Maruti Suzuki India Limited


Presented by
Group-05
 Satish kr. Jha (05)
 Sanjita Bahera (10)
 Lagnajit A. Sahoo (15)
 Dipak Kakati (20)

Chandan Verma (26)
 ABOUT THE COMPANY

The advent of Maruti in 1983 marked the beginning of a revolution in the
Indian automobile industry.
 MSIL entered into collaboration with Suzuki Motor Corporation (SMC) in
December 1983.

The name of Maruti Udyog Limited was changed to Maruti Suzuki India
Limited in 6, September 2007.
 The collaboration heralded a revolution in the Indian car industry with the
production of the first car Maruti 800.
COMPANY’S VISION

“The Leader in the Indian Automobile Industry, Creating Customer delight

and Shareholders wealth; A pride of India”.
 Cont'd
COMPANY’S MISSION

“To provide a wide range of modern, high quality fuel efficient vehicle in order
to meet the need of different customer, both in domestic and export markets”

COMPANY’S CORE VALUES

The Five Values identified are as follows:

Customer obsession
Fast, flexible and first mover

Innovation and creativity

Networking and partnership
Openness and learning
ORGANISATIONAL STRUCTURE OF MSIL
MANAGING DIRECTOR & CEO

DIECTOR & MEO

MEO / EO

DVM / SFM 2

DDVM / SFM 1

DPM / FMGR

SR. MANAGER

MANAGER

DY. MANAGER

ASST. MANAGER

SUP/ASUP

TECH./ASSIST.
 HR VISION & HR INITIATIVES

HR VISION-Lead and Facilitate continuous change towards organizational

excellence ; create a learning and vibrant organization with high sense of
pride amongst its members.
HR INITIATIVES-
• Improve the performance Appraisal system - it’s process, skill & usage
• Introduce a Potential Appraisal System Improvements in internal &
external Training & it’s effective utilization. Training need
identification.
•Systematic career planning ; Job Rotation ; Empowerment; Job enrichment
• Periodic communication meeting at various level; Roll out of Vision
• Retention of Talent
 CULTURE BUILDING
Japanese Management philosophy of Team Spirit
 • Common uniform
 • Open office
 • Common Canteen
 • Open Office – Easy accessibility, Speedy
 • Communication and decision making
 • Morning Meetings
 • Morning Exercises
 Induction program

Objective: The objective of this program is to facilitate smooth induction of

the new employe into their place of work . This program attempts to orient the
new employe on a few important parameters, which are listed below:

Overview of Maruti and Suzuki
 Building understanding of the car market in India and various segments

Understand MSIL’s product range and positioning in each segment

Understanding the basics in the automobile industry
 Overview of each Maruti model and the MSIL ‘Advantage’
 Overview of the selling process and how to uncover needs of a customer to do need based
selling
 Role of financing as a sales tool and the various financing options available

Ensuring personal effectiveness
 Understand the attributes of a good employee
 RECRUITMENT PROCESS

In MSIL there are two main sources of recruitment:

SOURCES OF
RECRUITMENT IN MSIL

Campus recruitment Selected

empanelled campuses
Lateral recruitment Consultants,
Job sites Employee referral
 Selection Process


1} Preliminary Interview (screening applications)

2} Application Form

3}Selection Test

4} Employment Interview

5} Medical Examination

6} Reference Checks

7} Final Approval

9} Induction.
 Training Development
&
Performance appraisal
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.
1.Induction - Aims to provide an understanding of the automobile industry,
MUL, its policies and products. (2 Days)
2.Product programs- Imparts complete knowledge on MUL product vis-à-vis
competition. Various programs are Segment A1, Segment A2, Segment A3 and
Versa, Grand Vitara XL 7. (2 Days)
3.Selling Skills/ Consultative Selling Process- Enables executives to understand
customer needs, sales processes etc and enables them to apply learning in
actual selling. (2 Days)
 Cont'd

4.Advisor for life program: In this changed competitive environment the role of Dealer
Sales Executive is seen more than a person who is selling cars to the customers. He is
expected to be the Customer's ' Car Advisor for life' and make that one-time customer
into his 'Customer for life'.
5.Program for Dealer sales Executives handling Corporate and Institutional Sales. (2 Days)
6.Delivery Process : The training program on 'Delivery Process' has been developed . It
not only focuses on the processes to be followed for delivery but also makes the
employee realize the importance of a good delivery (delivery is not the end of a sale
but a beginning of a relationship)

Maruti adopts `360 degree' appraisal system

Employee to be evaluated not just by superiors, but also by
peers, and subordinates.
 Conclusion
1) They treat all the employees equally
2) They tries there best to increase the efficiency of the employees by
providing them different motivation programs.
3) They make new recruits aware about the company and working pattern of
the company.
4) They focus on each and every department of the organization.
5) Having different recruitment process for different departments of the
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 there
employees.