45304599 hr presentation

8/8/2019 45304599 Hr Presentation

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Jagannath UniversityJagannath University

OFHUMAN RESOURCE MANAGEMENT

ON

MARUTI UDYOG LIMITED

Submitted to Submitted by:

Jyotsana Mam Ashish Sahadev


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ContentsContents

1) Objective of the study

2) Quick facts of MUL

3) HR Vision

4) HR initiative

5) Induction program

6) Meaning of Recruitment

7) Process of recruitment

8) Selection meaning

9) Selection process of MUL

10) Meaning of training

11) Importance of training

12) SALES AND TRAINING DEPARTMENT OF MARUTI UDYOG

13) Objectives

14) Training process f or Sales Managers /General mangers/ Branch

Heads15) Findings

16) Conclusion


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Objectives

To enhance my knowledge about Recruitmentand Selection.

To enhance my knowledge about Training &Development.

To convert my theoretical knowledge intopractical knowledge.

To enhance my knowledge about compensationprogram

To prepare myself as a H.R. person who caneasily identify the training need through his

experience which is very essential quality of aH.R. Person & for the organization as well.


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FACTS OF MARUTI UDYOG LIMITED

Year of

Establishment February 1981

Vision

"The Leader in The Indian Automobile

Industry, Creating Customer Delight

and Shareholder's Wealth; A pride ofIndia."

Joint Venture

With Suzuki Motor Company, now

Suzuki Motor Corporation, of Japan in

October 1982.

Industry Automotive - Four Wheelers

Corporate

Office

11th Floor, Jeevan Prakash

25, Kasturba Gandhi Marg New Delhi


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Segment and Brands

ProductProduct BrandsBrands

FourFour

WheelerWheeler

Maruti 800 Maruti Alto Maruti Zen

Maruti Esteem MarutiGrand Vitara

MarutiGypsy

King

Maruti omni Maruti

Baleno

Maruti

Wagon-R

Maruti versa

Maruti Swift

Maruti

Suzuki

SX4


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HR VISIONHR VISION

Lead and Facilitate continuous changeLead and Facilitate continuous change

towards organizational excellencetowards organizational excellence

create a learning and vibrantcreate a learning and vibrant

organization with high sense of prideorganization with high sense of pride

amongst its members.amongst its members.


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HR INITIATIVESHR INITIATIVES

Improve the performance Appraisal systemImprove the performance Appraisal system -- its process, skillits process, skill& usage& usage

Introduce a Potential Appraisal SystemIntroduce a Potential Appraisal System

Improvements in internal & external Training & its effectiveImprovements in internal & external Training & its effective

utilization. Training need identificationutilization. Training need identification

Systematic career planning ; Job Rotation ; Empowerment;Systematic career planning ; Job Rotation ; Empowerment;

Job enrichmentJob enrichment

Periodic communication meeting at various level; Roll out ofPeriodic communication meeting at various level; Roll out of

VisionVision

Raise cost consciousness for cost control and reductionRaise cost consciousness for cost control and reduction

Exposure on Brand Strategy to all nonExposure on Brand Strategy to all non-- marketing staffmarketing staff

Retention of TalentRetention of Talent


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Induction programInduction program

ObjectiveObjective:: The objective of this programThe objective of this program

is to facilitate smooth induction of the newis to facilitate smooth induction of the new

DSEs into their place of work i.e. MarutiDSEs into their place of work i.e. Maruti

dealerships. This program attempts todealerships. This program attempts to

orient the new DSEs on a few importantorient the new DSEs on a few important

parameters, which are listed belowparameters, which are listed below


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MATTER USUALLY DISCUSSED IN THE MARUTIMATTER USUALLY DISCUSSED IN THE MARUTI

INDUCTIONINDUCTION

Overview of Maruti and SuzukiOverview of Maruti and Suzuki

Building understanding of the car market in India and variousBuilding understanding of the car market in India and various

segmentssegments

Understand MULs product range and positioning in each segmentUnderstand MULs product range and positioning in each segment

Overview of each Maruti model and the MUL AdvantageOverview of each Maruti model and the MUL Advantage

Overview of the selling process and how to uncover needs of aOverview of the selling process and how to uncover needs of a

customer to do need based sellingcustomer to do need based selling

Role of financing as a sales tool and the various financing optionsRole of financing as a sales tool and the various financing optionsavailableavailable

Ensuring personal effectivenessEnsuring personal effectiveness

Understand the attributes of a good DSEUnderstand the attributes of a good DSE


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MEANING OF RECRUITMENTMEANING OF RECRUITMENT

It is the process of searching the potentialIt is the process of searching the potential

candidate and offers him or her the job. Itcandidate and offers him or her the job. It

is positive in nature in the Indian context.is positive in nature in the Indian context.

Process of identifying and hiring bestProcess of identifying and hiring best

qualified candidate (from within or outsidequalified candidate (from within or outside

of an organization) for a job vacancy, in aof an organization) for a job vacancy, in amost timely and cost effective mannermost timely and cost effective manner


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RECRUITMENT PROC ESS OF MARUTIRECRUITMENT PROC ESS OF MARUTI

UDYOG LTDUDYOG LTD

Planning RecruitmentPlanning Recruitment

Number of contacts Types of contactsNumber of contacts Types of contacts

Strategy developmentStrategy development

SearchingSearching

ScreeningScreening

Evaluation and controlEvaluation and control


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MEANING OF SELECTIONMEANING OF SELECTION

Selection is the process of pickingSelection is the process of picking

individuals (out of pool of job applicants)individuals (out of pool of job applicants)

with requisite qualification andwith requisite qualification and

competence to fill job in the organizationcompetence to fill job in the organization


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Steps in Selection Process ofSteps in Selection Process of

Maruti udyog ltdMaruti udyog ltd

Selection process consists of a series of steps,Selection process consists of a series of steps,at each stage, facts may come light which mayat each stage, facts may come light which maylead to the rejection of the applicant. It is alead to the rejection of the applicant. It is aseries of successive hurdles or barriers which anseries of successive hurdles or barriers which an

applicant must cross. These hurdles or screensapplicant must cross. These hurdles or screensare designed to eliminate an unqualifiedare designed to eliminate an unqualifiedcandidate at any point in the selection processcandidate at any point in the selection processThere is no standards selection procedure to beThere is no standards selection procedure to beused in all organizations or for all jobs. Theused in all organizations or for all jobs. Thecomplexity of selection procedures increasescomplexity of selection procedures increases

with the level and responsibility of the position towith the level and responsibility of the position tobe filled.be filled.


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Steps

1} Preliminary Interview (screeningapplications)

Initial screening is done to weed out totallyundesirable/unqualified candidates at the outset. It is

essentially a sorting process in which prospectivecandidates are given the necessary informationabout the nature of the job and the organization, atthe same time, the necessary information is alsoelicited from the candidates about their education,skills, experience, salary expected and the like. Ithelps to determine whether it is worthwhile for acandidate to fill up the application form.


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2} Application Form

Application form is a traditional and widely

used device for collecting information from

candidates. It should provide all theinformation relevant to selection, where

reference for caste, religion, birth place,

may be avoided as it may be regarded an

evidence of discrimination.


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3}Selection Test

Psychological tests are being increasinglyused in employee selection, where a testmay involve some aspect of an individuals

attitudes, behavior and performance.Tests are useful when the number ofapplicants is large, as at best it revealsthat the candidates who scored above thepredetermined cutoff points are likely to bemore successful than those scoring belowthe cutoff point.


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4} Employment Interview

Interview is an essential element ofselection and no selection procedure iscomplete without one or more personal

interviews, where the information collectedthrough application letter or applicationforms and tests can be cross-checked inthe interview, where candidatesdemonstrates their capabilities andstrength in relevant to their academiccredentials


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5} Medical Examination

Applicants who have crossed the abovestages are sent for a physical examinationeither to the companys physician or to amedical officer approved for the purpose. Such

examination serves the following purposes:-

a) It determines whether the candidate isphysically fit to perform the job, where thosewho are physically unfit are rejected.

b) It prevents the employment of people sufferingfrom contagious diseases.


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6} Reference Checks

The applicant is asked to mention in his applicationform, the names and addresses of two or morepersons who know him well. These may be hisprevious employers, heads of education institutions or

public figures. These people are requested to providetheir frank opinion about the candidate withoutincurring any liability. In government and public sectororganizations, candidates are generally required toroute their applications through their presentemployers, if any. The opinion of referees can be

useful in judging the future behavior and performanceof candidate, but is not advisable to rely exclusively onthe referees because they are generally biased infavor of the candidate.


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8} Employment

Employment is offered in the form of anappointment 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 someorganizations, 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


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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, customsand traditions of the company is called

induction. At this juncture various induction

courses are done to new recruit in order to

acclimatize them with the new workingenvironment


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10} Follow up (Evaluation)

All selection should be validated by follow-up, it a

stage where employee is asked how he or she

feels about progress to date and the workers

immediate supervisor is asked for comments,

which are compared with the notes taken at the

selection interview. If a follow-up is unfavorable

it is probable that selection has been a fault; the

whole process from job specification to interview

is then reviewed to see if a better choice can bemade next time


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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

Meaning :Meaning :-- Training is the process of impartingTraining is the process of imparting

knowledge, skills, education in order to enhanceknowledge, skills, education in order to enhance

the performance of the employees.the performance of the employees.


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IMPORTANCE OF TRAINING

1)1) Optimum Utilization of Human ResourcesTraining and Development helps in optimizingthe utilization of human resource that furtherhelps the employee to achieve theorganizational goals as well as their individualgoals.

2) Development of Human Resources Trainingand Development helps to provide an

opportunity and broad structure for thedevelopment of human resources technical andbehavioral skills in an organization. It also helpsthe employees in attaining personal growth.


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3) Development of skills of employees

Training and Development helps in

increasing the job knowledge and skills ofemployees at each level. It helps to expand

the horizons of human intellect and an

overall personality of the employees.

4) Productivity Training and Development

helps in increasing the productivity of the

employees that helps the organization further

to achieve its long-term goal.


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5) Team spirit Training and Development

helps in inculcating the sense of team work,

team spirit, and inter-team collaborations. Ithelps in inculcating the zeal to learn within

the employees.

6) Organization Culture Training andDevelopment helps to develop and improve

the organizational health culture and

effectiveness. It helps in creating the learning

culture within the organization.


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7) Organization Climate Training and

Development helps building the positive

perception and feeling about the organization.The employees get these feelings from

leaders, subordinates, and peers.

8) Quality Training and Development helps

in improving upon the quality of work and

work-life.


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9)Healthy work-environment Training and

Development helps in creating the healthy

working environment. It helps to build good

employee, relationship so that individual

goals aligns with organizational goal.

10) Morale Training and Development helps

in improving the morale of the work force.


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SALES AND TRAINING DEPARTMENT OF MARUTI UDYOG


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Objectives

To ensure multiple knowledge and skilldevelopment of DSEs required selling cars andhandling competition

Consultative Selling Approach.

Continuous Feedback and Performancemonitoring.

To employ training as a tool to achieve customer

delight and customer loyalty

Make DSEs as Car Advisors and be a singlewindow interface with the customer


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Training process f or Sales Managers /General

mangers/ Branch Heads

1. Dealership Management Program: for second-generationdealers, and GMs and RO executives on how to manageentire Dealership Operations. Financial Management,staff management, motivation, time management,planning are covered. (2 Days)

2. Sales Managers/Team Leaders Program: The Trainingcovers issues like Sales Management (target setting andachievement, enquiry management, resource and timemanagement etc), Supervisory skills (Performance

management, leadership etc), Practical Coaching skills,knowledge of Maruti Finance, Maruti Insurance Extendedwarranty, MGA, True Value etc and Car Advisor for lifeconcept. (2 Days)


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3. Branch Managers Program: Many of our dealers

have multiple outlets. While the owners sit at any one

outlet and control the others from there, differentbranch heads that manages the day-to-day operations

of the outlets manages the other outlets. In order to

ensure that they run their respective outlets effectively

we train them on the various aspects of dealership.

The training covers topics like -Making a business

plan (for the dealership as a whole- Not only for sales

but also for other revenue streams), Fundamentals of

DBP, HR Management, Team Building and

Supervision skills, Ability to motivate the team and geta buy in on the business plan, Time

management/Prioritizing etc


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MotivationMotivation

Meaning : Motivation means willingness toMeaning : Motivation means willingness to

expand energy in order to achieve goals orexpand energy in order to achieve goals or

rewards.rewards.


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Maslows Need Hierarchy Theory OfMaslows Need Hierarchy Theory Of

MotivationMotivation


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TECHNIQUES OF MOTIVATIONTECHNIQUES OF MOTIVATION

IN MULIN MUL

ORGANISATIONAL

REWARD

TASK

PERFORMANCECOMPETANCY JOB STATUS


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COMPENSATIONCOMPENSATION

Compensation is the remuneration whichCompensation is the remuneration which

an employee receives in return for his oran employee receives in return for his or

her contribution to the organization.her contribution to the organization.


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COMPONENTS OFCOMPONENTS OF

COMPENSATION IN MULCOMPENSATION IN MUL

MonetaryMonetary

1)1) Wages and salaryWages and salary

2)2) IncentivesIncentives

3)3) Fringe BenefitsFringe Benefits

4)4) PerquisitesPerquisites


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NonNon--Monetary BenefitsMonetary Benefits

1)1) Challenging JobChallenging Job

2)2) ResponsibilitiesResponsibilities

3)3) ReorganizationReorganization

4)4) Working ConditionsWorking Conditions

5)5) Job SharingJob Sharing


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FINDINGS

1) They treat all the employees equally

2) They tries there best to increase the efficiency of the employees byproviding them different motivation programs.

3) They make new recruits aware about the company and workingpattern of the company.

4) They focus on each and every department of the organization.

5) Having different recruitment process for different departments ofthe organization.

6) They provide different types of training to the different

departments according to the need of the people.

7) They take feedback from there employees on regular basis.

8) They adopts 360 degree method of performance appraisal for thereemployees.


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CONCLUSION

While preparing this presentation report i

learnt many concepts of Human resource

management like recruitment, selection,training, motivation, compensation etc.


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