Ramkrishna Forgings is an Indian manufacturer of forged and machined components serving automotive, off-highway, rail and industrial equipment sectors. Headquartered in West Bengal, the company produces critical components such as crankshafts, connec...
"I started on the shop floor and within two years moved into a technician role. You’ll learn fast if you pay attention on the line."
"People here are practical and down-to-earth. They do not sugarcoat problems, but they will help you sort them out."
"I’m in a corporate function and appreciate the stability, though you should not expect remote work every day."
These snippets reflect common voices you will hear when asking about working at Ramkrishna Forgings. Employees often point to steady work, hands-on learning, and a performance-driven environment.
The company culture at Ramkrishna Forgings leans practical and performance-oriented. It values shop-floor discipline, product quality, and meeting customer timelines. You will find teams that are committed, no-nonsense, and focused on continuous improvement. Collaboration happens, but it is often task-first rather than social-first. There is pride in craftsmanship and a bias toward problem-solving on the ground.
Work-life balance at Ramkrishna Forgings depends heavily on your role. If you are on the factory floor or in production planning, you will encounter shift work and occasional extra hours during order peaks. Office-based roles have more regular hours, though end-of-month and project deadlines can require late evenings. Many employees say you’ll manage well if you plan for the manufacturing cycle and communicate clearly with managers.
There is relative job security for core production and technical roles. The company services long-term industrial customers and has steady order flows, which helps buffer against short-term downturns. There are sector cycles that can affect hiring and temporary contract roles. Overall, you will find that permanent employees experience reasonable stability, while contract and temporary staff face more variability.
Leadership is focused on operational excellence, export growth, and maintaining quality standards. Management decisions are often driven by production targets and customer requirements. Strategic direction tends to be conservative and long-term oriented. Communication from top leadership is formal, with regular updates on business performance and factory metrics.
Managers are generally experienced and technically competent. You will find managers who emphasize discipline and timelines, and others who invest time in coaching. The quality of your immediate manager will strongly influence your experience—some are very approachable and supportive of development, while others are more focused on hitting daily targets.
Training is a mix of on-the-job learning and formal sessions. There are practical workshops, safety training, and technical upskilling for shop-floor roles. Engineers and supervisors may get access to specialized courses or vendor-led training. Structured leadership development programs may be limited compared to large corporate peers, but motivated employees can access relevant learning through internal projects and mentorship.
Promotions are possible and often tied to performance and demonstrated technical ability. Skilled workers who upskill can move into supervisory roles. Mid-level technical employees can progress into project leadership or quality roles. Promotions may be slower for corporate career tracks; persistence and visible contributions improve chances.
Salaries vary by role and location. The following are approximate annual figures (INR):
These ranges are indicative and depend on experience, location, and role specifics.
There is a mix of fixed and variable pay. Performance bonuses and production incentives are common for operations roles. Managers and senior staff receive performance-linked bonuses tied to company and plant results. Incentive programs reward productivity, quality targets, and safety milestones.
Employees typically receive group health insurance, medical reimbursement, and statutory benefits such as provident fund contributions. Health coverage is adequate for general needs, and some senior roles have enhanced medical plans. Occupational health and safety measures are emphasized in factory settings.
Engagement is practical and community-focused. Events include safety days, in-plant celebrations for festivals, sports meets, and occasional family days. Recognition programs for safety and productivity are common, and smaller teams often organize informal gatherings.
Remote work support is limited for production roles. Office functions such as design, sales, and corporate services may have hybrid setups and occasional remote days. For most shop-floor and operational roles, presence on site is required.
Typical shifts are 8–10 hours. Overtime may be common during peak order periods or shutdowns. White-collar roles generally follow a standard business-day schedule, with extra hours for project deadlines.
Attrition tends to be moderate, higher among contract and entry-level staff and lower among tenured employees. There have not been widely reported mass layoffs in recent years; however, the sector can be cyclical, and temporary workforce adjustments occur during demand slowdowns.
Overall, this is a solid employer for people who value hands-on work, technical growth, and stability in a manufacturing environment. There is a clear emphasis on quality, discipline, and operational performance. If you are seeking a long-term technical career and can adapt to production rhythms, you will find meaningful opportunities. For those prioritizing full remote flexibility or rapid corporate career progression, expectations should be tempered. Overall rating: 3.8 out of 5 — dependable, practical, and growth-oriented for the right candidates.
Read authentic experiences from current and former employees at Ramkrishna Forgings
Strong product portfolio in forged components for automotive clients and decent support from operations for deliveries. Good brand name in the forging industry.
Sales targets can be unrealistic, slow internal approvals and commission processing delays affected motivation. Travel can be exhausting.
Strong focus on automotive quality standards, regular ISO and SPC training. Opportunity to work on varied forging defects and root cause analysis.
A lot of paperwork and documentation; sometimes delays in reimbursements and vendor issue resolution.
Friendly colleagues and decent HR processes. Good exposure to recruiting for manufacturing roles and compliance work in a forging environment.
Compensation for HR roles is below market, and workload spikes during mass-hiring periods. Limited internal mobility on contract.
Decent wages for shop-floor roles, regular overtime pay and strict safety practices. Good camaraderie among operators and supervisors.
Long shifts during peak seasons and limited transition opportunities to corporate roles. Training is mostly practical but formal career planning is weak.
Good exposure to forging processes and tooling design. Management supports training and there is a clear focus on safety and continuous improvement. Lots of hands-on learning in automotive component manufacturing.
Salary hikes are conservative and approval processes can be slow. Some decisions are a bit top-down.
