ISSUES OF COVID- 19 ON HUMAN RESOURSE

MANAGEMENT OF AUTOMOBILE SECTOR

Submitted By (Group- C)

Ayushma Shrestha

Deepak Baral

Laxan Maharjan

Naresh Khanal

Reeya Bajracharya

Sangit Shrestha

(MBA 1st Semester – B)

Submitted to

Bharat Sunam

IIMS College

Lincoln University

In partial fulfillment of the requirement for

the Master’s degree of Business Administration (MBA)

Kathmandu (Dhobidhara Marg), Nepal

May, 2020

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 JOURNAL

S.N Activity Remarks Time-Schedule

Selection of
sector/industry and April 29
1. Group Discussion
division of the role to 11:00AM – 12:PM
the team.

Researched on background about the Collected information

2. April 30-May 1
Automobile sector. about the industry.

Researched on Google about the Gathering of the

3. Automobile industries and its current information about the May 1 onwards
situation current scenario

Problems faced by
Google search on effects of COVID- May 2
4. company due to
19 9:00 am onwards
COVID - 19

Reviewed articles on HR roles of Information on HR May 2

5.
automobile industries. roles 10AM onwards

Post Covid-19 HR May 4

6. Searched for HR crisis and issues
Challenges 10AM onwards

Searched about how the automobile

Work from home,
7. companies are running in this May 5
sales call, etc.
pandemic

Points/information
Article on HR in business planning
8. gathering about
strategies May 7
planning

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 ACKNOWLEDGEMENT
The success and final outcome of this assignment required a lot of guidance and assistance from
many people and we are extremely fortunate to have this all along the completion of our
assignment work. We have received both practical and theatrical skills in the assignment. This
assignment ' ISSUES OF COVID 19 ON HUMAN RESOURSE MANAGEMENT OF
AUTOMOBILE SECTOR ' has been prepared to fulfill the partial requirement of MBA 1st
semester curriculum.

We are very thankful to IIMS COLLEGE for giving us the opportunity to explore the actual
culture of HRM. We would like to acknowledge our special gratitude to respected lecture
Mr.Bharat Suman and we would also like to thank Miss Ashmita Pradhan, HR Assistant
Manager, CG HOLDINGS PVT.LTD for giving us the opportunity to know about HR culture
in organization.

We are really grateful because we managed to complete this assignment within the given time
by Mr. Bharat Suman. This assignment cannot be completed without the effort and co-operation
from our group members Ayushma Shrestha, Deepak Baral, Laxan Maharjan, Naresh Khanal,
Reeya Bajracharya, Sangit Shrestha. Last but not least, we would like to express our gratitude
to our friends and respondents for support and willingness to spend some time with us.

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 TABLE OF CONTENTS
Section Page No

Title Page i
Journal ii
Acknowledgement iii
Table of Content iv

CHAPTER I: Introduction 1-5

1.1 Background 1
1.2 Mission Statement of Company 2
1.3 Research and Development 2
1.4 Human Resource Roles 2

CHAPTER II: Issues and Crisis of HRM in Automobiles Sectors 6-8

2.1 Issues 6
2.2 Crisis 7
2.3 Research Gap 8

CHAPTER III: Business Operation and HR Strategies 9-12

3.1 Business Operation during Lockdown 9

3.2 HR Strategy and Planning 10
3.3 Findings and Learning from the Project 12

CHAPTER IV: Summary and Conclusion 13

4.1 Summary and Conclusion 13

References

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 Chapter I
Introduction
1.1 Background

The COVID-19 pandemic, also known as the coronavirus pandemic, is an ongoing coronavirus
disease pandemic 2019 (COVID-19) caused by serious acute respiratory syndrome. The
epidemic was first detected in Wuhan, China in early December 2019. The epidemic was
declared a public health emergency of international significance by the World Health
Organization on 30 January, and a pandemic was announced.

The outbreak of coronavirus (COVID-19) causes widespread concern and economic distress on
the part of consumers, companies and societies around the world. The automobile industry is on
the front line, as the pandemic disrupts business as normal and throws the economic climate
into turmoil. The main manufacturing centers are some of the most impacted countries, home to
crucial ties in the global supply chain of the industry.

Typical contingency plans help allow organizational effectiveness in the aftermath of events
such as natural disasters, cyber-attacks and power outages. Generally speaking, they do not take
into account the extensive quarantines, prolonged school closures and travel bans that are being
imposed in countries across the world to help contain the virus spread.

It has struck the automotive industry: factory closures, damage to the supply chain and a fall in
demand. Manufacturing processes just in time have propagated the effect across the globe.
Small and medium-sized businesses are among those hardest hit and lose millions of workers.
Car manufacturers are crucial to setting off the global economy, not only to manufacture life-
saving ventilators. The automotive industry is important to the global economy and the
resulting growth in many respects: ties to other sectors, jobs in the automotive industry,
economy

The automotive industry comprises a wide range of companies and organizations involved in
the design, development, manufacturing, marketing, and selling of motor vehicles. It is one of
the world's largest economic sectors by revenue. The automotive industry does not include
industries dedicated to the maintenance of automobiles following delivery to the end-user, such
as automobile repair shops and motor fuel filling stations.

In context to Nepal If there is one industry that has posted a consistently aggressive growth rate
in the past decades, it has to be the automobile industry. CG Moto Corp, the automobile
division of the Chaudhary Group, has been a leader in the Nepalese automobile industry for the
past 30 years.

Suzuki Motor corporations are an eastern multinational agency established in Minami-ku,

Hamamatsu. Suzuki manufactures cars, 4-wheel force motors, bikes, all-terrain motors (ATVs),
outboard marine engines, wheelchairs and an expansion of different small internal combustion
engines. In 2016, Suzuki was the eleventh biggest automaker via manufacturing worldwide.
Suzuki has over 45,000 personnel and has 35 manufacturing facilities in 23 nations and 133
distributors in 192 nations. the worldwide sales quantity of motors is the sector's tenth biggest,

5
even as home income volume is the 0.33 biggest within the USA.CG | Moto Corp is the sole
distributor of Suzuki Motors Corporation (Japan) and Maruti Suzuki India Limited (India).

1.2 Mission Statement of the Company:

1. Develop products of superior value by focusing on the customer

2. Establish a refreshing and innovative company through teamwork

3. Strive for individual excellence through continuous improvement

1.3 Research & Development

Creating a new value to the next generation challenge for the evolution of product and
lifestyles. In 1981 Suzuki automobiles joined Nepali Car with Arun Intercontinental Traders
(now part of CG). Maruti Suzuki's later selling of different product was also approved to Arun
Intercontinental p. Ltd. Actually Suzuki cars are Nepal's No 1 selling car brand with the largest
sales, operation, and spare network that no other brand in the country can match. Suzuki offers
the largest product breadth with products serving customers of different sector. Currently Alto,
K10, Wagon R, Celerio, Swift, Dzire, Ciaz, Baleno, Scross, Vitara Brezza, Omni Van, Cargo
and EEco are available in the country.

Suzuki new generation electric car brands include Alto 800, Alto K10, Wagon R, Celerio,
Swift, Baleno, Dzire, Ciaz, Scross, Omni Series and Eeco. The firm is promoting the widest
selection of products among any brands available in the region. The goods range from economy
to mid-range city cars, and utility vehicles. In terms of technology the company has developed
itself well in Nepal and globally.

For the young generation and evolving lifestyles, SUZUKI creates "value-packed goods,"
continuously developing new innovations and adapting them to goods with an affluent
imagination. By applying this theory and methodology to our research and development, the
SUZUKI teams cover a broad range of the latest developments in the fields of electricity,
climate, electronics, communication, information and application management.

1.4 HR Roles of Suzuki Automobile

The manufacturing arm of the automotive industry comprises of the sectors responsible for
the manufacturing of all types of vehicles. Be it airplanes, helicopters, ships, yachts, buses, cars
or bicycles. The automotive industry is a highly concentrated industry, meaning that only a
handful of large corporations make up the majority of producers of each type of product. An
automotive business is only as strong as its employees. Within the automotive industry,
human resources departments are tasked with identifying, recruiting and developing talent
that ranges from cashiers to mechanics to managers and senior leaders. By remaining
cognizant of the challenges they face, human resources professionals and owners of small
automotive businesses can grow and improve the performance of those businesses.

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1. TALENT ACQUISITION/RECRUITMENT

Talent acquisition is defined as an ongoing HR process to acquire skilled workers in alignment

with a company's broader business goals, regardless of immediate vacancies. Recruitment
refers to the process of identifying, attracting, interviewing, selecting, hiring and onboarding
employees. In other words, it involves everything from the identification of a staffing need to
filling it. This is by far the most important function HR teams performing in manufacturing
companies. HR must recruit talent for all areas of the operation in a cost-effective and timely
manner.

Recruitment Process:

First Interview with Second Interview Third Interview with

CV Screening
HR with Team Leader GM

2. COMPENSATION MANAGEMENT

Compensation refers to pay or the exchange in monetary terms of the work performed by the
employee and is paid by the employer. This can be in the form of wages, salary or tips.
Compensation tends to be one of the largest business expenses next to raw materials or
purchased goods. Wages alone are not enough to lure in job hunters shopping around for the
best salaries, bonuses, benefits and perks. HR teams must determine the most effective
combination of these to attract top candidates while aligning all salary and incentive programs
with performance markers and working within a tight budget.

3. BENEFITS ADMINISTRATION

Benefits administration is the process of creating, updating and managing benefits for the
employees of an organization, generally assigned to the HR function. It involves tasks like:
creating the benefits program, enrolling new employees in the program, liaising with suppliers
and dealing with invoices.

Larger organizations use software that assists benefits administrators. The program creates
and maintains an enrolment profile for every employee, keeps track of information such as the
date hired, marital status, number of dependents, total hours worked, and attendance
records. HR managers have the difficult job of balancing the needs of employees with rising
costs. Every aspect of benefit administration—plans; funding, outsourcing, etc.—can make a
significant impact on the company’s bottom line.

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4. TRAINING AND DEVELOPMENT

Long gone are the days of hiring people to just do a job. Companies full of workers just “doing
a job” cannot adequately compete in the global marketplace. Engaged employees care about
their jobs and the companies they work for, wanting them to succeed. This attitude has a
direct impact on productivity and, therefore, profitability. Suzuki Moto Corporation provides
trainings like product training and sales process training. Competent HR managers use every
tool at their disposal—job training, mentoring, coaching, internships, career development,
tuition reimbursement, outside consultants, motivational speakers, volunteering, etc.—to
engage and retain employees. Failing in this function puts the company at risk.

5. PERFORMANCE APPRAISAL AND MANAGEMENT

It is the human resource team’s responsibility to ensure a smooth implementation of the

appraisal process. The first and the foremost responsibility of HR team are to design the entire
appraisal process. The criterion of performance appraisal needs to be very clear and
transparent. The HR team also needs to sit with the reviewing authorities to ensure appraisals
are done on time and only the deserving employees get the benefits. Suzuki Motor
Corporation conducts performance appraisal yearly which includes Target achievement,
walking inquiry conversation, outstanding and generated customer. Skilled performance
management promotes employee engagement and, as result, improves productivity and
financial performance. HR managers at companies can design and implement employee
appraisal programs internally or use outside consultants to ensure best practices.

6. EMPLOYEE AND LABOR RELATIONS

The definition of employee relations refers to an organization’s efforts to create and maintain
a positive relationship with its employees. By maintaining positive, constructive employee
relations, organizations hope to keep employees loyal and more engaged in their work. First,
HR helps prevent and resolve problems or disputes between employees and management.
Second, they assist in creating and enforcing policies that are fair and consistent for everyone
in the workplace. HR’s expertise in employee and labor relations is crucial in Auto Industry. In
unionized companies, labor relations and negotiations commonly affect company financials
and the bottom line. HR’s ability to maintain positive and productive employee and labor
relations cannot be understated.

7. COMPLIANCE MANAGEMENT

Compliance Management is the act of ensuring a group of people in an organization are

following a prescribed set of rules. The rules are referred to as Compliance Benchmarks or
Compliance Standards. Compliance Management comprises of a blend of procedures, policies,
audits, security controls, documentation, and tech enforcements. It also includes companies
following a set of regulations laid down by the governments, regulatory bodies, and employee
unions.

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Keeping up to date with state and federal legislation is tough for businesses. It is a necessity
for growing organizations to comply with ever-changing laws and manage personnel better.
Non-compliance may result in penalties and even potential jail-terms for Senior Management.
HR teams are expected to ensure that companies treat their employees fairly and operate
legally. HR managers need to be experts in labor law and ensure that key players in the
company are, at the very least, familiar with all regulations. Strict compliance management
helps companies avoid lawsuits and liabilities when disputes arise between employers and
employees.

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 Chapter II
Issues and Crisis of HRM in Automobiles Sectors
2.1 Issues
The entire world is struggling to cope with this outbreak and all sectors face some form of
disruption. Automobiles industry is not an exception one. This industry is as strong as its
employees. Within the automobiles industry, human resources departments are tasked with
identifying, recruiting and developing talent that ranges from cashiers to mechanics to managers
and team leaders to junior executives .Here are some issues that HR is facing in this pandemic.

1) Manage Flexible Work

When the time comes for company to start bringing employees back into the workplace,
business will come under intense security for how they manage the wellbeing of their staff. But,
HR manager will therefore have to carefully consider their re-introduction strategies. The most
important aspect of this will be the company's investment into health and safety measures I.e.
taking temperature checks upon entry into the office, maintain social distancing, seating plans
in cross ways directions, limited people in the meeting room.

2) Manage Employee Communication

It would be a mistake for organization to expect employees to return back to normal as soon as
lockdown open. It is important that the system in place that ensures staff are equipped with
the right information in order to stay safe, remain engaged with their company, and be prepared
for work to reopen. Company needs to keep on informing about, how the business has been
impacted and how is it going to start again after the lockdown.

3) Product Features

In a post Covid 19 world, the use and utility of vehicles are expected to change massively. As
the world moves out of this pandemic they are most likely to have increased their digital
engagement. It is important to use the safety measures first. So, the product features show been
show in the tabs or laptops rather than using the brochure.

4) Work From Home

Due to the shutdowns and lockdown, many employees have been asked to work from home as
the preventive measures against the COVID 19 outbreak. Under lockdown shows that working
from home shows employees positive effect on both their work and lifestyle. The most benefit
that employees get is they save money by not travelling to various places, reduce the stress, and
having the positive impact on the environment.

5) Digital Payment System

The COVID 19 outbreak has brought a global crisis all over the world, it has led a massive hit
in every economy sector of the business with the drastic impact on the banking sector as well as
the automobiles sectors. Many businesses are being shutting down, markets are crashing, jobs

10
are being lost and everything is going haywire. But one of the notable problems arising is the
lack of access to liquid cash as we are not allowed to go outside due to this pandemic. This is
why digital payment system has been the important gateway for the entire customer necessary
as per the current situation.

6) Customer and Services

COVID 19 outbreaks has brought loss in every sector, providing emergency services to
essential vehicles like ambulance, health care staffs vehicles and also diplomats vehicles. The
care is important for now, which support the nation and helps in the pandemic.

2.2 Crisis
When we are out from this COVID 19, we will enter into a complete different world. The
modification that will be democratic and universal. It will impact the world powers, human
behavior, business and preferences for the technology in a striking means. Automobiles sector,
a central part of the manufacturing business globally, will also come out vigorously in a totally
changed format and the following are the most certain transformation.

1) Backups for budget deficits

The pandemic does not finish in short run, stress test financial plans for multiple scenarios to
understand the potential impact on financial performance and assess how long the impact may
continue. Where the company is significantly impacted, consider requirements depend on
salary, technology, incentives and new products.

2) Business Operation Hamper

Automobile industry across the country are shutting down, manufacturing facilities to contain
the spread of this virus. This pandemic hamper in the production and manufacturing factors ,
due to which there is very less production of the product, employee don’t feel safe to work from
their work place.

3) Financial Crisis

Due to the COVID 19 pandemic, nation is now facing with a very different and much harsher
reality. The pandemic create shortage of consumable goods and raw materials if the outbreak
continues, which leads the people to fridge the money an spend it on only in necessary goods.

4) Less no of Customer

The disruption to normal life will continue for a long while. This will put some added pressure
on customer to visit the showrooms, dealers place and servicing center. Many people suffer
from financial problem as the point view of employee they get only half salary, financial
institution don’t provide loan. People don’t force on automobile because it is the secondary
thing for them. They don’t prefer to spend more money on vehicles.

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5) Broken links with the supply chain

Company that are operating in or exposed to countries that are significantly affected by COVID
19 will experience disruption to their supply chain and production commitments. While
working with the supply chain companies have to contact with suppliers regular regarding their
capability of delivery goods and services and work out recovery plans.

2.3 Research Gap

The automotive industry comprises a wide range of companies and organizations involved in
the design, development, manufacturing, marketing, and selling of motor vehicles. It is one of
the world's largest economic sectors by revenue. Previous reports done by other researchers
were based on primary sources of information but due to COVID-19, this research is based on
secondary source. Other researches were concerned with HR challenges but this research is
done concerning COVID-19 and its impact. The impact of the coronavirus (COVID-19) is
being felt by all businesses around the world. The HR should apply new plans and strategy.
Hence, the research is based on current scenario of automobile sector.

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 Chapter III
Business Operation and HR Strategies
3.1 Business Operation during Lockdown
There are various operations during the lockdown some are listed below:-

1) Plan the Settling In

With the lockdown easing up, many businesses have already put in place safety measures to
protect their company and employees. Social distancing has to be maintained with desks and
work stations kept at a distance of at least 6 feet from each other. Some are revamping their
emergency plan to include this new pandemic for the future. If there is no emergency plan in
place, this is a good time to make one for today and the future.

An emergency plan not only outlines the steps a company will take in such times but also the
measures to be undertaken for the protection of employees and businesses. It becomes the guide
to follow and must include information such as measures to protect employees, emergency
contacts, business operations, and any deliverable measures.

2) Rotation Of Duties

The impact of the coronavirus will be here for a while. This means, businesses can no more
function as before but take in the new reality in place, the ‘new normal’. This means, where is a
space crunch, managers will need to organize a shift based or rotational work policy where a
part of the team will function from office and the rest from home. This way, the spread can be
minimized and ensure the safety of everyone.

3) Sanities Your Workplace

With everything going on to ensure employee satisfaction and expectation, businesses will need
to fumigate and sanitize the workplace on a regular basis. Establish standard operating
procedures for cleanliness and sanitization. Ensure work desk and floors are cleaned with
disinfectants, stock up on hand sanitizers, issue directives and print outs suggesting washing
hand techniques and using soap, make sure sick employees stay at home. These are some of the
safe bet options.

4) Sensitize Your Team

Remember, not all your employees will feel safe to return to work. Those who do turn up might
feel a bit overwhelmed by overthinking the situation. Some might be in denial and proceed
without care. All these signs must be taken up at a regular safe space talk/meet individually and
assure them of the situation. Highlight the work environment is being sanitized daily, assure
them they are taken care of, and create a sense of belonging by acknowledging their fears and
concerns. Create a stress-busting activity where they can talk about their feelings, without fear
of judgment. Let this activity be non-work related as well.

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5) Maintain Social Distancing

While it is important to ensure your employees remain productive, post lockdown, you will
have to ensure social distancing is being maintained as part of the ‘new normal’ in running a
business. The lockdown may have ended but the disease still remains, therefore, till the time
there is no advisory from medical authorities, social distancing amongst the employees has to
be maintained. This also includes taking breaks and going for lunches. Stagger your employees
for their break, space out the dining area, and ensure food is being handled with protective
masks and gloves.

3.2 HR Strategy and Planning

The worldwide monetary effect of the coronavirus (COVID-19) is noteworthy. The expansion
in government-coordinated "lockdown" guidelines since the World Health Organization
announced the novel coronavirus flare-up a pandemic has organizations scrambling to react
deliberately to the danger. Numerous associations are depending on their HR groups to assist
them with exploring the changes – and organizations without inward HR divisions despite
everything face basic and conceivably exorbitant HR approach choices.

This is a highly complex, unprecedented situation, so there is no clear, universal action template
for organizations to adopt. Even federal, state and local government responses to the virus have
conflicted as all entities do their best to address the immediate concerns of their respective
audiences with the best information available to them in real time.

Presently like never before, it is basic for our official authority groups and HR experts to work
together on (SMART), human first arrangements that will guarantee their organizations can
rapidly bounce back when we altogether contain the prompt danger from the coronavirus.

Here are key employee related strategies to discuss:

 Remote work:

Given the forced office closures and community quarantine guidance, COVID-19 has brought
remote work to the forefront of HR policy conversations. Many organizational design
professionals believe that this period of rapidly forced working from home will change the
workplace landscape indefinitely.

 Benefit:

Like leave inclusion, representative advantages change generally by organization. For

associations that don't offer a medical advantages program, remember that the current
worldwide accentuation on wellbeing concerns may build the significance of wellbeing
inclusion in workers' eyes as a key advantage in an organization.

Past the undeniable concerns identified with human services inclusion, the COVID-19
pandemic has raised a few different advantages related issues:

Many workers will have been affected by school terminations and worries for senior
consideration, so they may require flex timetable or family inclusion benefits.

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 There might be more appeal for psychological wellness support in the wake of social
separation strategies and expanded social concerns.
Employees who have lost wages and are monetarily upset may look for money related
guiding.

 Objectives and key results:

This issue is especially significant for officials and HR experts to consider, in light of the fact
that representatives who are by and by monetarily affected by this emergency are bound to
leave a business for another chance. Worker turnover is an expensive worry for all businesses
and could be particularly negative to organizations that have just experienced money related
misery because of the market downturn and isolate limitations. It is exceptionally fitting that
you set aside this effort to audit and reconsider your OKRs to reasonable targets dependent on
the current financial condition and company projections.

 Talent acquisition:

It might appear to be illogical to concentrate on recruiting when numerous organizations are

easing back down, however I accept that this circumstance presents a special open door for vital
businesses to update their 2020 employing guides, refine their manager image personality, and
source, meeting and fill key jobs inside their associations.

 Redefining culture:

The coronavirus pandemic is in a general sense moving how we live and work together and will
quicken the social upheaval in worldwide situation. Many overview respondents remarked on
how the coronavirus could be a chance to reconsider presumptions on their items,
administrations and plan of action just as broadly educating and making new items to tackle the
scenario.

 Flexi-working policy:

The COVID-19 pandemic has seen businesses adopt flexible working practices like remote
working at an unprecedented rate. Not only does this protect the workforce and provide
business continuity, they support broader, official measures to curb the outbreak.

But the situation is developing rapidly. It’s crucial that employers and people professionals
keep up with the changing context and make the most of these unusual circumstances.
Outcomes from our investigative work on good flexible working practices could be adapted and
applied to best support organizations and their workers.

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3.3 Findings and Learning from the Project
 The automotive industry is important to the global economy and the resulting growth in
many respects: ties to other sectors, jobs in the automotive industry, economy.
 The automotive industry comprises a wide range of companies and organizations involved
in the design, development, manufacturing, marketing, and selling of motor vehicles.
 It is one of the world's largest economic sectors by revenue.
 COVID 19 has brought hug crisis in global economic in every sector of business
organization, automobile industry is one of them.
 Due to which the industry facing issues like: to manage proper communication with the
employee, manage flexible work, work from home, provide service to customer.
 HR plays the vital role as the bridge between company and employees.
 The major HR roles are talent acquisition/recruitment, training and development,
performance appraisal and management, and employee/labor relations
 Some business are in operation during lockdown by applying various rules such as
maintaining distance, work from home, shift based work policy , use of masks and
sanitizers.
 Emergency plans should be made regarding employee’s protection, business operations,
deliverable measures, customer satisfaction, and emergency contacts.
 It is possible to implement the practice of working from home in future.
 Some benefits also can be seen for a company and employees due to lockdown like getting
time to spend with family, planning for future, recruiting staffs when many other
organizations are downsizing, conducting social activities to uplift organization’s image.

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 Chapter IV
Conclusion
The automotive industry comprises a wide range of companies and organizations involved in
the design, development, manufacturing, marketing, and selling of motor vehicles. It is one of
the world's largest economic sectors by revenue. The automotive industry does not include
industries dedicated to the maintenance of automobiles following delivery to the end-user, such
as automobile repair shops and motor fuel filling stations.

In context to Nepal If there is one industry that has posted a consistently aggressive growth rate
in the past decades, it has to be the automobile industry. CG Moto Corp, the automobile
division of the Chaudhary Group, has been a leader in the Nepalese automobile industry for the
past 30 years.

Taking everything into consideration, COVID-19 has been a worldwide problem which has
affected human lives as well as economy of world. Specifically in automobile sector lockdown
has caused a great issue relating to production and marketing of product, employees, customers
and finance. In spite of these problems industries are in operation by implementing some rules
and regulations like maintaining distance between employees, working with less number of
employees, working in shifts, providing masks and sanitizers to employee, thermal scanning
employees before entering office, providing extra allowances etc. Human Resource Department
have set some strategies to overcome the issues caused due to lockdown and operate automobile
sector in effective way after lockdown which will help to recover losses cased due to lockdown.
Therefore, Human resource policies play an important role to operate an organization
effectively and efficiently.

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