Professional Documents
Culture Documents
Lotus Institute OF Management
Lotus Institute OF Management
PROJECT
OF
HUMAN RESOURCE MANAGEMENT
ON
The goal was fixed, moves were calculated and I moved with full of
enthusiasm, vigor and keen interest.
There was a time when it proved to be on up hill task, the goal seeming
beyond my reach. But as work progressed my determination and will
power grew stronger and completion of this work further confined my
belief that, “WHERE THERE IS A WILL THERE IS A WAY”.
It’s a sheer pleasure for me to state with candidly that this entire project
is a heartily attempt to reach maximum accuracy. I therefore take this
opportunity top express my utmost gratitude and indebtness to all who
have contributed in some way.
1) Acknowledgement
2) Objective of the study
3) Organization structure
4) Quick facts of MUL
5) Some successful stories of MUL
6) Vision ,values
7) Division and Departments
8) Organization chart
9) HR vision
10) HR initiative
11) Culture building initiative since Inception
12) Focus of effective management process since Inception
13) Induction and Succession
14) Matter usually discussed in the Induction program of MUL
15) Induction program
16) Meaning of Recruitment
17) Process of recruitment
a) for a particular city
b) for a particular dealership
c) depending on the availability of infrastructure
d) for a particular qualified person
18) Selection meaning
19) Selection process of MUL
20) Meaning of training
21) Importance of training
22) Sales and training department of MUL
23) Training process for sales executives
24) Training process for sales manager/general manager/branch
manager
25) Training and Development of Dealers sales executives
26) Performance Appraisal in MUL
27) Major findings
28) Conclusion
29)Appendices
30) Bibliography
31) webliography
Objectives
1
• BOARD OF DIRECTORS
2
• DIVISION HEADS
3
• DEPARTMENT HEADS
• DIVISION HEADS
FACTS OF MARUTI UDYOG LIMITED
Quick Facts
2005 Number one in JD Power SSI for the second consecutive year.
Number one in JD Power CSI for the sixth time in a row - the only
car to win it so many times.
M800, WagonR and Swift topped their segments in the TNS Total
Customer Satisfaction Study Leadership in the JD Power Initial
Quality Study - Alto number one in its segment for the 2nd time in a
row, Esteem number one in its segment for the 3rd year in a row,
Swift number one in the premium compact segment.
WagonR and Esteem top their segments in the JD Power APEAL
study.
TNS ranks Maruti 4th in the Corporate Reputation Strength (CSR)
study (#1 in Auto sector)-Feb 05.
Maruti bagged the "Manufacturer of the year" award from Autocar-
CNBC (2nd time in a row)-Feb 05.
First Indian car manufacturer to reach 5 million vehicles sales.
Business World ranks Maruti among top five most respected
companies in India-Oct 04.
Maruti ranked among top ten (Rank7) greenest companies in India
by Business Today - Sep '04
GM (Sales)
Aamir
M.
Khan
HR INITIATIVES
Induction program
MEANING OF RECRUITMENT
It is the process of searching the potential candidate and offers him or
her the job. It is positive in nature in the Indian context.
Process of identifying and hiring best-qualified candidate (from within
or outside of an organization) for a job vacancy, in a most timely and
cost effective manner
Applicants would be asked to appear for the test. The test would
be available both on CD and as a paper and pen test. (The CD is
available with the RO regional officer)
The Candidates who pass the test will be short listed for interview
For a particular Dealership
Test could be conducted when The Candidates who pass the test
a RO person visits the will be short listed for interview.
dealership.
1 2 3 4
INDUCTION
EMPLOYMENT
TEST
FINAL APPROVAL
REFERENCE TEST
MEDICAL TEST
EMPLOYMENT INTERVIEW
SELECTION TEST
Application Form
2} Application Form
3}Selection Test
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:-
6} Reference Checks
(b) Because of
(a) a prospective employer would be breaking a confidence if
he or she asked for a reference before an offer of a job
had been made and accepted.
(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.
7} Final Approval
8} Employment.
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.
9} Induction.
IMPORTANCE OF TRAINING
Training Details
Vision
“Equipping MUL and Dealer Sales Fraternity with the requisite mindset,
knowledge and skills, and enhance the business value of our associates
Objectives
PROGRA
M FOR
DEALING
SALES
IND PRODU AVISORS
EXECUTIV
ES
CT SELLING CUSTOME FOR LIFE DELIVERY
UCT PROGR SKILLS R CARE PROGRA
HANDLIN
G
PROCESS
IO N A M
CORPORA
TE AND
INSTITUTI
ONAL
SALES
SALES
DEALERSHIP BRANCH
MANAGERS/TEAM
MANAGEMENT MANAGER
LEADERS
PROGRAM PROGRAM
PROGRAM
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 get a buy in on the
business plan, Time management/Prioritizing etc
Training and
Development of dealer
Sales Executives
Development and
CONDUCTING
Updation of Training
TRAINING
Modules
Development and Updation of Training Modules
1. Conducting Training
dealerships.
3. Communication:
Auto Finance
Insurance Distribution
Corporate Leasing and Fleet Management
Pre-owned Cars Business
BIBLIOGRAPHY
1} Aswahthappa
2}VSP RAO
WEBLOGRAPHY
1} Maruti udyog.com
2}Google.com
3} Management paradise.com