MARUTI SUZUKI INDIA LIMITED(MSIL)

SUBMITTED TO: Mrs. ARUNACHAL KHOSLA

PRESENTED BYPUNEET RAKESH

ANKITA

COMPANY INTRODUCTION
Maruti Suzuki India Limited (MSIL) was established in February 1981, through the actual production commenced in 1983, Maruti Suzuki Limited is one of Indias leading automobile manufactures and the market leader in the car segment,

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The joint venture agreement was signed between Government of India and Suzuki motor company (now Suzuki motor corporation of Japan) in Oct 1982. The company went in to production in a record time of 13 months and the first car was rolled out from Maruti Suzuki India Limited Gurgaon in December, 1983

PRODUCT
MSIL offer 14 brands and over 150 variants ranging from peoples car Maruti 800 to the stylish hatchback Ritz. MSIL range of cars include people movers - Omni and Eeco, international brands - Alto, Alto-K10, Astar, WagonR, Swift and Estilo, off-roader - Gypsy, SUV - Grand Vitara, sedans - SX4 and Swift DZire These product are divided on the basis of product quality, variety, design, features etc.

They define different factor

The quality of product. The product variety from different categories. The size of the car according to current or future market conditions. The car features to the customer like, car looking very good.

ENVIRONMENT
Maruti Suzuki recognizes global warming and climate changes as global issues, the effects of which are of concern both for the environment and human life. The challenge faced by the society is how to meet the needs of the present, without compromising the ability of future generations to meet their own needs.

ORGANISATIONAL GOALS AND STRATEGY

Where the organisation wants to go in the future Summary of the beliefs of the organisation and where it is now Attitude and behaviour of the leadership Attitude to the role of individuals in the workplace open plan offices, team based working, etc. Logo of the organisation The image it presents to the outside world Its attitude to change

ORGANISATIONAL STRUCTURE AND ROLES

By function: arranging the business according to what each section or department does By product or activity: organising according to the different products made By area: geographical or regional structure By customer: where different customer groups have different needs By process: where products have to go through stages as they are made What are the advantages/disadvantages of different types of business structure?

POLICIES AND CULTURE

State must play of progressively active role in the development of industries Improving living standards and working condition for the mass of employees A system values and norms that are shared among a group of people and that when taken together constitute a design for a living.

WORK FORCE PLANNING

Good management Identifying and responding to the future HR needs of the organization Having the right number of people with the right skills and experience in the right jobs at the right time

RECRUITMENT AND SELECTION

Recruitment and selection are vital to the formation of a positive psychological contract, which provides the basis of organizational commitment and motivation. The attraction and retention of employees is part of the evolving employment relationship, based on a mutual and reciprocal understanding of expectations. There are wide variations in recruitment and selection practices, reflecting an organizations strategy and its philosophy towards the management of people. Progressive HR practices are crucial to a positive psychological contract this includes attention to effective recruitment and selection practices

PERFORMANCE OF MANAGEMENT
An iterative process of goal-setting, communication, observation and evaluation to support, retain and develop exceptional employees for organizational success
Set Goals Communicate

Evaluate

Observe

POTENTIAL DEVELOPMENT
In organization that subscribe to HRD, the potential(careerenhancement possibilities) of every employee is assessed periodically Such assessment is used for development planning as well as for placement Every year or two the supervisor of group of employee assesses the potential of each of them to perform different function on the basis of the supervisors observations and

experiences during that period

EMPLOYEE RETENTION
Employee retention is a process in which the employee are encouraged to remain with the organization for the maximum period of time or until the completion of the project. Employee retention is beneficial for the organization as well as the employee

MANAGEMENT PHILOSOPHY OF TEAM SPIRIT

Common uniform Common Canteen Open Office Easy accessibility, Speedy Communication and decision making Morning Meetings Morning Exercises

Keep employee competent and confident

The first touch Hostel for new recruits for 1 year. Welcome dinner by MD for the new recruits. Buddy system Tea with MD

OBJECTIVES OF INVENTORY CONTROL Protection against fluctuation in demand Better use of men, machine and material Protection against fluctuation in output Control of stock volume Control of stock distribution

Employee Empowerment
360 degree appraisal system. Employee to be evaluated not just by superiors but also by peers, subordinates. 5-6 colleagues, 2-3 superiors, 5-6 juniors. Online process for privacy of feedback.

Decentralised HR Groups
Decentralised HR into different people forums. Senior level HR consulting group and junior level HR consulting group. Policies impact lives.

 Maruti Suzuki has adopted a CSR policy, which serves as a guiding tool for the management and the employees in steering Maruti Suzuki towards long term sustained growth in harmony along with the interests of the stakeholder. The role of the CSR department is to professionalize CSR activities in Maruti Suzuki and strengthen the mechanisms involving the activities. Significant efforts have been taken to contribute to society at large, through its corporate activities, especially in the areas of Road Safety and Vocational Training. Maruti Suzuki has set up dedicated teams with requisite expertise to steer the social projects

CORPORATE SOCIAL RESPONSIBILITY

Maruti Driving School

As part of its corporate social responsibility Maruti Udyog launched the Maruti Driving School in Delhi. Later the services were extended to other cities of India as well. These schools are modelled on international standards, where learners go through classroom and practical sessions. Many international practices like road behaviour and attitudes are also taught in these schools. Before driving actual vehicles participants are trained on simulators.