMS

Leadership development programs help employees develop skills to manage their careers,
lead other, and contribute to their organization. These programs can help employees identify
their current skills and improve them, establish guidelines for promotions, and learn how to
design and execute business strategies. The best LDPs are research-based and build
competencies while preparing leaders to tackle challenges. LDPs can also help employees
understand what not to do as a leader. Good programs are dynamic and somewhat
personalized, as learning requirements any differ for each individual.

TRAINING AND DEVELOPMENT PROGRAMS

Training and Development initiatives will have a strategic focus by synergizing the impact of
learning with business objectives and aspirations and thereby remaining relevant and
proactive.

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Specific training interventions are needed for each cluster of senior management, middle
management and junior management to fill the training gaps. The leaders are provided
opportunities to sharpen their functional knowledge especially through advanced external
programs that would enable leaders to keep pace with the latest happenings in their area of
functional expertise or programs that encompass elements of general management and best
management practices from across various industries across the world. It is also necessary to
design, develop & deploy high impact programs on Decision Making, Strategic Negotiations
& Strategic Thinking keeping in mind BEML’s global operations aspiration. Given the
situation that BEML works with collaboration across the globe and the leaders interact with a
wide variety of audience, it is helpful if leaders are given periodical workshops on executive
presence and business etiquettes.

ORIENTATION TRAINING PROGRAM

It is the training that new employees receive from the organization. The orientation objectives
are to welcome new hires, introduce them to the organization and help them have a smooth
transition into the company. This is handled by the human resource department.

ONBOARDING TRAINING PROGRAM

Is a lengthy process where employees obtain the skills to become effective at the workplace
to contribute effectively towards organizational objectives. They are effectively integrated
into the culture and the team. Stay productive and engaged. Are bought to speed about the
company culture and working.

COMPLIANCE TRAINING PROGRAM

Compliance training is needed in some department for more specific training. It educates
employees on the law and regulations that help maintain the safety of the workplace and
prevent misconduct from fellow employees in the industry.

TECHNICAL TRAINING PROGRAM

Technical training it is one of the most important forms of training given to the employees to
help them understand the technicality of their jobs and perform well, but if needed, ca also be
provided to existing employees to help the develop in their field.

SAFETY TRAINING PROGRAM

This provides in industries physical labors safety training programs could include lockdown
drills, fire prevention or other industry specific training.

Here is some more career development programs which is implemented by BEML limited.
❖ Encourage the team to assess their skillets.
❖ Mentorship

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 ❖ Train managers
❖ Offer career coaching
❖ Empower employees to create a career development plan
❖ Identify and encourage unique skill
❖ Promote cross functional project
❖ Provide networking opportunities
❖ Offer technology and tools knowledge

Recommendations

According to the findings here are some suggestions for organizations and for
employees.

For Organizations

❖ Establish clear career pathways

❖ Offer stretch assignment and special projects
❖ It is recommended for organizations to
❖ Plan and implement for an effective career development strategy
❖ Increase budgets for training programs and workshops related to career development
❖ Develop a succession plan
❖ Implement for job posting systems
❖ Communicate all the above suggestion with employees

For Employees

❖ Employees should not wait for the organization to develop their skill instead
employees should take initiatives to develop their skills and competencies in their
career path.
❖ Employees must stay up-to-date for any new features relating to their field.
❖ Set SMART goals their career path.

CONCLUSION

As a conclusion, a career development strategy is essential for both organizations and

employees. It has several benefits for both as we discussed. It is challenging to do that
effectively, but it can be effective if all career management components are took into
consideration when planning and implementing the career development plan.

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BIBLOGRAPHY
Books Referred
BEML Service Manual
BEML Purchase Manual
Whiston, S. C., Brecheisen, B. K., & Stephens, J. (2003). Does treatment modality affect
career counseling effectiveness? The Career Development Quarterly, 51(4), 321-335.

Websites
https://www.bemlindia.in/
https://engagedly.com/blog/benefits-of-employee-career-development-program/
https://builtin.com/career-development
https://en.m.wikipedia.org/wiki/BEML
https://www.goodreturns.in/company/beml/management-team.html

INTERNSHIP WEEKLY REPORT SHEET

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