hr presentation on mruti udyog(2)

8/4/2019 Hr Presentation on Mruti Udyog(2)

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MARUTI SUZUKI INDIA

LIMITED(MSIL)

SUBMITTED TO: PRESENTED BY-

Mrs. ARUNACHAL KHOSLA PUNEET

RAKESH

ANKITA


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COMPANY INTRODUCTION

Maruti Suzuki India Limited (MSIL) was

established in February 1981, through the actual

production commenced in 1983, Maruti Suzuki

Limited is one of Indias leading automobile

manufactures and the market leader in the car

segment,


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Continue..

The joint venture agreement was signed between

Government of India and Suzuki motor company

(now Suzuki motor corporation of Japan) in Oct

1982.

The company went in to production in a record

time of 13 months and the first car was rolled out

from Maruti Suzuki India Limited Gurgaon in

December, 1983


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PRODUCT

MSIL offer 14 brands and over 150 variants rangingfrom peoples car Maruti 800 to the stylish hatchback

Ritz.

MSIL range of cars include people movers - Omni

and Eeco, international brands - Alto, Alto-K10, A-star, WagonR, Swift and Estilo, off-roader - Gypsy,

SUV - Grand Vitara, sedans - SX4 and Swift DZire

These product are divided on the basis of productquality, variety, design, features etc.


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They define different factor

The quality of product.

The product variety from different categories.

The size of the car according to current or future

market conditions.

The car features to the customer like, car looking

very good.


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ENVIRONMENT Maruti Suzuki recognizes global warming and

climate changes as global issues, the effects ofwhich are of concern both for the environment and

human life.

The challenge faced by the society is how to meetthe needs of the present, without compromising theability of future generations to meet their ownneeds.


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ORGANISATIONAL GOALS

AND STRATEGY Where the organisation wants to go in the future

Summary of the beliefs of the organisation and where it is now

Attitude and behaviour of the leadership

Attitude to the role of individuals in the workplace open plan

offices, team based working, etc.

Logo of the organisation

The image it presents to the outside world

Its attitude to change


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ORGANISATIONAL

STRUCTURE AND ROLES By function: arranging the business according to what each section or

department does

By product or activity: organising according to the different products

made By area: geographical or regional structure

By customer: where different customer groups have different needs

By process: where products have to go through stages as they aremade

What are the advantages/disadvantages of different types of businessstructure?


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POLICIES AND CULTURE

State must play of progressively active role in thedevelopment of industries

Improving living standards and working condition

for the mass of employees

A system values and norms that are shared amonga group of people and that when taken together

constitute a design for a living.


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WORK FORCE PLANNING

Good management Identifying and responding to the future HR

needs of the organization Having the right number of people with the

right skills and experience in the right jobs at

the right time


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RECRUITMENT AND

SELECTION Recruitment and selection are vital to the formation of a positivepsychological contract, which provides the basis of organizationalcommitment and motivation.

The attraction and retention of employees is part of the evolving

employment relationship, based on a mutual and reciprocalunderstanding of expectations.

There are wide variations in recruitment and selection practices, reflectingan organizations strategy and its philosophy towards the management of

people.

Progressive HR practices are crucial to a positive psychological contract this includes attention to effective recruitment and selection practices


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PERFORMANCE OF

MANAGEMENT An iterative process of

goal-setting,communication,

observation andevaluation to support,retain and developexceptional employees

for organizationalsuccess

Communicate

Observevaluate

Set Goals


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POTENTIAL DEVELOPMENT In organization that subscribe to HRD, the potential(career-

enhancement possibilities) of every employee is assessedperiodically

Such assessment is used for development planning as wellas for placement

Every year or two the supervisor of group of employeeassesses the potential of each of them to perform differentfunction on the basis of the supervisors observations and

experiences during that period


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EMPLOYEE RETENTION

Employee retention is a process in which theemployee are encouraged to remain with theorganization for the maximum period of time or

until the completion of the project. Employee retention is beneficial for the

organization as well as the employee


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Common uniform

Common Canteen

Open Office Easy accessibility, SpeedyCommunication and decision making

Morning Meetings

Morning Exercises

MANAGEMENT PHILOSOPHY OFTEAM SPIRIT


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Keep employee competent

and confidentThe first touch

Hostel for new recruits for 1 year.Welcome dinner by MD for the newrecruits.

Buddy systemTea with MD


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OBJECTIVES OF INVENTORY CONTROL

Protection against fluctuation in demand

Better use of men, machine and material

Protection against fluctuation in output Control of stock volume

Control of stock distribution


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Employee Empowerment

360 degree appraisal system.

Employee to be evaluated not just by superiors butalso by peers, subordinates.

5-6 colleagues, 2-3 superiors, 5-6 juniors.

Online process for privacy of feedback.


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Decentralised HR Groups

Decentralised HR into different peopleforums.

Senior level HR consulting group and juniorlevel HR consulting group.

Policies impact lives.


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CORPORATE SOCIAL

RESPONSIBILITY Maruti Suzuki has adopted a CSR policy, which serves as aguiding tool for the management and the employees insteering Maruti Suzuki towards long term sustained growthin harmony along with the interests of the stakeholder.

The role of the CSR department is to professionalize CSRactivities in Maruti Suzuki and strengthen the mechanismsinvolving the activities. Significant efforts have been takento contribute to society at large, through its corporateactivities, especially in the areas of Road Safety andVocational Training. Maruti Suzuki has set up dedicatedteams with requisite expertise to steer the social projects


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Maruti Driving School

As part of its corporate social responsibility MarutiUdyog launched the Maruti Driving School in Delhi.Later the services were extended to other cities of India

as well. These schools are modelled on internationalstandards, where learners go through classroom andpractical sessions. Many international practices like roadbehaviour and attitudes are also taught in these schools.Before driving actual vehicles participants are trained onsimulators.


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hr presentation on mruti udyog(2)

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