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Jagannath UniversityJagannath University
OFHUMAN RESOURCE MANAGEMENT
ON
MARUTI UDYOG LIMITED
Submitted to Submitted by:
Jyotsana Mam Ashish Sahadev
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ContentsContents
1) Objective of the study
2) Quick facts of MUL
3) HR Vision
4) HR initiative
5) Induction program
6) Meaning of Recruitment
7) Process of recruitment
8) Selection meaning
9) Selection process of MUL
10) Meaning of training
11) Importance of training
12) SALES AND TRAINING DEPARTMENT OF MARUTI UDYOG
13) Objectives
14) Training process f or Sales Managers /General mangers/ Branch
Heads15) Findings
16) Conclusion
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Objectives
To enhance my knowledge about Recruitmentand Selection.
To enhance my knowledge about Training &Development.
To convert my theoretical knowledge intopractical knowledge.
To enhance my knowledge about compensationprogram
To prepare myself as a H.R. person who caneasily identify the training need through his
experience which is very essential quality of aH.R. Person & for the organization as well.
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FACTS OF MARUTI UDYOG LIMITED
Year of
Establishment February 1981
Vision
"The Leader in The Indian Automobile
Industry, Creating Customer Delight
and Shareholder's Wealth; A pride ofIndia."
Joint Venture
With Suzuki Motor Company, now
Suzuki Motor Corporation, of Japan in
October 1982.
Industry Automotive - Four Wheelers
Corporate
Office
11th Floor, Jeevan Prakash
25, Kasturba Gandhi Marg New Delhi
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Segment and Brands
ProductProduct BrandsBrands
FourFour
WheelerWheeler
Maruti 800 Maruti Alto Maruti Zen
Maruti Esteem MarutiGrand Vitara
MarutiGypsy
King
Maruti omni Maruti
Baleno
Maruti
Wagon-R
Maruti versa
Maruti Swift
Maruti
Suzuki
SX4
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HR VISIONHR VISION
Lead and Facilitate continuous changeLead and Facilitate continuous change
towards organizational excellencetowards organizational excellence
create a learning and vibrantcreate a learning and vibrant
organization with high sense of prideorganization with high sense of pride
amongst its members.amongst its members.
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HR INITIATIVESHR INITIATIVES
Improve the performance Appraisal systemImprove the performance Appraisal system -- its process, skillits process, skill& usage& usage
Introduce a Potential Appraisal SystemIntroduce a Potential Appraisal System
Improvements in internal & external Training & its effectiveImprovements in internal & external Training & its effective
utilization. Training need identificationutilization. Training need identification
Systematic career planning ; Job Rotation ; Empowerment;Systematic career planning ; Job Rotation ; Empowerment;
Job enrichmentJob enrichment
Periodic communication meeting at various level; Roll out ofPeriodic communication meeting at various level; Roll out of
VisionVision
Raise cost consciousness for cost control and reductionRaise cost consciousness for cost control and reduction
Exposure on Brand Strategy to all nonExposure on Brand Strategy to all non-- marketing staffmarketing staff
Retention of TalentRetention of Talent
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Induction programInduction program
ObjectiveObjective:: The objective of this programThe objective of this program
is to facilitate smooth induction of the newis to facilitate smooth induction of the new
DSEs into their place of work i.e. MarutiDSEs into their place of work i.e. Maruti
dealerships. This program attempts todealerships. This program attempts to
orient the new DSEs on a few importantorient the new DSEs on a few important
parameters, which are listed belowparameters, which are listed below
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MATTER USUALLY DISCUSSED IN THE MARUTIMATTER USUALLY DISCUSSED IN THE MARUTI
INDUCTIONINDUCTION
Overview of Maruti and SuzukiOverview of Maruti and Suzuki
Building understanding of the car market in India and variousBuilding understanding of the car market in India and various
segmentssegments
Understand MULs product range and positioning in each segmentUnderstand MULs product range and positioning in each segment
Overview of each Maruti model and the MUL AdvantageOverview of each Maruti model and the MUL Advantage
Overview of the selling process and how to uncover needs of aOverview of the selling process and how to uncover needs of a
customer to do need based sellingcustomer to do need based selling
Role of financing as a sales tool and the various financing optionsRole of financing as a sales tool and the various financing optionsavailableavailable
Ensuring personal effectivenessEnsuring personal effectiveness
Understand the attributes of a good DSEUnderstand the attributes of a good DSE
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MEANING OF RECRUITMENTMEANING OF RECRUITMENT
It is the process of searching the potentialIt is the process of searching the potential
candidate and offers him or her the job. Itcandidate and offers him or her the job. It
is positive in nature in the Indian context.is positive in nature in the Indian context.
Process of identifying and hiring bestProcess of identifying and hiring best
qualified candidate (from within or outsidequalified candidate (from within or outside
of an organization) for a job vacancy, in aof an organization) for a job vacancy, in amost timely and cost effective mannermost timely and cost effective manner
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RECRUITMENT PROC ESS OF MARUTIRECRUITMENT PROC ESS OF MARUTI
UDYOG LTDUDYOG LTD
Planning RecruitmentPlanning Recruitment
Number of contacts Types of contactsNumber of contacts Types of contacts
Strategy developmentStrategy development
SearchingSearching
ScreeningScreening
Evaluation and controlEvaluation and control
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MEANING OF SELECTIONMEANING OF SELECTION
Selection is the process of pickingSelection is the process of picking
individuals (out of pool of job applicants)individuals (out of pool of job applicants)
with requisite qualification andwith requisite qualification and
competence to fill job in the organizationcompetence to fill job in the organization
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Steps in Selection Process ofSteps in Selection Process of
Maruti udyog ltdMaruti udyog ltd
Selection process consists of a series of steps,Selection process consists of a series of steps,at each stage, facts may come light which mayat each stage, facts may come light which maylead to the rejection of the applicant. It is alead to the rejection of the applicant. It is aseries of successive hurdles or barriers which anseries of successive hurdles or barriers which an
applicant must cross. These hurdles or screensapplicant must cross. These hurdles or screensare designed to eliminate an unqualifiedare designed to eliminate an unqualifiedcandidate at any point in the selection processcandidate at any point in the selection processThere is no standards selection procedure to beThere is no standards selection procedure to beused in all organizations or for all jobs. Theused in all organizations or for all jobs. Thecomplexity of selection procedures increasescomplexity of selection procedures increases
with the level and responsibility of the position towith the level and responsibility of the position tobe filled.be filled.
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Steps
1} Preliminary Interview (screeningapplications)
Initial screening is done to weed out totallyundesirable/unqualified candidates at the outset. It is
essentially a sorting process in which prospectivecandidates are given the necessary informationabout the nature of the job and the organization, atthe same time, the necessary information is alsoelicited from the candidates about their education,skills, experience, salary expected and the like. Ithelps to determine whether it is worthwhile for acandidate to fill up the application form.
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2} Application Form
Application form is a traditional and widely
used device for collecting information from
candidates. It should provide all theinformation relevant to selection, where
reference for caste, religion, birth place,
may be avoided as it may be regarded an
evidence of discrimination.
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3}Selection Test
Psychological tests are being increasinglyused in employee selection, where a testmay involve some aspect of an individuals
attitudes, behavior and performance.Tests are useful when the number ofapplicants is large, as at best it revealsthat the candidates who scored above thepredetermined cutoff points are likely to bemore successful than those scoring belowthe cutoff point.
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4} Employment Interview
Interview is an essential element ofselection and no selection procedure iscomplete without one or more personal
interviews, where the information collectedthrough application letter or applicationforms and tests can be cross-checked inthe interview, where candidatesdemonstrates their capabilities andstrength in relevant to their academiccredentials
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5} Medical Examination
Applicants who have crossed the abovestages are sent for a physical examinationeither to the companys physician or to amedical officer approved for the purpose. Such
examination serves the following purposes:-
a) It determines whether the candidate isphysically fit to perform the job, where thosewho are physically unfit are rejected.
b) It prevents the employment of people sufferingfrom contagious diseases.
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6} Reference Checks
The applicant is asked to mention in his applicationform, the names and addresses of two or morepersons who know him well. These may be hisprevious employers, heads of education institutions or
public figures. These people are requested to providetheir frank opinion about the candidate withoutincurring any liability. In government and public sectororganizations, candidates are generally required toroute their applications through their presentemployers, if any. The opinion of referees can be
useful in judging the future behavior and performanceof candidate, but is not advisable to rely exclusively onthe referees because they are generally biased infavor of the candidate.
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8} Employment
Employment is offered in the form of anappointment 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 someorganizations, a contract of service is
signed by both the candidate and the
representative of the organization. It is at
this point where a selected applicant is
handled with a letter of offer for a job
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9} Induction
The process of receiving employees when
they begin work, introducing them to the
company and to their colleagues, and
informing them of the activities, customsand traditions of the company is called
induction. At this juncture various induction
courses are done to new recruit in order to
acclimatize them with the new workingenvironment
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10} 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 workers
immediate supervisor is asked for comments,
which are compared with the notes taken at the
selection interview. If a follow-up is unfavorable
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 bemade next time
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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
Meaning :Meaning :-- Training is the process of impartingTraining is the process of imparting
knowledge, skills, education in order to enhanceknowledge, skills, education in order to enhance
the performance of the employees.the performance of the employees.
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IMPORTANCE OF TRAINING
1)1) Optimum Utilization of Human ResourcesTraining and Development helps in optimizingthe utilization of human resource that furtherhelps the employee to achieve theorganizational goals as well as their individualgoals.
2) Development of Human Resources Trainingand Development helps to provide an
opportunity and broad structure for thedevelopment of human resources technical andbehavioral skills in an organization. It also helpsthe employees in attaining personal growth.
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3) Development of skills of employees
Training and Development helps in
increasing the job knowledge and skills ofemployees at each level. It helps to expand
the horizons of human intellect and an
overall personality of the employees.
4) Productivity Training and Development
helps in increasing the productivity of the
employees that helps the organization further
to achieve its long-term goal.
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5) Team spirit Training and Development
helps in inculcating the sense of team work,
team spirit, and inter-team collaborations. Ithelps in inculcating the zeal to learn within
the employees.
6) Organization Culture Training andDevelopment helps to develop and improve
the organizational health culture and
effectiveness. It helps in creating the learning
culture within the organization.
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7) 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.
8) Quality Training and Development helps
in improving upon the quality of work and
work-life.
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9)Healthy work-environment Training and
Development helps in creating the healthy
working environment. It helps to build good
employee, relationship so that individual
goals aligns with organizational goal.
10) Morale Training and Development helps
in improving the morale of the work force.
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SALES AND TRAINING DEPARTMENT OF MARUTI UDYOG
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Objectives
To ensure multiple knowledge and skilldevelopment of DSEs required selling cars andhandling competition
Consultative Selling Approach.
Continuous Feedback and Performancemonitoring.
To employ training as a tool to achieve customer
delight and customer loyalty
Make DSEs as Car Advisors and be a singlewindow interface with the customer
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Training process f or Sales Managers /General
mangers/ Branch Heads
1. Dealership Management Program: for second-generationdealers, and GMs and RO executives on how to manageentire Dealership Operations. Financial Management,staff management, motivation, time management,planning are covered. (2 Days)
2. Sales Managers/Team Leaders Program: The Trainingcovers issues like Sales Management (target setting andachievement, enquiry management, resource and timemanagement etc), Supervisory skills (Performance
management, leadership etc), Practical Coaching skills,knowledge of Maruti Finance, Maruti Insurance Extendedwarranty, MGA, True Value etc and Car Advisor for lifeconcept. (2 Days)
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3. Branch Managers Program: Many of our dealers
have multiple outlets. While the owners sit at any one
outlet and control the others from there, differentbranch heads that manages the day-to-day operations
of the outlets manages the other outlets. In order to
ensure that they run their respective outlets effectively
we train them on the various aspects of dealership.
The training covers topics like -Making a business
plan (for the dealership as a whole- Not only for sales
but also for other revenue streams), Fundamentals of
DBP, HR Management, Team Building and
Supervision skills, Ability to motivate the team and geta buy in on the business plan, Time
management/Prioritizing etc
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MotivationMotivation
Meaning : Motivation means willingness toMeaning : Motivation means willingness to
expand energy in order to achieve goals orexpand energy in order to achieve goals or
rewards.rewards.
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Maslows Need Hierarchy Theory OfMaslows Need Hierarchy Theory Of
MotivationMotivation
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TECHNIQUES OF MOTIVATIONTECHNIQUES OF MOTIVATION
IN MULIN MUL
ORGANISATIONAL
REWARD
TASK
PERFORMANCECOMPETANCY JOB STATUS
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COMPENSATIONCOMPENSATION
Compensation is the remuneration whichCompensation is the remuneration which
an employee receives in return for his oran employee receives in return for his or
her contribution to the organization.her contribution to the organization.
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COMPONENTS OFCOMPONENTS OF
COMPENSATION IN MULCOMPENSATION IN MUL
MonetaryMonetary
1)1) Wages and salaryWages and salary
2)2) IncentivesIncentives
3)3) Fringe BenefitsFringe Benefits
4)4) PerquisitesPerquisites
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NonNon--Monetary BenefitsMonetary Benefits
1)1) Challenging JobChallenging Job
2)2) ResponsibilitiesResponsibilities
3)3) ReorganizationReorganization
4)4) Working ConditionsWorking Conditions
5)5) Job SharingJob Sharing
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FINDINGS
1) They treat all the employees equally
2) They tries there best to increase the efficiency of the employees byproviding them different motivation programs.
3) They make new recruits aware about the company and workingpattern of the company.
4) They focus on each and every department of the organization.
5) Having different recruitment process for different departments ofthe organization.
6) They provide different types of training to the different
departments according to the need of the people.
7) They take feedback from there employees on regular basis.
8) They adopts 360 degree method of performance appraisal for thereemployees.
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CONCLUSION
While preparing this presentation report i
learnt many concepts of Human resource
management like recruitment, selection,training, motivation, compensation etc.
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