REPORT

Submitted by

K.JANANI

Register No: 122602032

in partial fulfilment of the requirement of Anna University, Chennai

for the award of the degree

of

MASTER OF BUSINESS ADMINISTRATION

IN

SCHOOL OF MANAGEMENT

SRI KRISHNA COLLEGE OF ENGINEERING AND TECHNOLOGY, COIMBATORE-

641008

(An Autonomous Institution)

September 2013

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SUMMER INTERNSHIP TRAINING

UNDERGONE AT

ANAMALLAIS AGENCIES(STADIUM)

SRI KRISHNA COLLEGE OF ENGINEERING AND TECHNOLOGYSUGUNAPURAM, COIMBATORE-641008

MASTER OF BUSINESS ADMINISTRATION

SUMMER INTERNSHIP TRAINING REPORT

September 2013

This is to certify that the report entitled

SUMMER INTERNSHIP TRAINING UNDERGONE AT

Anamallais Agencies(Stadium)

is the bonafide record of training undergone by

K.JANANI

Register No 122602032

of MBA degree during the year 2012-2013.

………………….. …………………...

Internal Guide Director

Submitted for the Viva-Voce examination held on ………………..

……………………. ..........….……………

Internal Examiner External Examiner

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DECLARATION

I affirm that the summer internship undergone at Anamallais Agencies (Stadium) being submitted

in partial fulfilment for the award of MBA degree is the original work carried out by me. It has not

formed the part of any other internship submitted for award of any degree or diploma, either in this

or any other University.

K.Janani 122602032

I certify that the declaration made above by the candidate is true.

Ms. K.S. LAKSHMI Assistant Professor

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ACKNOWLEDGEMENT

It is with great enthusiasm and learning spirit that I am bringing out this internship report. I also feel

that it is the right opportunity to acknowledge the support and guidance that came from various

quarters during the period of my internship.

I express my sincere gratitude to Dr. S. Annadurai, Principal, Sri Krishna College of Engineering

and Technology, Coimbatore for providing excellent opportunity to undergo the internship.

I extend my sincere thanks to Prof. Dr. K. Nagarajan, School of Management, Sri Krishna College

of Engineering and Technology, Coimbatore for his support, encouragement to undertake the

internship.

I am forever indebted to my guide, Ms.K.S. LAKSHMI, School of Management, Sri Krishna

College of Engineering and Technology, Coimbatore for providing valuable suggestions and for

guiding me throughout the internship

I also express my hearty thanks to Mr.PRAKASH, Senior HR Manager, Anamallais

Agencies(Stadium), Coimbatore and other staff members of the Organisation for immense support

and to the organisation for giving me an opportunity to complete my internship training.

Finally, I thank all my family members and friends who supported me for the successful completion

of my internship.

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TABLE OF CONTENTS

Chapter No. Title Page No.

I Introduction

1.1 Importance of internship

1.2 About Internship

1.3 Scope of Internship

1.4 Objectives of Internship

II Industry Profile

2.1 History and Growth of Industry

2.2 Present Scenario

III Overview of the Organisation

3.1 Company Profile

3.2Vision and Mission

3.3 Product Profile

IV Functional Departments

4.1 Human Resource Department

4.2 Sales and Marketing Department

4.3Other Departments

4.3.1 Insurance Department

4.3.2 RTO Department

4.3.3 Service Department

V Training Exposure in Specific Domain

5.1 Learning Outcome

5.2 SWOT

VI Conclusion

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I INTRODUCTION

1.1 IMPORTANCE OF INTERNSHIP

An internship is a method of on-the-job training for  white-collar  and professional

careers. Internships for professional careers are similar to apprenticeships for trade and vocational

jobs. 

An "internship" is an opportunity offered by an employer to potential employees, called "interns", to

work at a firm for a fixed period of time. Internships last for any length of time between one week

and 12 months. Internships also called "placements", "work placements" or "industrial

placements" may be part-time or full-time. They are usually part-time if offered during a university

semester and full-time if offered during the summer holidays, when they typically last 4-12 weeks.

MBA summer internships are seen as a method of starting a career.

Getting the best summer internship possible is of huge importance for first-year MBA students.

Because an internship in the summer has the potential of leading to a full time job in the future, it is

often referred to as the “weeks of interview”. Since every MBA student is encouraged to get a

summer internship, competition is as tough as in the real business environment.

The following are to be kept in mind while choosing company for internship:

Start early. Summer internships are frequently posted at the beginning of the year, so keep an

eye out. It is also a good idea to define the career goals.

Do the research. Identify companies we want to work for then make sure the organization and

internship opportunity are the right fit for us.

Assess the career goals. Know where passion lies and find an internship that compliments it.

Conduct a real and thorough self-assessment. Understand our skills and capabilities, and how

they match with what a company needs. Be able to talk about them in the interview process.

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1.2 ABOUT INTERNSHIP

Summer internships are usually eight to twelve weeks long and can be full or part time. More

students do internships during the summer than during any other time of the year. These short term

experiences provide a real insight into what it is actually like working in a particular job or career

field. There is ample time to get into a regular work routine and gain valuable knowledge and skills.

Summer internships can be completed for credit but they don’t have to be. Getting credit during the

summer can be helpful since it can lighten a student’s course load during fall or spring semester but

the downside is that most colleges require tuition in order for student to receive credit.

HISTORICAL PERSPECTIVE:

The concept of work experience, internships or cooperative education is not a 20th-century

development, as many believe. The concept of learning by doing goes back to the guild system in

Europe. The idea of combining work and education in America was formally initiated in 1906 by

Herman Schneider at the University of Cincinnati where it was referred to as cooperative education.

Professor Schneider joined the University of Cincinnati in 1903 and began immediately to solicit the

interest of the faculty and industrial leaders in the merits of cooperative education. Schneider was

convinced of the efficacy of this concept after studying case records of Lehigh University graduates,

indicating that those who showed marked engineering ability had worked while attending college.

By 1906, he had convinced a reluctant faculty at the University of Cincinnati and enthusiastic

industrial leaders of his plan. He initiated an engineering cooperative program on a weekly basis,

whereby half the students were in class for a week while the other half was on the job. The students

exchanged positions the next week, continuing this pattern through their study. By 1920, 780

engineering students were working in 135 different firms. By 1919, the cooperative plan was adopted

by the College of Business at the University. From its early beginning to today, cooperative

education has become an important program in American higher education.

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1.3 SCOPE OF INTERNSHIP

The MBA summer internship allows students to build relationships with prospective employers,

hone their skill set and explore new industries.

According to a May 10, 2011, Graduate Management Admission Council (GMAC) report – the top

five traits employers are seeking from MBA hires are:

Initiative (77%)

Professionalism (77%)

Motivation (76%)

Integrity (76%)

The ability to deal effectively with pressure and unexpected obstacles (75%)

The top five skills that employers seek are:

Communication skills (86%)

Strategic skills (67%)

The proven ability to perform (66%)

Core business knowledge (63%)

The ability to manage change (61%)

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1.4 OBJECTIVES OF INTERNSHIP

The following list of program objectives has been extensively reported in literature discussing

internship programs

Internships will provide students the opportunity to test their interest in a particular career before

permanent commitments are made. Internship students will develop skills in the application of theory

to practical work situations

Internships will provide students the opportunity to test their aptitude for a particular career

before permanent commitments are made.

Internship students will develop skills and techniques directly applicable to their careers

Internships will aid students in adjusting from college to full-time employment.

Internships will provide students the opportunity to develop attitudes conducive to effective

interpersonal relationships

Internships will increase a student's sense of responsibility

Internship students will be prepared to enter into full-time employment in their area of

specialization upon graduation.

Internship students will acquire good work habits

Internships will provide students with the opportunity to earn a salary while pursuing

educational goals

Internship students will develop employment records/references that will enhance

employment opportunities

Internships will provide students with an in-depth knowledge of the formal functional

activities of a participating organization

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SKILLS ACQUISITION THROUGH INTERNSHIP:

• Adaptability

• Time Management

• Impression Management

• Leadership Skills

• Networking

• Team Building And Management

• Communication Skill

• Keeping Positive Attitude

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HISTORY AND GROWTH OF INDUSTRY The first car ran on India's roads in 1899. Until the 1930s, cars were imported

directly, but in very small numbers.

An embryonic automotive industry emerged in India in the 1940s. Mahindra & Mahindra was

established by two brothers in 1945, and began assembly of Jeep CJ-3A utility vehicles. Following

the independence, in 1947, the Government of India and the private sector launched efforts to create

an automotive component manufacturing industry to supply to the automobile industry. However, the

growth was relatively slow in the 1950s and 1960s.

Total restrictions for import of vehicles was set and after 1970 the automotive industry started to

grow, but the growth was mainly driven by tractors, commercial vehicles and scooters. Cars were

still a major luxury. Eventually multinational automakers, such as, though not limited to,

Suzuki and Toyota of Japan and Hyundai of South Korea, were allowed to invest in the Indian

market ultimately leading to the establishment of an automotive industry in India. A number of

foreign firms also initiated joint ventures with Indian companies.

The automotive industry in India is one of the larger markets in the world and had previously been

one of the fastest growing globally, but is now seeing flat or negative growth rates.

India's passenger car and commercial vehicle manufacturing industry is the sixth largest in the world,

with an annual production of more than 3.9 million units in 2011.

According to recent reports, India overtook Brazil and became the sixth largest passenger vehicle

producer in the world (beating such old and new auto makers as Belgium, United Kingdom, Italy,

Canada, Mexico, Russia, Spain, France, Brazil), grew 16 to 18 per cent to sell around three million

units in the course of 2011-12.

 In 2009, India emerged as Asia's fourth largest exporter of passenger cars, behind Japan, South

Korea, and Thailand.

In 2010, India beat Thailand to become Asia's third largest exporter of passenger cars.

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As of 2010, India is home to 40 million passenger vehicles. More than 3.7 million automotive

vehicles were produced in India in 2010 (an increase of 33.9%), making the country the second (after

China) fastest growing automobile market in the world in that year.

According to the Society of Indian Automobile Manufacturers, annual vehicle sales are projected to

increase to 4 million by 2015, no longer 5 million as previously projected.

“The production of passenger vehicles in India was recorded at 3.23 million in 2012-13 and is

expected to grow at a compound annual growth rate (CAGR) of 13 per cent during 2012-2021, as per

data published by Automotive Component Manufacturers Association of India (ACMA)”.

The majority of India's car manufacturing industry is based around three clusters in the south, west

and north. The southern cluster consisting of Chennai is the biggest with 35% of the revenue share.

The western hub near Mumbai and Pune contributes to 33% of the market and the northern cluster

around the National Capital Region contributes 32%.

Chennai accounts for 60% of the country's automotive exports.

Gujarat

Passenger Vehicles

Chevrolet Sales India Private Limited – Halol

Tata Motors –  Sanand

Commercial Vehicles

Asia Motor Works AMW – Bhuj

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Haryana

Two wheelers

Hero MotoCorp – Dharuhera, Gurgaon

India Yamaha Motor – Faridabad

Honda – Manesar

Suzuki – Gurgaon

Passenger Vehicles

Maruti Suzuki – Manesar

Karnataka

Passenger Vehicles

Mahindra REVA Electric Vehicles – Bangalore

Toyota Kirloskar Motor Private Limited – Bidadi

General Motors Pvt. Ltd - Bangalore

Commercial Vehicles

Bharat Earth Movers - Bangalore

Scania Commercial Vehicles India Private Limited – Bangalore

TAFE Tractors – Doddaballapur

Tata Motors – Dharwad

Volvo Buses India Private Limited – Hoskote

Bharat Earth Movers - Mysore

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Kerala

Commercial vehicles

Bharat Earth Movers Defense Products - produces Tatra Trucks 12x12, 10x10,8x8, 6x6, 4x4 &

Variants - Palakkad

Kerala Automobiles Limited

Madhya Pradesh

Four wheelers

Mahindra & Mahindra – Pithampur

Commercial Vehicles

Eicher Motors – Pithampur

Hindustan Motors – Pithampur

Force Motors Private Limited – Pithampur

TAFE Tractors – Mandideep

Maharashtra

Passenger Vehicles

Mahindra & Mahindra Automotive Division – Chakan

Ssangyong Motor Company – Chakan

Tata Motors – Pimpri Chinchwad

Mercedes-Benz Passenger Cars – Chakan

Volkswagen – Chakan

Audi AG – Aurangabad

Škoda Auto – Aurangabad

Chinkara Motors – Karlekhind, Alibag

Premier Automobiles Limited – Pimpri, Chinchwad

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Commercial Vehicles

Ashok Leyland – Bhandara

Bajaj Auto – Waluj, Aurangabad

Mahindra Navistar – Chakan

Tamil Nadu

Passenger Vehicles

BMW India – Chennai

Ford India Private Limited – Maraimalai Nagar

Hyundai Motor India Limited – Sriperumbudur

Mitsubishi – Tiruvallur

Renault Nissan Automotive India Private Limited - Oragadam

Nissan Motor India Private Limited – Oragadam

Renault India Private Limited – Oragadam

Commercial Vehicles

Ashok Leyland – Ennore, Padi, Hosur

Bharat Benz – Oragadam

Kamaz Vectra Motors – Hosur

TAFE Tractors – Chennai

TVS Motors – Hosur

The Indian commercial Vehicles segment offers one of the biggest growth opportunities for the

automobile manufacturers. Due to rising demand from around the country, the segment is attracting

significant amount of attention from domestic and international manufacturers. Considering the vast

scope in the segment, numerous companies are looking forward to expand their participation in the

market, while many are planning entrance into the segment. 

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EICHER MOTORS LIMITED

Eicher Motors Limited (EML) incorporated in 1982, is an Indian automaker company based

in Gurgaon, India. Eicher Motors Limited, is the flagship company of the Eicher Group in India and

a leading player of the Indian automobile industry. Its 50-50 joint venture with the Volvo group, VE

Commercial Vehicles Limited in 2008, designs, manufactures and markets reliable, fuel-efficient

commercial vehicles of high quality and modern technology, engineering components and provides

engineering design solutions.

Eicher Motors also manufactures and markets the iconic Royal Enfield motorcycles that

leads the premium motorcycle segment in India. The oldest motorcycle company in continuous

existence, Royal Enfield has witnessed a huge surge in demand, recording a growth of over 50%

year on year for each of the last two years. Eicher Motors Limited’s 50:50 strategic joint venture

with US based Polaris Industries Inc., Eicher Polaris Pvt Ltd. will design, develop, manufacture and

sell a full new range of personal vehicles.

In 2012, Eicher Motors recorded the highest ever sales of Rs.7,000 crores (USD 1.3 billion).

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ORGANIZATION PROFILE The founder of Anamallais Agencies(Stadium) P.K.Doraisamy entered into partnership

with EICHER Motors in the year 1986.

Indian light duty vehicle market was in its primitive stage. At that time EICHER introduced

the best. The vehicle has proved value for money to owners at the time of resale and economical in

operations and maintenance. Service team of Anamallais Agencies (Stadium) was fully trained by

EICHER to handle all critical repair needs.

They operate in four main areas namely

Coimbatore

Tirupur

Erode

Nilgiris

On the right track the company established well equipped workshops at these locations to cater

the needs of the increasing customer base.

The Coimbatore workshop is a state-of- the-art facility situated 10kms away from the city. The

workshop is spread over 8475sqm with 116 employees including contractors and equipped with

latest pneumatic tools to efficiently service vehicles.

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Customer base in Coimbatore district consists of wide variety of segments like

Construction

Vegetable

Cement

Steel

Sand and

Transport operators.

In Ooty it is fully TEA transportation.

Besides Coimbatore is fast emerging as an educational hub, thereby creating potential for school

buses.

Palladam workshop in Tirupur district covers an area of about 8093sqm with 65 employees and

having all modern equipments and facilities.

Hosiery garments and

Poultry

are the main customer segments here.

Erode workshop situates on a land area of 5544sqm with 50 strong manpower.

The customer segments include

Textile

Tanneries and

Turmeric

With over 60% market share, EICHER is the market leader in Coimbatore, Erode, Tirupur

and Nilgiris. The long standing relationship between the dealership, EICHER has enhanced the

image of the products as well as the service reach nearer to the customers.

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GREEN INITIATIVEAs a responsible corporate to serve society Anamallais have installed 2 wind mills to

generate electricity with the help of wind energy and also exploring the possibility of generation of

electricity from solar.

They also recycle the waste in their workshop and use it for growing plants and trees.

They also keep usage of paper base minimum in their organization by carrying out maximum

transactions electronically.

They value customer satisfaction as a prime mover for the progress of their business.

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Vision To be recognized as an industry leader driving modernization in commercial transportation in

India and the developing world.

Mission Aims to continuously improve transportation efficiency in India and developing markets,

thereby reducing logistics cost of good and people - leading to higher enablement of specialization in

manufacturing, agriculture and services thereby increasing the nation’s economic activity and

productivity.

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Product Profile:All Eicher buses are built on one common philosophy –comfort and safety for all passengers

and it shows. It shows in the premium comfort features which ensure that the journey to destination

is nothing less than a joy-ride for the passengers.

Eicher Cruiser

A school bus just does not carry children.

It carries a responsibility. And Eicher Crusier is up to it in every regard.

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Salient Features:

Interior Side handle on the seat nearest to the door to give adequate support to the

children.

Rear top of the seats are padded to give the children more safety in case of

sudden impact.

Speed alarm unit near the driver which enables the bus in charge or the teacher

accompanying the children to monitor the speed of the bus.

Two handles on the rear side of the seat at convenient height for the children,

providing support for holding while the bus is in motion.

A first aid box

Extra smooth sliding windows.

Windows fitted with safety bars.

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Exterior

The hazard warning lamp which switches on and ‘stop’ sign comes out with the door

opening ,to signal the other vehicles that children are embarking\ disembarking the

bus.

Larger driver window for proper ventilation.

Unique good looking front design

External workable battery hatch.

Variable rate suspension for better ride comfort.

Low step height for easy entry and exit.

EICHER TRUCKS

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EICHER Trucks are designed for superior performance with better fuel economy, higher

rated payload and faster turnaround. Hence these trucks have low operating cost and ,high reliability

leading to higher profits.

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ADVANTAGES: Extra pulling power for extra loads

Extra strong chassis & suspension – low maintenance cost.

Extra strong axle & gearbox for high reliability

Options for ready to use factory built-in cabin & cowl chassis

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FEATURES

Low turning radius

High top speed, high acceleration

Cowl without face- optional.

3year unlimited kilometers

Three labour free service.

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FINANCE MANAGER

HUMAN RESOURCE MANAGER

SALES AND MARKETING MANAGER

SERVICE MANAGER

INSURANCE RTO HEAD

GENERAL MANAGER

SENIOR MANAGER HR ASSISTANT HR MANAGER

Organization chart

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Functional departments

Human Resource Department

Human resources are the set of individuals who make up the work force of an organization,

business sector or an economy. Employees are viewed as assets of the enterprise, whose value is

enhanced by development.

Hence companies will engage in a barrage of human resource management to capitalize on those

assets. The professional discipline and business function that oversees an organization’s human

resources is called human resource management.

The HR department constitutes the following divisions.

Administration

Recruitment

Selection

ADMINISTRATION

The work allotted for administration department are

Mail communication

Manual register

Attendance for staffs and visitors

Security guards register

Leave register maintenance.

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RECRUITMENT

Recruitment refers to the process of attracting, screening, selecting, and on boarding a

qualified person for a job.

The stages of the recruitment process include: job analysis and developing a person specification; the

sourcing of candidates by networking, advertising, or other search methods; matching candidates to

job requirements and screening individuals using testing (skills or personality assessment);

assessment of candidates' motivations and their fit with organizational requirements by interviewing

and other assessment techniques. The recruitment process also includes the making and finalizing of

job offers and the induction and on boarding of new employees.

There are two types of recruitment process in an organization

Pre recruitment

Post recruitment

Pre Recruitment

In pre recruitment the labors are selected on contract basis. The candidates are verified with

scar matching and address proof before they get into next phase. The line managers and supervisors

are recruited at this stage. The supervisor salary is decided by the senior HR Manager.

Post recruitment

The complete employee code is generated in this division. Employee is expected to have

bank account of SBI, Kotak Mahindra and AXIS.

Sources:29

The source of receiving resume includes Job portals like OLX, CLICKIN, etc. walk - ins

and referrals.

Types of recruitment:

1. Internal recruitment and

2 .External recruitment.

1. Internal Recruitment

The assessment of an employer's current staff to ascertain if any current employees are

sufficiently skilled or qualified to perform required job vacancies. When a business engages in

internal recruitment, a current employee might be reassigned to the new position by giving them

either a promotion or an internal transfer.

2. External Recruitment

External recruitment is a type of recruitment where organizations rely on suitable applicants from

outside the organization to fill a vacancy. Methods of external recruitment include; headhunting,

advertisements, data base search on job sites and contract staffing.

Advantage of External recruitment:

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The main one being that a wider audience can be reached which increases the chance that the

business will be able to recruit the skills it needs.

SELECTION

Selection is the process of choosing the most suitable person out of all participants.

Selection is the process of differentiating between applicants in order to identify those with greater

likelihood of success in the job.

Selection means a process by which the qualified personnel can be chosen from the

applicants who have offered their services to the organisation for employment. The Selection process

divides the candidates for employment into two classes—those who will be offered employment and

those who will be rejected. Thus the selection process is a negative function because it attempts to

eliminate applicants, leaving only the best to be placed in the organisation.

Selection is the process in which candidates for employment are divided into two classes— those

who are to be offered employment and those who are not.

After recruitment and selection on-the-job training is provided for employees.

PF DETAILS:Employees who serve in the organization for more than 10 years and who have crossed the

age of 50 are eligible for pension.

Totally the employee is eligible for 24% of PF. This 24% is divided between employer and

employee equally.

ESI benefits are also given for all the employees. Around 6.50% has to be contributed by the

employees for ESI.

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Sales and Marketing Department

Marketing is perhaps the most important activity in a business because it has a direct effect on

profitability and sales. Business dedicates specific staff and departments for the purpose of

marketing. There are about 250 employees who have been in marketing department of Anamallais

Agencies(Stadium).

It is important to realize that marketing cannot be carried out in isolation from the rest of the

business. The marketing section of a business works closely with finance and human resources to

check their plans are possible.

Anamallais uses sales forecasts produced by the marketing department to plan for the

production schedules.

Sales forecasts forms an important part of the budgets produced by the finance department, as

well as the deployment of labor for the human resources department.

Planning and Budgeting Company’s Marketing team requires input from:

Development – what products will need to be marketed in the coming year. Sales – what revenue must be achieved and what coverage model that has to be enabled. Finance – the budget constraints.

Marketing Operations interfaces with the other functions, manages a timeline for Marketing input and deliverables, and helps build the final document – the Marketing annual plan.

The executive team and/or Finance team provide numbers within which each function must plan. The executive team will ask each function what they believe they need for the coming year.

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PROCESS

Marketing Operations professionals Anamallais are increasingly expected to develop and

optimize marketing-related processes such as

Budgeting and planning process

The process for integrating new requirements of the customers and

The process for distributing a vehicle.

The marketing team is trained in such a way to gather the future expectations of the

customers so as to enhance the current vehicle flexibilities.

DATA

The quality of a Marketing campaign depends entirely on the quality of the data that it

leverages about existing and prospective customers.

The company focuses on gathering customer data because having a greater amount of quality

data about customers needs increases the likelihood that a more accurate model can be built.

Obtaining and maintaining quality data is an ongoing challenge that often falls to Marketing Operations. The department of marketing in Anamallais does the following.

Evaluating the condition of the existing marketing data Conducting a ‘spring cleaning’ process to separate out duplicate data, dummy data and

incomplete data Establishing a process to conduct routine cleansing of incoming and existing da

The data that are collected from customers are reviewed for every quater.

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Manage Assets

Strategic Planning

Budget Management

Asset Management

Production Management

Generate Demand

Data Management Campaign Management

 Each marketing employee in Anamallais looks at the market differently but expansively. The

department of marketing is totally engaged in

Managing the Development and Distribution and Assets including budgets, plans, templates, image, logos, etc.

Generating Demand: Segmenting the total market to identify logical targets for each vehicle and service, engaging in a meaningful exchange of information with target, providing with enticing offers, sustaining the customer’s interest in purchase.

Measuring Results: Measuring the component of every element of the process from the time the customer enters the showroom for getting quotations.

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Measure Results

Analysis Reporting

Marketing Performance Measurement

Marketing Performance Measurement should be a logical extension of the Planning and

Budgeting exercise that happens before each fiscal year within the organization. Every person in the

Marketing department knows what they have to do to help the company achieve its goals.

Quarterly Operations Reviews represent another good way to monitor Marketing’s progress towards its annual goals.

Daily meetings are conducted for the Team Leaders of marketing departments and weekly meetings take place for every individual in the marketing team. This meeting holds good to know about the level of sale in that week and helps in providing ideas in improving the sales further.

At a Quarterly Operations Review direct reports on achievements relating to the organizations goals are presented. This is a good opportunity to update goals based on information gained during the quarter that has just ended.

Every month sales volume of individual employees is calculated and the employee who has achieved the maximum sales of is identified and rewarded.

Customers visit the showroom atleast twice or thrice to know about the vehicle performance before they prepare themselves for the purchase. Two of the company sales executives accompany the customers inside the showroom to tell about the features of the vehicle that they are looking for. Customers are allowed for the test drive accompanied by one of the service center drivers.

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Once the vehicle is finalized and purchased then the customers are kept in track to get the feedback about the performance of the vehicle they purchased.

Export Possibilities: Volvo-Eicher Commercial Vehicles (VECV) plans to export 60 per cent of the engines that

will be produced at their upcoming medium duty engine plant at Pithampur to Volvo group

companies overseas.

The company launched three new products

its Skyline bus,

a tipper for applications in construction and mining and

a 14.5-tonne Gross Vehicle Weight truck in the Pune market.

Main function and objective of a sales department:

The main function of a sales department is to effect sales. It is concerned with the transfer of

ownership on terms satisfactory to both the buyer and seller. This has to be done at the lowest

possible cost.

The basic objective is obviously the achievement of profit through service.

A sales department consists of persons working together with a view to market the products

manufactured by the EICHER.

It is thus responsible for all that is necessary to market the product from the stage when the

product has left the manufacturing department.

The result of the sales effort would naturally depend also on the effort of the other operations

and departments such as research, advertising traffic, finance and credit.

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Services and InsuranceThe kinds of services rendered by servicing department are as follows

Pre delivery inspection

FC section

Accident section

Paid service section

Free service section

Breakdown section

On road service

Pre Delivery InspectionThe PDI department is responsible for functional and visual inspection of machines in

conformity with our customer’s specification their activity comprise of a thorough product check

according to quality demand specified by customers. Defects and incompleteness are observed and

reported within the various stages of build process and corrected by qualified employees. The

machine then moves to the washing and refurbishment bay prior to the final inspection.

All the service department employees of Anamallais are directly trained by EICHER service

team for every six months. This helps in improving the quality and standard of service that is

required for the vehicle.

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FC section

Fitness Certificate for Transport Vehicle

1. Who can apply and the eligibility criteria?

2. What are the documents to be given?

3. To whom should one apply?

4. When vehicle should be produced for inspection

5. Time limit for service to be rendered?

                      

  The above mentioned are the procedure for applying fitness certificate for a vehicle. The

organization renders its hands in helping out customers know about the formal procedures and

guides them in getting Fitness Certificate.

Accident section

Report the Accident to Your Broker, Agent, or Insurance Company

What Happens After You File a Claim with Your Insurance Company?

How Does Your Insurance Company Assess Fault?

Can Fault in an Auto Accident Be Shared?

How Does an At-Fault Accident Affect Me?

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What Can You Do If You Disagree with Your Insurance Company’s Assessment of Fault?

What Can You Do If You Disagree with Your Insurance Company’s Assessment of Fault

What to Expect If Your Vehicle Has Been Damaged

Does Your Insurance Company Have to Provide You with a Rental Vehicle?

How Does Your Insurance Company Decide Whether to Repair Your Vehicle or Declare It a

Total Loss

Getting Your Vehicle Repaired

You May Be Responsible for Paying Certain Deductibles

What to Expect If You’ve Been Injured

Applying For Accident Benefits

On Road Service Eicher provides its customers the benefit of an extensive sale and service network, customised

solutions and an efficient cost of ownership. Eicher has over 938 contact points across India and over

10,000 private mechanics trained by the company, ensuring that your vehicle is in safe hands.

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SWOT ANALYSIS

STRENGTHS

1. An Evergreen industry which is well established.

2. Strongest player in trucks and bus segment.

3. Best innovators

4. Assembly line manufacturing and JIT inventory management has enabled to achieve

significant gains in productivity.

5. Exceptional human resource base.

WEAKNESS

1.Lack proper infrastructure facilities.

2. Poor after sales service.

3.Lags behind other industries in Training and Reward.

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OPPORTUNITIES

1. Auto financing

2. Green vehicles

3. Royalty through patents.

THREATS

1. Global crisis

2. Lack of technology

3. Raise in competition

4. Focus on R & D is very little.

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LEARNING OUTCOME The organization study helped me to know about the real industry activity. This helps in

better understanding of the concepts that havebeen studied theoretically.

The study helps to grab the basic information about functions of all the departments.

As a trainee had some exposure about the role of different departments in an organization

This study gave an opportunity to interact with higher officials.

This study helps to know about the automobile industry and the importance of vehicles in

transportation of goods from one place to another.

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CONCLUSION:Annamallais Agencies (Stadium) is the company which works in a systematic manner. The

way the supervisors manage employees, the employee discipline, decorum of workplace, punctuality

of the employee are amazing. The coordination within the department and between different

departments of the organization are found to be excellent. The overall standing of the facility of the

organization stand-point is good. Innovation is an issue that can be dealt with quickly, easily, and

with little expense. When the expectations of customers are met with little innovation time to time it

can improve the level of sales and can capture the market share.

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