Koch Engineered Solutions Production Planning Control Engineer salaries in India

Likes

Work life balance is Good, Leaves are more & nor any issue to take leaves.

Dislikes

Work culture is very bad, salary structure is very low compare to other organization. Partiality between designer & Engineer no any job security & this experience is not considered to other company.

Likes

Nothing

Dislikes

No any growth, No any job security, More Working Pressure with limited hours, More work and low salary system, '0' Increment policy , Totaly partiality and politics, Pressure to leave job and Poor Management 😒😒😒

Likes

Good culture

Dislikes

Speaking frankly, I dislike my salary. Now, salary isn’t the most important thing for me. But when you have a family, and bills to pay, items add up pretty quickly, and you easily end up with an empty bank account. I know that people with my job earn better, in many companies in this area. And I see no reason why I shouldn’t earn more.

Likes

Worked for Koch Glitsch division of KES which is Mass Transfer equipment ( column internals) detailing division. Leading in market for refinery and petrochemical. Being Process Engineer, having very limited work scope i.e column internals. They even not capable to handles external circuit detailing of columns, hence not dealing with basic engineering activities. Good Culture but limited learning and average compensation. You may struggling to find other opportunity if you spent more experience with this. KES having MBM culture, which exist only on paper in KG and day-night they conducts meetings/ training on MBM only.

Dislikes

Poor salary structure compare to own sister division JohnZink & both division having same office in navi-mumbai only. Limited scope. Managers/ HOD never assign you detailed technical jobs, simulation jobs. No technical knowledge sharing and training. KG globally organize training in their mass transfer school in USA. But India office never gives you opportunities to attend it until you have completed 7-8 years. However overseas office provide this training in initial stage. Here, role of Process Engineer based on techno-commercial proposal preparation, Detailed cost Estimations, Resolving quality points, mechanical points and complete support to sales. Sales people are very lazy and they expect everything from you. Since process dept is under Sales head, you have to provide everything to them as they demand and they just decide profit on projects and handling legal agreements, customer Communication. Knowledge sharing always based on Estimation software errors, nut-bolt costing, and mechanical points. Manager may be commitment for Special bonus, but bonus gives to special peoples only, no value of your handwork and MBM in such scenario. After more than 4-5 years in KG, opportunities are very limited. EPC also hesitate to takes you. Hence technical opportunities shrieked from market.

Likes

Looking at my perspective the one thing which I personally appreciate about KES is their culture. Recently their has been multiple changes experienced by organization due to which new leadership kicks in and they have to work very hard for maintaining the work culture because distortion (young leadership) is sitting in the corner and waiting for right time.

Dislikes

In my view every individual and organization needs improvement, so in case of KES, looking at the size of Koch Industries as an organization is very huge and need no introduction but picture becomes very different on business stream level. Whatever the reviews I am putting is my personal experience and nothing have to do with any one else opinion. Leadership - Currently the leadership is going through a very weak phase due to recent changes and Indian management has given the responsibility to run the business. I find there is a misalignment between the principles they preach and actions carried out. Middle management has given more power which works as a barrier in between sub middle management and upper management communication and transparency, which is destroying individual loyalty towards his work. Exposure for growth - It generally happens that people who deserves exposure with medium communication skills values more whereas here I found more opposite. Human Resources - Lot of work needs to be done in this area because the actual work of HR is still unexplored due to frequent changes in organization. Most of the time they are working on activities which are non value added and activities which suppose to be taken care has been offloaded to supervisor. Even it is fine but what about maturity of a supervisor who will take decision? Young Leadership - The most outstanding reform can any industry bring is in this area, I found that all the people who are a part of this program needs to more maturity. They are not ready to lead a team because of their least exposure in this industry, instant upliftment always leads to ignorance, arrogance and ego problem which can be seen often. Cross functional Teams - I find that people are good but lacks awareness about the latest updates in the industry. Principle and Values - I haven't seen any organization who is so focused on their principles and values, in my personal experience their is a big difference in understanding between a transmitter and receiver. If you find this post mingles your experience then you need to ask the question why or even if it doesn't mingle to your experience then the question remains the same why .... is it partiality with any individual ... I rest here and wish KES all the success.