PREFACE

The project report is all about Study Various HR Policies Of Maruti Suzuki India Ltd. Today the business
environment is rapidly changing in this competitive environment the popular trend is also striving for
maintaining its position therefore it become essential for the companies that they should know about their
preferences and taste. Regarding a particular product it is of almost necessary to know the consumers
satisfaction to the value offered by the company in case of dissatisfactory result it is essential to as certain the
dissatisfaction is for entire product or part of it is and what value do the consumers expect from it.
The research work is sincere effort to find out the ultimate requirement of consumer for the betterment of
research as well as the organization.
 ACKNOWLEDGEMENT

Project work is never the accomplishment of an individual rather it is an amalgamation of the efforts , ideas and
co-operations of a number of entities . I would like to thank Dr. Supriya Dhillion Director of KAIM who gave
me the authority on behalf of the institute to take training from Maruti Suzuki and all my faculty teachers who
helped me at every step whenever needed. I would like to take the opportunity to thank and express my deep
sense of gratitude to my faculty mentor Ms. Divya Goel . I am greatly indebted to her for providing his
valuable guidance at all stage of study, her advice, and continuous encouragement without which it would have
not been possible to complete the project. I owe my wholehearted thanks and appreciation to the entire staff of
Maruti Suzuki for their cooperation during the course of my project. I hope that I can build upon the experience
and knowledge that I have gained and make a valuable contribution towards this industry in coming future.

Ritika
 CONTENTS

*Preface
*Acknowledgement
*Certificate
*Significance of the study
*Review of Literature
*Conceptualization
*Introduction of industry
*Introduction to the company
*Introduction to the topic
*Research Methodology
*Objective of the study
*Data Analysis And Interpretation
*Findings
*Limitations
*Conclusion
*Bibliography
*Annexure
 SIGNIFICANCE OF THE STUDY

Significance of any project study means why it is important to study the project for every
business organization it is very important to have the correct knowledge of its services
which the organization provides to its employees.

As a MBA student I conducted A STUDY ON HR POLICIES OF MARUTI SUZUKI

as a student it will help me to open more opportunities for my career.

As an employee it will create the system more transparent for me so the top management
of the company should convey all the policies clearly to its employees, which will lead to
effectiveness in the system.
 Review Of Literature

The literature review is the back bone of dissertation, as the consequent analysis and future result is based on
the study and application of the literature. This chapter aims at providing an overview of the body of research
performed on brand personality and the impact of human personality. It is proposed to discuss different
empirical research on brand personality and human personality.

In past two decades, the development of new products has been a popular marketing strategy for many firms.
According to the trade publication New Product News, consumer-product companies launch nearly 20,000 new
products each year (compared to only 2,689 in 1980). Because of an increase in marketplace competition. this
newfound brand proliferation threatens the survival of other recent brands. Brand differentiation is now
becoming an important tactic for combating competition in this hostile marketplace. A viable solution for
establishing the distinctiveness of a brand is through brand personality. Attaching personalities to brands
contributes to a differentiating brand identity, which can make brands more desirable to the consumer.

While positioning the brand, it is important to treat it like a human being with specific characteristics. There are
a host of brands out there and if you position the brand in a general manner, it will become a commodity that
will get lost in the crowd. The only distinguishing factor you then have is price, which leaves the task of brand
identification at the mercy of market forces. A very dangerous proposition, because it effectively gives you very
little control. On the other hand, if your brand has a distinctive personality, it will come alive for the consumer
and endear itself to him. It will help your consumers in identifying with your brand's personality traits.

The Literature

Audrey Azoulay & Kapferer (2003)' Advertisers and marketing practitioners have been the first to coin the
term "brand personality', well before the academics studied and accepted the concept. Motivation research made
popular the use of projective techniques to capture these facets.
Se'guela (1982), creative vice president of the RSCG advertising agency, introduced the "star strategy as the
new mode of brand management for mature markets. In mature markets, non-product-based features of the
brand start to have a greater effect on consumers' buying decisions. Se guela recommended that all brands be
described along three facets: the physical one (what does the product do and how well does it perform), the
character (brand personality facet) and the style (executional elements for advertising and communication).

Olins (1978). "Corporate Personality" refers to the fact that design is not here to describe a product, but to
endow either its brand or corporation with values and non-material distinguishing attributes. In practice, these
publications expressed a growing dissatisfaction with an enduring tenet of marketing practice equating the
product and the brand; that is, defining the brand by a product's performance.
SweeHoon Ang and Elison Ai Ching Lim (2006) investigated whether metaphors in advertising have a
synergistic or compensatory effect on brand personality perceptions of utilitarian and symbolic products. The
effects of metaphoric headlines versus pictures were also compared. In general, brands using metaphors in ads
were perceived to be more sophisticated and exciting, but less sincere and competent than those using literal
headlines or pictures. Ad attitudes, brand attitudes; and purchase intention were also enhanced with metaphoric
advertising Also their study results showed that brand attitudes and purchase intention were also enhanced with
metaphoric advertising. Hence they suggested that metaphors can be strategically used to influence brand
personality In addition, compared with utilitarian products, symbolic products were perceived to be more
sophisticated and exciting, but less sincere and competent. It is interesting to note that when metaphors were
used for utilitarian products, perceptions of sophistication and excitement were enhanced, whereas sincerity was
diluted. The results suggest that metaphors can be strategically used to influence brand personality perceptions
particularly for utilitarian products.

Jillian C. Sweeney and Carol Brandon (2006) validated brand personality scale using at circumplex models
instead of factor analysis model. In response to limitations of factor analysis based on Aaker scale this study
explores the potential of advancing the understanding of brand personality thorough circumplex model which is
derived from the fields of social and personality psychology and interpersonal psychiatry. This model is based
on the relationship between interpersonal personality traits or emotions and this assists academic and market
practitioners in understanding brand personality. In response to the limitations of the factor approach to brand
personality, this study explores the potential for advancing understanding of brand personality through a
circumplex model derived from the fields of social and personality psychology and interpersonal psychiatry.

Shintaro Okazaki(2006)" conducted a preliminary exploration of online brand personality. This study attempts
to identify the brand personality dimensions that American firms intend to create in the mind of online
consumers by using "forms of online communications" partially based on Ghose and Dou's carlier study. A
content analysis was conducted on 270 web sites created by 64 American brands in the USA. UK, France, A
principal component analysis identifies five underlying dimensions of brand personality stimuli: excitement,
sophistication. affection, popularity, and competence. The principal forms of online communications consist of
stakeholder relations, direct/indirect sales, choice functions, connectedness, orientation, and product
positioning. Multiple regression analyses confirm that there are modest but consistent associations between the
intended brand personality dimensions and the forms of online communications. This study contributes to the
literature by its attempt to classify brand personality stimuli in terms of the cognition versus affection
framework.
 CONCEPTUALISATION

Introducing to industry
Introduction to company
Introduction to topic
 Introduction Of Industry

The
Indian automobile industry is one of the most competitive sectors in the economy . There are approximately
5000 car dealers in India Where in approximately around 11 – 12 cars are being sold every minute .
Maruti Suzuki India Limited (MSIL), a subsidiary of Suzuki Motor Corporation, Japan, is India’s largest
passenger car maker. Maruti Suzuki is credited with having ushered in the automobile revolution in the country.
The Company is engaged in the business of manufacturing and sale of passenger vehicles in India. Making a
small beginning with the iconic Maruti 800 car, Maruti Suzuki today has a vast portfolio of 16 car models with
over 150 variants. Maruti Suzuki’s product range extends from entry level small cars like Alto 800, Alto K10 to
the luxury sedan Ciaz. Other activities include facilitation of pre-owned car sales fleet management, car
financing. The Company has manufacturing facilities in Gurgaon and Manesar in Haryana and a state of the art
R&D centre in Rohtak, Haryana.

The Company, formerly known as Maruti Udyog Limited, was incorporated as a joint venture between the
Government of India and Suzuki Motor Corporation, Japan in February, 1981. Presently, Suzuki Motor
Corporation owns equity of 56.2%. The Company’s shares are traded on the National Stock Exchange (NSE)
and the Bombay Stock Exchange (BSE).

Maruti Suzuki in India – History

Maruti Suzuki was started back on February 24, 1981, to manufacture cars for middle-class Indians. The
company was formed as a government company, incorporated as Maruti Udyog Ltd. with Suzuki as its minor
partner. Maruti Udyog then signed the license and joint venture agreement with Suzuki Motor Corporation,
Japan, on October 2, 1982, which began the start of the long-lasting and successful partnership.

The company started its productions in 1983, which then came to be the choice of every Indian household. The
first car it launched was Maruti 800. It was affordable back then and was thus incredibly popular. This model of
Maruti is still considered to be a Maruti classic to date. Although the journey of Maruti Suzuki India Ltd. started
off in a very different way.

Maruti Suzuki - 1980

In India, till the early 1980s, the government of India controlled the Indian automobile sector, and privatization
did not enter yet. There were only two automobile companies – Premier Automobiles Ltd, which had their
popular car, Premier Padmini, and Hindustan Motors Ltd, which made the Ambassador cars. Maruti Udyog Ltd.
entered this era with Suzuki Motor Corporation as its minor partner.

Maruti Suzuki - 1983

Maruti Udyog signed a license and joint venture agreement (JVA) with Suzuki Motor Corporation of Japan in
1982. This is when the very first factory of Maruti Suzuki was established in Gurgaon, Haryana. In the first 2
years when Maruti was set up, the company was engaged in the importing of fully-built cars from Suzuki,
which later grew to include only 33% native parts. This was not what the indigenous company had planned.

Though Maruti was ready with the idea of its own manufacturing facility in India, the company couldn't
continue with its plan fearing the small market here in the subcontinent. Besides, our country was in need of
producing fuel-efficient vehicles to meet the increasing demands as the local transport was inefficient. This is
why the company thought of adjusting the petrol tax and also reduce the excise duty to ramp up their sales.

Maruti Suzuki began its local production in December 1983 and introduced its Suzuki Alto (SS30/SS40),
Suzuki Fronte, and Alto-based Maruti 800.

Maruti Suzuki - 1986-1987

Maruti Suzuki came up with a new and powerful Suzuki Alto (SS80), a 796 cc hatchback, which replaced the
former Maruti 800 model in 1986. The company also successfully manufactured its 100,000th vehicle in the
same year.

By this time the company was already recognized for its stronghold in the automobile and at the turn of the new
year, Maruti Suzuki also began its foreign exports. It started with exporting a lot of 500 cars to Hungary

Market Liberalization and Maruti Suzuki - 1991

1991 was the year of the liberalization of the Indian economy and by then, the company witnessed around 65%
of its components being indigenized. It was also in this year that Maruti further increased its stakes in Maruti.
Maruti Udyog then became a 50-50 joint venture with the Government of India and a Japanese automotive
company as stakeholders.

Maruti Suzuki - 1994

Maruti Suzuki saw the production of its 1 millionth vehicle in 1994 since it started manufacturing automobiles.
This year also saw the inauguration of the second plant of Maruti. Furthermore, the automobile manufacturers
also started their 24-hour on-road emergency vehicle service.
Maruti Suzuki - 2000-2002
Maruti emerged as the first Indian car company to launch a call center for its internal processes and customer
service in the year 2000. The company also saw the release of many more models of its cars in the next 2 years
that followed, including the Esteem Diesel, which was launched in 2002. Meanwhile, Suzuki Motor
Corporation also increased its stake in Maruti, which now became 54.2%.

Maruti Suzuki - 2003-2004

The company started the year 2003 with the introduction of the Suzuki Grand Vitara XL-7 and upgrading its
Zen and Wagon R models. Later in the same year, the company manufactured the 4 millionth Maruti vehicle
and also entered started its new partnership with the State Bank of India. Moreover, the company was also listed
on BSE and NSE after which it went public with issues that were oversubscribed tenfold.

Maruti 800, which was the best-selling Maruti car till 2004 was overtaken by the incredible popularity of the
Alto model after 2 decades in the same year. Maruti Udyog concluded the financial year 2003–04 with a record
472,122 units as its annual sale, which reached an all-time high since the company began operations.
Maruti Suzuki - 2007
On May 10, 2007, the government of India took an exit from the country's largest car maker Maruti Udyog Ltd
by selling the residual stakes, which amounted to Rs 2,360 crores to a bunch of financial institutions led by the
Life Insurance Corporation. In July 2007, Suzuki decided to change the name of its subsidiary to Maruti Suzuki
India Limited. Maruti Suzuki - 2012
and the Later Years
Maruti Suzuki successfully sold its 10 millionth vehicle in February 2012. The company boasted of having a
market share of 45% in July 2014 and then in May 2015, it witnessed the production of the 15 millionth vehicle
in India with the launch of the Maruti Suzuki Swift DZire.

Maruti Suzuki was cautious of the environmental factors and understood the need of embracing
environmentally friendly automobiles. This is why the company declared that it would phase out the
manufacturing of diesel cars by 1 April 2020. Furthermore, by this time the Bharat Stage VI emission standards
also came into effect, which announced that the company must significantly invest in its diesel cars to comply
with the stringent emission standards.

The company plans to launch its first electric car in the second half of 2021, according to the reports. The car
would be named Maruti Suzuki WagonR Electric, which is currently put to test.
 INTRODUCTION TO THE COMPANY

Maruti Suzuki India Ltd. primarily manufactures cars and has been the most favourite automobile brand among
Indian people since its inception. The company had started in 1982; however, it commenced the production of
automobiles a year later in 1983. The very first model of Maruti, Maruti Suzuki 800. made its way to Indian
roads in December 1983. The very first unit was bought by Mr. Harpal Singh of Delhi and he was handed over
the keys of the car by the then Prime Minister of India Indira Gandhi. The second in the series was India's first
MUV Maruti Suzuki Omni that was launched in November 1984. The other models that came into market in
subsequent years were Gypsy in 1985, Maruti 1000 in 1990, Zen in 1993, Esteem in 1994, WagonR in 1999,
Swift in 2005, Grand Vitara in 2007, Maruti Suzuki A-Star in 2008, Ritz in 2009, Ecco in 2009, Alto K10 in
2010, Kizashi in 2011, Ertiga in 2012, Alto 800 in 2012, Stingray in 2013, Celerio in 2013 and CIA in 2014.

Maruti Suzuki Production in India

Maruti Suzuki India Ltd. has its manufacturing facilities at two locations in India. The Gurgaon facility
comprises three plants with the annual capacity of manufacturing about 3,50,000 vehicles, however, it is
enabled to manufacture close to 9,00,000 units annually; the credit goes to the productivity advancements.
Around 2,40,000 K-Series engines are also produced at the Gurgaon facility annually. Maruti 800, WagonR,
Alto, Estilo, Gypsy, Omni. Ecco, Ritz and Ertiga are manufactured at the Gurgaon facility. Inaugurated in 2007,
the Maruti Suzuki India Ltd. Manesar facility is spread over an area of around 600 acres. The Manesar facility
was initially capable of manufacturing 1,00,000 units a year, however, later, in October 2008, the productivity
increased to 3,00,000 vehicles annually. The production capacity of the Manesar facility eventually increased to
8,00,000 vehicles. Maruti Suzuki Celerio, A-Star, Ritz, Swift, SX4 and Swift Dzire are manufactured at the
Manesar facility. Maruti Suzuki India is planning to set up its third manufacturing facility in Ahmedabad,
Gujarat, soon over an area of 600 acres.

Overview of Maruti Suzuki India Limited

Maruti Suzuki India Limited (MSIL, formerly known as Maruti Udyog Ltd) is a subsidiary of Suzuki Motor
Corporation. Japan. Maruti Suzuki has been the leader of the Indian car market for over two and a half decades.
It is largely credited for having brought in an automobile revolution to India. Maruti Suzuki India Limited
accounting for nearly 50 percent of the total industry sales. In terms of number of cars produced and sold, the
company is the largest subsidiary of Suzuki Motor Corporation, cumulatively; the company has produced over
10 million vehicles since the roll out of its first vehicle on 14th December, 1983. Maruti Suzuki is the only
Indian company to have crossed the 10 million sales mark since its inception. The company has two
manufacturing facilities located at Gurgaon and Manesar, south of New Delhi, India. Both the facilities have a
combined capability to produce over a 1.5 million (1,500,000) vehicles annually. 116 Maruti Suzuki offers 16
brands and over 150 variants
ranging from people's car Maruti 800 to the latest Life Utility Vehicles. Ertiga. Maruti Suzuki's portfolio
includes Maruti 800, Alto, Alto K10, A-Star, Estilo, Wagon-R, Ritz, Swift, Swift Dzire, SX4, Omni, Eeco,
Kizashi, Grand Vitara, Gypsy and Ertiga.

The company employs over 9000 people (as on 31st March 2012). Maruti Suzuki's sales and service network is
the largest among car manufacturers in India. The company has been rated first in customer satisfaction in the
JD Power survey for 12 consecutive years. Over two and half decades, Maruti Suzuki has won the hearts of
customers through high quality products and services. The company is engaged in the business of
Manufacturing, Purchase and sale of motor vehicles and Spare parts. The other activities of the company
includes facilitation of pre-owned car sales, fleet management and car financing. The company has seven
subsidiary companies, namely Maruti Insurance Business Agency Ltd, Maruti Insurance Distribution Services
Ltd, Maruti Insurance Agency Solutions Ltd, Maruti Insurance Agency network Ltd, Maruti Insurance Agency
Services Ltd, Maruti Insurance Agency Logistics Ltd and Truc Value Solutions Ltd. The first six subsidiaries
are engaged in the business of selling motor insurance policies to owners of Maruti Suzuki vehicles and seventh
subsidiary, True Value Solutions Ltd is engaged in the business of sale of certified pre-owned cars under the
brand "Maruti True Value", Maruti Suzuki believes in the simple concept of "smaller, fewer, lighter. shorter and
neater." The work culture is unique where a common uniform and a common canteen for everyone from the
Managing Director to the worker.

Mar
uti Suzuki strongly believes on following core values-

Customer Obsession

Fast. Flexible & First Mover

Innovation & Creativity

Networking & Partnership

Openness & Learning

Manufacturing Facilities of Maruti Suzuki

Maruti Suzuki has achieved its goal because of its unbelievable Manufacturing excellence. With an object to
fulfil the demand of market, today Maruti Suzuki's plants are comparable with the best in the world in terms of
Quality, Productivity and Operational efficiency. Maruti Suzuki has two state-of-the art manufacturing facilities
in India. Both manufacturing facilities have a combined production capacity of 12,50,000 vehicles annually.

Gurgaon Manufacturing Facility

The Gurgaon manufacturing plant is spread over 300 acres. This facility houses three fully integrated plants.
Together the three plants churn out around nine lakh units annually. The recently launched Alto 800 is
manufactured at this same plant. 13. According to the statement of Mr.R.C.Bhargava (Chairman-MSIL), Maruti
Suzuki India Limited finalized Rs.1700 crore investment for doubling the diesel engine capacity at Gurgaon
Manufacturing Facility to 6,00,000 units by 2014. Of this, Rs.950 crore is being invested for the first phase of
1.5 lakhs diesel engines by mid-2013. 14.

K Series Plant

The Gurgaon premises also having the K-Series engine plant. Commissioned in 2008, the K- Series engine plant
has an installed capacity of over 7.7 lakh units per annum. Since inception of this plant, till date over 10 lakh K-
Series engines have been rolled out. In this plant K- Series engines are available in 1 litre, 1.2 litre, and 1.4 litre
capacities. Presently, Alto-K 10, A-Star, Estilo, Wagon-R, Swift, Swift Dzire, Ritz and Ertiga are powered by
the K-Series engines.

Manesar Manufacturing Facility

In February 2007, the 600 acre Manesar facility located around 25 Kms south of Gurgaon facility was
inaugurated. This facility houses two fully integrated plants with a capacity of 5.5 lakh units annually. Both
manufacturing facilities are highly 119 automated with advanced robotics, contemporary paint, weld and
machining infrastructure. This plant produces the SX4 vehicles.

Suzuki Power train

Suzuki Power train India limited is a joint venture of Maruti Suzuki with Suzuki Motor Corporation, Japan at
Manesar. This plant manufactures world class diesel engines and transmissions for cars. 15 Suzuki Power train
India Limited (SPIL) supplies about 3,00,000 diesel engines a year to Maruti, while petrol engines are made in-
house. Currently, Maruti has a 30 percent stake in SPIL, while the rest lies with Japanese parent Suzuki Motor
Corporation (SMC) 16 Maruti Suzuki's Manesar Power train plant can be seen as follows-

Services offered by Maruti Suzuki India Limited

• Sales and Service Network (Stations)

Maruti Suzuki's Sales and Service network is the largest among car manufacturers in India. The company had
802 sales outlets in 555 cities and 2740 service workshops in 1335 cities as on 31 March 2010. The service
network of the company includes Dealer Workshops, Maruti Authorized Service Stations (MASSS), Maruti
Service Masters (MSM) and Maruti Service Zones (MSZ). In FY 2011-12, Maruti Suzuki had opened its 1000
th Sales outlet, another landmark 120 achieved. The company with over 2950 service outlets reaches its
customers across 1400 cities. The following chart clearly depicts the wide network of Maruti Suzuki.

⚫ Maruti Insurance

Maruti launched Insurance service in the year 2002. Maruti provides vehicle insurance to its customers with the
help of the National Insurance Company, Bajaj Allianz. New India Assurance and Royal Sundaram. This
service was set up by the company with the inception of two subsidiaries Maruti Insurance Distributors Services
Pvt Ltd and Maruti Insurance Brokers Pvt Limited.

⚫ Maruti Finance

With an intention to promote the bottom-line growth. Maruti launched Maruti Finance in January 2002. Maruti
had started two joint ventures Citicorp Maruti and Maruti Countrywide with City Group and GE countrywide
respectively to assist its client in securing loan. For this, Maruti tied up with ABN Amro bank, HDFC bank.
ICICI Bank, Kotak Mahindra, Standard Chartered bank and Sundaram Finance to start this venture including its
strategic partners in car finance. In March 2003, Maruti entered into a strategic partnership with State Bank of
India.

• Maruti True Value

With an intention to not only generate incomes for dealers but to also promote sale of new Maruti cars by
offering to buy old cars at reasonable prices and selling a new car in exchange, Maruti Suzuki launched a
subsidiary. True Value. Under True Value, the seller has the option to be paid in cash/cheque, or get a True
Value car in exchange or a brand new Maruti Suzuki car in exchange. As a mark of confidence, and to promote
reassurance to customers. every vehicle bought under Maruti True Value is inspected and certified by Maruti
Engineers and the car carries a one year warranty and three free services.
• Maruti Driving School

Accidents and Road Safety has always been a key concern area for both the government and people on the road.
With an objective to improve road safety and inculcate safe and systematic driving habits among people, Maruti
Suzuki has opened Maruti Driving Training School (MDS). These driving schools are equipped with Practical
Training and Attitude Training. World class driving simulators are used to give a hands-on feel to learners
before taking the vehicles on the road. Having started in Bangalore in March 2005, Maruti Driving School has
spread its network throughout the country in collaboration with the dealers; the company has set up over 200
Maruti Driving Schools across the country. One distinguishing feature of Maruti Driving School is lady
instructor for training females. According to the

statement by Mr.R.C. Bhargava (Chairman-Maruti 122 Suzuki). Modernization automobile industry was
incomplete unless people learnt to drive safely on the road.

⚫ Institute of Driving & Traffic Research (IDTR)

Maruti Suzuki introduced world class driving training facilities to India by launching Institute of Driving &
Traffic Research. These include a specially formulated multilingual theory curriculum, scientifically laid-out
driving tracks and advanced driving simulators that replicate Indian driving conditions. The first IDTR was set
up at Loni (on the outskirts of Delhi), in 2000 in collaboration with the Delhi government. In 2010-11, the
IDTR was set up at Gujrat, in collaboration with the Tribal Development Department of Gujrat. The intention of
this initiative was to develop the driving skills of tribal youth. The IDTR is presently exist at Haryana (two
IDTR, each at Rohtak and Bahadurgarh), two in New Delhi (Loni and Sarai Kale Khan), one in Gujrat
(Vadodara), one in Uttarakhand (Dehradun).
•National Road Safety Mission

National Road Safety Mission is the flagship Road Safety initiative introduced by the company in December
2008. Under these initiatives, the company took a commitment of training over 5,00,000 people in safe driving
practice in a span of 3 years. The main objective of this initiative was to make them employable in driving
profession.
⚫ N2N Fleet Management

N2N is the short form of End to End Fleet management which provides lease and fleet management solution to
corporate. The list of clients who have signed up this service includes Reckitt Benckiser, Sona Steering, Gas
Authority of India Ltd (GAIL), Dupont, Doordarshan, Singer-India, Transword etc. This service includes end to
end solutions across the vehicle's life, which includes Leasing, Maintenance, Convenience services and
Remarketing.

Awards/Recognition won by Maruti Suzuki Because of outstanding performance and

continuous innovations, Maruti Suzuki got various awards and achievement as follows:

⚫ Business Standard India's company of the year 2011 award 123

⚫ Ranked amongst the top 10 most admired companies by Wall Street Journal 11th time in a row, the
Company ranked highest in JD Power Asia Pacific 2010 India Customer Service Index (CSI) study

⚫ NASSCOM and CNBC TV 18 IT user award

⚫ Ranked highest in JD Power Sales Satisfaction Index (SSI)

⚫ Ranked one in JD Power initial quality study 2010 for model-Dzire

⚫ CNBC-TV18 award 2011 for Manufacturer of the year.

⚫ Corporate campaign Kitna Deti Hai" rated amongst the best campaigns of the year 2010 by CNBC-TV18's
program on advertising & marketing
⚫ NHRDN (National HRD Network) Trailblazer Award 2010 for HRD Excellence
Product
Offers 14 models of car such as, Maruti 800, Omni, Zen Alto. Wagon R. Gypsy, Esteem, Baleno, Versa, Swift,
SX4, etc.
Services offered Current sales of automobiles

1. Maruti Estilo

2. Maruti 800; Launched 1983 3. Maruti Omni: Launched-1984

4. Maniti Gypsy: Launched 1985

5. Maruti Alto: Launched 2000

6. Maruti Wagon-R: Launched 2002 7. Maruti Versa: Launched-2003

8. Manuti Grand Vitara Launched-2004

9. Maruti Suzuki Swift: Launched-2005

10. Maruti Suzuki SX4; Launched-2007 11. Maruti Swift Dzire: Launched-2008

12. Maruti Suzuki A-STAR: Launched 2008

13. Maruti Suzuki Ritz: Launched 2009

14. Maruti Suzuki Estilo: Launched 2009

Promotional Offers

Maturi focused its promotions strategy on targeting two-wheelers owners, by enter in new domains and
reaching out potential customers through its "True value.

In 2003, to attract customer Maruti launched novel offers like "Change your life" campaign and also offered
vehicle insurance for just Rupee one only.

Television Campaign

In 2003, came out with a toy car advertisement that became popular for its simplicity.

"Kya karron papa petrol khatam hi hani hota."

The sales figure for the year 2003 reached up to 196,820, vehicles.

The company Mission:

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

The company visions

We must be an internationally competitive company in terms of our product and services. We must retain our
leadership in India and should also alpire to be among the global players.
The focus is on:

⚫ Building a continuously improving organization adaptable to quick changes

⚫ Providing value and satisfaction to the customer
⚫ Aligning and fully involving all our employees, suppliers and dealers to face competition
⚫ Maximising Shareholder's value Being a responsible corporate citizen.
At Maruti, they have a clear perspective on manpower. They see it as a unique resource, in the sense that
optimal productivity of other resources depends largely on the way human resources are utilized. The basic
philosophy of management that underlies the Maruti culture is that all employees of the company should he
moulded into a team which then strives as one, to achieve commonly shared company goals and objectives. To
make this philosophy tenable, the company takes several initiatives. Inputs are sought from employees at all
levels. They believe that everyone should contribute to the formulation of company policies, goals and
objective. Secondly, at Maruti, they encouraged leadership in the best sense of the word. According to us, a
leader is one who must be impartial. must be impartial, must have the ablity to rise above his own subjectivity,
and most importantly, must practice what he preaches.

The objectives of Maruti Suzuki Ltd. were:

⚫ Modernizations of the Indian Automobile Industry.

⚫ Production of fuel-efficient vehicles to conserve scarce resources.
⚫ Production of large number of motor vehicles, which was necessary economic growth.

Vision

The leader in the Indian Automobile Industry Creating Customer Delight and Shareholder's wealth: A pride of
India".

Technological Advantage

We have introduced the superior 16 4 Hypertech engines across the entire Maruti Suzuki range. This new
technology harnesses the power of a brainy 16-bit computer to a fuel- efficient 4-valve engine to create
optimums engine delivery. This means every Maruti Suzuki owner gets the ideal combination of power and
performance form his car.

Our other innovation has been the introduction of Electronic Power Steering in select models. This result in
better. In other words, our cars have become even more pleasurable do drive.

Production/R&D
Spread over a sprawling 297 acres with 3 fully-integrated production facilities, the Maruti Udyog Plant has
already rolled our over 4.3 million vehicles. In fact, on and average, two vehicles roll out of the factory every
minute. And it takes on an average, just 14 hours to make a car. More importantly, with an incredible range of
11 models available in 50 variants, there's Maruti Suzuki made here to fit ever car buyer's budget, and dream.
Sales

The company reached a total production of one million vehicles in March 1994.

"The first Indian company to cross this milestone". Their sales in the domestic market during March 2008 in
64.214 units.

Maruti has more than 5 Million satisfied customers in India and is currently having a share of around 54% in the
domestic Passenger car market.
SWOT Analysis of Maruti Suzuki

Strength

⚫ The Quality Advantage

⚫ A Buying Experience Like No other

⚫ Quality Service Across 1036 Cities

⚫ One Stop Shop

⚫ The Low-cost Maintenance Advantage Lowest Cost of Ownership

⚫ Technological Advantage

Weakness

⚫ The cost involved In R&D and infrastructure is low in India As compared to other country.

⚫ Indian is growing as an export hub along with the Indian Market growing attractively
 into becoming an attractive one for investors
⚫ Suzuki's Investment in India, is also important as it has completely divested now as a result MUI. will now
became a 100% subsidiary of Suzuki in the coming year.

Opportunities

⚫ Maruti have laid down a clear road map to achieve an annual sale of one million cars in the domestic
market and 200,000 exports by 2010-11.
⚫ It has capacity to manufacture 100,000 diesel engines a year. This will be scaled 300,000 engines by 2010.
⚫ Huge export market such as Europe, America and other Indians car.

⚫ A large domestic person who wants to buy a car.

Threat

⚫ The threat of Maruti faces is the growing competition in compact cars.

⚫ New emission norms like Bharat Stage 3 which has come into effect from April 2005 has increased car
prices by Rs.20000 and Bharat stage 4 which is coming into force in 2007 will contribute in increasing car
prices further.
⚫ Rise in petrol prices and growing popularity of other substitute fuels like CNG will be another threat of
Maruti.
⚫ There is a threat to Maruti models ageing. Maruti models like Maruti 800 which is in market for the last
twenty years and other like Zen and Esteem which have also entered the decline phase are the other threats.

TARGET MARKETING

Target Marketing involves breaking a market in segment and then concentrating your marketing efforts on one
or a few key segments. The beauty of target marketing is that it makes the promotion, pricing and distribution of
your product and services easier and more cost-effective. Target marketing is the selection of customers you
wish to service. The decisions involved in it are:

⚫ Which segment to target

⚫ How many products to offer
⚫ Which products to offer in which segments
There are three steps to targeting:

One of the first things you need to do is refine your product or service so that you are not trying to be all things
to all people' Next, you need to understand that people purchase products or services for three basic reasons:

⚫ To satisfy basic need

⚫ To solve problems.
⚫ To make themselves feed good.
Product Life Cycle Stages of Maruti

THE PRODUCT LIFE CYCLE

A product's life cycle (PLC) can be divided into several stages characterized by the revenue generated by the
product. The life cycle concept may apply to a brand or to a category of product. Its duration may be as short as
a few months for a fad item or a century or more for product categories such as the gasoline-powered
automobile. Product development is the incubation stage of the product life cycle. There are no sales and the
firm prepare to introduce the product. As the product progresses through its life cycle, changes in the marketing
mix usually are required in order to adjust to the evolving challenges and opportunities.

The four stages of product life cycle are:

• Introduction stage
• Growth stage
• Maturity stage
• Decline
 .
INTRODUCTION TO TOPIC

HR POLICIES OF MARUTI SUZUKI INDIA LTD.

RECRUITMENT

Recruitment is an important part of an organization's human resource planning and their competitive strength.
Competent human resources at the right positions in the organization are a vital resource and can be a core
competency or a strategic advantage for it.

The objective of the recruitment process is to obtain the number and quality of employees that can be selected
in order to help the organization to achieve its goals and objectives. With the same objective, recruitment helps
to create a pool of prospective employees for the organization so that the management can select the right
candidate for the right job from this pool.

Recruitment acts as a link between the employers and the job seekers and ensures the placement of right
candidate at the right place at the right time. Using and following the right recruitment processes can facilitate
the selection of the best candidates for the organization.

In this is competitive global world and increasing flexibility in the labor market, recruitments becoming more
and more important in every business. Therefore, recruitment serves as the first step in fulfilling the needs of
organizations for a competitive, motivated and flexible human resource that can help achieve its objective.
 INTERNAL SOURCES OF RECRUITMENT

1. TRANSFERS

The employees are transferred from one department to another according to their efficiency and experience.

2. PROMOTIONS

The employees are promoted from one department to another with more benefits and greater responsibility
based on efficiency and experience.

3. Others are Upgrading and Demotion of present employees according to their performance.
4. RETIRED AND RETRENCHED EMPLOYEES
may also be recruited once again in case of shortage of qualified personnel or increase in load of work.
Recruitment such people save time and costs of the organizations as the people are already aware of the
organizational culture and the policies and procedures.

5. The dependents and relatives of deceased employees and disabled employees are also done by many
companies so that the members of the family do not become dependent on the mercy of others.
 EXTERNAL SOURCES OF RECRUITMENT

1. PRESS ADVERTISEMENTS
Advertisement of the vacancy in newspapers and journals are a widely used source of recruitment. The main
advantage of this method is that it has a wide reach.

2. EDUCATIONAL INSTITUTES
Various management institutes, engineering colleges, medical Colleges etc, are a good source of recruiting well
qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements.
This source is known as Campus Recruitment.

3. PLACEMENT AGENCIES
Several private consultancy firms perform recruitment functions on behalf of client companies by charging a
fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as
RPO

4. EMPLOYMENT EXCHANGES
Government establishes public employment exchanges throughout the country. These exchanges provide job
information to job seekers and help employers in identifying suitable candidates.

5. LABOUR CONTRACTORS
Manual workers can be recruited through contractors who maintain close contacts with the sources of such
workers. This source is used to recruit labour for construction jobs.

6. UNSOLICITED APPLICANTS
Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance
to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the
probable candidates for the organization.

7. EMPLOYEE REFERRALS/RECOMMENDATIONS

Many organizations have structured system where the current employees of the organization can refer their
friends and relatives for some position in their organization. Also, the office bearers of trade unions are often
aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some
organizations these are formal agreements to give priority in recruitment to the candidates recommended by the
trade union.

8. RECRUITMENT AT FACTORY GATE

Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is
absent. More efficient among these may be recruited to fill permanent vacancies.
 SELECTION
It is the process of searching the potential candidate. It is negative in nature in the Indian context. But it is
positive in the US context.
Steps in Selection Process of Maruti Suzuki Ltd. Selection process consists of a series of steps, at each stage,
facts may come light which may lead to the rejection of the applicant. It is a series of successive hurdles or
barriers which an applicant must cross. These hurdles or screens are designed to eliminate an unqualified
candidate at any point in the selection process There is no standards selection procedure to be used in all
organizations or for all jobs. The complexity of selection procedures increases with the level and responsibility
of the position to be filled.

1. Preliminary Interview (screening applications)

Initial screening is done to weed out totally undesirable/unqualified candidates at the outset. It is essentially a
sorting process in which prospective candidates are given the necessary information about the nature of the job
and the organization, at the same time, the necessary information is also elicited from the candidates about their
education, skills, experience, salary expected and the like. It helps to determine whether it is worthwhile for a
candidate to fill up the application form.

2) Application Form
Application form is a traditional and widely used device for collecting information from candidates. It should
provide all the information relevant to selection, where reference for caste, religion, birthplace, may be avoided
as it may be regarded an evidence of discrimination.

3. Selection Test
Psychological tests are being increasingly used in employee selection, where a test may involve some aspect of
an individual's attitudes, behavior and performance. Tests are useful when the number of applicants is large, as
at best it reveals that the candidates who scored above the predetermined cut off points are likely to be more
successful than those scoring below the cut-off point.

4. Employment Interview
Interview is an essential element of selection and no selection procedure is complete without one or more
personal interviews, where the information collected through application letter or application forms and tests
can be cross-checked in the interview, where candidates demonstrates their capabilities and strength in relevant
to their academic credentials. selection in interview serves three purposes:

a) obtaining information about the background, education, training, work history and interests of candidate.
b) giving information to candidates about the company. the specific job and human resource policies; and
c) establishing a friendly relationship between the employer and the candidate so as to motivate the successful
applicant to work for the organization.
However, in practice interview becomes a one-sided affair serving only the first purpose.

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: -

a) It determines whether the candidate is physically fit to perform the job, where those who are physically unfit
are rejected.

b) It reveals existing disabilities and provides a record of the employee's health at the time of selection. This
record will help in settling company's liability under the workmen compensation Act for claim for any injury.

c) It prevents the employment of people suffering from contagious diseases.

d) It identifies candidates who are otherwise suitable but require specific jobs due to physical handicaps and
allergies.

6} Reference Checks

The applicant is asked to mention in his application form, the names and addresses of two or more persons who
know him well. These may be his previous employers, heads of education institutions or public figures. These
people are requested to provide their frank opinion about the candidate without incurring any liability. In
government and public sector organizations, candidates are generally required to route their applications
through their present employers, if any. The opinion of referees can be useful in judging the future behavior and
performance of candidate but is not advisable to rely exclusively on the referees because they are generally
biased in favor of the candidate.

(a)Most candidates are employed at the time of their application, and do not wish their employers to know they
are looking elsewhere.

(b) Because of 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.

(e) Employers giving references are usually extremely cautious; many references merely state the job title, the
date of employment, and reasons for leaving.

(f) References are occasionally biased, giving a good reference to hasten an employee's departure or a poor one
because of a grudge.
Therefore, the best references are obtained in person, where there is a chance to see whether nonverbal
behaviour matches what is said. If such a meeting cannot be arranged, telephoning is the next best alternative.

7 Final Approval
In most of the organizations, selection process is carried out by the human resource department, where the
decisions of the department are recommendatory. The candidates shortlisted by the department are finally
approved by the executive of concerned departments or units.

8 Employment
Employment is offered in the form of an appointment letter mentioning the post, the rank. the salary grade, the
date by which the candidate should join and other terms and conditions in brief. In some organizations, a
contract of service is signed by both the candidate and the representative of the organization.

9 Follow-up (Evaluation)
All selection should be validated by follow-up, it a stage where employee is asked how he or she feels about
progress to date and the worker's immediate supervisor is asked for comments, which are compared with the
notes taken at the selection interview. If a follow-up is unfavourable it is probable that selection has been a
fault; the whole process from job specification to interview is then reviewed to see if a better choice can be
made next time.
 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.

EDP

In the EDP Department following are managed:

*Post-Sale Process is managed.

*Sales Analysis is done.
*Backup is taken time to time.

IMPORTANCE OF TRAINING

Optimum Utilization of Human Resources-Training and Development helps in optimizing the utilization of
human resource that further helps the employee to achieve the organizational goals as well as their individual
goals.

• Development of Human Resources-Training and Development helps to provide an opportunity and broad
structure for the development of human resources' technical and behavioural skills in an organization. It also
helps the employees in attaining personal growth.

• Development of skills of employees-Training and Development helps in increasing the job knowledge and
skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of
the employees. •
Productivity-Training and Development helps in increasing the productivity of the employees that helps the
organization further to achieve its long-term goal.

• Team Spirit-Training and Development helps in inculcating the sense of teamwork. team spirit, and inter-
team collaborations. It helps in inculcating the zeal to learn within the employees.

• Organization Culture-Training and Development helps to develop and improve the organizational health
culture and effectiveness. It helps in creating the learning culture within the organization.
⚫ Organization Climate-Training and Development helps building the positive perception and feeling about
the organization. The employees get these feelings from leaders. subordinates, and peers.

⚫ Quality -Training and Development helps in improving upon the quality of work and work-life.

Healthy work-environment-Training and Development helps in creating the healthy working environment. It
helps to build good employee, relationship so that individual goals align with organizational goal.

⚫ Health and Safety-Training and Development helps in improving the health and safety of the organization
thus preventing obsolescence.

⚫ Morale-Training and Development helps in improving the morale of the work force.

⚫ Profitability-Training and Development leads to improved profitability and more positive attitudes towards
profit orientation

⚫ Training and Development aids in organizational development i.e. Organization gets more effective
decision making and problem solving. It helps in understanding and carrying out organizational policies.

⚫ Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and
other aspects that successful workers and managers usually display.

Training And Development

Human Resource Management (HRM), a relatively new term, that emerged during the 1930s. Many people
used to refer it before by its traditional titles, such as Personnel Administration or Personnel Management. But
now, the trend is changing. It is now termed as Human Resource Management (HRM). Human Resource
Management is a management function that helps an organization select, recruit, train and develops,

HUMAN RESOURCE MANAGEMENT

Human Resource Management is defined as the people who staff and manage organization. It comprises of the
functions and principles that are applied to retaining, training, developing. and compensating the employees in
organization. It is also applicable to non-business organizations, such as education, healthcare, Human
Resource Management is defined as the set of activities, programs, and functions that are designed to maximize
both organizational as well as employee effectiveness.....

Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry into an
organization until he leaves, come under the horizon of HRM The divisions included in HRM are Recruitment,
Payroll, Performance Management, Training and Development, Retention, Industrial Relation, etc. Out of all
these divisions, one such important division is training and development.

TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced

and learning, or behavioural change takes place in structured format.

TRADITIONAL AND MODERN APPROACH OF TRAINING AND

DEVELOPMENT

Traditional Approach - Most of the organizations before never used to believe in training. They were holding
the traditional view that managers are born and not made. There were also some views that training is a very
costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario
seems to be changing.

Modern Approach
The modern approach of training and development is that Indian Organizations have realized the importance of
corporate training. Training is now considered as more of retention tool than a cost. The training system in
Indian Industry has been changed to create a smarter workforce and yield the best results.

TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the availability of a skilled and
willing workforce to an organization. In addition to that, there are four other objectives: Individual,
Organizational, Functional, and Societal.

Individual Objectives - Help employees in achieving their personal goals, which in turn, enhances the
individual contribution to an organization.
Organizational Objectives - Assist the organization with its primary objective by bringing individual
effectiveness.

Functional Objectives - Maintain the department's contribution at a level suitable to the organization's needs.

Societal Objectives Ensure that an organization is ethically and socially responsible to the needs and challenges
of the society.
 Research Methodology

"Research is common parlance refers to a search for knowledge. In fact research is an act of scientific
investigation."

Primary data:

Primary data is the original data collected specifically for the problem.

Instrument used in collecting primary data:

Questionnaires: - A questionnaire consists of questions presented to respondents for their answers. Because of
its flexibility, the questionnaire is by far the most common Instrument used to collect primary data. Questions
can be open-ended or closed- Ended.

Secondary data:-

Secondary data was collected from brochures, magazines, journals, websites etc.

Sample size

Sample Size: 100 (in this case)

Sampling Technique:-

In this project, the survey was done within the market that means probabilistic convenience Sampling was
carried out.
Analysis Techniques Applied

Bar Chart:- A chart in which the length of the bar represents the amount of the item associated with the bar.

Pie Chart:- A circle divided in to sections, such that each section represent the percentage of the total area of
a circle associates with one variable.

"Our research is based on the exploratory research."

Exploratory Research

"The objective of this research is to gather preliminary information that will help us to define the problem
"Which means first we have to define the problem and research objective? Then we have to develop the
research plan for collecting information.
 OBJECTIVE OF THE STUDY

The following are the objective of the study.

 To know the HRM policies followed in Maruti Suzuki India ltd.

 To identify the various avenues for improving the HRM policies of
Maruti Suzuki India ltd.
 Suggesting strategies to improve the HRM policies of Maruti Suzuki India ltd.
Data Analysis
And
Interpretation
Q Does company conduct Exit Interview ?
“Exit Interview”

yes 9
No 0
Don’t Know 1

10

6
YES
5 Don’t know
NO
4

INTERPRETATION

Yes, company conduct EXIT INTERVIEW.

Q What eligibility criterion is given preference by MUL for the selection of managers ?
“Managers”

CA+ MBA 2
B tect + Diploma 3
B.com + MBA 1
Diploma /MBA 1
CA+Co. Secretary 1
MBA+ Material Mgt 1

3.5

2.5
CA+MBA
B-TECH+Diploma
2 B-COM+MBA
Diploma/MBA
1.5 CA+Co.Secretary
MBA+Material Mgt
Column1
1

0.5

INTERPRETATION-

Most preference is given to B-TECH +DIPLOMA.

Q Is it necessary to have work experience from a Manufacturing Company for applying
to MUL?

WORK EXPERIENCE

YES
NO
DON'T KNOW

INTERPRETATION:

"Yes" it is necessary to have work experience from a manufacturing company for applying to
MUL.
Q: Which type of test is conducted in MUL?

Achievement 3
Personality 7
Interest 2
Intelligent 8
Aptitute 6
Others 3

0
ACHIEVMENT PERSONALITY INTEREST INTELLIGENCE APTITUDE OTHERS

INTERPRETATION:

Most of the times "Intelligence Test" is conducted in MUL.

Q: Which methods are adopted for On-the-job and Off-the-job training?

Apprenticeship 4
Demonstration 10
Vestibule 10
Coaching 4
Lectures 6
Syndicate 5
Role-Play 9
Case study 9

Column1
12

10

6
Column1
4

0
IP N E G S E Y Y
SH TIO UL IN RE AT LA UD
E IT B H U IC P T
IC RA S AC CT ND LE
-
SE
S
ENT ST VE CO LE SY O A
N R C
PR O
AP DE
M

INTERPRETATION:

The most common methods of on-the-job and off-the-job training are:-"Demonstration" and
"Vestibule Training".

Q: What type of incentives and allowances does company follows?

 a) FINANCIAL-

Productivity Unit 6
Profit Incentives 4
Stock Opinion 2
Performance based 4
Retirement Benefits 6

FINANCIAL INCENTIVES
7
6
5
4
3
FINANCIAL INCENTIVES
2
1
0

KE
D ES ON ED ITS
IL N NTIV INI BAS NEF
ITY
E OP CE
E
IT V INC CK N NTB
IT O A E
DUC ROF ST O RM
REM
O P RF TI
PR PE RE

INTERPRETATION:

The company offers mostly:- "Productivity Linked" and "Retirement Benefits" to the
employees as incentives and allowances.
 b) NON-FINANCIAL -

Status 3
Social Work Importance 9
Responsibility 5
Participation 5
Job Security 9
Team Spirit 8
Promotion 2
Informal Work Group 4

NON-FINANCIAL INCENTIVES
10
9
8
7
6
5
4
3
2 NON-FINANCIAL INCENTIVES
1
0
S S N ITY IT N P
TU CE TIE IO IR OU
T A A N ILI
A T UR
SP O TIO R
S RT IB IP C G
NS SE AM OM RK
PO O RTIC B T E R O
M P JO P
SI ES PA W
RK R AL
O RM
A LW N FO
CI I
SO

INTERPRETATION

The company mostly provides: "Social Work Importance" and "Job Security" to the
employees as incentives and allowances.
 Findings

⚫ They treat all employees equally

⚫ They tries their best to increase the efficiency of the employee by providing them with
different motivational programs

⚫ They make new recruits aware about the company and working conditions

⚫ Maruti Suzuki has finite recruiting and training procedures.

⚫ Having different recruitment process for different departments of the organization

⚫ They provide different types of training to the different department according to the need of
the people

⚫ They take feedback from their employee on regular basis

⚫ Maruti have adopted 360 degree method of performance appraisal for their employees

⚫ There are quality circles which can motivate employee and employer relationship
 LIMITATIONS
This study has some limitation which I had to follow throughout the study, but these limitations were not major
hurdle in my study and I completed my project. So I would like to describe this below:
* Less availability of time limit.
* Some of the employees were unwilling to fill the questionnaires.
* Information was confidential. * The time
allotted for the study was short otherwise a more in depth study could be made.
 CONCLUSION

Automobile market today is very dynamic & competitive with a range of players and products. There are many
reasons for the impressive growth of the Indian passenger car Industry. Some of these are easy availability of
vehicle finance, attractive rate of interest and convenient installments. In today's cutthroat competition it is very
difficult to survive. Stiff competition has forced manufacturers to be innovative and responsive to customer
demands and needs. Maruti Suzuki India Limited is a leading company in Indian.

Automobile sector which occupies prominent place due to its innovative strategic marketing, promotional,
Brand positioning, advertising strategies. In today's scenario the success of company lies in structuring and
restructuring the marketing strategies and continuous innovation of product and services.
 Bibliography
www.google.com www.marutiudyog.com
Automobile Magazines Marketing
Management by Philip Kotler
ANNEXURE
QUESTIONNAIRE

I, Greetika Goyal, am currently pursuing MBA from Kedarnath Aggarwal Institute of Management affiliated to
Maharshi Dayanand University, Rohtak. As a part of my curriculum I am conducting a survey on Study Various
HR Policies of Maruti Suzuki India Ltd. I request you to kindly spare few minutes of your very demanding
schedule to fill up this questionnaire. I assure you that the views given by you will be kept strictly confidential
and will be used for academic purpose only.

Name Age Occupation_________________

Address______
Q: What kind of recruitment source does company adopts?

a) EXTERNAL b) Internal
1) Campus Interviews 1) Transfer
2) Lateral applicants (3years experience) 2) Promotion
3) Good academic track?(min. 60%) 3) Demotion
4) Advertisement
5) Labor unions
6) Deputation

Q: Is company going for outsourcing?

a) Yes
b) No
c) Don't know

Q: Does Maruti Suzuki pay for any interview expenses?

a) Yes
b) No
c) Don't know
Q: Does company conducts EXIT INTERVIEW?
a) Yes
b) No
c) Don't know

Q: What eligibility criteria does MUL adopt for the following:

a) WORKERS
b) MANAGERS
Q: Is it necessary to have work experience from a manufacturing company For applying to MUL?

a) Yes
b) No
c) Don't know

Q: Which type of test is conducted in MUL?

a) Achievement Test
b) Intelligent Test
c) Personality Test
d) Aptitude Test
e) Interest Test f)
Others

Q: What type of culture does company follows?

a) Formal

b) Informal

c) Both

Q: How many days of initial training is given to -

a) WORKERS

b) MANAGERS

Q: Is company going for Job Rotation and Job Enrichment?

a) Yes
b) No
c) Don't know
Q: Does training help in Morale Boosting and increase in Efficiency of Employees?
a) Yes
b) No

Q: From the following, which methods are adopted for On-the-job and Off- the-job training?

a) Apprenticeship
b) Vestibule Training
c) Lectures/Conferences
d) Demonstration
e) Coaching/Understudy
f) Syndicate
g) Case-Study
h) Role-Play
i) All
j) None

Q: What type of organizational structure does company follows?

a) Line b)
Matrix c)
Divisional d)
Functional e)
Free Form
f) Project
g) All

Q: What type of Communication channel does company follows?

a) Horizontal

b) None

c) Upward

d) All

e) Vertical

f) Downward

g) None
Q: What type of incentives and allowances does company follows?
a) FINANCIAL:- (Individual): (Collective):
1) Productivity linked 1) Profit Incentives 2)
Performance based pay 2) Stock Opinion

3) Retirements benefits

b) NON-FINANCIAL (Individual):
(Collective):
1) Status 1) Social work importance 2)
Responsibility 2) Participation 3) Job Security
3) Team Spirit 4) Promotion 4)
Informal work groups

Q: Does MUL adopt Participative Management Style? a)

Yes
b) No

Q: "Our HR team views an employee as an internal customer and strives to deliver maximum satisfaction to
him through transparent sensitive and innovative HR practice", are you satisfied with this statement?
(S.D strongly disagreed, A agreed, D disagreed, and S.A strongly agreed) a)
S.D
b) A
c) S.A.D.
d) S.A
e) N.D.N.A
Q: Are you agreed or disagreed with the following:- "MUL introduced a 360 degree Feedback System starting
with its senior Leadership". a) Agreed
b) Disagreed