Professional Documents
Culture Documents
Summer Training Project Report On Maruti Suzuki KJL
Summer Training Project Report On Maruti Suzuki KJL
Submitted to
Submitted by Supervisor
kajal Miss. Priyanka
Roll no. 1812721 Assistant Professor
Table of Content
Sr. Chapters Page No.
No.
Student Declaration
Faculty Declaration
Company Certificate
Acknowledgement
1. Chapter-1
Introduction to Company
2. Chapter-2
3. Chapter-3
4. Chapter-4
Review of Literature
5. Chapter-5
Research Methodology
6. Chapter-6
7. Chapter-7
Suggestions
8. Chapter-8
Appendix (Questionnaire)
Bibliography
Student Declaration
I, “Kajal”, hereby declare that I have undergone my summer training at “Raja Ram & Sons
Distributors” from 05-06-2019 to 20-07-2019. I have completed a research project titled
“Study Various HR Policies of Maruti Suzuki India Ltd.” under the guidance of Mrs.
Anurag Aggarwal
(RRS).
Further I hereby confirm that the work presented herein is genuine and original and has not
been published elsewhere.
(Signature of Supervisor)
CERTIFICATE
This is to certify that the project entitled “Study Various HR Policies of Maruti Suzuki
India Ltd.” in Raja Ram & Sons Distributors Jalandhar. is bonafide work carried out by
Kajal, student of MBA, St. Solider Management & Technical Institute, during the year 2019,
in Partial
fulfilment of the requirements for the Degree of Masters of Business Administration and
that the project has not formed the basis for the award previously of any degree, diploma,
internship, fellowship or any other - award of similar title.
Established in 1923 by Late Sh. Raja Ram in a small town of Amritsar in India. He
successfully extended its operations in North India, was leading importer and distributor of
auto parts in pre-industrialization era of India, has been associated only with blue-chip
corporate. Over the years, this name has become synonym to genuine, honest, ethical
business dealing in this region based in the city of Jalandhar in Province of Punjab in India.
With the third generation entering in to the business in the year 2004, they have taken
business to new heights by diversifying into various sectors like electronics, ferrous and non-
ferrous scrap, cement, real estate, electrical LV, MV and HV switchgears, automobiles apart
from traditional field of auto components. The company is fast spreading its arms across the
globe having its associate concern offices in Nigeria, UAE and Sweden and has targeted to
have associates in Australia, US, and Brazil in very near future.
Promoters
ANKUR AGGARWAL : Mr. Ankur Aggarwal a man of exemplary vision and strong
social commitment, is a name to count upon, when it comes to the challenges faced in
business segments like foreign direct investment, business setting up, import-export. The
young and dynamic Mr. Ankur Aggarwal possess inherent qualities of converting challenges
into blessings by sincerity of purpose and firm determination. He has incredible foresight,
financial acumen and enterprising spirit.
ANURAG AGGARWAL: A qualified Chartered Accountant, is a hardworking, result
oriented and having analytical and innovative mind. He specializes in internal audit, financial
management, cost consultancy and evolving new need-based business process systems. He
possess exemplary farsighted vision and has capability to understand the intricacies of any
new business. He is highly proficient in providing consultations concerning accountancy,
taxation, audit, legal matters.
ABHAY AGGARWAL : With ‘Quality is Priority’ as an ultimate aspiration, Mr.
Abhay Aggarwal is actively involved in running STANDARD RADIO. He posses unmatched
cool head and patience to handle any severe and hot situation. He has excellent grip of is core
business and believe inn hands on approach of doing business.
RAJIV DUGGAL : Mr. Rajiv Duggal , a Graduate in Mechanical Engineering &
PGDBM with over 20 year’s experience as a proactive leader and planner with expertise in
Business Development, Strategic Planning and Market Analysis. A skilled communicator
with exceptional presentation skills and abilities in forging Business partnerships in
International market.
JATINDER MEHDIRATTA : He is the key person driving and sustaining the core
business of the group. He controls and manages all the domestic trading operations of auto
parts of all the brands. He has excellent administrative and marketing skills and enjoys die
hard loyalty of the customers and other team members of the organization.
RAJESH VERMA : He controls and manages the automobiles business of group. Apart
from his qualification of MBA (Marketing), he carries with him 20 years experience in
automobiles trade having worked for ANAND group of companies at the level of VP
( marketing), before he joined our group. He is pioneer of the trade and enjoys great respect
in the market.
MISSION:
We shall strive to continuously expand our business and be the supplier of first choice to all
our customers. We shall simultaneously look out for new and emerging business
opportunities related to our field of competence.
VALUES:
PRODUCTS:
Raja Ram & Sons offers Quality. We boast of our capacious and firmly constructed storage
facility supported by a competitive and highly skilled team of personnel, which helps us to
supply quality assured automotive parts to customer specifications. Our reputation for high-
quality products, combined with on-time deliveries, favorable technical assistance and
excellent after sales service, has made Raja Ram & Sons the ultimate source for Hero
MotoCorp motorcycle parts and for Maruti Genuine spare parts. We give full stress to the
Quality of Spare Parts. We guarantee the supreme quality, ingenuity and durability of the
Spare Parts.
CHAPTER - 1
COMPANY PROFILE
Maruti Suzuki India Ltd. has its manufacturing facilities at two locations in India. The
Gurgaon facility comprises three plants with the annual capacity of manufacturing about
3,50,000 vehicles; however, it is enabled to manufacture close to 9,00,000 units annually; the
credit goes to the productivity advancements. Around 2,40,000 K-Series engines are also
produced at the Gurgaon facility annually. Maruti 800, WagonR, Alto, Estilo, Gypsy, Omni,
Eeco, Ritz and Ertiga are manufactured at the Gurgaon facility.
Inaugurated in 2007, the Maruti Suzuki India Ltd. Manesar facility is spread over an area of
around 600 acres. The Manesar facility was initially capable of manufacturing 1,00,000 units
a year; however, later, in October 2008, the productivity increased to 3,00,000 vehicles
annually. The production capacity of the Manesar facility eventually increased to 8,00,000
vehicles. Maruti Suzuki Celerio, A-Star, Ritz, Swift, SX4 and Swift Dzire are manufactured
at the Manesar facility.
Maruti Suzuki India is planning to set up its third manufacturing facility in Ahmedabad,
Gujarat, soon over an area of 600 acres.
Maruti Suzuki India Limited (MSIL, formerly known as Maruti Udyog Ltd) is a subsidiary of
Suzuki Motor Corporation, Japan. Maruti Suzuki has been the leader of the Indian car market
for over two and a half decades. It is largely credited for having brought in an automobile
revolution to India. Maruti Suzuki India Limited accounting for nearly 50 percent of the total
industry sales. In terms of number of cars produced and sold, the company is the largest
subsidiary of Suzuki Motor Corporation, cumulatively; the company has produced over 10
million vehicles since the roll out of its first vehicle on 14th December, 1983. Maruti Suzuki
is the only Indian company to have crossed the 10 million sales mark since its inception. The
company has two manufacturing facilities located at Gurgaon and Manesar, south of New
Delhi, India. Both the facilities have a combined capability to produce over a 1.5 million
(1,500,000) vehicles annually. 116 Maruti Suzuki offers 16 brands and over 150 variants
ranging from people’s car Maruti 800 to the latest Life Utility Vehicles, Ertiga. Maruti
Suzuki’s portfolio includes Maruti 800, Alto, Alto K10, A-Star, Estilo, Wagon-R, Ritz, Swift,
Swift Dzire, SX4, Omni, Eeco, Kizashi, Grand Vitara, Gypsy and Ertiga.
The company employs over 9000 people (as on 31st March 2012). Maruti Suzuki’s sales and
service network is the largest among car manufacturers in India. The company has been rated
first in customer satisfaction in the JD Power survey for 12 consecutive years. Over two and
half decades, Maruti Suzuki has won the hearts of customers through high quality products
and services. The company is engaged in the business of Manufacturing, Purchase and sale of
motor vehicles and Spare parts. The other activities of the company includes facilitation of
pre-owned car sales, fleet management and car financing. The company has seven subsidiary
companies, namely Maruti Insurance Business Agency Ltd, Maruti Insurance Distribution
Services Ltd, Maruti Insurance Agency Solutions Ltd, Maruti Insurance Agency network Ltd,
Maruti Insurance Agency Services Ltd, Maruti Insurance Agency Logistics Ltd and True
Value Solutions Ltd. The first six subsidiaries are engaged in the business of selling motor
insurance policies to owners of Maruti Suzuki vehicles and seventh subsidiary, True Value
Solutions Ltd is engaged in the business of sale of certified pre-owned cars under the brand
‘Maruti True Value’. Maruti Suzuki believes in the simple concept of “smaller, fewer, lighter,
shorter and neater.” The work culture is unique where a common uniform and a common
canteen for everyone from the Managing Director to the worker.
• Maruti Insurance
Maruti launched Insurance service in the year 2002. Maruti provides vehicle insurance to its
customers with the help of the National Insurance Company, Bajaj Allianz, New India
Assurance and Royal Sundaram. This service was set up by the company with the inception
of two subsidiaries Maruti Insurance Distributors Services Pvt Ltd and Maruti Insurance
Brokers Pvt Limited.
• Maruti Finance
With an intention to promote the bottom-line growth, Maruti launched Maruti Finance in
January 2002. Maruti had started two joint ventures Citicorp Maruti and Maruti Countrywide
with City Group and GE countrywide respectively to assist its client in securing loan. For
this, Maruti tied up with ABN Amro bank, HDFC bank, ICICI Bank, Kotak Mahindra,
Standard Chartered bank and Sundaram Finance to start this venture including its strategic
partners in car finance. In March 2003, Maruti entered into a strategic partnership with State
Bank of India.
Product
Offers 14 models of car such as , Maruti 800, Omni, Zen Alto, Wagon R, Gypsy, Esteem,
Baleno, Versa, Swift, SX4, etc.
Services offered
Current sales of automobiles
1. Maruti Estilo
2. Maruti 800: Launched – 1983
3. Maruti Omni: Launched – 1984
4. Maruti Gypsy: Launched – 1985
5. Maruti Alto: Launched – 2000
6. Maruti Wagon-R: Launched – 2002
7. Maruti Versa: Launched – 2003
8. Maruti Grand Vitara Launched – 2004
9. Maruti Suzuki Swift: Launched – 2005
10. Maruti Suzuki SX4: Launched – 2007
11. Maruti Swift Dzire: Launched – 2008
12. Maruti Suzuki A-STAR: Launched – 2008
13. Maruti Suzuki Ritz: Launched – 2009
14. Maruti Suzuki Estilo: Launched – 2009
Promotional Offers
Maturi focused its promotions strategy on targeting two-wheelers owners, by enter in new
domains and reaching out potential customers through its ‘True value’.
In 2003, to attract customer Maruti launched novel offers like “Change your life” campaign
and also offered vehicle insurance for just Rupee one only.
Television Campaign
In 2003, came out with a toy car advertisement that became popular for its simplicity.
The sales figure for the year 2003 reached up to 196,820, vehicles.
At Maruti, they have a clear perspective on manpower. They see it as a unique resource, in
the sense that optimal productivity of other resources depends largely on the way human
resources are utilized. The basic philosophy of management that underlies the Maruti culture
is that all employees of the company should be moulded into a team which then strives as
one, to achieve commonly shared company goals and objectives. To make this philosophy
tenable, the company takes several initiatives. Inputs are sought from employees at all levels.
They believe that everyone should contribute to the formulation of company policies, goals
and objective. Secondly, at Maruti, they encouraged leadership in the best sense of the word.
According to us, a leader is one who must be impartial, must be impartial, must have the
ablity to rise above his own subjectivity, and most importantly, must practice what he
preaches.
Vision
The leader in the Indian Automobile Industry Creating Customer Delight and Shareholder’s
wealth; A pride of India”.
Technological Advantage
We have introduced the superior 16*4 Hypertech engines across the entire Maruti Suzuki
range. This new technology harnesses the power of a brainy 16-bit computer to a fuel-
efficient 4-valve engine to create optimums engine delivery. This means every Maruti Suzuki
owner gets the ideal combination of power and performance form his car.
Our other innovation has been the introduction of Electronic Power Steering in select models.
This result in better and Greater manoeuvrability. In other words, our cars have become even
more pleasurable do drive.
Production/R&D
Spread over a sprawling 297 acres with 3 fully-integrated production facilities, the Maruti
Udyog Plant has already rolled our over 4.3 million vehicles, In fact, on and average, two
vehicles roll out of the factory every minute. And it takes on an average, just 14 hours to
make a car, More importantly, with an incredible range of 11 models available in 50 variants,
there’s Maruti Suzuki made here to fit ever car-buyer’s budget, and dream.
Sales
The company reached a total production of one million vehicles in March 1994.
Their sales in the domestic market during March 2008 in 64,214 units.
Maruti has more than 5 Million satisfied customers in India and is currently having a share of
around 54% in the domestic Passenger car market.
Strength
Weakness
The cost involved In R&D and infrastructure is low in India As compared to other
country.
Indian is growing as an export hub along with the Indian Market growing attractively
into becoming an attractive one for investors.
Suzuki’s Investment in India, is also important as it has completely divested now as a
result MUL will now became a 100% subsidiary of Suzuki in the coming year.
Opportunities
Maruti have laid down a clear road map to achieve an annual sale of one million cars
in the domestic market and 200,000 exports by 2010-11.
It has capacity to manufacture 100,000 diesel engines a year. This will be scaled up to
300,000 engines/by 2010.
Huge export market such as Europe, America and other Indians car.
A large domestic person who wants to buy a car.
Threat
TARGET MARKETING
Target Marketing involves breaking a market in segment and then concentrating your
marketing efforts on one or a few key segments. The beauty of target marketing is that it
makes the promotion, pricing and distribution of your product and services easier and more
cost-effective. Target marketing is the selection of customers you wish to service. The
decisions involved in it are:
A product’s life cycle (PLC) can be divided into several stages characterized by the revenue
generated by the product. The life cycle concept may apply to a brand or to a category of
product. Its duration may be as short as a few months for a fad item or a century or more for
product categories such as the gasoline-powered automobile. Product development is the
incubation stage of the product life cycle. There are no sales and the firm prepare to introduce
the product. As the product progresses through its life cycle, changes in the marketing mix
usually are required in order to adjust to the evolving challenges and opportunities.
Introduction stage
Growth stage
Maturity stage
Decline
Chapter – 2
1. TRANSFERS
The employees are transferred from one department to another according to their efficiency
and experience.
2. PROMOTIONS
The employees are promoted from one department to another with more benefits and greater
responsibility based on efficiency and experience.
3. Others are Upgrading and Demotion of present employees according to their
performance.
1. PRESS ADVERTISEMENTS
Advertisements of the vacancy in newspapers and journals are a widely used source of
recruitment. The main advantage of this method is that it has a wide reach.
2. EDUCATIONAL INSTITUTES
Various management institutes, engineering colleges, medical Colleges etc. are a good
source of recruiting well qualified executives, engineers, medical staff etc. They provide
facilities for campus interviews and placements. This source is known as Campus
Recruitment.
3. PLACEMENT AGENCIES
Several private consultancy firms perform recruitment functions on behalf of client
companies by charging a fee. These agencies are particularly suitable for recruitment of
executives and specialists. It is also known as RPO (Recruitment Process Outsourcing)
4. EMPLOYMENT EXCHANGES
5. LABOUR CONTRACTORS
Manual workers can be recruited through contractors who maintain close contacts with the
sources of such workers. This source is used to recruit labour for construction jobs.
6. UNSOLICITED APPLICANTS
Many job seekers visit the office of well-known companies on their own. Such callers are
considered nuisance to the daily work routine of the enterprise. But can help in creating the
talent pool or the database of the probable candidates for the organization.
Many organisations have structured system where the current employees of the organisation
can refer their friends and relatives for some position in their organisation. Also, the office
bearers of trade unions are often aware of the suitability of candidates. Management can
inquire these leaders for suitable jobs. In some organizations these are formal agreements to
give priority in recruitment to the candidates recommended by the trade union.
Unskilled workers may be recruited at the factory gate these may be employed whenever a
permanent worker is absent. More efficient among these may be recruited to fill permanent
vacancies.
SELECTION
It is the process of searching the potential candidate. It is negative in nature in the Indian
context. But it is positive in the US context.
2} Application Form
Application form is a traditional and widely used device for collecting information from
candidates. It should provide all the information relevant to selection, where reference
for caste, religion, birthplace, may be avoided as it may be regarded an evidence of
discrimination.
3}Selection Test
Psychological tests are being increasingly used in employee selection, where a test may
involve some aspect of an individual’s attitudes, behaviour and performance. Tests are
useful when the number of applicants is large, as at best it reveals that the
candidates who scored above the predetermined cut off points are likely to be more
successful than those scoring below the cut-off point.
4} Employment Interview
Interview is an essential element of selection and no selection procedure is complete
without one or more personal interviews, where the information collected through
application letter or application forms and tests can be cross-checked in the interview,
where candidates demonstrates their capabilities and strength in relevant to their
academic credentials. selection in interview serves three purposes:
a) obtaining information about the background, education, training, work history and
interests of candidate.
b) giving information to candidates about the company, the specific job and human
resource policies; and
However, in practice interview becomes a one-sided affair serving only the first purpose.
5} Medical Examination
Applicants who have crossed the above stages are sent for a physical examination
either to the company’s physician or to a medical officer approved for the
purpose. Such examination serves the following purposes: -
b) It reveals existing disabilities and provides a record of the employee’s health at the
time of selection. This record will help in settling company’s liability under the
workmen compensation Act for claim for any injury.
6} Reference Checks
The applicant is asked to mention in his application form, the names and addresses of two
or more persons who know him well. These may be his previous employers, heads of
education institutions or public figures. These people are requested to provide
their frank opinion about the candidate without incurring any liability. In government
and public sector organizations, candidates are generally required to route their
applications through their present employers, if any. The opinion of referees can be
useful in judging the future behaviour and performance of candidate but is not advisable
to rely exclusively on the referees because they are generally biased in favour of
the candidate.
(a)Most candidates are employed at the time of their application, and do not wish their
employers to know they are looking elsewhere.
(c) By the time an offer has been accepted, selection is over, and the reference is too late
to affect it.
(d) An offer may be made ‘subject to satisfactory references’, but as most references
are received after the candidate has started work, they can only be used to warn managers
of possible faults in the candidate which in serious cases may eventually lead to
warnings followed by dismissal.
(e) Employers giving references are usually extremely cautious; many references merely
state the job title, the date of employment, and reasons for leaving.
7} Final Approval
In most of the organizations, selection process is carried out by the human resource
department, where the decisions of the department are recommendatory. The candidates
shortlisted by the department are finally approved by the executive of concerned
departments or units.
8} Employment.
Employment is offered in the form of an appointment letter mentioning the
post, the rank, the salary grade, the date by which the candidate should join and other
terms and conditions in brief. In some organizations, a contract of service is signed by
both the candidate and the representative of the organization. It is at this point where a
selected applicant is handled with a letter of offer for a job:
a) The wage or salary offered must not only be appropriate to the job and attractive to the
candidate but consistent with the earnings of present employees.
b) The job must be named, and any special conditions stated, for instance, the
first year you will be under training at the head office, then you will be transferred to up-
country branches.
c) The candidate must know the essential conditions of employment, such as hours of
work, holidays, bonuses and fringe benefits.
d) Any provisos must be clearly stated, for example, your employment will be subject to
satisfactory references and medical examinations. Appointment is generally made on
probation of one or two years, where upon satisfactory performance during this period,
the candidate is finally confirmed in the job on the terms employed with, whether
permanent or contractual basis.
9} Induction.
The process of receiving employees when they begin work, introducing them to
the company and to their colleagues, and informing them of the activities, customs and
traditions of the company is called induction. At this juncture various induction
courses are done to recruit in order to acclimatize them with the new working
environment.
Training
Maruti arranges the training at several intervals. The training is mandatory for all the
employees. The training schedule of all employees is maintained by the HR manager.
EDP
In the EDP Department following are managed:
IMPORTANCE OF TRAINING
Optimum Utilization of Human Resources-Training and Development helps in optimizing
the utilization of human resource that further helps the employee to achieve the
organizational goals as well as their individual goals.
• Development of Human Resources-Training and Development helps to provide an
opportunity and broad structure for the development of human resources’ technical and
behavioural skills in an organization. It also helps the employees in attaining personal
growth.
• Development of skills of employees-Training and Development helps in increasing the
job knowledge and skills of employees at each level. It helps to expand the horizons of
human intellect and an overall personality of the employees.
• Productivity-Training and Development helps in increasing the productivity of the
employees that helps the organization further to achieve its long-term goal.
• Organization Culture -Training and Development helps to develop and improve the
organizational health culture and effectiveness. It helps in creating the learning culture
within the organization.
• Quality -Training and Development helps in improving upon the quality of work and
work-life.
• Health and Safety-Training and Development helps in improving the health and safety
of the organization thus preventing obsolescence.
• Morale-Training and Development helps in improving the morale of the work force.
Modern Approach
The modern approach of training and development is that Indian Organizations have realized
the importance of corporate training. Training is now considered as more of retention tool
than a cost. The training system in Indian Industry has been changed to create a smarter
workforce and yield the best results
The principal objective of training and development division is to make sure the availability
of a skilled and willing workforce to an organization. In addition to that, there are four other
objectives: Individual, Organizational, Functional, and Societal.
Individual Objectives – Help employees in achieving their personal goals, which in turn,
enhances the individual contribution to an organization.
Now a day’s business is extremely competitive for all the products and it is needless to say
that any company has to win the confidence of its customers. So it is necessary to clarify the
position of the product of a particular company about its quality and market demand.
Following are the basic needs for this study:
1. To conduct a market survey and study the brand awareness of Hero Splendor in MOHALI.
2. To collect the pre purchase behavioral attitude of the prospective buyers.
3. To come out with necessary suggestions to improve the level of consumer awareness and
attitude towards the vehicle and hence to improve its sales.
The scope of project study by the researcher is mainly focused on the understanding of the
consumer’s satisfaction & dissatisfaction. The information, which was gathered from the
project study, makes the project more useful by developing the needed information for
internal company records. This information also proves useful to managers in the right form
at the right time in order to help them for better marketing decisions.
To achieve the goals of a business, the company has to monitor the market situation on a
regular basis to be updated on the market trends. Thus the survey has a great scope both for
the company as well as the Brand.