1.

1 INTRODUCTION

Personnel or people management was the initial name for Human

Resource Management (HRM) Its function used to be relatively
constrained. Human Resource Management is a structured method of
managing people within any firm or organization. It is a critical
component of any organization's management. The hiring, assessing,
educating, and compensating of employees are the core duties of the
personnel department. Any problems that staff members have while
performing their jobs for an organization are handled by the human
resources division. Human Resource is concerned with particular work
practices and how they impact the effectiveness of the organization.

Management of Human Resources is now an essential component of any

firm. Each business or organization must have this Department. By
improving ties between employees and their employers and consistently
aiming to make them better aids in raising employee morale. The HR
division moreover offers workers whatever assistance they require to
boost their effectiveness. Every Department in a company or corporation
is evaluated for productivity and/or success as part of the HRM role. Each
Department benefits, and their work is improved.

Currently, automobiles have taken on tremendous importance in our

lives and have been compared to an extension of the human body that
provides quick, economical, and appropriate mobility every day. This has
grown to be a crucial part of India's development and is now recognized
as a promising vehicle market. Focusing on customers is a real hurdle for
many commercial enterprises since they no longer see themselves as
manufacturing behemoths. Even though there has been a view for the past
20 years that a significant improvement in product quality is mostly due to

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strong quality standards, the extensive road network made it possible for
the growth of suburbs and shopping centers around major cities and
played a crucial role in the growth of ancillary industries, such as the oil
and travel industries, by allowing consumers to commute long distances
for work, shopping a, and entertainment. One of the largest consumers of
several essential industrial items, including steel, is now the auto sector.
The industry's size has customers criticism of the automobile industry for
their poor service delivery is still there.

The Indian economy now significantly depends on the car sector.

One of India's most vibrant industries is the automobile industry. The
demand for cars and other vehicles has expanded as a result of rising
incomes, and this is the primary growth driver for the Indian automotive
sector. The development of various funding options and straightforward
payback schedules also aided in the expansion of the automotive sector.
One of the major economic sectors in India, the automotive industry,
including its sub-sectors, has numerous connections both upstream and
downstream with other important economic sectors. It contributes about
5% of India's industrial production and 4% of the Country's GDP.

The manufacturing and sale of self-powered vehicles, such as trucks, and

other commercial vehicles, is the automotive industry. The auto industry
has promoted the development of an made it a powerful force in
determining economic growth.

India is the world's largest tractor maker, second largest bus manufacturer,
and third largest producer of heavy trucks, giving it a significant position
in the market for heavy vehicles. In FY22, 22.93 million automobiles
were generated annually in India. India is a leading exporter of
automobiles and anticipates rapid export development in the near term.

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Additionally, the government of India anticipates that a number of its
programmers, including the automotive mission plan 2026, the scrappage
policy, and the production-linked incentive scheme in the Indian market,
will position India as a global leader in the two-wheeler and four-wheeler
markets by 2022.

There is no doubt that the world of work is rapidly changing. As part of an

organization then, HRM must be equipped to deal with the effects of the
changing world of work. For them this means understanding the
implications of globalization, technology changes, workforce diversity.
Changing skill requirements, continuous improvement initiatives
contingent workforce, decentralized work sites and employee involvement
are the issue for confront. Now it is a big challenge for the HRM to
support the organization by providing the best personnel for the suitable
position in shortest possible time. Starting with recognizing the vacancies
and planning for them is a great task. Moreover selecting attracting the
suitable candidates and selecting the best person in time is a challenge.

The cost of the recruitment is significant. So, proper planning and

formulate those plan is the task that require more focus and improvement.
Equal opportunity and sourcing is also a vital part. This report tried to find
the difference and similarities between theoretical aspects with the
practical steps taken by the company.

1.2 Objectives of Internship Study

The main objective of my internship study is to get practical knowledge in

the field of HR.

Accordingly the specific objectives are:

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• To take a closure looks on the various HR planning and practices of
Mondovi Motors Private Limited.
• To know about different HR functions which are carried out by the HR
department.
• To understand different types of training provided to the employees.
• To acquire knowledge of Provident Fund and Employees State Insurance.
• To get some information regarding Payroll
• To identify the strengths and weakness of HRM practices.
• To know the performance appraisal system of HRM
• To analyze compensation practices.
• To know the theoretical framework of training and development policy.

1.3 Scope and limitations

Scope:
The report deals with the HRM practice including HRP, recruitment and
selection process, training & development process, compensation
management, employee relation & separation, etc. in terms of theoretical
point of view and the practical use. The study will allow learning about
the HRM issues, importance, modern techniques and models used to make
it more efficient. The study will help to learn the practical procedures
followed by the leading organizations. Moreover the study will help to
differentiate between the practice and the theories that direct to realize
how the organization can improve their HRM practice & process.

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Limitations:
Internships are usually for a fixed period, so the learning experience may
be limited by time constraints. As an intern, we may be assigned more
basic or repetitive tasks, which may not fully reflect the complexity of the
job. Interns are often supervised and may not have the same level of
decision-making authority as full-time employees. As interns, we may
have limited influence over company policies or decisions.

1.4 Methodology
1. Primary Data:

Primary data is original information collected directly from the source for
a specific purpose. It is first-hand data that has not been published or
analyzed before.

The primary data is obtained from the employees of "MANDOVI

MOTORS." through observation and oral and informative interview.

2. Secondary Data:

Secondary data refers to the information that has been collected by others
for different purposes. It includes published data from books, reports or
databases. For the purpose of the study, secondary data was collected
through company websites and project books.

1.5 Chapter scheme

Chapter 1: Introduction

The first chapter briefly discusses the background of the study and
explains the context and relevance of the internship. It clearly states the

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goals and expectations of the internship, along with defining the
boundaries and constraints of the internship. The first chapter describes
the methods.

Chapter 2: Industry Profile

The second chapter gives an overview of the industry and context of the
industry in which the internship study took place, along with the key
trends and challenges within the industry. Relevant regulations or policies
affecting the industry are discussed below.

Chapter 3: Company Profile

In the third chapter, the company where the internship is conducted is

introduced. Companies present vision and mission along with an overview
of the company hierarchy and reporting relationships.

Chapter 4: Internship at Mandovi Motors

The fourth chapter mainly describes the learning experience and the
special task sand responsibilities assigned during the internship. The
skills, knowledge and competencies gained during the internship, along
with the challenges faced.

Chapter 5: Findings, suggestions and conclusion

Key observations and discoveries made during the internship are

summarized. Based on personal experience, recommendations or
suggestions for improvement are offered. At the end, a comprehensive
conclusion and overall internship experience are summarized.

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2.1 Overview of the Industry

Since the automobile industry is crucial to macroeconomic expansion and

technological advancement, it has historically been a reliable barometer of
how the Indian economy is performing. Due to India's large proportion of
young people and expanding middle class, the two-wheeler category
dominates the industry in terms of volume. Additionally, the expanding
interest of businesses in investigating the rural markets contributed to the
expansion of the sector demand for commercial vehicles, which is
escalating as a result of expanding passenger and logistical sectors. New
trends, such as the electrician of vehicles, especially three-wheelers and
small passenger cars, are expected to fuel market expansion in the future.

The Automobile industry's history, decade by decade

The modern automobile industry has been shaped in part by several

significant turning points. The car industry has experienced numerous ups
and downs throughout the years when you look at the historical context of
the sector. The auto business has encountered numerous obstacles in the
20th and 21st centuries, including recent events like the recession in the
sector, globalization of the auto industry, and bankruptcy by automobile
firms.

The beginning of the auto industry before 1900

The vehicle wasn't a major force representing an industry before 1900; it

was more of a novelty item. The first modern automobile was created by
German inventor Karl Benz, according to the Library of Congress and
most automotive history enthusiasts, even though other innovations
helped give rise to the modern automobile. The first mass-produced
automobile was Benz's three-wheeled "Motorwagen," which he first

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designed in 1886. In the Motorwagen, which eventually had four wheels,
a gasoline tank, and rear brakes, Benz made several modifications.

The 1900s: The Average Family Is Marketed for Automobiles

Automobiles had a relatively small following in the early decades of the

20th century. Most cars were out of reach for the average person since they
were costly and time-consuming to construct. However, 241 separate
businesses started making cars specifically for American consumers
between 1904 and 1908. The Model T, the first automobile aggressively
marketed to the typical family, was developed by Ford Motor Company in
1908. Ford significantly contributed to the development of the automotive
industry by expanding the market for vehicles and auto-related goods.

1910: Assembly lines drive down car prices

The first vehicle to be mass-produced on an assembly line was the Model

T, which was initially constructed separately. Model T became much more
accessible and economical after Henry Ford created the assembly line in
1913. According to Bryant University, by 1918, half of the American
automobile owners had model Ts. General Motors was founded by
William C Durant in 1908 by fusing Buick, Oakland, and old Mobile.
Later, he included Chevrolet and Cadillac. The four-cylinder Dodge
Model 30 was developed in 1914 by the Dodge brothers, both of whom
built bicycles.

The 1920s: The automobile takes off

As more and more people purchased their first vehicles, the automobile
industry experienced rapid growth throughout the Roaring Twenties.
Many more modest auto businesses were founded during this decade,
including the 1925 founding of the Chrysler Corporation. According to

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the University of Michigan, automotive manufacturers were creating and
selling 5.3 million vehicles annually by 1929, the year of the stock market
crisis that signaled the start of the Great Depression.

The 1930s: The Depression caused a decline in sales.

The GM Heritage Center claims that the Great Depression had a severe
impact on the automobile industry. According to several automotive
historians, the 1930s saw the failure of up to half of all automobile
manufacturers. The majority of automobile companies were tiny and
specialized at the beginning of the Great Depression. They had been
combined by the end of the decade into more substantial enterprises.
Although there was less specialization, the "Big Three" became a
significant force. Additionally, organized labor played a significant role
throughout the Great Depression. There were more expectations placed on
the workers who were still employed as a result of the layoffs at auto
businesses. In 1935, activists founded the United Auto Workers Union
(UAW) amidst these conflicts. The union would be crucial.

The 1940s: Auto industry changes during World War 2

The great depression was overcome by the American economy with the
aid of World War 2,which also helped the auto industry expand. All of the
major automobile manufacturing was shut down by the government in
1942. And the existing inventory was converted for use by the armed
forces, according to 1940s org.

Americans developed a deep love affair with the vehicle after World War
II. The motorway system, which was first developed in the 1920s,
expanded significantly in the 1950s. The American way of life was
inextricably linked to automobiles. More cars than ever before were being
purchased by the American populace.

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The 1960s: Safety was a priority for automakers

The car industry concentrated in the 1960s on developing safer

automobiles that could satisfy the demands of contemporary consumers.
The first firm to make seat belts a requirement on all of its vehicles was
Studebaker-Packard in 1964. In addition to safety, car consumers in this
era demanded powerful, roomy vehicles, and fuel efficiency was not a top
priority.

During the 1970s, the oil crisis forced improvements in fuel

economy.

A serious oil crisis in the 1970s compelled automakers to design more

fuel-efficient vehicles. Twenty percent of gas stations in 1974 didn't have
any gas to sell to customers, according to Live Science. But this emphasis
on the gas economy wouldn't stick around for long. After the oil embargo
was lifted, automakers resumed making quick, powerful vehicles.

Global Automobile Production in the 1980s

The influence of globalization had the biggest impact on the expansion of

the global auto sector after the 1980s. Due to the enormous demand for
automobiles and the low cost of trained labor in nations like China and
India, automakers in those nations were able to create cars at a fraction of
the price of unionized U.S. manufacturers. These less expensive
automobiles might then be exported by automakers to industrialized
nations worldwide.

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Resources Are in Doubt in the 1990s

Sport Utility Vehicles (SUVs) had a huge increase in popularity during

this decade. Consumers were less concerned about the environmental
impact of these larger, four-wheel-drive automobiles due to stable gas
prices starting in the 1980s. Governments were more worried about
environmental issues than consumers were. Leading the charge to make
cars safer for the environment where states like California.

The 2000s: Vehicles become more compact and efficient

An expansion of the playing field and a sharp rise in international rivalry

may be seen in 2005,when 11 countries accounted for 80 percent of global
production. Car manufacturers catered to customers who wanted powerful
vehicles in the early years of the new millennium. The sport utility vehicle
(SUV) was king, and consumers had no trouble getting loans to buy one
of these pricey vehicles. A severe economic slump in 2008, however,
forced banks to tighten their financing conditions. Fewer people could
afford to purchase a pricey car. Fuel prices increased at the same time.
The market was now dominated by hybrids and fuel-efficient small cars.

2.2 Industry trends and challenges

Trends

The auto industry has been fast rebounding from its prior losses since
2010,with increased sales and employment each year; the sector
experienced its greatest year since 2007 in 2013. More alternatives than
ever before exist for drivers in terms of car types and luxury add-ons.
Autonomous vehicles and those with internet-connected services are
becoming more and more popular, as are vehicles that use less fuel and

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are environmentally friendly. A fully autonomous vehicle would be used
by over half of those between the ages of 25 and 34 in 2016 because they
believe it to be safer than a typical automobile. In the upcoming years, the
global market for high-tech automotive components is predicted to rise
exponentially

Challenges

From a revenue standpoint, this industry is a crucial one for the economy.
Due to a growing middle class and a young population, the two-wheeler
segment dominates the Indian automobile market with over 80% market
share. One of the biggest in the world is the Indian auto industry. 7.1% of
the Country's GDP is accounted for by the Indian auto sector (GDP). The
automotive industry is made up of a diverse group of businesses and
institutions engaged in the planning, creation, production, promotion, And
sale of automobiles. The Country's economy is helped by the automobile
sector. There are two-wheelers, three-wheelers, and four-wheelers in the
automobile sector in India. The volume of products and services
produced, which provide the capacity for transportation and increase the
sale of automobiles, serves as a measure of the economy's progress in this
sector. The massive expansion in automotive production in this industry is
indirectly raising demand for a variety of resources, including steel,
rubber, plastics, glass, paint, and electronics.

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2.3 Regulatory environment

Government Policy Changes That Affected Auto Sector In

2021

The Indian auto industry saw several changes in 2021. Be it the fall in
sales due to the COVID-19 second wave and semiconductor chip shortage
or the several government policies that have impacted the functioning of
the sector. In 2021, the government launched the voluntary automotive
scrappage policy. Several policies were announced by the state
governments to further boost the adoption of EVs. Some of the major
Government policy changes that affect the auto sector are as follows:

State EV policies

Several EV policies were announced by the state governments to further

boost the adoption of EVs

The state governments are leaving no stone unturned to promote faster

adoption of electric vehicles in India. Following in the footsteps of the
Delhi government, the Gujarat state government announced its EV Policy
earlier in the year 2021, wherein subsidies of up to Rs. 1.5 lakh were
announced on the purchase of the electric vehicle. Soon after, the state
governments of Maharashtra and Rajasthan also announced their EV

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policy to increase penetration and adoption of battery electric vehicles
(BEVs)

FAME II Amendment:

The Indian government has extended FAME II validity till March 31,
2024.

Earlier this year, the government of India had extended the second phase
of the FAME (Faster Adoption and Manufacturing of Electric Vehicles)
scheme till March 24, 2024. This step was taken to promote faster
adoption of electric mobility and the development of the manufacturing
ecosystem in India. The second phase of the FAME scheme majorly
focuses on supporting the electrification of public and shared
transportation. The government also made amendments to the FAME II
scheme for electric two-wheelers that witnessed a significant drop in
prices, reducing the price gap between petrol-powered two-wheelers and
electric ones.

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PLI Scheme For the Auto Sector

The cabinet has cleared the incentive scheme to boost the production of
EVs and fuel cell vehicles. The government of India had approved a new
Production Linked Incentive (PLI) scheme for the auto sector. The Union
Cabinet cleared a total incentive scheme of nearly Rs. 26,000 crore to
boost the manufacturing of electric and fuel cell vehicles and drones in
India for 5 years. Out of this, Rs. 25,938 crore has been set for the
automobile sector, while the remaining Rs. 120 crore is allocated for the
drone sector.

Scrappage Policy:

The vehicle scrappage policy was launched at the Gujarat Investor

Summit.The scrappage policy was launched by Prime Minister Narendra
Modi at the Investor Summit in Gujarat. The vehicle scrappage policy for
private vehicles will begin in 2024. The policy is said to offer a much-
needed boost for the Indian auto sector and bring investments of around
Rs. 10,000 crore. Apart from improving new vehicle sales, the policy aims

15
to remove polluting vehicles off the roads and push for safer and cleaner
vehicles.

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3.1 Company Overview

Mandovi is the first and largest Maruti Suzuki dealership in India. The
holding company was established in 1963, and it has 75 years of
experience in the automobile industry. Before becoming a Suvega Motors
dealer in 1965, the company was first a dealer for Volkswagen
automobiles and parts. Mandovi Motors was selected by Maruti India Ltd
in 1983 to sell Maruti Suzuki vehicles and perform authorized
maintenance on them. Mandovi was established in Bangalore on June
14th, 1984, by the late AroorSripathi Rao. Mr. AroorKishor Rao, his son,
is currently in charge of the company.

Its parent firm has almost 100 years of automotive industry experience.
The business has a strong commitment to quality in all that it does. The
moniker "Mandovi" has been synonymous with Maruti Suzuki throughout
the course of its roughly 37 years in the dealership business, and it is also
regarded as one of the best in terms of performance. Mandovi Motors is
committed to providing excellent customer service and is continually
working to raise the bar on its quality standards. Due to the remarkable

17
 customer loyalty, it has gained as a result, a sizable portion of its new
business is generated by referrals from its current clientele.

The company opened dealerships In Mysore and Mangalore, respectively,

in 1986 and 1989. father of the Late Sripathi Rao, the Late Aroor Narayan
Rao, founded the automobile firm in 1929. The Indian government
appointed Late Rao to their territorial board as a result of his charming
personality, diligence, and commitment to his job at the Industrial
Development Bank of India and his ISO-certified company. In 1999,
Mandovi Motors changed the name of their business to "Mandovi Motors
Private Limited" as the company's operations grew quickly. It also
provides Maruti Driving School as a training choice for its staff. The
business strives for quality in all of the work and services it offers to its
customers and has a fantastic culture.

By increasing the percentage of new business that comes from

recommendations from existing customers, the business has also
significantly increased customer loyalty. Mandovi Motors Private Limited
currently has 28 workshops and 9 showrooms distributed among four
major cities. The business also runs nine E-Outlets, four R-outlets, six
driving schools, five dealerships (True Value) for used cars and 2800
employees who are dedicated to providing the best customer service to
their customers.

Promoters

 The founder of Mandovi Motors Pvt Ltd. is the late Shree AroorSripathi
Rao.
 The company's chief executive officer and managing director is Mr. Aroor
Ashok Rao.

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 The chairman is Mr. AroorKishor Rao. The Director is Mr. Aroor Sanjay
Rao, and the director of Sales is Ms. AroorShilpa Rao

No of branches of the company:

These are the following branches of Mandovi Motors in Dakshina

Kannada.

• MANGALORE.
• BANTWAL.
• UPPINANGADY.
• SULLIA.

Bangalore:

• New car showroom at Lavelle Road (first dealership)

• New car showroom at Wheelers Road.

• Workshop and sales information counter at Wilson Garden

• Workshop, true value, and sales counter at Vijayanagar

• Workshop and sales information counter at Yeshwantpura

• Sales information and workshop at J.P Nagar

• Workshop and sales information counter at Yeshwantpura

• Sales information and workshop at J.P Nagar

• Body repair workshop at Yeashwantpura, Tumkur Road. Body repair

shop at Bilekanahalli

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 Mysore:

• New car showroom and workshop at KRS road

• Stockyard and body repairs at hunsur road, Mysore

• Workshop at vinobha road, mysore

• True value showroom at hunsur road, Mysore

• Workshop sales information counters at Mandya and Madikeri

Mangalore:

• Mandovi Motors showroom, true value division, and workshop at

Arvind building Balmatta Road, Mangalore

• Workshop and body repair and sales information counter, kana road,
suratkal

• Body repair, service centre, and sales information counter at Adyar,

Mangalore

Awards:

 First to introduce Maruthi cars in Karnataka state.

 First dealer to get ISO certificates in an Automobile dealership.
 First to introduce Maruthi's"True Value" in Karnataka.
 First automobile dealer to cross 50,000 vehicle sales in south India in
1997.
 First, one to cross 10,000 vehicle sales in Karnataka.
 Best dealer in India for three times in a row for 2008-2009.
 Special award for consistent and innovative advertising.

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 In 2000, Award for best marketing campaign.
 In 2005, All India had the highest growth in service loads.
 In 2009, the Best performance in CSI Bangalore.

3.2 Vision, Mission

Vision

"Selling and providing service of Maruti Suzuki products is our motto,

appealing to the customers through fulfilling their desires and to be the
best dealer in Maruti Suzuki India Ltd."

Mission

"Retain the steadiness in service quality and acquire the loyalty of the
customers."

Quality policy

"We at Mondovi pledge to make quality a way of life, by dedication to

continual development in customer satisfaction and adhering to quality
management system."

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 3.3 organizational structure
Source: https://www.arenaofhampankatta.com/

DIRECTOR

ASSOCIATE VICE PRESIDENT

HR MANAGER SPARES SERVICE ACCOUNTS

DY MANAGER HR DGM SPARES DGM SERVICE DGM ACCOUNTS

EXECUTIVE HR AGM SERVICE MANAGER

SERVICE ADVISOR PDI-SUPERVISOR WASHING SUPERVISOR

SUPERVISOR MECHANICS WASHING STAFF

ELECTRICIAN

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 3.4 product/services

Source: https://www.arenaofhampankatta.com/

Mini van Hatch back Sedan SUV/MUV

Ecco Swift Dzire Ertiga
Wagon R Ciaz S-cross

Alto 800 Vitara breeza

Celerio

Baleno

Alto KIO

Ignis

Service offered by Mandovi Motors

 True value
True value is a platform created by Mandovi Motors to resell its used
vehicles to customers at an affordable price. Presently, it has 6 showrooms
for the sale of its used card throughout the state of Karnataka.
 Maruti mobile support
They offer some services to their customers at their doorstep to any
specified location. They offer services like dry wash and other services
which are chargeable.

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 Workshop procedure
When the customers arrive at the workshop, they meet with the help desk
coordinator, who allots their services advisor to them who takes the
vehicle and then prepares the job card and then sends it to the service
station. Soon after the work is completed, a message is sent to the
customers regarding the completion of the work. A link is sent to fill out
after getting the delivery of the vehicle from the service regarding any
complaints, if any.

 Service camp
Services camps are conducted by them at various locations and offer free
general check-ups. They issue discount coupons to their customers, which
can be redeemed at the time of service.
 Express service
Mandovi Motors offers express service to their customers, which is
completed within 90 minutes. They only do minor work in express
services.
 Insurance
Mandovi Motors offers insurance facilities to its customers to help them
cut down on costs out and procedures. It helps the customers by making it
easier for them to claim if it is necessary.
 Customer lounge area
Mandovi Motors has an exclusive waiting area for its customers while
their vehiclesare under service with facilities like television, coffee
machines, newspapers, and magazines.
 Nexa

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 NEXA is a platform created by Mandovi Motors to sell brand-new
vehicles with new brand names.

3.5 Market presence

Every employee in the organization has goals. Accounts, customer

service, back office, and HR goals, for instance, are defined if the target
cannot be qualified. This has a dual purpose. If you have a goal, you can
start planning and organizing right now. Second, your appraisal can be
done with clarity since both you and your supervisor are clear about what
you are aiming to accomplish. Thus, before you start, you must determine
what your target or goal is.

Mandovi so far:

 The Aroor family business was started in the year 1929 by the late
AroorLaxmi
Narayana Rao with a fleet of public transport vehicles.
 Mandovi, the first Maruti dealer in Karnataka, commenced operations on
14th June 1984 at Bangalore
 Expand Maruti dealership operations to Mysore in 1986 and Mangalore in
1989
 An exclusive body repair workshop opened in Bangalore and Mysore in
1994, and a second body repair workshop facility in Bangalore was
created in 2005
 Exclusive facility for PDI and stockyard created for parking over 500
vehicles at Bangalore in 1996
 Awarded 150-9001 certification in recognition of its high standard at
Bangalore in 1997; subsequently, in 2003, Mangalore and Mysore were
awarded 150-9001

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 Widespread sales and after-sales network in Karnataka with 5 showrooms
and 24 workshops
 The first automobile dealer in south India to deliver one lakh cars
 One new car is delivered every 12 minutes from Mandovi motors
 Awarded diligent and prompt taxpayers by the commercial tax department
 One car gets rolled out every minute from our workshops
 First dealer to commence true value operations in India in 2001.
Commenced true value
 operations in India in 2001. Commenced true value operations in Mysore
and
 Mangalore during 2003
 The exclusive Maruti insurance division sells over 4000 policies per
month.
 The unique distinction of being the largest automobile dealer in South
India-highest
 sales volume since inception till March 08
 Openly dealer in Karnataka selling over 1000 cars per month.
 Only dealer in the state to service over 19000 cars per month
 Only dealer in Karnataka to have more than 2550 employees
 Consistently the no.1 dealer in Bangalore and Karnataka forts for the last
28 years and has maintained its no.1 slot in both sales and service since
inception, in the Country.
 The second showroom at Wheelers Road, Bangalore, started during 2004
 Awarded no.1 nameplate in all India non-metro-CSI survey in Mangalore
during 2006
 Maruti Driving School facility at Mysore was created during 2008

26
 Awarded all India no.3 positions and a 5-star rating for Balmatta
workshop, Mangalore, during 2008
 Silver Jubilee workshop facility in Bangalore was created in June 2009
 Awarded NSIL-CRISIL rating of SE IB, which indicates "highest
performance capacity and moderate financial strength", in April 2009
 3rs showroom at Baseveshwara Nagar, Bangalore, started in the year 2012
 Awarded all India level "best HR practices in the year 2010-11 and 2011-
12
 The platinum dealer from the past 3 years in a raw
 True Value Bangalore was awarded best overall performance in Karnataka
for the year 2011-12 awarded as all India's "highest pre-own car sales" in
the year 2011-12
 Mysore True Value was awarded the "Best up-country CI and display
award "In the year 2012
 Mangalore True Value was awarded as "highest evaluation VS retail
award in the year 201

Competitive landscape

Mandovi Motors Private Limited has stiff competition with companies,

namely, Bharath Motors (established in the year 2006 on 24 May) and
Abharan Motors (founded in the year 2001). Also, other car companies
are dealing with automobile manufacturers such as,

• Hyundai Motors

A fully owned subsidiary of the South Korean-based Hyundai Motor

Company, Hyundai Motor India Ltd. With a 16.2% market share and a
US$5.5 billion revenue in India as of February 2019, it is the second-
largest automaker.

27
 Honda Motors Honda Motor Co. Ltd.

It owns Honda Cars India Ltd. (HCIL), an automaker in India. [3] Honda
Siel Cars India, a joint venture, launched the business in 1995. (HSCI).
After six years of losses in Indian operations, the business recorded
revenue of 16,870 crores with a net profit of 360 crores for the 2015–2016
fiscal year. Thanks to the introduction of the WR-V, monthly sales
reached over 17,000 vehicles in July 2017. Over 4,500 units a month were
sold of the City and WR-V.

 Nissan Motors

A fully owned subsidiary of Nissan Motor Co. Ltd. Japan is Nissan Motor
India Pvt Ltd (NMIPL). The business was established in 2005 and sells
sedans, SUVs, and hatchbacks throughout India. Nissan's portfolio in
India consists of two brands, Nissan and Datsun. Nissan and Renault, two
members of a worldwide alliance, signed a memorandum of
understanding (MoU) with the Tamil Nadu government in February 2008
to establish a manufacturing facility at Oragadam, close to Chennai, with
an investment of INR 45 billion over seven years.

 Ford motor company

For its activities in India, Ford Motor Company has established a

subsidiary called Ford India Private Limited. The corporate headquarters
of Ford India Private Limited are in Chennai, Tamil Nadu, at
Sholinganallur. In Gujarat's Sanand, Fordhas integrated manufacturing
facilities as well. Due to its inability to keep up with the competition and
other global economic issues that decreased demand, Ford has now
decided to leave the Indian market.

28
 3.6 Financial statement of the previous year

Here is a summary of the financial information of MANDOVI

MOTORS PRIVATE LIMITED for the financial year ending 31 March
2022.

 Revenue/turnover of MANDOVI MOTORS PRIVATE LIMITED is Over

INR 500 cr
 Net worth of the company has increased by 2.83 %
 EBITDA of the company has decreased by -9.92 %
 Total assets of the company have increased by 0.06 %
 Liabilities of the company have decreased by -3.77 %

29
3.7 SWOC Analysis
Strengths Weaknesses
 Distributor network  Lack of experience in
brand loyalty, Japan foreign market
technology and Service  Low resale value
distribution  Low engine capacity
 After sales services
 Cost effective
 Low maintenance
 Indian middle class
 Low price
 High fuel efficiency
 Strong brand image and
loyalty
Opportunity Threats

 High end car segment  Stiff competition from

 Improve handling local player’s
 Attracting youth  Rising customer
 Perspective huge expectations
market of government  Fuel price
and software company  Foreign brands
employees  Small car competition

30
 Internship at Mandovi Motors

I have got the opportunity to work in Mandovi Motors Pvt Ltd. as an

intern for one months from August 30 to September 302023; it’s a part of
my academic program. As my major is Human Resource Management, I
worked in Human resource department as an intern where I had learnt
several Human Resource practices of Mandovi Motors Pvt Ltd.

4.1 Description of the job

I had the opportunity to have one month long internship at Mandovi

Motors Pvt, Ltd. I have come across with different tasks that are conduct
by the HR department. I was introduced to the jobs of an HR personnel,
there were different types of jobs I was made acquainted with some were
regular others were periodical. I was assigned to the following jobs
regularly. Those were

 Collecting Bio data

 Screening Bio data
 Setting Interview & training date
 Calling For Interview
 Making Interview Lists
 Creating Employee File

1. Collecting Bio data

31
 For the recruitment of Sales Associates and Store Helper the CVs are
collected from outlets mostly but applicants can also drop their CVs in the
CV box at head office, and for others positions the CVs are collected
through the bdjobs’s website and the CV box at the head office. As I have
worked mostly in the recruitment Associates, it was my job to call the
outlets and ask them to send the CVs to Human Resource Department.
And also ask the Office Assistant to collect the CVs from the CV box

2. Screening Bio data

As Mandovi Motors was taking huge number of employees, we received

CVs in large quantity. There were few areas are to be considered while
screening the CVs, these were age, education and location. For example a
candidate has to be 18 years old or above to apply for job. For Associates
and responsible position the candidate has to be a graduate students. For
Store Helper candidate must have S.S.C degree.

3. Setting Interview date

After Screening the CVs and classified them in to different categories, we

were to fix the interview date for different branch’s and inform the
respective resource persons about the interview. And with the interview I
was to fix the training date for the selected candidates. To do this I had to
consult with the Training personnel about the training batches and find out
the empty slots for Training and finalize the interview and training batch
for the employees.

4. Calling for Interview

After screening the CVs and separate them based on their location, it was
my job to call the candidates for interview and inform them about the
interview date, time and venue. The interviews were held in the head

32
office of Mandovi Motors. After the interview I had to call the selected
candidates.

5. Making Interview Lists

While calling the candidates I had to give serial number to their CVs. after
calling the candidates it was my job to prepare an interview list which
contained name of the applicant, father’s name of the applicant,
educational qualification, address and contact number, there were few
columns left empty for applicants signature, selected, not selected and
remarks. At the bottom of the list name of the Human resource officer and
the concerned department manager who were taking the interview, were
included

6.Creating Employee File

The HR department of Mandovi Motors. keeps record of their employees

both manually and in HRMS. After recruiting I learned to prepare files for
new employees. Every new employee is assigned a PIN for their
identification. The employee file contains employees joining letter given
by Mondovi Motors, employees CV, photocopy of employee’s educational
certificates, reference letter

7. Employee Joining

When a new employee joins I performed all tasks for joining. The tasks
include all necessary signatures and filling.

8. Leave Processing

Leave processing includes receiving leave applications and inputting to

software.

33
 Apart from these specific jobs, I also observed other jobs performed by
other team mates. Here I observed,

 Recruitment and selection process

 Payroll
 Policy formulation
 Training and Development
 Grievance handling etc

Candidate Interview, employee provident fund, EPF nomination, types of

EPF nomination forms, required information to fill EPF forms, Employee
state Insurance (ESI).

• Candidate interview

This internship provided the opportunity to interview the candidate who

stepped up for the interview. Collecting the basic information and
interacting with a variety of candidates, I interviewed many candidates
and improved my communication skills as a result.

• Employee Provident Fund

On November 15, 1951, the Employees' Provident Funds Ordinance was

enacted, creating the Employees' Provident Fund. The Employees'
Provident Funds Act of 1952 took its place.

I was responsible for filling out Employees Provident Fund and

Employees State Insurance forms for employees and updating the system.

The following details are required for EPF and ESI

EPF nomination

Form 2 must be filled out with all information relevant to the above-
mentioned schemes. For instance, a person can designate one or more
members of their family to receive the provident fund proceeds in the

34
 event of their death. By the Employee Provident Fund Scheme of 1952,
"family" includes the husband or wife, children (whether biological or
adopted), and dependent parents. According to the Employees' Pension
Scheme of 1995, the family consists of the husband, wife, and kids.
Employees under the Employees' Pension Scheme of 1995 may update
their nominees by sending a new Form 2 through their employer.

Types of EPF nomination forms

PF Form 2: This is a common form. (Pension and PF schemes) used for

payment of fund amounts to the nominees

PF Form 11: This form is a member declaration of being employed in a

factory/establishment where both the employee's family pension fund
scheme and Provident fund are in force

PF Form 9: This form is a declaration by an individual taking up work in a

factory/establishment where the employee's pension scheme is applicable.

Required information to fill PF form 2

PF form 2 is a nomination and declaration form under the employee

pension and PF schemes (paragraph 18 of employees' pension scheme
1995 and paragraphs 33and 61(1) of employees Provident Fund1952).
EPF form 2 requires a member to fill in the following details:

 Name of the member

 Father / Husband's name
 Date of birth
 Permanent address
 Name of the nominee
 Complete address of the nominee

35
 Member's relationship with the nominee
 Date of birth of the nominee
 Share of the PF amount to be paid to each nominee
 In case the nominee is a minor, the member has to furnish details of the
guardian who will receive the PF amount
 In case the member does not have any dependent parents or family as
mentioned under para2 (g) of the employee's provident Fund schemes
1952, he or she should strike out the sections which are not applicable.
 Signature of the subscriber
 Details of family members who will receive the children/widow pension
when the member dies. The member has to mention the name, age, and
address of the family members. The members should also mention the
relationship with the nominees.
 Name and address of the establishment/factory
 Signature of the employer/authorized officer

Required information to fill PF form 11

EPF form 11 is a nomination and declaration form under para 24 of the

Employee's Pension Scheme

(EPS),1995, and para 34 and 57 of the employee Provident Fund 1952 PF

Form 11 requires a member to

furnish some details as listed below:

• Name of the member

• Date of birth of the member

• Father / Husband's name

36
 • Mobile number

• Email ID

• Individuals have to mention if he or she was a member of the Employees

Provident Fund Scheme 1952. If yes, then the individual has to fill out
details regarding his or her previous employment, such as listed below

 Universal Account Number or previous provident fund account ID

 Date of exit
 Previous scheme certificate number
 Previous pension payment order
 International workers have to specify the following
o Country of origin
o Passport number
o Passport validity
o Educational qualification
 Marital status
 Any disabilities (visual, locomotive, hearing)
 Know Your Customer details to be included are as follows:
 Bank account number with IFSC code (mandatory)
 Aadhar
 PAN
 Passport
 Driving license
 Voter ID
 ESIC card
 Ration card

37
 All the information to fill out PF Form 9

EPF Form 9 is a declaration form of the Employees' Pension

Scheme,1995 (para 34) and Employees Provident Fund Scheme 1952
(para 34 and 57). This form is a declaration of a member taking up
employment in an establishment where both the Employees' Provident
Fund Scheme, 1952, and the Employees' Pension Scheme,

1995 are applicable. Form 9 requires a member to furnish the following

details:

• Name of the member

• Date of birth of the member

• Father / Husband's name

• Mobile number

• Email ID

Individuals have to mention if he or she was a member of the Employees

Provident Fund Scheme 1952. If yes, then the individual has to fill out
details regarding his or her previous employment such as listed below

UAN or previous provident fund account ID

o Date of exit
o Previous scheme certificate number
o Previous pension payment order

• International workers have to specify the following

o Country of origin
o Passport number
o Passport validity
o Educational qualification

38
o Marital status
o Any disabilities (visual, Locomotive, hearing)

• KYC details to be included are as follows:

o Bank account number with IFSC code (mandatory)

o Aadhar
o PAN
o Passport
o Driving license
o Voter ID
o ESIC card
o Ration card

Features of the E-Nomination process

 UAN should be activated

 Aadhar should be linked with your UAN.

 Registered mobile number should be linked with your UAN.

 Profile should have your permanent and current addresses mentioned.

 The nominee's Aadhaar details must be mentioned.

 E-Sign is mandatory for the nomination process to be successful

Login of member and field office will have the digitally signed PDF
document.

All the information documents must be self-attested

O Declaration by the employer

39
O Signature of the employer along with the seal of the establishment

Employee State Insurance (ESI)

All employees in the factories or enterprises to which the Act applies must
be insured by the Act's provisions because of the E.S.I. The scheme is
contributory in character. Employer and employee contributions, each at a
set rate, make up the contribution due to the corporation on behalf of an
employee. The prices are occasionally changed. As of July 1, 2019, the
employer's contribution rate is 3.25% of the wages paid or payable in
respect of the employees during each pay period, while the employee's
contribution rate is currently 0.75% of wages. Employees receiving an
average daily salary of up to Rs. 176 are free from contributing. However,
employers will make their contributions regarding these personnel.

ESIC Form 1

ESIC Form 1, commonly known as an ESIC declaration form, is a

document that employers give to new hires. An employee's declaration to
be included in the Employee State Insurance Corporation Scheme is
known as the ESI form 1. You can obtain ESI Declaration Form 1 and
learn how to fill it out ESI Form 1 here. But first, there are certain crucial
things to understand about ESI form 1.

Form 1 requires members to fill in the following information

 Name of the member

 Father's/Husband's name

 Date of birth

40
 Marital status

 Present and permanent address

 Details of the nominee (name, relationship with insured person,

address)

 Family particulars of the insured person (name, date of birth,

relationship with insured person, etc.)

Application of the ESI scheme

The ESI scheme applies to all factories and other establishments as

defined by the Act, with 10 or more people working on those premises.
The beneficiaries are covered under the scheme as long as their monthly
wages do not exceed Rs 21,000.

ESIC contribution rates

Employer share -3.25%

Employee share-0.75%

Features of the ESI scheme

• The scheme offers the employee covered by the ESI Act of 1948
complete medical care and attention for the duration of his disability,
regaining his health and restoring his ability to work.

• Complete financial help is given to the employees to compensate for the

lost pay when they are unable to work due to illness, pregnancy, or
workplace accidents.

• The benefits provided by this program can be broadly divided into two
groups:

41
• Cash benefits (which include sickness, maternity, temporary and
permanent disability, funeral costs, rehabilitation allowance, vocational
rehabilitation, and medical bonus)

• Non-cash benefits provided by medical treatment.

Payroll

Payroll is the salary that a company owes its employees for a specific
period or on a specific day. It is typically handled by a company's
accounting or human resources division. The owner or a co-worker may
be in charge of small business payrolls directly.

In this internship, I have got only theoretical information regarding the

payroll rather than practical. Following the steps, payroll will be
calculated:

Calculation of payroll

Calculation of gross salary

It includes -Basic, DA, HRA, and conveyance

Calculation of total deduction

It includes- PF, ESI, TDS, Labour welfare fund

Professional tax if income is above Rs.15000 -200rs will be professional

tax. Total

earning -total deduction = Net payable amount

4.2 Observation

42
 I observed the following HR functions during the 1-month internship
period.

o Joining formalities
New Member is required to submit without fail certain documents and
details as prescribed in the offer letter/letter of Intent. Passport size and
stamp photos, Certificate of Education, Experience Certificates,
residential address proof, relieving letter salary slip of previous
employment and medical fitness certificate.

o Employee kit

To get adjusted to the work and to learn the business process in a

smooth way, an employee kit is given to the employee. Certain sets of
handbooks, uniforms, identity card stationeries, and codes of conduct.

o Compensation:

Salary is paid before the 7th of each month. Salary breakups are
briefed in a letter of appointment. For employee's knowledge about
his/her pay system. Leave can be availed only with prior permission. An
employee can avail of earned leave of 18 days and CL 12 days only after
confirmation and 1year of service. Apart from above 5 national general
holidays and 5 festival holidays are given.

o Identity card
It is issued to all employees and will be valid up to 3 years. In case of
loss of ID cards, the same should be reported to the HR department.

o Dress code

43
 Every permanent employee is provided with a uniform that should be
worn as per company rules.

o Communication
Communication in the organization is based on the following

 Daily/weekly/monthlymeetings
 Notice boards
 Circulars
 Mails/Telephones
 Mandovi Happening, an in-house magazine

o Training
It is given to employees to enhance his/her performance efficiency on
the job, to keep abreast with the latest technology market conditions and
to retain the existing manpower. The training given are two types:
Internal
External.
o Group Medic claim policy
Scheme for employees and their family members where an employee
needs to pay 60% of the premium, and the remaining 40% is borne by the
management.
o HUM TUM SAATH SAATH (Low performer's counselling)
This is done in order to motivate to employees who are showing low
performance in their jobs. A maximum time is given, and training is
imparted to the employees to motive their performance.
o A birthday celebration at the workplace
Employees' birthdays are celebrated on a particular day of the month at
different units.

44
4.3 Brief report
Annexure
Date REPORT Student
sign

Day1: Helped the candidates to fill out the

31/8/2023 interview form or Face sheet

New joiners data entry on Excel sheet

Day 2: Appointment letter created through

1/09/2023 word

Day 3: Helped the candidates to fill out the

2/09/2023 interview form

Learnt how to create an ESI Account

for new joiners through ESI website

Day 4:

3/09/2023 Sunday (Week off)

Day 5: Helped the new joiners to fill out all

4/09/2023 the declaration forms

Helped the new joiners to fill out all

the declaration forms

45
 HR executive Mr. Akash explained
about the history of the company, the
company's rules and regulations, and
employee benefits such as ESI, PF,
etc., to joiners and for us also.

Day 6: Create and updated new joiners ESI

5/09 /2023 Appointment letter created through

word

Day 7: Helped the new candidates to fill out

6/09/2023 Interview form, documents to the

account section for signature.

Created and updated newly joined

candidates ESI Account.

Day 8: Leave for Krishna Janmastami

7/09/2023

Day 9: Arranging the files according to it's

8/09/2023 branch.

Day 10: Data entry on an excel sheet, it

9/09/2023 contains all the details of new staffs

such as their name, date of birth, date
of joining, PAN, Adhaar number etc.

Day 11: Sunday (Week off)

10/09/2023

Day 12: Helped the newly hired staff to fill out

all declaration forms such as form

46
11/09/2023 1,form 2,form F and form 11.

Induction to new joiners.

Day 13: Appointment letter created through

12/09/2023 word.

File setting.

Day 14: Helped the candidates in Interview

13/09/2023 form filling.

Appointment letter created through

word.

Day 15: Candidates interview, helping them to

14/09/2023 fill out the Face sheet.

Data entry on excel sheet.

Day 16: Went to a job fair with HR at

15/09/2023 MSNIM, Bondel, Mangalore.

Day 17: Data entry on excel sheet.

16/09/2023 Old file setting.

Day 18: Sunday (Week off)

17/09/2023

Day 19: Helped the new joiners to declaration

18/09/2023 form filling.

Induction to them.

Day 20: Leave for Ganesh Chaturthi

47
19/09/2023

Day 21: Data entry on excel sheet.

20/09/2023 Appointment letter created through

word.

Day 22: ESI account creating.

21/09/2023 File setting.

Day 23: ESI account creating.

22/09/2023 And updating

Day 24: Helped the candidates interview form

23/09/2023 filling.

File setting.

Day 25: Sunday (Week off)

24/09/2023

Day 26: Helped the newly hired staff in

25/09/2023 declaration form filling.

Induction to new joiners.

Day 27: File setting according to it's branch.

26/09/2023 Uploading UAN and ESI number of

employees in excel sheet.

Day 28: Helped the candidates to fill the

27/09/2023 interview form or Face sheet.

Day 29: Written employees code number in

new file and fill their details in that

48
28/09/2023 new file.

Day 30: Appointment letter created through

29/09/2023 word.

Data entry on excel sheet.:

Day 31: Written all the details of the

30/09/2023 employees in sheet such as name, date

of birth, blood group etc these all for
creating new ID card of new
employees.

49
 5.1 Findings
 Skills acquired
On the whole, this internship was a useful experience. I have gained new
knowledge and skills and met many new people. I achieved several of my
learning goals, and I got an insight into professional practices. This
internship helped me to improve my writing skills. I had to learn to adapt
a new tone with my writing, something that took a little getting used to.

 This position kept me writing something new every day, and I can say that
my writing has improved drastically.
 The internship was also good to find out what my strengths and
weaknesses are. This helped me to define what skills and knowledge I
have to improve in the coming time. It would be better if the knowledge
level of the language is sufficient to contribute fully to my projects and
prepare me for my future career.
 This internship has been a valuable one. I have learned how to work with
many types of people with many types of situations, and I was given an
opportunity to attend and observe the interviews of the candidates who are
coming to the company seeking the job; this could give me a good idea
about preparing my resume.
 I could learn about the aspects where I should focus on to prepare a good
resume. This internship experience taught me professional etiquette, such
as punctuality and taught me the value of professional dress code and
grooming. Just by observing everyday events, I could learn more about
teamwork and how people can come together to get things done.
 I could learn about the aspects where I should focus on to prepare a good
resume. It has been a while since I started the internship, and I am really

50
 glad I decided to work here. I think the experience in this area is a good
preview of my career and future.
 Challenges Faced
 As I did not have prior experience in HR practices and procedures, it
made it challenging to understand the intricacies of the field.
 Adjusting to the organizational culture and dynamics is difficult initially.
 Balancing multiple tasks and priorities, such as recruitment, onboarding,
and administrative duties, is overwhelming because I am still learning to
navigate their responsibilities.
 Developing effective communication skills is difficult both in terms of
verbal and written, as interns often need to interact with employees,
managers, and external stakeholders.
 Staying updated on labor laws, compliance requirements, and HR best
practices is difficult, especially with the constantly evolving nature of the
field.
 Receiving constructive feedback and finding opportunities for growth and
development within the organization is a struggling task.
 Achievements and Contribution
I had the opportunity to do an internship at the prestigious
Mandovi Motors Private Limited. The opportunity to conduct a brief
interview for the candidate was one of several things the HR provided
regarding the employment of the candidate, including how they hire the
candidate and what abilities are required. This enhanced my
understanding and improved my communication skills

Interacting with many members was beneficial. They supplied the

information that was needed throughout the program. My internship has
given me new insights and knowledge on diverse topics every week.

51
Learning practically versus learning practically are completely different
things. In the real world, we will be physically engaged, which helps us
develop our personalities and boosts our confidence by allowing us to
interact with many different people.

There are numerous things to learn about the broad notion of HR.
This internship assisted in gaining some fundamental knowledge of the
HR procedures used by Mandovi Motors. Learned about things like
candidate interviews, EPHO nominations, and ESI. Additionally, learned
about labor laws, which are crucial to every organization.

The work assigned during the internship made me learn many new
things. Working under Mr. Shiva Prasad, Mr.Sooraj and Mr Akash has
been a great experience. The classes where conducted by them about
joining formalities, ESI and EPF gave me much information about human
resource activities. The induction program conducted by HR made me
understand more about the organization.

Working at a job fair conducted by the organization gave me a lot of

information about the interview process. The DGM, Mr. Jaideep, was very
supportive throughout the internship. The classes conducted by him about
corporate identity were very informative. The information given by
Yogitha, Relationship Manager -NEXAabout products was very helpful.
The staff in the organization were very helpful and never made me feel
like an intern. Everybody was so supportive and guided me through the
internship.

52
5.2 Suggestions

Mandovi Motors can focus on certain aspects like:

1. They go for certain initiatives at the enterprise level, like Six Sigma,
wherein they can maintain and improve the quality of the workforce in the
organization.

2. They can go for some other database also, like "Dealer Management
System", wherein they can have 2-way flow of information with the
customer more effectively. They can use the Database for future contact.

3. They can look for more creative measures to do the advertisements and
promotions so that more and more customers are attracted.

4. They can suggest Maruti Suzuki to offer more generous discounts

during Festival Season like Navratra, Dusshera, and Diwali to gear – up
their sales to an extent.

5. They can go for having a quality control department which can monitor
all the day-to-day activities of the different departments and can give
feedback to members depending on their performance.

53
5.3 Conclusion

An internship is defined as an extension of a student's academic

curriculum to gain work experience and insight into professional
corporate life. It was a proper work-life environment, and I gained a lot of
knowledge about Human resource management. It was a good opportunity
to be part of a successful organization. It has helped in the development of
skills and abilities. Because of that, it enabled me to think clearly, act
wisely, take decisions carefully and develop interpersonal skills.

Although my experience at Mandovi Motors was particularly

satisfying, it did teach me how to conduct myself in the workplace. I have
learned to stay present in every situation and implement practical
solutions that will advance my personal development. I have learned a lot
about motivation, cooperation, and how individuals work together to
accomplish goals through monitoring daily activities at the Department. I
also understand how crucial analytical thinking and problem-solving
capabilities are. I will keep all that I have learned during my internship to
use and further my talents. I have surely had numerous experiences and
learned a great deal.

54
 BIBLIOGRAPHY

BOOKS

 K Aswathappa (2010) Human Resource Management, Tata

McGraw- Hill Education Pvt Ltd, New Delhi 6th edition.
 P. Subbarao,(2000): Essential of human resource management
Himalaya publishing house

WEBSITES

 https://cleaning.lovetoknow.com/vehicle-maintenance/history-
of-theautomobile-industry
 https://www.bankbazaar.com/saving-schemes/epf-nomination-
form.html
 https://www.investopedia.com/terms/h/humanresources.asp
 https://mandovi.in/
 https://durgeshrao.wordpress.com/2011/11/09/internship-
project-at-mandovi-motors

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