CHAPTER 1: ABOUT THE COMPANY

1.1 GENERAL INFORMATION:

GOEL POWER ENGINEERS LLP, founded in its current LLP form on October 21, 2024, is
registered under the Indian LLP Act (LLPIN ACJ-9860) and is presently active. Originally
established in 1965 as part of the broader Goel Group—a legacy electrical equipment and
power solutions entity—it has since evolved into a leading manufacturer of generator sets and
power-control systems.

What They Do

 Manufacture of Diesel Generator Sets: Producing Kirloskar-brand diesel gensets

ranging from 5 kVA to 3,000 kVA, with manufacturing capabilities centered at their
Silvassa facility.

 Control & Distribution Panels: Through sister concern GOEL Power Controls Pvt.
Ltd, they design and produce LV/MV switchboards and automation panels—
CPRI-approved PCCs, MCCs, AMF systems, synchronizing panels, etc.

 Complementary Products: Offerings include MV panels (up to 33 kV), LT panels,

UPS (ABB partnership), compact substations, busbar trunking systems, LV
switchgear, drives, and automation solutions.

Organizational Footprint

 Headquarters: Andheri (East), Mumbai.

 Branch Offices: Spread across Maharashtra, Gujarat, Madhya Pradesh, Chhattisgarh,

Goa, and key cities like Ahmedabad, Surat, Nagpur, Vapi, Raipur, Navi Mumbai, and
Silvassa.

 LLP Details: Registered partners/designated partners are Ashok Goel and Yogesh
Ashok Goel.

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Scale & Reputation

 Manufacturing Scale: One of western India’s largest Kirloskar genset producers,

with production from 5–3,000 Kva.

 Revenue: Affiliated Goel Power Engineers entity reported a turnover of ₹280 cr

FY 2021–22; other sources note ₹100–500 cr turnover.

 Workplace Insight: Rated 3.1/5 on AmbitionBox by 25 employees; strengths include

average employee experience but noted concerns over job security and compensation.

Vision & Values

 Vision: “To be a leading provider of complete power solutions in India, with fully
integrated, reliable, and efficient manufacturing & quality systems”.

 Mission: “To build world-class power and management systems powered by modern
processes, along with customer-focused policies and services that wow them”.

 Quality Policy: Commitment to on-time delivery, rigorous quality checks, and

process adherence to exceed customer expectations.

Key Metrics & Reach

Metric Details

Approx 28 (startup watch) up to 250–500 (other industry

Employee Strength
listings)

Incorporation Date October 21, 2024 (as LLP)

5 kVA – 3,000 kVA diesel gensets, LV/MV panels, UPS,

Products Offered
switchgear, automation solutions

Geographical Pan-Western & Central India with ~10 offices/depots in

Footprint key cities

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1.2 HISTORY:

Origins (1965)

 The Goel Group was established in 1965 as a small contracting firm servicing the
electrical industry in Mumbai.

 Guided by the philosophy "learning, earning, yearning," the group steadily built
expertise in electrical infrastructure projects

Expansion into Control Panels (1984)

 In 1984, the group launched its first manufacturing unit focused on LV/MV control
panels, eventually scaling to become a respected provider of PCCs, MCCs, APFCs,
automation panels, and power distribution systems.

Backward Integration (Transformers & Stockist)

 The group diversified into transformer manufacturing (up to 5 MVA, 33 kV) and
partnered in stockist distribution, notably for L&T switchgear, marking key steps in
self-reliant growth.

Genset Manufacturing (1990s–2000s)

 The flagship unit, Goel Power Engineers, entered the diesel generator set market,
producing Kirloskar Green DG Sets ranging from 5 kVA to 1,010 kVA—later
expanding up to 3,000 Kva.

 A state-of-the-art manufacturing facility in Silvassa (Dadra & Nagar Haveli) was

established to support large-scale production and cater to the Western India market.

Organizational Structure & Reach

 Over time, the group set up a network of offices and authorized dealerships across
Maharashtra, Gujarat, Madhya Pradesh, Chhattisgarh, Goa, and more.

 It consistently focused on serving varied industries—hospitals, hospitality,

infrastructure, retail, construction—with end-to-end power and automation solutions.

Transition to LLP (2024)

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  On 21 October 2024, Goel Power Engineers formally incorporated as GOEL
POWER ENGINEERS LLP (LLPIN ACJ-9860), registered in Mumbai with
₹5 lakh contribution. The designated partners are Ashok Goel and Yogesh Ashok
Goel

Current Scale & Reputation

 As of FY 2021–22, the company reported a turnover of approximately ₹280 crore .

 Employee count varies in records—from around 28 in startup-focused listings to 250–

500, according to trade directories.

 It is recognized as one of western India’s largest manufacturers of Kirloskar gensets

and a reputable panel builder.

1.3 BOARDS OF DIRECTORS:

ASHOK GOEL

The Board of Directors (designated partners) of GOEL POWER ENGINEERS LLP

(LLPIN ACJ-9860) is composed of two individuals who officially manage and
represent the LLP:

Designated Partners (Board Members)

Name Role Identification (DIN)

Ashok Goel Designated Partner 00195681

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 Name Role Identification (DIN)

Yogesh Ashok Goel Designated Partner 01935052

These two were appointed at the time of the LLP's incorporation on 21 October 2024,
and are the registered signatories under ROC Mumbai & MCA records

Other Associated Individuals

Public GST filings also list additional family members in roles of ownership or
stakeholder status:
 Anita Ashok Goel
 Sweta Yogesh Goel
These names appear in GST documents for the company but are not listed as
designated partners or directors per MCA records

1.4 COMPANY PROFILE:

Basic Information
 Company Name: Goel Power Engineers LLP
 LLPIN: ACJ-9860
 Incorporation Date: 21 October 2024
 Legal Status: Limited Liability Partnership (LLP)
 Registered Office: Andheri (East), Mumbai, Maharashtra, India
 Designated Partners:
o Ashok Goel (DIN: 00195681)
o Yogesh Ashok Goel (DIN: 01935052)

Core Business Activities

Goel Power Engineers LLP is a leading provider of integrated power solutions with
decades of experience in:
 Diesel Generator Sets
o Kirloskar Green DG Sets (5 kVA to 3000 kVA)

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 o Silent gensets with CPCB II compliance
o Industrial, commercial, and infrastructure applications
 Electrical Control Panels
o PCC, MCC, AMF, APFC, VFD, Synchronizing panels
o Custom-engineered for automation and energy efficiency
o CPRI tested designs
 Transformers & Switchgear
o Distribution transformers (up to 5 MVA / 33 kV)
o ABB/L&T switchgear solutions
 UPS & Power Conditioning
o ABB UPS systems for critical infrastructure
 Bus Ducts & Turnkey Solutions
o HT/LT panel bus ducting, compact substations
o Project-based end-to-end installation & support

Manufacturing & Infrastructure

 Main Production Unit: Silvassa (Dadra & Nagar Haveli)
 Certifications: ISO-compliant, CPRI approval for panels
 Channel Partner: Kirloskar Oil Engines Ltd (KOEL) for gensets

Geographic Presence
 Regional Offices & Dealers:
o Maharashtra (Mumbai, Nagpur, Pune)
o Gujarat (Ahmedabad, Surat, Vapi)
o Madhya Pradesh (Indore)
o Chhattisgarh (Raipur)
o Goa
 Warehouse & Logistic Hubs: Across western India

Workforce
 Employee Strength: 250–500 (estimated from trade directories)
 HR Functions: Centralized in Mumbai; handles recruitment, payroll, performance
management, and compliance

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 Financial Overview (Estimated)
 Annual Revenue: ₹100–280 crore (based on multiple industry listings)
 Market Segment: Power infrastructure, industrial & commercial energy systems

Vision & Mission

 Vision:
“To be a leading provider of complete power solutions in India, backed by reliable
manufacturing, quality processes, and customer-focused policies.”
 Mission:
“To build world-class electrical and power systems that are sustainable, innovative,
and reliable—creating long-term value for customers.”

Contact Details
 Website: [Link] / [Link]
 Email: info@[Link]
 Phone: +91-22-26832147 / +91-9820162244

1.5 ORGANIZATION STRUCTURE:

1. Top Management

Role Name

Managing Partner / Chairman Ashok Goel

Managing Director / CEO Yogesh Ashok Goel

They are also the Designated Partners of the LLP and key decision-makers in
operations, finance, and strategic planning.

2. Corporate Leadership & Support

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 Chief Financial Officer (CFO) – Oversees finance, taxation, budgeting, and investor
coordination
 General Manager – Operations – Manages manufacturing, plant operations
(Silvassa), and logistics
 Corporate Legal & Compliance Head – Ensures LLP compliance, ROC filings,
contracts, and labor law adherence
 IT & Systems Manager – Oversees ERP/HRIS, digital platforms, and automation
systems

3. Department Heads

Production & Engineering

 Factory Manager / Plant Head – Silvassa
o Oversees genset assembly, control panel production, transformer unit
o Coordinates with QC, procurement, and dispatch

Projects & Electrical Engineering

 Project Manager (LV/MV Panels & Turnkey Projects)
o Leads site execution, testing & commissioning teams

Sales & Marketing

 Zonal Sales Managers (West, Central, South India)
o Manage channel partners and corporate client accounts
 Product Marketing Manager – Focus on gensets, UPS, automation panels

Procurement & Supply Chain

 Head – Supply Chain Management
o Vendor development, logistics, warehouse ops (Silvassa/Mumbai)
Human Resources
 HR Executive / HR & Admin Head
o Based at Mumbai HQ; handles recruitment, payroll, employee policies

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 Finance & Accounts
 Accounts Manager
o Handles billing, GST, compliance, audits

4. Branch Offices & Regional Teams

Each regional office (e.g., Surat, Pune, Ahmedabad, Raipur) typically includes:
 Area Sales Manager
 Service Engineer / Technician
 Admin Assistant

Organizational Model (Visual Hierarchy)

1.6 VISION & MISSION, CORPORATE GOALS & OBJECTIVES:

Vision Statement

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 “To be a leading provider of complete power solutions in India, built on a
foundation of engineering excellence, customer focus, and ethical practices.”
This reflects their ambition to dominate the Indian power infrastructure space through
reliability, innovation, and client-centric service.

Mission Statement

“To build world-class power and control systems by leveraging advanced

manufacturing, strong quality frameworks, and a workforce committed to
exceeding customer expectations.”
Their mission highlights:
 Integration of advanced technology
 Focus on continuous quality improvement
 Customer-first mindset
 Commitment to sustainable growth

Corporate Goals

1. Market Leadership
o Expand share in the diesel genset and power panel market across India
o Strengthen partnerships with key OEMs like Kirloskar & ABB
2. Product Innovation
o Develop energy-efficient and smart control solutions
o Introduce automation-ready panels and hybrid power systems
3. Manufacturing Excellence
o Optimize production capacity at Silvassa
o Maintain CPRI-approved quality standards
o Expand lean manufacturing and ISO practices
4. Customer Experience
o Ensure timely delivery and robust after-sales service
o Personalize power solutions for hospitals, infrastructure, retail, and industry
5. People Development
o Attract and retain skilled engineers, technicians, and managers
o Implement performance-based HR systems and learning programs
6. Sustainable Practices
o Reduce environmental impact in generator production

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 o Adopt green energy strategies in select product lines

Objectives (Short-Term & Long-Term)

Short-Term (1–2 Years) Long-Term (3–5+ Years)

Become a top 3 Kirloskar genset dealer in

Expand sales in tier-2 cities
India

Improve CPRI panel testing Launch own range of smart, IoT-based

processes panels

Automate 50% of manufacturing

Hire skilled service engineers
operations

Strengthen after-sales network Set up a second manufacturing unit

Achieve ISO/EMS certifications Reduce carbon footprint across facilities

1.7 INDUSTRY DETAILS:

GOEL POWER ENGINEERS LLP operates in the Power Generation & Electrical
Equipment Manufacturing sector, with a focus on:

 Diesel Generator Sets (DG Sets)

 Electrical Control Panels (LV/MV)
 Power Distribution & Automation Solutions
 Transformers, UPS, and Switchgear

IN Indian Industry Context

1. Diesel Generator (DG) Market – India

 Market Size: ₹6,000–7,000 crore (USD ~750M–850M) in 2024
 Growth Drivers:
o Unreliable power supply in rural and industrial areas
o Infrastructure development (railways, hospitals, logistics parks)

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 o Smart city & real estate expansion
 Key Players: Kirloskar, Cummins, Mahindra Powerol, Ashok Leyland, Honda, and
dealers like Goel Power Engineers
 Trends:
o Shift toward hybrid (DG + solar)
o Demand for CPCB IV+ emission-compliant gensets
o Growing service-oriented sales (AMC, remote monitoring)

2. Electrical Control Panel Market – India

 Market Size: ₹3,500–5,000 crore (USD ~400M–600M)
 Segments:
o Power Control Centers (PCC)
o Motor Control Centers (MCC)
o APFC, AMF, Synchronizing panels
 Demand Sources: OEMs, EPC companies, infrastructure projects, factories, data
centers
 CPRI Certification: Mandatory for high-value public-sector and infrastructure projects
3. Make in India & MSME Push
 Goel Power Engineers benefits from the Make in India initiative, which promotes
domestic manufacturing of electrical equipment
 Strong tailwinds from government electrification, renewable integration, and
industrial automation

International Industry Context

1. Global Diesel Generator Market

 Market Size: USD 17.9 billion (2023); projected to reach USD 26.3 billion by 2030
 Key Regions: Africa, Southeast Asia, Middle East, and Latin America
 Opportunities:
o Export of Kirloskar gensets to energy-deficit countries
o Global demand for low-maintenance, rugged gensets for off-grid use
o Increasing demand for containerized DG sets and hybrid backup systems

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 2. Electrical Panels & Power Automation – Global
 Smart Panels & MV Distribution: Growing in Africa and Asia due to infrastructure
buildouts
 Global trends:
o Shift to IEC/ISO-compliant smart switchgear
o Demand for remote monitoring panels
o Rise of intelligent MCCs and energy-efficient solutions
 Export Opportunity for Goel Power:
Panels and modular solutions for Gulf nations, East Africa, and Nepal/Bangladesh
markets

Goel Power Engineers LLP’s Strategic Position

Strengths Opportunities

Expand genset exports via KOEL global

Kirloskar channel partner
tie-ups

Public infrastructure projects in India &

CPRI-certified panels (LV/MV)
abroad

Strong base in Western & Central

Hybrid & solar-DG integration
India

In-house manufacturing in OEM partnerships for international supply

Silvassa chains

1.8 SWOT ANALYSIS:

Strengths

1. Long-standing Industry Presence

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 o Operational roots since 1965, indicating deep market experience and customer
trust.
2. Strong OEM Partnership
o Authorized Kirloskar Green genset manufacturer and distributor—a
leading brand in India.
3. In-house Manufacturing Capabilities
o Silvassa plant producing gensets, LV/MV control panels, and transformers—
ensures quality and cost control.
4. CPRI-Certified Panels
o Approved for use in public-sector and critical infrastructure projects (PCCs,
MCCs, Synchronizing Panels).
5. Geographical Reach
o Presence in Maharashtra, Gujarat, MP, Chhattisgarh, and Goa through
regional offices and service networks.
6. Diverse Product Portfolio
o Gensets (5–3000 kVA), transformers, UPS, automation panels, bus ducts—
catering to multiple industries.

Weaknesses

1. Limited Global Brand Visibility

o Despite solid manufacturing, lacks significant international branding or direct
exports.
2. Mid-Sized HR & Admin Function
o Lean HR structure; reviews indicate employee concerns about job security and
growth.
3. Dependence on Diesel Technology
o Heavy focus on diesel gensets may pose risks as the world shifts to greener
energy solutions.
4. Customer Service Gaps (Per Feedback)
o Online employee reviews point to underdeveloped internal communication
and retention efforts.

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Opportunities

1. Expansion into Renewable Hybrid Systems

o Combining solar + battery + diesel for smart energy backup (especially in
semi-urban India).
2. Export Potential via Kirloskar Networks
o Tapping global demand in Africa, Southeast Asia, and Middle East for
rugged gensets and modular panels.
3. Digitization & IoT Integration
o Introducing remote monitoring, smart MCCs, and AI-driven maintenance
alerts in panels.
4. Infrastructure Boom in India
o Growing demand in hospitals, airports, data centers, logistics parks, and
smart cities.
5. Government Support for MSMEs & “Make in India”
o Incentives for electrical equipment manufacturers and panel builders.

Threats

1. Fuel Regulation & Environmental Norms

o Strict CPCB IV+ and emission norms may increase compliance costs or
reduce diesel genset demand.
2. Intense Market Competition
o Competing with global and Indian giants: Cummins, Mahindra Powerol,
Ashok Leyland, Schneider, L&T.
3. Raw Material Price Volatility
o Price hikes in copper, steel, and semiconductors could impact panel/genset
profitability.
4. Technology Disruption
o Shift to battery storage, grid-tied solar, and EV-based power backup may
reduce demand for traditional gensets.

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CHAPTER 2: HUMAN RESOURCES DEPARTMENT

2.1 INTRODUCTION & OBJECTIVES OF HRM DEPARTMENT:

The Human Resource Management (HRM) Department at Goel Power Engineers LLP
plays a pivotal role in aligning people, processes, and performance with the company’s
mission of delivering high-quality power solutions. As a mid-sized engineering and
manufacturing company with a pan-India footprint, the HR department operates from the
head office in Mumbai, supporting both corporate and field-level teams across sales,
manufacturing, service, and project functions.

The department is responsible for managing the full employee lifecycle—from talent
acquisition to retention—ensuring that workforce policies, compensation structures, and
workplace culture support business objectives and regulatory compliance.

Key Objectives of the HRM Department

1. Talent Acquisition & Workforce Planning

 Attract skilled professionals in engineering, sales, service, and manufacturing roles

 Forecast manpower needs aligned with plant operations and regional office expansion

2. Employee Engagement & Culture Building

 Foster a professional, safety-first, and performance-driven culture

 Organize employee welfare, engagement, and team-building activities

3. Training & Development

 Upskill employees through workshops on electrical systems, automation, compliance,

and customer service

 Implement continuous learning programs for technicians, engineers, and managers

4. Performance Management

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  Set clear KRAs/KPIs across departments

 Conduct regular performance appraisals and feedback loops

5. Compensation & Benefits

 Ensure timely payroll, incentive distribution, and statutory compliance (PF, ESI,
gratuity)

 Benchmark salaries to retain high-potential talent in a competitive market

6. Compliance & Legal Adherence

 Maintain adherence to labor laws, safety regulations, and industry standards

 Handle audits, HR documentation, and internal disciplinary procedures as needed

7. HRIS and Digitalization

 Manage employee records using HR information systems

 Automate routine HR tasks to improve accuracy and efficiency

2.2 STRUCTURE OF HR DEPARTMENT:

The HR department operates from the corporate head office in Andheri (East), Mumbai
and supports all business units including manufacturing (Silvassa), sales branches, and
service teams.

Top-Level HR Oversight

Role Responsibility

Director / Managing Strategic alignment of HR with company vision; final authority

Partner (HR Oversight) on key hires, policy approvals, and organizational culture

Operational HR Team

Role Location Key Responsibilities

HR Manager / Lead – HR Mumbai HQ Overall HR policy implementation,

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Role Location Key Responsibilities

& Admin (may be recruitment planning, compliance monitoring,

outsourced or part-time) grievance handling

Payroll, onboarding, leave management,

Executive – HR & Admin
Mumbai HQ maintaining employee records, assisting in
(Confirmed via job postings)
recruitment, coordinating with regional offices

Mumbai or
HR Assistant / Admin Document control, attendance records, vendor
Plant Office
Coordinator coordination, event support
(Silvassa)

Support at Other Locations

Region HR Coverage

Admin/HR assistant or plant-in-charge for attendance,

Silvassa (Manufacturing Plant)
safety, and welfare coordination

Regional Sales Offices (Surat, Local admin or branch-in-charge handles basic HR-
Pune, Raipur, etc.) related tasks and escalates to Mumbai HR team

HR Functional Structure – Visual Model

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2.3 POLICIES OF HR DEPARTMENT:
While Goel Power Engineers LLP doesn’t publicly list a detailed HR policy manual, the
following categories reflect the typical and expected HR policies practiced at the company
based on employee feedback, industry norms, and job responsibilities:

1. Recruitment & Onboarding Policy

 Transparent hiring through interviews, technical tests, and background verification

 Equal opportunity employer – no discrimination based on gender, caste, religion

 Offer letter and appointment documentation issued upon selection

 Structured induction program for new employees (especially in plant and project
roles)

2. Attendance & Leave Policy

 Use of biometric or manual attendance systems at factory and offices

 Standard leave types:

o Casual Leave (CL) – 7–8 days annually

o Sick Leave (SL) – 6–7 days annually

o Earned Leave (EL) – As per labor laws

o National & Festival Holidays – As per factory act & Maharashtra Shops &
Establishments Act

 Advance leave application and manager approval required

 Loss of Pay (LOP) for unapproved absences

3. Payroll & Compensation Policy

 Salaries processed monthly via direct deposit or bank transfer

 Overtime pay (as per Factories Act) applicable to plant staff

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  Deductions for PF, ESI, Professional Tax, and TDS

 Yearly appraisals based on performance review and management discretion

4. Performance Management Policy

 Annual or bi-annual Performance Appraisal System

 Key Result Areas (KRAs) defined for each role

 Promotions/increments linked to measurable performance and business outcomes

 Probation reviews for new hires (typically 3–6 months)

5. Code of Conduct & Disciplinary Policy

 Expectations regarding workplace behavior, ethics, and integrity

 Zero tolerance for:

o Workplace harassment or discrimination

o Theft, misconduct, or safety violations

 Disciplinary procedure includes:

o Verbal/written warning

o Inquiry (if required)

o Suspension/termination (for serious misconduct)

6. Health, Safety & Welfare Policy

 Mandatory use of PPE and safety protocols in the factory (Silvassa)

 Periodic safety drills and audits

 First-aid and health facilities provided at plant sites

 Adherence to Factories Act, 1948

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7. Training & Development Policy

 Technical and behavioral training for engineers, technicians, and support staff

 On-the-job training for field service roles

 Soft-skills and leadership programs for office staff (as needed)

8. Exit & Resignation Policy

 Notice period:

o Usually 30 days for junior staff

o 60–90 days for senior/critical roles

 Full & final settlement processed within 30–45 days of exit

 Exit interviews conducted to gather feedback

2.4 HUMAN RESOURCE PLANNING:

Definition

Human Resource Planning at Goel Power Engineers LLP is the systematic process of
forecasting, acquiring, developing, and retaining the workforce needed to meet current and
future business objectives—especially in areas like engineering, manufacturing, sales, and
field services.

Context of HR Planning in the Company

Business Functions Covered

 Genset Manufacturing & Panel Production (Silvassa)

 Field Service & Installation Teams (across India)

 Sales & Technical Support (Mumbai, Surat, Raipur, Pune, etc.)

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  Corporate & Administration (Andheri, Mumbai HQ)

Key Components of HRP at Goel Power Engineers LLP

1. Manpower Forecasting

 Based on sales targets, project pipelines, and plant capacity utilization

 Forecasts short-term (1–3 months) and long-term (1–2 years) staffing needs

 Example: More technicians during project deployment phases; more panel builders
during plant expansion

2. Skill Gap Analysis

 HR evaluates current workforce skills vs. required capabilities in:

o LV/MV panel assembly

o CPCB II-compliant gensets

o Project site management

o Electrical automation and SCADA integration

 Leads to targeted training programs or new hiring

3. Recruitment Planning

 Annual hiring plans by department (Manufacturing, Projects, Sales, HR, Finance)

 Source of recruitment: job portals (e.g., Naukri), vendor partners, referrals

 Special focus on:

o Electrical engineers & service technicians

o Sales engineers (B2B, industrial clients)

o Admin & support roles

4. Succession & Internal Mobility

 Mid-management roles planned for succession from within (e.g., promoting a panel
supervisor to production head)

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  Encouraging internal transfers between branches or business functions (e.g., from
service to sales)

5. Training & Development Strategy

 Technical upskilling on genset control systems, electrical panels, and compliance

 Soft-skill training for frontline sales/service teams

 Orientation for new joiners (plant safety, quality norms, company processes)

6. Retention & Workforce Stability

 Monitoring attrition (especially in field staff)

 Implementing HRIS to manage performance, appraisals, and engagement

 Providing incentives, OT benefits, and skill-based promotions

Objectives of HR Planning

Objective Description

Ensure right people at right Match workforce size & skill with project timelines and
time business targets

Avoid overstaffing/understaffing; optimize overtime and

Control labor cost
contract labor

Support manufacturing and service delivery through workforce

Enhance productivity
efficiency

Develop future leaders Identify and groom high-potential staff for key roles

Ensure legal & safety compliance under labor laws and factory
Maintain compliance
regulations

2.5 JOB DESCRIPTION & SPECIFICATION FOR VARIOUS POSITIONS:

1. Position: Service Engineer – Diesel Gensets

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Job Description (JD):

 Install, commission, and maintain diesel generator sets (5–3000 kVA)

 Diagnose faults and perform mechanical/electrical repairs

 Coordinate with customers on-site for technical support

 Maintain service logs and submit reports to HO

Job Specification (JS):

 Qualification: Diploma/BE in Mechanical/Electrical Engineering

 Experience: 1–3 years in DG set servicing

 Skills: Engine diagnostics, load testing, generator control panels

 Location: Mumbai, Surat, Raipur, Nagpur, Vapi

2. Position: Panel Assembly Technician

Job Description:

 Assemble LV/MV control panels (PCC, MCC, APFC, AMF)

 Read single-line diagrams and wiring layouts

 Ensure assembly as per CPRI/ISO quality standards

 Support factory testing and pre-dispatch inspections

Specification:

 Qualification: ITI (Electrician/Wireman) or Diploma in Electrical

 Experience: 1–2 years preferred in panel building

 Skills: Wiring, crimping, busbar work, safety knowledge

 Location: Silvassa plant

3. Position: Sales Engineer – Electrical Products

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Job Description:

 Promote diesel generators, panels, transformers, and UPS to B2B clients

 Prepare technical-commercial proposals

 Visit project sites, consultants, and EPC firms

 Achieve sales targets and report weekly pipeline

Specification:

 Qualification: Diploma/BE in Electrical or Electronics

 Experience: 2–5 years in electrical/B2B product sales

 Skills: CRM software, client presentations, negotiation

 Location: Pune, Mumbai, Ahmedabad, Raipur

4. Position: Production Supervisor – Genset Assembly

Job Description:

 Supervise daily genset assembly operations

 Ensure quality control, TAT, and safety adherence

 Coordinate with stores, QA, and dispatch departments

 Report production metrics to plant head

Specification:

 Qualification: Diploma in Mechanical/Electrical

 Experience: 3–6 years in genset/automotive assembly

 Skills: Manpower handling, process documentation, root cause analysis

 Location: Silvassa

5. Position: HR Executive – Admin & Payroll

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Job Description:

 Handle employee records, attendance, and payroll processing

 Support recruitment coordination and onboarding

 Maintain compliance with PF, ESI, and statutory requirements

 Organize employee engagement activities

Specification:

 Qualification: BBA/MBA in HR or relevant field

 Experience: 1–3 years in HR/Payroll administration

 Skills: MS Excel, HRMS, labor law basics, communication

 Location: Andheri (East), Mumbai

6. Position: Electrical Design Engineer – Control Panels

Job Description:

 Design LV/MV control panels using AutoCAD Electrical

 Create wiring schematics, GA drawings, and BOMs

 Liaise with production team for implementation

 Ensure compliance with IEC, IS, and CPRI guidelines

Specification:

 Qualification: BE/Diploma in Electrical Engineering

 Experience: 2–4 years in control panel design

 Skills: AutoCAD, electrical standards, PLC exposure preferred

 Location: Mumbai/Silvassa

2.6 RECRUITMENT, SELECTION & INDUCTION:

1. Recruitment Process

26
Objective

To attract and source qualified candidates for technical, administrative, manufacturing, and
sales roles aligned with business goals.

Sources of Recruitment

 Online job portals (e.g., Naukri, Expertia, Shine)

 Internal referrals and word-of-mouth from employees

 Consultants/Agencies for specialized or bulk hiring (especially for factory roles)

 Campus hiring from ITI and Diploma institutes for technician roles

 LinkedIn & Email outreach for mid-senior roles

Typical Roles Recruited

 Service Engineers, Sales Engineers, Panel Technicians, Design Engineers

 HR/Admin Executives, Accounts Assistants

 Supervisors and factory floor staff at Silvassa

2. Selection Process

Selection Stages

Stage Description

1. Application Screening HR shortlists CVs based on job specs and experience

2. Telephonic Interview Initial screening for attitude, basic skills, and availability

Conducted by departmental head (e.g., Engineering Manager,

3. Technical Interview
Plant Head)

4. HR Interview Salary discussion, joining conditions, work culture briefing

5. Offer &
Final selection confirmed with an offer letter & pre-joining docs
Documentation

27
Selection Criteria

 Relevant education and certifications (ITI, Diploma, BE)

 Practical skills (e.g., panel wiring, genset servicing, sales approach)

 Industry experience in power systems/electrical infra

 Willingness to travel (for sales/service roles)

 Communication and problem-solving abilities

3. Induction & Onboarding Process

Objective

To integrate new employees smoothly into the company environment, systems, and work
culture.

Key Induction Activities

Induction Element Details

Welcome & Orientation Introduction to company history, product lines, key leadership

HR Documentation Collection of PAN, Aadhaar, bank details, education/work proofs

Policy Briefing Leave, attendance, payroll, conduct, PPE/safety (for plant staff)

Department Introduction Role-specific walkthrough with managers

Factory/Office Tour For employees at Silvassa or Mumbai HQ

Mentor Assignment In some cases, a supervisor or senior is assigned as a guide

Initial Training On-the-job training or product briefing depending on role

Timeline

28
Phase Duration

Recruitment 1–2 weeks for most roles

Selection 3–5 days (interviews + offer)

Induction 1–3 days onboarding + 1–2 weeks on-the-job training

2.7 TRAINING & DEVELOPMENT:

Objective:

To enhance employee skills, improve productivity, and foster a culture of continuous

learning, ensuring workforce readiness for technical excellence, safety compliance, and
customer satisfaction across all functions.

Key Focus Areas of Training

1. Technical Training
 Target Audience: Engineers, technicians, panel assembly workers, field service staff
 Topics Covered:
o Diesel genset operation, maintenance & troubleshooting
o LV/MV control panel assembly & wiring standards
o Synchronization systems & automation (AMF, APFC, VFD)
o Transformer installation & testing
o Product-specific training for Kirloskar, L&T, ABB components
2. Safety & Compliance Training
 Target Audience: Factory workers, supervisors, engineers
 Topics Covered:
o Use of PPE (Personal Protective Equipment)
o Fire safety, electrical hazard awareness
o First-aid procedures and emergency drills
o Adherence to Factories Act and ISO safety standards
3. Soft Skills & Functional Training
 Target Audience: Sales teams, HR, admin, junior executives
 Topics Covered:

29
 o Customer handling, communication & presentation skills
o Time management and reporting discipline
o Basic HRMS and documentation training
o Workplace conduct and ethics
4. Digital Tools & ERP Training
 Target Audience: Admin, HR, accounts, project coordinators
 Topics Covered:
o Tally ERP, Excel, inventory & billing software
o Attendance and leave management systems
o Email and internal communication protocols

Methods of Training Delivery

Method Application Area

On-the-Job Training (OJT) Technicians, fitters, junior engineers

Toolbox Talks Daily safety briefings in plant/service zones

Classroom Workshops New product launches, compliance modules

Vendor-Led Sessions Kirloskar product training, ABB switchgear

E-Learning / Video Modules Refresher training for field engineers

Internal Knowledge Sharing Senior engineers mentor junior staff

Training Calendar (Sample Structure)

Frequency Training Type Notes

Monthly Product / Safety Training Conducted at plant and HO

Quarterly Soft Skills or Compliance Rotational batches by department

Covers updates in DG tech or panel

Annually Refresher + New Tech
design

On Demand Project-Specific Briefings Before deployment at client sites

30
Monitoring & Evaluation

 Pre/Post Assessments: For key technical and safety sessions

 Feedback Forms: To improve training delivery and identify gaps
 Manager Reviews: Used during performance appraisals to assess learning application
 Training Records: Maintained in HRMS or Excel logs

Benefits & Impact

Area Improvement Achieved

Service Quality Faster fault resolution, better customer feedback

Manufacturing Reduced defects, better assembly compliance

Safety Fewer incidents, improved audit scores

Sales Better product positioning and negotiation skills

Retention Increased motivation and career development

2.8 EVALUATION & CONTROL:

Objective:

To evaluate employee performance consistently and fairly, align individual contributions

with company goals, identify skill gaps, and reward merit through promotions or
compensation adjustments.

Key Features of the Appraisal Process

1. Performance Management Goals

 Align individual KRAs (Key Result Areas) with business objectives
 Encourage accountability, learning, and continuous improvement
 Support retention by recognizing and rewarding high performers
 Create a data-driven base for promotions, increments, and training needs

Appraisal Frequency

31
 Type Frequency Purpose

Annual Once a year (typically April Main evaluation for

Appraisal or March) hikes/promotions

Probation
After 3–6 months For new hires and confirmations
Review

Mid-Year Optional (6-month Performance feedback and goal

Review checkpoint) realignment

Evaluation Criteria (Department-Wise)

For Technical/Factory Staff:

 Productivity (units completed, fault-free output)

 Quality standards adherence
 Timeliness and discipline
 Safety compliance
 Teamwork on the shop floor

For Engineers (Sales/Service/Design):

 KRA achievement (targets, project deadlines, client satisfaction)

 Technical knowledge & product understanding
 Innovation/problem-solving
 Customer feedback (for field roles)
 Documentation & reporting quality

For Support/Admin Roles (HR, Accounts, Stores):

 Accuracy in documentation/payroll/compliance
 Timely task completion
 Cross-functional coordination
 Initiative in improving processes

32
Appraisal Tools & Methods

Tool Description

Self-Appraisal Form Employee rates themselves against KPIs

Manager’s Evaluation Supervisor provides rating and feedback

Peer/360 Feedback (Optional for mid-level roles)

Performance Scorecard Final rating used to justify increment/promotion

HR Moderation Ensures fairness and calibration across teams

Rewards & Outcomes

Outcome Type Based on Rating Process

Average to high
Salary Increment Reviewed by HR & Director
performers

Based on rating +
Promotion Requires HOD recommendation
experience

Training Need For low-rated

Assigned learning plan
Identification employees

Performance Performance Improvement Plan

For underperformers
Warning (PIP) (30–60 days)

Control & Record Keeping

 Performance records stored by HR department at Mumbai HQ

 Increment letters and appraisal sheets archived in personal files
 Digital performance log may be maintained in Excel or HRMS tool

2.9 WAGES, SALARY & COMPENSATION ADMINISTRATION:

Objective

33
 To ensure a fair, competitive, and legally compliant compensation system that attracts,
retains, and motivates skilled employees across departments including manufacturing,
sales, service, and administration.

1. Components of Salary Structure

For Factory & Technician Staff (Silvassa Plant)

Component Description

Basic Salary Fixed base pay (based on skill grade and shift)

Dearness Allowance (DA) Based on inflation and living cost

House Rent Allowance

~10–20% of basic
(HRA)

Conveyance Allowance For travel to and from work

Overtime (OT) As per Factories Act (2x rate after 8 hours)

Incentives / Production
Linked to output or monthly targets
Bonus

Statutory employer deductions (12% PF, ESI as

PF & ESI Contributions
applicable)

For Office/Engineering/Admin Roles

Component Description

Includes basic + all allowances + employer

Gross Salary (CTC)
contributions

Performance Incentives Based on KPIs and appraisal ratings

Travel Reimbursement For field/service engineers or sales staff

Mobile/Data Allowance For on-site and business communication

Bonus (As per Payment of Bonus Paid annually to eligible employees

34
 Component Description

Act)

2. Payroll Administration

Process Details

Payroll Cycle Monthly – typically paid by 7th–10th of every month

Mode of Payment Direct bank transfer

Software Used Likely Excel + Tally / outsourced to payroll consultant

Salary Slips Issued monthly via email/print

Compliance PF, ESI, Gratuity, PT, TDS as per applicable laws

3. Compensation Strategy

Policy Element Practice

Internal Equity Salaries aligned to skill level and experience

Benchmarked against other mid-sized power solution

Market Competitiveness
firms

Increments Based on performance appraisal (5–15% typical range)

Long-tenure staff may receive loyalty/performance-

Retention Incentives
based bonuses

Contractual/Temporary
Paid on a daily or project basis with limited benefits
Staff

4. Statutory & Legal Compliance

Law/Rule Company Practice

Minimum Wages Act Ensured for all categories in Silvassa and Mumbai

35
 Law/Rule Company Practice

Payment of Wages Act Wages paid within prescribed timeframes

EPF Act 12% employer contribution

ESI Act Applicable for eligible employees (wages < ₹21,000/month)

Gratuity Act Paid after 5 years of continuous service

Bonus Act Paid annually to eligible staff

2.10 GRIEVANCE HANDLING:

Objective

To provide a transparent, fair, and timely mechanism for employees to voice and
resolve concerns related to their work, conduct, compensation, safety, or treatment within
the organization.

Key Features of the Grievance Redressal Policy

Scope

Covers grievances related to:

 Workplace behavior or harassment
 Delays in salary, overtime, or incentive payments
 Safety and working conditions (especially at plant and project sites)
 Leaves, attendance, or payroll disputes
 Misconduct by supervisors or colleagues
 Violation of company policies

Grievance Handling Procedure

Step Description

Step 1: Verbal Complaint Employee raises issue with immediate supervisor or team

36
 Step Description

leader

Step 2: Written If unresolved, employee submits written complaint to HR

Grievance Submission (via email or form)

Step 3: Investigation & HR Executive/Manager investigates, speaks to involved

HR Review parties, and documents findings

Step 4: Resolution & HR proposes action/solution; communicates with

Feedback employee in writing

Step 5: Escalation (if If dissatisfied, employee may escalate to Plant Head,

unresolved) Business Unit Head, or Managing Partner

Once resolved, HR maintains grievance log and

Step 6: Closure
resolution record for compliance purposes

Grievance Handling Tools & Channels

 Grievance Register/Box at plant or office for anonymous complaints

 Direct Email Access to HR (for escalation or confidential concerns)
 Open-Door Policy – Employees can directly approach senior leadership
 Exit Interview Feedback – Used to identify unresolved grievances
 Periodic HR Rounds – Informal discussions to spot early signs of dissatisfaction

Roles & Responsibilities

Person Responsibility

First point of contact, records & investigates

HR Executive/Admin
grievances

Facilitates fair treatment, assists in resolving

Departmental Head
team-level issues

Plant/Unit Head Handles escalated factory grievances

37
 Person Responsibility

Managing Partner/Director (if

Final authority on critical or unresolved issues
needed)

Policy on Serious Grievances

Serious issues like harassment, abuse, discrimination, or ethical violations are handled
under a zero-tolerance policy and may involve:
 Formal inquiry committee
 Immediate suspension or disciplinary action
 Legal counsel (if required)

Documentation & Reporting

 All grievances are recorded with timestamps, employee details, and outcomes
 Reports maintained confidentially by HR for audits and labor compliance
 Anonymous reports allowed but investigated with discretion

2.11 PROVIDENT FUND SCHEME:

Objective

To ensure financial security and retirement savings for employees by contributing

regularly to the Employees’ Provident Fund (EPF), in compliance with Indian labor
laws.

Eligibility Criteria

Criteria Description

All employees earning basic wages up to ₹15,000/month

Applicability
(mandatory)

Voluntary Employees earning above ₹15,000/month may also opt in (with

Enrollment mutual consent)

38
 Criteria Description

Joining PF account is created at the time of joining via Form 11 and

Requirement UAN generation

Continuous service accumulates PF balance; transferable

Tenure
between employers via UAN

Contribution Structure

Contributor Rate Details

12% of basic + Mandatory deduction from monthly

Employee
DA salary

12% of basic +
Employer Company’s matching contribution
DA

Breakup of Employer’s
12%

 8.33% to Pension Fund (EPS)

 3.67% to Provident Fund (EPF) |

Process Followed at Goel Power Engineers LLP

1. PF Registration:
o Employee submits Aadhaar, PAN, bank details at joining
o UAN (Universal Account Number) generated or linked
o Monthly contributions deducted automatically via payroll
2. Monthly Filing:
o Payroll team (HR/Accounts) files ECR (Electronic Challan cum Return) with
EPFO portal
o Payment made by 15th of every month for previous month’s salaries
3. PF Passbook Access:
o Employees can check PF balance anytime on [Link]
using UAN and OTP login

39
 4. PF Transfer & Exit:
o On resignation or job change, employees can initiate online transfer or
withdrawal
o HR provides exit form, and PF claim can be processed after final settlement

PF Withdrawal Conditions

Type of Withdrawal Eligibility

Full Withdrawal After resignation or retirement (2+ months unemployment)

Partial Withdrawal For marriage, education, medical emergency, housing

Pension Withdrawal If service >10 years under EPS; pension starts at age 58

Employee Responsibilities

 Ensure UAN is activated and KYC details (PAN, Aadhaar, bank) are updated
 Maintain PF records and regularly check passbook
 Submit correct information during joining to avoid transfer delays

Compliance & Record Keeping (Company Side)

Area Practice at Goel Power Engineers LLP

EPF Registration Company is registered under EPFO as an employer

Timely Contributions Deposits made monthly via ECR filing

Statutory Reports Annual returns submitted to EPFO/ESIC and labor office

PF ledgers maintained in payroll records

Audit Trail
(Excel/Tally/HRMS)

Employee Support HR assists with UAN generation, linking, and withdrawals

2.12 TIME OFFICE:

Objective

40
 The Time Office at Goel Power Engineers LLP plays a critical role in managing and
recording employee attendance, working hours, shift rosters, leave, and overtime,
especially for plant-based staff, technicians, and field service teams.

Key Functions of the Time Office

Function Description

1. Attendance Use of biometric systems or manual registers at factory &

Monitoring project sites to record in-time/out-time

Assigning and rotating shifts (Day, General, Night) for

2. Shift Scheduling
production and technician staff

Maintain record of casual leave, sick leave, earned leave,

3. Leave Tracking
and unplanned absences

4. Overtime Calculate OT hours as per Factories Act (typically 2x hourly

Calculation wage after 8 hrs/day or 48 hrs/week)

5. Daily Manpower Submit daily report to HR and Plant Head on employee

Reporting availability and absentees

6. ID Card Issue and maintain employee ID cards and gate passes for
Management contract workers

7. Coordination with Forward attendance and OT data to accounts/HR for

Payroll monthly salary processing

Location of Time Office

Unit Time Office Role

Silvassa Factory Full-fledged Time Office – attendance, shift, and OT

Unit management for plant staff

Project Sites / Supervisor or Team Lead maintains attendance logs (manual or

Service Zones mobile-based), later synced with HR

41
 Unit Time Office Role

Head Office Admin/HR tracks attendance via biometric or HRMS for

(Mumbai) corporate staff

Tools & Formats Used

Area Method Used

Attendance Tracking Biometric scanner / register / Excel sheet

Leave Application Manual form submission or email to HR

OT Record Sheet Daily log maintained by floor supervisors

Shift Roster Posted weekly by plant HR/timekeeper

Daily Time Report (DTR) Excel sheet sent to Plant Head/HR

Statutory Compliance Ensured by Time Office

Legal Requirement Compliance Practice

Working hours, OT, rest intervals recorded and

Factories Act, 1948
monitored

Minimum Wages Act Time records used to ensure fair daily/monthly wage

Leave with Wages Maintained as per labor laws and submitted during
Register audits

Muster Roll Register Maintained for permanent and contract workers

Roles & Responsibilities of Time Office Staff

Role Responsibility

Time Keeper (Plant) Maintain shift records, attendance, OT logs, and daily

42
 Role Responsibility

reporting

Supervisor (Site) Collect manual attendance, verify presence of team

HR/Admin (Mumbai Process attendance data into payroll; update leave records;
HQ) verify absenteeism

2.13 ALLOWANCES TO EMPLOYEE:

Objective:

To offer financial benefits beyond base salary that support employees in performing
their roles efficiently, particularly in field, factory, or client-facing positions, while
complying with statutory norms.

Types of Allowances Offered

1. Conveyance/Travel Allowance
 Purpose: To cover local or intercity travel expenses for business purposes (site visits,
client meetings, field service)
 Applicable To:
o Service Engineers
o Sales & Marketing Executives
o Project Supervisors
 Mode:
o Fixed monthly allowance (₹1,000–₹3,000) OR
o Reimbursement based on kilometers traveled (with log sheet submission)

2. Mobile/Communication Allowance
 Purpose: To cover business-related mobile or internet usage
 Applicable To:
o Field service & sales employees
o Supervisors, engineers with client interaction roles
 Amount: ₹300 to ₹1,000/month (depending on role)

43
 3. House Rent Allowance (HRA)
 Purpose: Provided as part of CTC to support housing expenses
 Applicable To:
o All permanent staff (factory, HO, sales offices)
 Amount: 10%–40% of basic salary
(Varies based on city and salary structure)

4. Meal / Canteen Allowance

 Purpose: Support factory and site workers with subsidized or free meals
 Applicable To:
o Plant employees at Silvassa
o Some project site workers
 Form:
o Canteen meal facility or fixed meal allowance (e.g., ₹30–₹50/day)

5. Duty/Field Allowance

 Purpose: For time spent at remote locations, project sites, or client facilities
 Applicable To:
o Service engineers
o Installation & commissioning teams
 Amount: ₹100–₹300 per day (depending on grade and distance)

6. Leave Travel Allowance (LTA) (Optional/Management Discretion)

 Purpose: To reimburse travel expenses during approved leave
 Applicable To:
o Mid to senior-level staff
o Disbursed annually or bi-annually
 Proof Required: Travel bills, tickets, leave approval

7. Uniform/Work Gear Allowance

 Purpose: To provide or reimburse cost of uniforms, safety shoes, helmets, etc.
 Applicable To:
o Plant workers
44
 o Technicians & on-site engineers

2.14 WELFARE FACILITIES:

Objective:

To promote employee well-being, safety, job satisfaction, and retention, especially for
workers in manufacturing, field service, and project operations, through statutory and
voluntary welfare measures.

1. Statutory Welfare Facilities

(As per Factories Act, 1948 and labor laws)

Facility Description

Subsidized meals provided at the Silvassa plant or meal

Canteen Facility
allowance for shift workers

Clean, filtered drinking water available at all factory and

Drinking Water
office units

Clean and separate restrooms for men and women,

Sanitation
maintained daily

Basic first-aid kits available on-site at the plant and service

First Aid
locations

Restroom/Break
Designated rest areas for plant workers during breaks
Room

Safety Equipment Safety shoes, helmets, gloves, and uniforms provided to

(PPE) workers and technicians

Updated with labor laws, safety protocols, and HR

Notice Boards
announcements

Provided as per law – post 5 years of service and monthly

Gratuity & PF
contributions respectively

45
2. Non-Statutory / Voluntary Welfare Facilities

Facility Description

Celebrations of Diwali, Independence Day, and other festivals

Festival Celebrations
at HO and plant

Training & Skill Ongoing technical and soft-skills training for engineers,
Building technicians, and staff

Employee Awards or appreciation for high-performing field engineers or

Recognition long-serving employees

Occasional medical check-up camps for factory workers or

Health Checkups
site staff

For workers in remote areas or during late-night shifts at the

Transport Assistance
plant (if applicable)

ESI scheme for eligible employees; accident insurance (for

Insurance Coverage
field technicians—if offered)

Open-Door HR
Direct access to HR team for employee issues and grievances
Access

3. Welfare Measures for Office/Administrative Staff (HQ & Branches)

Facility Description

Comfortable Work Ergonomic seating, clean offices, air-conditioned

Environment spaces

Communication Reimbursement or monthly allowance for mobile

Allowance expenses

Appraisal-linked growth plans and training

Career Growth Support
recommendations

Leave & Flexibility Paid leave, casual/sick leave, and possible flexi-hours

46
 Facility Description

in non-production roles

CHAPTER 3: MARKETING DEPARTMENT

3.1 INTRODUCTION & OBJECTIVE OF MARKETING DEPARTMENT:

Introduction:

The Marketing Department of Goel Power Engineers LLP serves as the strategic
communication and market development arm of the company. It plays a critical role in
building brand visibility, generating demand, and positioning the company’s solutions—
such as diesel generator sets, LV/MV control panels, transformers, and turnkey electrical
services—across industrial, commercial, and infrastructure sectors.

Operating from the company’s head office in Mumbai and supporting regional sales teams
across locations like Pune, Raipur, Surat, and Silvassa, the department acts as a bridge
between the company’s technical capabilities and customer needs. It collaborates closely with
the sales, projects, and design teams to translate engineering strengths into compelling market
offerings.

Objectives of the Marketing Department:

Increase Brand Awareness – Promote Goel Power as a trusted name in electrical and
power engineering solutions through digital, print, and BTL marketing.

Lead Generation & Market Expansion – Support sales teams by creating targeted
campaigns to generate leads in industrial, commercial, and government sectors.

Product Promotion – Highlight key offerings such as diesel gensets, AMF panels, APFC
panels, and turnkey electrification projects.

Competitive Positioning – Analyze market trends and competitors to craft positioning

strategies that showcase Goel Power’s value proposition.

47
 Digital Marketing & Online Presence – Maintain the company website, LinkedIn profile,
and digital campaigns to reach modern B2B buyers.

Customer Communication – Design brochures, technical flyers, and presentations to

support client pitches and exhibitions.

Event & Trade Show Participation – Organize participation in power industry expos and
exhibitions like Elecrama, etc.

Customer Feedback & Market Insights – Collect post-sales feedback and analyze client
expectations for future improvements and product development.

Key Activities Undertaken

 Development of product catalogs, datasheets, and videos

 Designing marketing collaterals for gensets, electrical panels, and installations

 Managing client email campaigns and newsletters

 Supporting tender documentation and case studies

 Tracking marketing ROI and lead conversion reports

3.2 MARKETING DEPARTMENT STRUCTURE:

Objective of the Structure

To ensure a streamlined, multi-functional team that supports branding, lead generation,

product promotion, and market expansion across India’s industrial, infrastructure, and
commercial sectors.

48
ORGANIZATIONAL STRUCTURE OVERVIEW

ROLES & RESPONSIBILITIES

1. Head – Marketing & Business Development

 Reports to: Managing Partner / Director – Operations

 Key Roles:

o Define marketing strategy and annual plan

o Collaborate with sales and product teams

o Oversee budgets, campaigns, and performance metrics

o Guide regional marketing execution

2. Marketing Executive (Corporate Office – Mumbai)

 Supports content creation, event coordination, lead follow-ups

 Prepares product brochures, presentations, banners, and catalogs

 Maintains customer database and supports tender documentation

 Coordinates with vendors for printing, design, and exhibitions

49
3. Digital Marketing Lead

 Manages the company website, LinkedIn, and online ads

 Runs targeted campaigns for industrial sectors (construction, infra, etc.)

 Tracks SEO/SEM performance, Google Ads, and email marketing metrics

 Creates digital content (videos, case studies, e-brochures)

4. Regional Marketing Coordinators (Pune, Raipur, Surat)

 Support local sales engineers with customized marketing materials

 Collect competitor data and client insights from the field

 Organize local events, exhibitions, and client meets

 Feedback collection and client satisfaction surveys

Cross-Functional Collaboration

 Sales Team – For campaign targeting and lead qualification

 Design/Engineering – For technical content and datasheets

 HR/Admin – For employer branding and internal communication

 Projects Team – For showcasing completed turnkey solutions

Reporting & Communication Flow

Level Reports To

Regional Marketing Coordinators Marketing Executive / Head

Digital Marketing Lead Head – Marketing

Marketing Executive (HO) Head – Marketing

Head – Marketing Managing Partner/Director

50
3.3 PRODUCTS & ITS SPECIAL FEATURES:
1. Diesel Generator Sets (DG Sets)

Description:
Supply, installation, commissioning, and maintenance of high-quality diesel generator sets
primarily powered by Kirloskar Green Gensets.

Capacity Range:
5 kVA to 1010 kVA

Special Features:

 Powered by Kirloskar Engines – known for fuel efficiency & long life

 Soundproof (acoustic) enclosures as per CPCB norms

 AMF (Auto Mains Failure) and Synchronization ready

 Low maintenance cost and easy serviceability

 Ideal for industrial, commercial, residential, and infrastructure sectors

2. Electrical Control Panels

Types Supplied:

 LT & HT Panels (up to 11kV)

 AMF Panels (Auto Mains Failure)

 APFC Panels (Automatic Power Factor Control)

 Synchronizing Panels

 MCC / PCC Panels

 VFD Panels (Variable Frequency Drive)

Special Features:

 Custom-built as per client load requirements

 Branded components: L&T, Schneider, Siemens, ABB

51
  In-house design, assembly & testing at Silvassa plant

 Integrated with energy meters, SCADA-ready features

 Dustproof, flameproof options available on request

3. Turnkey Electrical Projects (EPC Services)

Description:
End-to-end execution of electrical projects from design to commissioning, including supply
of equipment and after-sales support.

Scope Includes:

 HT/LT cabling & switchgear

 Transformer & panel installation

 DG set commissioning

 Earthing, lightning protection

 Liaisoning with DISCOMs for approvals

Special Features:

 Single-point responsibility for end-to-end execution

 Skilled in handling industrial, commercial, and public sector projects

 Project management with adherence to deadlines and safety norms

 Post-installation support and annual maintenance

4. Transformers

Types:

 Distribution Transformers (Oil-Cooled / Dry Type)

 Capacities ranging from 100 kVA to 2500 kVA

52
Special Features:

 BIS-approved and compliant with IS/IEC standards

 Low losses, energy-efficient designs

 Supplied with full documentation and testing reports

 Suitable for industrial and infrastructure applications

5. Allied Electrical Equipment & Services

Offerings:

 Servo voltage stabilizers

 HT/LT cabling

 Changeover switches, DBs, contactors, etc.

 AMC & servicing for DGs and panels

 Remote monitoring and diagnostics for field equipment

Special Features:

 One-stop shop for complete power infrastructure packages

 In-house team for installation, wiring, and testing

 Emergency support for power failure situations

Product Support Services

Service Description

Installation & Commissioning Done by trained engineers and technicians

Annual Maintenance Contracts (AMC) Scheduled servicing and breakdown support

Warranty Management Product registration and service tracking

Customer Training & Handover For panels, DG controls, and switchgear

53
3.4 COMPETITORS ANALYSIS:
1. Industry Segment Overview:

Goel Power Engineers LLP operates in the B2B power infrastructure sector, offering:

 Diesel generator sets (Kirloskar)

 Electrical control panels

 Turnkey electrification projects

 Transformers and AMCs

The company competes with firms offering industrial power solutions, electrical EPC
contracts, and DG set services—especially in the western and central Indian markets
(Maharashtra, Gujarat, Chhattisgarh, etc.).

2. Key Competitors

Competitor Name Strengths

Major EPC player in gensets, solar, hybrid systems; operates pan-India

Jakson Group
with large infrastructure projects

Leading Cummins DG set dealer; strong OEM support; major

Powerica Ltd.
corporate clientele

Known for high-capacity DGs and turnkey MEP projects; ISO

Sudhir Power Ltd.
certified; strong in north & west India

Perfect Power Regional competitor in western India; offers DG sets, AMF panels, and
Solutions maintenance services

Genset India Pvt.

Diesel generator provider; strong dealer network in Gujarat and MP
Ltd.

Kirloskar Electric Though not a direct competitor, its branch network and service arms
Co. (OEM) compete with Goel Power’s offerings in gensets and control panels

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3. Comparative Matrix

Sudhir
Feature/Aspect Goel Power Jakson Powerica
Power

5–1010 kVA Up to 3000 kVA Up to 3500

DG Sets Range 7.5–3000 kVA
(Kirloskar) (Cummins) Kva

In-house Outsourced/in-
Control Panels OEM driven In-house
manufactured house

✔ (HT/LT, panel,
Turnkey Projects ✔ ✔ ✔
DG, cabling)

Manufacturing
Silvassa (panels) Yes Limited Yes
Facility

Maharashtra, North &

Geographic Reach Pan-India Pan-India
Gujarat, Raipur West India

Mid-range,
Pricing Strategy Premium Premium Mid to high
customized

4. Goel Power’s Competitive Advantages

Strength Description

In-House Panel
Ensures faster delivery, custom design, and quality control
Manufacturing

Kirloskar DG Partnership Association with a reputed OEM brand for DG sets

Turnkey Capability One-stop solution provider – from design to commissioning

Deep presence in western India with client base in infra,

Strong Regional Presence
healthcare, warehousing, etc.

After-Sales & AMC Dedicated service team for long-term customer support

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5. Competitive Challenges

Challenge Competitor Advantage

Lack of nationwide branding Jakson and Powerica are nationally recognized

Heavy competition on
Local players may undercut on cost
pricing

Technology integration Larger competitors offer hybrid (DG + solar) solutions

Competitors have more manufacturing capacity and

Scale of operation
automation

Strategic Opportunities for Goel Power

1. Expand into renewable-hybrid solutions (DG + Solar + Battery)

2. Invest in digital marketing and LinkedIn presence to build brand awareness

3. Form OEM/Channel partnerships beyond Kirloskar (e.g., L&T, Siemens for

panels)

4. Target government and smart city tenders through project tie-ups

5. Launch warranty-backed AMCs to retain long-term clients

3.5 THE 4 P’s OF ORGANISATION:

Marketing Mix

1. Product

Kirloskar DG sets (5–1010 kVA)

 In-house manufactured control panels (AMF, APFC, MCC, etc.)

 Turnkey electrification projects

 Transformers & HT/LT cabling solutions

 AMC & service support - Wide range of DGs (up to 3750 kVA)

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 Solar-hybrid systems

 Turnkey EPC & MEP services

 Containerized DGs, battery storage - Cummins DGs (premium segment)

 System integration & commissioning

 EPC for data centers, IT parks

 Annual maintenance contracts- Diesel generators (up to 3500 kVA)

 MEP and electrical works

 Distribution panels

 Solar + diesel integration solutions

1. Price

 Mid-range pricing

 Custom solutions for value-conscious clients

 Competitive in infrastructure/industrial segments - Premium pricing

 Targets large infrastructure, data centers, and solar clients

 Higher margin focus - Premium pricing due to Cummins brand

 Strong with top-tier corporates & IT parks - Mid to premium range

 Flexible pricing for government and infra projects

2. Place

 Strong presence in Maharashtra, Gujarat, Chhattisgarh

 Plant at Silvassa

 Field service network for AMC - Pan-India with offices in metro cities

 Overseas exports to Africa and Gulf

 OEM network partnerships - Pan-India dealer network

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  Deep penetration in west & south India

 OEM-backed service teams - Strong in North & West India

 Project-based site teams across India

 Dealers in tier-2 cities

3. Promotion

 Basic offline & referral-based marketing

 Company website, LinkedIn

 BTL activities: expos, client demos

 Sales engineer driven - High visibility campaigns

 Solar/DG brand advertising

 Participates in major expos like Elecrama

 SEO, digital PR - Corporate branding

 Sponsored events, technical seminars

 Strong LinkedIn & web presence

 Custom portals for enterprise clients - Event marketing, industrial exhibitions

 Social media & project showcases

 Local dealer promotion support

Analysis

Factor Goel Power’s Advantage Goel Power’s Challenge

In-house panel manufacturing; DG + Smaller range than

Product
electrification bundle Powerica/Jakson

Price Competitive for mid-sized infra/industrial Not targeting premium enterprise

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Factor Goel Power’s Advantage Goel Power’s Challenge

clients segment

Limited national footprint vs large

Place Strong regional delivery & service
players

Needs digital and branding scale-

Promotion Field-based and reputation-driven marketing
up

3.6 CUSTOMER SEGMENTATION:

Objective of Segmentation:

To identify and serve distinct customer groups that require power infrastructure solutions
such as DG sets, electrical panels, and turnkey electrification based on industry type, scale,
and service needs.

PRIMARY CUSTOMER SEGMENTS

1. Industrial Clients

Examples: Manufacturing plants, process industries, foundries, auto ancillaries, chemical

factories
Needs: Reliable backup power (DG sets), HT/LT cabling, control panels, AMCs
Key Products:

 Kirloskar DG sets (125–1010 kVA)

 AMF/Synchronization panels

 Transformers

 Turnkey HT/LT electrification

2. Commercial & Institutional Clients

Examples: Corporate offices, IT parks, business parks, hospitals, hotels, mall’s

Needs: Uninterrupted power, aesthetically integrated panels, space-optimized DGs
Key Products:

 Silent gensets with enclosures

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  Compact LT panels

 VFD/APFC panels

 Maintenance support

3. Infrastructure & Construction Companies

Examples: EPC contractors, metro rail, road/highway projects, smart city vendor’s
Needs: Temporary power, site electrification, quick deployment
Key Products:

 Portable DGs

 Site panels

 Temporary cabling + field support

 Project-based supply + erection

4. Government & Public Sector Undertakings (PSUs)

Examples: Utilities, railways, water boards, municipal bodies, PSUs (NTPC, BHEL, etc.)
Needs: Tender-based turnkey solutions, reliability, documentation & compliance
Key Products:

 Complete HT/LT electrical packages

 Diesel generators with CPCB-II norms

 Erection, testing & commissioning (ETC) services

 Pre-bid and tendering support

5. Service & Maintenance Customers

Examples: Existing users of Kirloskar or other gensets and panel’s

Needs: AMC, breakdown service, retrofitting, upgrades
Key Services:

 Annual maintenance contracts

 Spare parts supply

 Panel repairs & upgrades

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  Load testing & commissioning

Customer Segmentation Table

Industry Primary
Segment Type Key Needs
Examples Products/Services

Manufacturing, Backup power, DGs, panels,

Industrial
chemicals, auto reliability transformers, AMC

Silent, space-
Hospitals, IT DGs, APFC, LT
Commercial/Institutional efficient power
parks, malls panels
systems

Roads, metro, civil Temporary power, Portable DGs, site

Infrastructure/Construction
EPC firms rapid installation electrification

Tender-based
NTPC, railways, HT/LT EPC, panels,
Government/PSUs solutions,
smart cities testing services
documentation

Existing DG/panel Uptime, efficiency, AMCs, diagnostics,

Service/AMC
users retrofits refurbishing

Geographical Segmentation

Region Coverage & Focus

Western India Strong base in Maharashtra, Gujarat (e.g., Pune, Silvassa, Surat)

Central India Active in Raipur and surrounding industrial belts

Pan-India (Select Projects) For turnkey EPC or multi-location clients, via field teams

3.7 DISTRIBUTION NETWORK:

Objective of Distribution Network:

61
To ensure timely and efficient delivery, installation, and after-sales support** of diesel
generator sets, control panels, transformers, and turnkey electrical systems across industrial
and infrastructure-heavy regions in India.

1. Distribution Model

Goel Power Engineers LLP operates on a direct-to-client B2B distribution model, with
support from regional offices, service engineers, and logistics partners. It combines
centralized manufacturing with decentralized field operations.

2. Central Manufacturing & Assembly Hub

 Silvassa Plant (UT of Dadra & Nagar Haveli):

o In-house panel manufacturing (MCC, PCC, AMF, Synchronization panels)

o Assembly and testing of power systems

o Packaging and dispatch center for equipment delivery across western and
central India

3. Regional Sales & Support Offices

Location Function

Mumbai Corporate headquarters – Sales strategy, marketing, accounts, and project

(HO) coordination

Pune Sales & service coordination for Maharashtra industries

Raipur Project and service support for Chhattisgarh & Central India

Surat Industrial client support – panel delivery & site services

These regional hubs help cover Maharashtra, Gujarat, Madhya Pradesh, Chhattisgarh,
and parts of Rajasthan.

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4. Logistics & Delivery

 Tie-ups with trusted transport & courier partners for heavy equipment

 Use of dedicated vehicles or third-party logistics (3PL) for DG sets and panels

 Factory-to-site delivery with pre-dispatch inspections (PDI)

 Well-managed dispatch tracking through HO coordination

5. Field Service & Installation Teams

Service Element Coverage

Site inspection & layout All project sites pre-installation

DG & panel installation By certified technicians

Electrical testing & commissioning Field engineers across west & central zones

AMC & breakdown support Via service engineers stationed in each region

6. OEM/Channel Support

 Kirloskar Green Gensets:

Goel Power acts as an authorized channel partner/distributor

o Direct access to OEM stock and spares

o Joint warranty handling and service

Table

Component Description

Manufacturing Base Silvassa – Panels & DG integration

Corporate Office Mumbai – Admin, project & marketing control

Regional Hubs Pune, Raipur, Surat – Sales & field operations

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Component Description

Delivery Logistics In-house + 3PL tie-ups for heavy freight

Installation Teams Available across zones for on-site work

OEM Support Kirloskar Diesel Gensets – inventory & warranty

Strengths of the Distribution Network

 Strategically located support offices near industrial hubs

 Direct client servicing model – no dependency on resellers

 In-house fabrication + regional delivery reduces lead time

 Strong coordination between manufacturing, sales, and site teams

3.8 PRICING METHODS & STRATEGIES:

Objective of Pricing Strategy:

To offer competitive, value-based pricing that balances quality, customization, and client
affordability in the delivery of diesel generators, electrical panels, turnkey electrification
projects, and services, while maintaining sustainable margins.

A. PRICING METHODS USED

1. Cost-Plus Pricing

 Primary Method for:

o Electrical panels (MCC, PCC, AMF, APFC)

o Turnkey project execution

 How It Works:

o Base material + labor cost

o Add overheads and markup (typically 10–20%)

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 o Adjusted for client type or order volume

2. Competitive-Based Pricing

 Used for:

o Diesel Generator sets (especially Kirloskar DGs)

o Bids where known competitors (e.g., Jakson, Powerica) are involved

 Approach:

o Market research on similar offerings

o Price matching or undercutting with value-added services

o Often used in tenders and bulk orders

3. Project-Based/Custom Quotation

 Used for:

o Turnkey HT/LT electrification and EPC contracts

 How It Works:

o Detailed BOQ estimation based on client specs

o Includes equipment, cabling, installation, logistics

o Margin decided based on project complexity, location, and urgency

4. Tiered Pricing / Volume Discounts

 Applied in:

o Bulk purchases of DGs, panels

o Repeat customers (infrastructure groups, builders, EPC firms)

 Structure:

o Discounts on 3+ units or multi-location contracts

o Loyalty pricing for existing clients under AMC or service contracts

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B. PRICING STRATEGIES USED

Strategy Type Description & Application

Focuses on delivering high ROI through long-lasting products, low

Value-Based Pricing
maintenance, and after-sales support

Used in: Control panels,

AMCs

Offers competitive entry prices to win new projects or penetrate

Penetration Pricing
new regions (e.g., new smart city projects)

Combines DG sets + panels + installation + AMC in a single

Bundled Pricing
package

Used for: Turnkey clients

Custom pricing based on government or PSU bid documents with

Tender-Based Pricing
BOQ compliance

Seasonal/Project Occasional price cuts or rebates during slow seasons or for fast-
Incentives moving SKUs (e.g., 125 kVA genset)

Pricing Factors Considered

Factor Impact on Price

Product Type High-automation panels or soundproof DGs priced higher

Quantity Ordered Discounts on bulk orders

Location Logistic and labor costs vary by state/site

Urgency Priority orders may attract expedited service fees

Client Profile Repeat clients or EPC partners often receive preferred rates

Competition Market pricing benchmarks used to adjust offers

Customization Level Special panels, VFDs, remote monitoring, etc., increase price

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Examples of Price Strategy in Action

Scenario Pricing Strategy Used

Builder purchasing 10 DGs for 5 sites Volume discount + bundled service

Government smart grid project Tender-based pricing with compliance costing

Repeat client with AMC + panel order Loyalty pricing + reduced margin

Remote location project with urgency Project-based custom quote with logistical markup

Table

Method / Strategy Application Area

Cost-Plus Pricing Control Panels, Transformers

Competitive Pricing DG Sets, AMC Services

Custom Quotation Turnkey Projects, EPC Contracts

Bundling Strategy DG + Panel + AMC Packages

Volume Discounts Infra, Hospitals, Govt Orders

Tender Pricing PSU, Utility, Smart City Projects

3.9 PROMOTIONAL ACTIVITIES:

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Objective:

To build brand awareness, generate qualified leads, and establish Goel Power as a trusted
engineering partner in the industrial, infrastructure, and institutional power solutions space.

1. Offline / Traditional Promotions

Activity Description

Industry Trade Participation in expos like ELECRAMA, India Industrial Fair, and
Shows & Expos Engineering Expo to display gensets, panels, and turnkey capabilities

Professionally designed brochures, product catalogs, flyers, and case

Print Collaterals
studies distributed to clients and at events

On-site demos, plant presentations, and client-specific technical

Sales Engineer Visits
consultations in industrial zones

Branded acoustic enclosures, nameplates, and packaging on DG sets and

Product Branding
panels

Client Meets & Hosting of localized networking and demo events for builders, EPC
Dealer Events contractors, and facility managers

2. Digital Marketing & Online Presence

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Activity Description

SEO-optimized, informative site showing product range, company profile, past

Website
projects, and enquiry forms ([Link])

LinkedIn Used for sharing project milestones, product highlights, and client
Company Page testimonials to engage professionals in the power/infra sector

Email Marketing Regular emails to potential and existing clients on new launches, seasonal
Campaigns offers, and technical updates

Digital Product Product videos and virtual walkthroughs shared via WhatsApp, YouTube, or
Demos presentations for remote clients

Google Business
Verified listings to enhance visibility during local B2B searches
Profile

3. Client-Focused Promotional Activities

Activity Purpose

Loyalty Discounts Special pricing or AMC extension for repeat customers

Referral Incentives Discounts or vouchers for successful referrals by existing clients

Free Site Assessments Offered to large infrastructure clients to promote complete solutions

24/7 Technical Support Positioning the service team as a value differentiator through
Branding responsive support messaging

4. Internal Branding & CSR Promotions

Activity Description

Safety Day, Engineer’s Day, and annual employee recognition to build

In-house Events
internal culture and word-of-mouth referrals

CSR Education Technical training or tool donations to local ITIs/polytechnics in Silvassa

Initiatives region

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Activity Description

Client Project On-site signage at turnkey project locations displaying Goel Power branding
Signage and contact details

Table of Promotional Channels

Channel Tools Used

Offline Marketing Expos, brochures, plant visits, dealer meets

Digital Marketing Website, LinkedIn, email campaigns, video content

Relationship Marketing Loyalty rewards, referrals, AMC benefits

CSR/Brand Building Technical training, internal culture, project signage

3.10 CONTROL & REPORTING SYSTEM DESIGNED FOR SALES EMPLOYEE:

Objective:

To ensure transparency, accountability, and performance tracking of sales employees

while aligning their activities with organizational sales goals.

1. Sales Reporting Structure

Role Reports To

Sales Executive (Regional) Sales Manager / Zonal Head

Sales Manager Head – Sales & Marketing

Head – Sales & Marketing Managing Partner / Director

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2. Key Reporting Tools Used

Tool / Platform Purpose

Tracks daily client visits, enquiries generated, status updates,

Daily Sales Report (DSR)
follow-ups

Monthly Sales Tracker Target vs achievement, order pipeline, closures

CRM / Excel-based Enquiry

Logs incoming leads from web, referrals, expos, and field visits
Tracker

Lead Follow-Up Sheet Updated weekly with contact attempts and client status

Visit Calendar / Planner Maintained by sales staff and reviewed weekly

Monitors quote generation, negotiation status, and conversion

Quotation Tracker
rate

3. Sales KPIs Monitored

KPI Measured Frequency

Number of client visits Daily / Weekly

New enquiries generated Weekly

Follow-ups done Weekly

Quotations submitted Weekly

Conversion ratio (enquiry to order) Monthly

Revenue generated vs target Monthly / Quarterly

Payment follow-up efficiency Monthly

4. Control Mechanisms

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Control Type Method

Time Discipline Field visits & in-office reporting logged in DSR

Quotation Approval Price quotes vetted by Sales Head/HO based on project scope

Lead Validation All leads entered in CRM/Excel sheet with full client info

Weekly Review Calls With Sales Manager and regional teams to track progress

Mail-Based Approvals For project-specific discounts, negotiations, or margin cuts

Client Feedback Loop Post-installation feedback tracked by service and sales teams jointly

5. Documentation & Reporting Format Samples

Document Description

Daily Sales Report Name, Date, Region, Clients Visited, Key Discussion, Next
(DSR) Action

Client Name, Requirement, Product Type, Lead Source, Assigned

Enquiry Register
To

Quote Tracker Sheet Quote ID, Client, Value, Status (Open/Won/Lost), Remarks

Sales MIS (Monthly) Region-wise sales, top clients, products sold, recovery status

6. Review & Evaluation

Frequency Activity

Weekly DSR review, follow-up discussions, new lead updates

Monthly Target vs Achievement meeting with Sales Head

Quarterly Performance appraisal & incentive eligibility discussion

Ad hoc Management review during high-value client closures

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7. Integration with Other Departments

Department Collaboration Point

Marketing Lead generation campaigns, expo support, collateral requests

Design/Engineering Technical feasibility checks, BOM support for quotations

Accounts Payment recovery status, advance tracking

Service/AMC Feedback loop, post-sale support coordination

3.11 PROCEDURE FOR AFTER – SALES SERVICES:

Objective:

To provide prompt, reliable, and effective technical support and maintenance services
post-installation, ensuring maximum uptime, customer satisfaction, and long-term
relationship building.

1. Scope of After-Sales Services

Category Coverage Includes

Installation & Commissioning Testing, setup, and handover of DG sets, panels, transformers

Repairs/replacements for Kirloskar DG sets, panels, and

Warranty Support
transformers as per warranty terms

Annual Maintenance Scheduled maintenance visits, health checks, consumables, and

Contracts (AMC) minor repairs

Breakdown & Emergency

Rapid field technician dispatch for faults, failure, or load issues
Response

Customer Training & Operational guidance to facility managers or site engineers

Handover

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2. Standard Procedure – After-Sales Workflow

Step 1: Service Request / Complaint Logging

 Customer logs a request via:

o Phone call / WhatsApp to service helpline

o Email to support@[Link]

o Contact form on company website

 A unique Service Ticket Number is generated

Step 2: Response & Diagnosis

 Service coordinator assigns a field technician or engineer based on:

o Product type

o Location

o Warranty/AMC status

 Remote assistance (phone/video) is attempted if issue is minor

Step 3: Site Visit & Resolution

 Technician visits site (typically within 24–48 hrs in Tier-1/2 cities)

 Diagnoses issue, performs:

o Basic repairs

o Load testing

o Replacement of minor components

 Escalates to HO for complex faults requiring parts from Silvassa or OEM

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Step 4: Reporting & Feedback

 Service report filled onsite (signed by client)

 Copy submitted to Service Manager

 Feedback form shared with client for satisfaction rating

Step 5: Follow-Up / AMC Tagging

 If equipment is under AMC, a preventive schedule is activated

 If out of warranty, quotation for spares or AMC is submitted

 Service history logged in client’s equipment record

3. AMC (Annual Maintenance Contract) Services

AMC Type Details

Basic AMC 2–3 preventive visits/year + emergency support

Comprehensive AMC Includes labor, routine spares, periodic testing

On-Demand Services Visit-based billing outside of contract

AMC clients are prioritized for technician availability and offered discounted rates on
spares.

4. Documentation & Compliance

Document Purpose

Service Report Records fault, solution, time, technician, client signature

Parts Replacement Form Tracks usage of spare parts and warranty claims

Maintenance Checklist Standard checklist for panel and DG inspections

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Document Purpose

Customer Feedback Form Used for service quality evaluation

5. Coordination with OEMs (e.g., Kirloskar)

 Warranty-covered DG sets are serviced in coordination with Kirloskar Green

Service Centers

 Replacement parts are sourced directly from OEM

 Warranty claims are handled jointly by Goel Power & OEM service team

6. Contact Channels for After-Sales Support

Method Details

Phone Regional service helpline numbers available on website

Email support@[Link]

Website Service request form available under “Support” section

Regional Teams Located in Pune, Raipur, Surat, Mumbai

Benefits of Goel Power’s After-Sales System

Feature Client Benefit

Fast response time Reduces costly downtimes

Field-based service engineers On-site resolution without delay

In-house panel expertise Faster fault detection & repair

Strong OEM partnerships Genuine spare parts and quick warranty service

Structured AMC plans Predictable maintenance and performance tracking

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77