A

Project Report
On

MAX LIFE
INSUARNCE

Submitted for partial fulfillment of

MASTER OF BUSINESS ADMINISTRATION

2015 2016
S.S.H.C.JAIN INSTIUTE OF MANEGEMENT &
RESEARCH CENTER SAGAR M.P.
Under the Guidance of

Submitted by

Dr. Abhishek Saraf

Mr. Mayank Sen

M.B.A III sem

HOD

Dr.Abhishek Saraf
S.S.H.C.JAIN INSTIUTE OF MANEGEMENT & RESEARCH CENTER
SAGAR M.P.

Dr. Hari Singh Gour Central University, Sagar

(M.P.)

2015-

2016

PREFACE
Maruti was incorporated in 1981 as a Government company. They
started production in December 1983 with collaboration from Suzuki of
Japan. Initially Suzuki had 26% equity which has since increased to 40%.

The original model was replaced in the 2nd year itself with a new
streamlined model with more leg room and better fuel efficiency. A van
(now called Omni) in two types of roof and a Jeep type vehicle Gypsy, were
also introduced in quick succession.

The various cars proved extremely popular and production has already
crossed 100,000 nos. which is 60% of the total production of passenger car.
The company has an up to date manufacturing facility and absorbed the
technology successfully. The foreign equity and presence of a number of
Japanese experts has helped in the stabilisation
of production.

In the initial stages Maruti set up a limited R&D department for

absorbing the technology that was being imported. Even at this stage Maruti
made certain modifications in the imported technology on market
considerations e.g. Application engineering to develop special bodies for
school van,taxi, delivery van, executive van, ambulance.

Improved suspension and seating for OMNI, which was used more as
a car than a commercial vehicle. Modifications in Gypsy and Maruti 800 to
meet export requirements
of various countries.

ACKNOWLEDGEMENT
Sometimes words fall short to show gratitude, the same happened
with me during this project.
It gives me great pleasure to express my gratitude towards all the
individuals who have directly or indirectly helped me in completing this
report. who guided this project to me. Throughout the project he was source
of continuous guidance and inspiration to me.
I gratefully acknowledge the guidance and encouragement received
from Dr. Abhishek Saraf (Head, Department of Business Management,
S.S.H.C. jain College, Dr. Hari Singh Gour Central University Sagar (M.P.).
I would like to also thanks for his guidance & support I am indebted to my
all faculty for his/her guidance and valuable suggestions relating to the
preparation of this report.
Finally I Thank all the individuals whom I met during the completion
of project and was obligingly granted information which eventually formed
the life blood of the project.

Date:

Mayank Sen
S.S.H.C. Jain College
Dr. Hari singh Gour University,
Sagar (M.P.)

CERTIFICATE

This is to certify that Matank Sen has completed the Summer

Training Project Report titled To Study About The MAX LIFE
INSURANCE in partial fulfillment of the requirement for award of the
degree of Master of Business Administration under my guidance. To the
best of my knowledge it is his original work.

Date:

Guide
Dr. Abhishek Saraf
Lecturer
S S H C jain College
Sagar (M.P.)

DECLARATION
I hereby declare that this Project Report is mainly based on the
summer training undergone by me at Maruti Suzuki India Ltd. Adinath
Motors Sagar. This is my original work and no part thereof has been
submitted anywhere else for any other academic purpose.

Date:

Swapnil Sahu
S.S.H.C. Jain Institute
Of Management & Research
Sagar (M.P.)

CONTENTS

Preface
Acknowledgement
Certificate
Declaration

CHAPTER: 1-Introduction
Automobile industry
Company Profile
S.W.O.T. Analysis
Competitors Information

5-45
6

CHAPTER: 2- Research Methodology

Research Objectives
Research design
Data Sources
Questionnaire Design/ Formulation
Sample Design
Limitations of the research

46
47
48
49
50
51
52

CHAPTER: 3- Finding

54-64

CHAPTER: 4- Data analysis and Interpretation

65-

CHAPTER: 5- Recommendations

73

CHAPTER: 6- Conclusions/ Findings

74

CHAPTER: 7- Bibliography/ References

77

10
45

CHAPTER
rd
3

RESEARCH METHODOLOGY
Research Objectives
To study the recruitment and selection of Maruti Suzuki india limited
adinath motors

 To study recruitment given to employees whether internal or

external.
To study how selection is being done in maruti Udyog limited.
To enhance my knowledge about training and development.
To study how placement and induction take place in maruti Udyog
limited.
To study whether the employees are being satisfied with the plans,
policies and procedures in maruti udyog limited.
To study how orientation takes place in maruti udyog limited.
To study which types of interview are conducted in maruti udyog
limited.

Meaning
Research methodology is a careful investigation or inquiry and
especially for search for new fact in any branch of knowledge is called a
research methodology.
The research work is a combined word of two words first is re and
second is Search means to search again and search means to search so the
total meaning means search for the new factor to modify and facts in any
branch of knowledge. The main function of research is to add new
knowledge in simple words research can be defined as critical investigation
search for truth factor for certainty.

RESEARCH DESIGN

Step in Research Process:-

A research design is purely & simply the framework or plan for a study
that guides the collection and analysis of the data. A good research design has the
characteristics problem definition, specific methods of data collection and
analysis time required for research project and estimate of expenses to be
incurred.
Research design is the arrangement of conditions for collection and
analyzing data in a manner that aims to combine relevance to research
purpose with economy in procedure. The present project is an exploratory
type of research. It helps to gain a new insight into the problem.
There are two types of research design
1. exploratory research:This is a preliminary phase and is essential in order to obtain a proper
definition of problem at hand. The major emphasis is on the discovery of ideas and
insights.

2. Descriptive research design:Descriptive research design is the one that simply describes something such
as demographic characteristics of customers who use the sample.
This study is typically guided by an initial hypothesis.

3. Sampling plan:Sampling plan is the method is which I had taken a sample of respondents.
4. Sample unit:- All categories of people are taken as the Service is used by
everyone. Many customers are studied questionnaire forms and also personal
interviewing of various related people.
5.

Sample size:-The present project has been completed taking 10 units in Sagar city.
The unit taken completely reflects the total class of people Woking in MUL in sagar
city.

6. Sampling method:Sampling method is two types

(A) Probability sampling

(B) Non Probability sampling
In non probability sampling the chance of any particular unit
In the population being selected is unknown since randomness is not involved in the selection
process on estimates of the sampling cannot be made.

6. Sampling procedure:Sampling procedure depends upon the research objectives to be

accomplished through the investigation.

DATA SOURCES
The research based on primary data so that the data which is directly
collected from the search also done in a few cases. Thus the research
Methodology adopted was basically on the basis of two types of data.
Primary data
Secondary data
PRIMARY DATA
Primary data, which is directly called from the source also done in
few cases. We called primary data during the courses of doing experiment in
on experimental research but in case we do research of the descriptive type
and perform communication with respondents in one form of another on
through personal interviews and though questionnaires.

SECONDARY DATA
Secondary data means data that are already available they refer to data
which have already been collected and analyzed by someone else. When the

researcher utilizes secondary data then he has to look in to various sources

from where he can obtain them.
Secondary data consists of data collected from secondary source such
as:
Newspaper
Magazines
Journals
Books and Various publications
Public records and statistics
And the sources of unpublished data are many they may be found in diaries
letters scholars research must be very careful in using secondary data.
The research methodology was based or done on the basis of questionnaire,
which was made for the objectives to be achieved and thus the questionnaire
covers the questions regarding the objectives of the survey.
QUESTIONNAIRES
The questionnaire has been designed in such a way so as to get the good
results from the persons. The questionnaires are filled by the person and on
its basis a proper analysis and interpretation of the data done. The research
methodology was totally based on the method of questionnaires. The method
of data collection is quite popular particularly in case of big enquiries. It is
been adopted by private individuals research workers private enquiries. In
this method a questionnaire in sent the persons concerned with a request to
answer the questions and return the questionnaire. A questionnaire consists
of a number of questions printed. The questionnaire in mailed to respondents
who are expected to read and understand the questions and write the reply in

the space meet for the purpose in the questionnaire itself. The respondents
have to answer the questions or their own.
There is low coast even then the universe is large and is widely spread
geographically.

QUESTIONNAIRE DESIGN/ FORMULATION

Questions being used in questionnaires are both open ended and close ended questions.

SAMPLE DESIGN
Sample element/ Sample unit
Our sample consists of HR department employees of Maruti Suzuki India
Limited.
Sample Extent: - MSIL, Sagar.
Time Frame: - 45 Days
Sampling Technique:-non-probability-Convenience and judgmental
sampling.
Sample Size: - 10 employees of MSIL. Sagar. (M.P).

LIMITATIONS OF RESEARCH
Less availability of time limit.
Some of the employees were unwilling to fill the questionnaires.
Information was confidential , due to which empoloyees were not able
to tell the fact.

Conceptual Discussion
HR VISION
Lead and Facilitate continuous change towards organizational excellence;
create a learning and vibrant organization with high sense of pride amongst
its members.

HR INITIATIVES

 Prepare MUL Strategic Business Plan-2000-2003; To achieve the

Vision & Goal
Improve the performance Appraisal system - its process, skill &
usage
Introduce a Potential Appraisal System
Improvements in internal & external Training & its effective
utilization. Training need identification
Systematic career planning ; Job Rotation ; Empowerment; Job
enrichment
Periodic communication meeting at various level; Roll out of Vision
Raise cost consciousness for cost control and reduction
Exposure on Brand Strategy to all non- marketing staff
Retention of Talent

CULTURE BUILDING INITIATIVES SINCE INCEPTION

Japanese Management philosophy of Team Spirit
Common uniform
Open office
Common Canteen
Open Office Easy accessibility, Speedy
Communication and decision making
Morning Meetings
Morning Exercises

RECRUITMENT
Recruitment is an important part of an organizations human resource
planning and their competitive strength. Competent human resources at the
right positions in the organisation 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 organisation to
achieve its goals and objectives. With the same objective, recruitment helps
to create a pool of prospective employees for the organisation 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 organisation.
In this is competitive global world and increasing flexibility in the labour
market, recruitment is becoming more and more important in every business.
Therefore, recruitment serves as the first step in fulfilling the needs of
organisations 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
Advertisements 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
(Recruitment Process Outsourcing)
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. EMPLO YEE REFERRALS/ RECOMMENDATIONS
Many organisations have structured system where the current employees
of the organisation can refer their friends and relatives for some position
in their organisation. 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 India 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.

MEYyPApSRFINOL(ctCTDUWVsre)limvnwaog

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, birth place, 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 individuals 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 cutoff points are likely to be more successful than
those scoring below the cutoff 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 companys 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
employees health at the time of selection. This record will help in
settling companys liability under the workmen compensation Act
for claim for any injury.
c) It prevents the
contagious diseases.

employment

of

people

suffering

from

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 employees 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 behavior 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. It is at this point where a selected
applicant is handled with a letter of offer for a job:
a) The wage or salary offered must not only be appropriate to the job and
attractive to the candidate but consistent with the earnings of present
employees.
b) The job must be named and any special conditions stated,
for instance, the first year you will be under training at the head office,
then you will be transferred to up-country branches.
c) The candidate must know the essential conditions of employment,
such as hours of work, holidays, bonuses and fringe benefits.
d) Any provisos must be clearly stated, for example, your employment
will be subject to satisfactory references and medical examinations.
Appointment is generally made on probation of one or two years, where
upon satisfactory performance during this period, the candidate is finally
confirmed in the job on the terms employed with, whether permanent or
contractual basis.
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, customs and 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
working environment.
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 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.

INDUCTION AND SUCCESSION

Transparent Recruitment & Selection process

Recruitment on an All India Basis no sector or region specific.
.Engineers CAMPUS - IITs/RECs/Rorkee /HBTI
ALL-INDIA TEST
MBAs IIMs/XLRI
CAs - Rank Holders
India Exam & Apprenticeship In MUL
Lateral Entry for Experienced Professionals.
MATTER USUALLY DISCUSSED IN THE MARUTI INDUCTION
Overview of Maruti and Suzuki
Building understanding of the car market in India and various
segments
Understand MULs product range and positioning in each segment
Understanding the basics in the automobile industry
Role of financing as a sales tool and the various financing options
available
Ensuring personal effectiveness
Understand the attributes of a good DSE
Overview of each Maruti model and the MSIL Advantage
Overview of the selling process and how to uncover needs of a
customer to do need based selling

Induction program
Objective: The objective of this program is to facilitate smooth induction of
the new DSEs into their place of work i.e. Maruti dealerships. This program
attempts to orient the new DSEs on a few important parameters, which are
listed below:
Overview of Maruti and Suzuki
Building understanding of the car market in India and various
segments
Understand MULs product range and positioning in each segment
Understanding the basics in the automobile industry
Overview of each Maruti model and the MUL Advantage
Overview of the selling process and how to uncover needs of a
customer to do need based selling
Role of financing as a sales tool and the various financing options
available
Ensuring personal effectiveness
Understand the attributes of a good DSE

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 behavioral 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
team work, 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 aligns 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, etc 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 behavioral change takes
place in structured format.

TRADITIONAL AND MODERN APPROACH OF

TRAINING AND DEVLOPMENT
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.
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 departments contribution at a level

suitable to the organizations needs.
Societal Objectives ensure that an organization is ethically and socially
responsible to the needs and challenges of the society.

Maruti adopts `360 degree' appraisal system

Employee to be evaluated not just by superiors, but also by peers, subordinates

It would seem that there is no corporate human resources policy that

has not had its share of controversies for being biased. With an increasing
number of qualitative factors that affect employees at the workplace, the
performance appraisal process to make it as fair as possible has been the
dream of every HR manager.
And now qualitative factors are not just at play in the services sector, but
also in manufacturing. With cubicles giving way to open offices, the topdown approach to employee performance appraisal is also on its way out.
One company that has set itself on course to further demonstrating and
opening up its employee evaluation process is car market leader Maruti
Udyog.
The company has introduced a unique 360-degree feedback system,
starting with its senior leadership. The new system has been co-developed
with Ernst & Young and has been put in place recently.
Under the 360-degree feedback system, the employee is rated not just by his
superiors, but also by his peers and subordinates.
"We are starting the 360-degree feedback process with employees in the top
management such as chief general managers and general managers, whose
performance will now be assessed based on feedback from their peers and
junior management employees within the same department. Till last year,
their performance was being appraised only by the Directors and the
Managing Director," says Maruti's Chief General Manager (HR), Mr S.Y.
Siddiqui.
Ernst & Young, in consultation with Maruti, has listed a set of
leadership competencies that are expected in a general manager. Based on

that, it has prepared a questionnaire to which peers and subordinates can

respond online.
Although acknowledged as an effective tool for leadership
development in the West, Indian companies have been shy of introducing
such a feedback system for fear of disturbing traditional hierarchical
structures.
HR consultants feel that the critical issues in implementing such a system
include assuring respondents that their feedback will remain confidential and
convincing the person receiving the feedback that this is a development tool
and not an appraisal tool. Maruti has handled this by getting E&Y and other
consultants to make detailed presentations to the senior management
personnel before the process got under way. The company has a committee
of general managers, called Human Resource Inter Divisional Committee
(HRIDC), which is consulted on all major HR issues.
The initiative has been unveiled with an e-mail by Maruti's Managing
Director, Mr Jagdish Khattar, asking people to support the online
questionnaire process. The 360-degree feedback system will also include a
self-appraisal by the general manager. At the end of the process, he can
compare his self-appraisal with the assessment of his subordinates and peers.
One of the benefits that Maruti is hoping to get out of the 360-degree
feedback process is the sense of empowerment and importance felt by
subordinates, when they are asked to offer their feedback about their
superiors. Maruti currently has over 4,000 employees on its rolls.

Comparisions - Data analysis and interpretation

Q1 What kind of Recruitment source does Company adopts?
A:
"RECRUITEMENT SOURCES"
12

10

10
9

8
7

Total Units

6
5

4
3

INTERPRETATION:

0 0 0 0
INTERNAL

0 EXTERNAL

Most of the times Company gives preference to Campus Interviews.

Q2 Is Company maximum time going for out.sourcing?

A:

"OUTSOURCING"
4.5
4

3.5
3
Units

2.5
2

2
1.5

1
0.5
0
Outsourcing

INTERPRETATION:
Yes Company is going for outsourcing.

Q3 Does Maruti Suzuki pay for any interview expenses?

A:

"INTERVIEW EXPENSES"

500%; 50%

494%; 50%

INTERPRETATION:
There is a parallel response between Yes and Dont Know

Q4 Does Company conduct EXIT INTERVIEW?

A:

"EXIT INTERVIEWS"
10
9

8
7
6

Units

5
4
3
2
1
0

INTERPRETATION:
>Yes, Company conduct Exit Interview.

Q5 What eligibility criterion is given preference by MUL for the selection of managers?
MANAGERS:

3
2.5

CA+MBA

B-Tech+Diploma

B-Com+MBA

2
1.5
1

CA+Co. Secretary

MBA+Material Mgt

0.5
0
RATINGS

ELIGIBILITY
CA+MBA
B-Tech+Diploma
GRADUATION+MBA
Diploma/MBA
CA+Co. Secretary
MBA+Technology

RATINGS
2
1
3
1
1
1

INTERPRETATION:
Most preference is given to Graduation + MBA.

Diploma/MBA

Q6: Is it necessary to have work experience from a Manufacturing Company for applying
to MUL?
A:

"WORK EXPERIENCE"

Don't Know; 300%; 30%

Yes; 600%; 60%

No; 100%; 10%

INTERPRETATION:
Yes it is necessary to have work experience from a manufacturing company for
applying to MUL.

Q7: Which type of test is conducted in MUL?

A:
8
7
6
5
Achievement Personality Interest Intelligence Aptitude Others

4
3
2
1
0

Achievement

Personality

Interest

Intelligence

Aptitude

Others

INTERPRETATION:
>Most of the times Intelligence Test is conducted in MUL.

Q8: What type of culture does MUL follows?

A:

"CULTURE FOLLOWED"

6
5

5
4

4
Ratings

3
2
1

0
Culture
INTERPRETATION:
>MUL follows Formal culture.

Q9: How many months / days of initial training is given to:A: a)WORKERS:

"INITIAL TRAINING OF WORKERS"

6
5

5
4
Ratings

2
1

0
No. of Months

INTERPRETATION:
Maximum 5 months training and minimum 1 month training is given to the workers.

b) MANAGERS:

"INITIAL TRAINING OF MANAGERS"

6
5

4
Ratings 3
2
1

2
1

0
No. of Months
INTERPRETATION:
Maximum 5 months training and minimum 1 month training is given to the workers.

Q10: Is company going for Job Rotation and Job Enrichment?

A:

"JOB ROTATION/JOB ENRICHMENT"

10
9
8
7
6
Ratings 5
4
3
2
1
0

INTERPRETATION:
Yes company is going for Job Rotation and Job Enrichment.

Q11: Does training help in Morale Boosting and increase in efficiency of the employees?
A:

"MOTIVATION POLICY"
10
9

8
7
6
Ratings

5
4
3
2
1

INTERPRETATION:
Yes training help in Morale boosting and increase in efficiency of the employees.

Q12: Which methods are adopted for On-the-job and Off-the-job training?
A:
Apprenticeship
4
Demonstration
10
Vestibul
10
Coaching
4
Lectures
6
Syndicate
5
Role-Play
9
Case Study
9

12
10
8
6
4

Apprenticeship
Demonstration
Vestibul
Coaching
Lectures
Syndicate
Role-Play
Case Study

2
0

INTERPRETATION:
>The most common methods of on-the-job and off-the-job training
are:-Demonstration and Vestibul Training.

Q13: What type of organizational structure does company follows?

A:
9
8
7Line

Matrix

Divisional

Free Form

Line & Staff

6
5
4
3Project

All

2
1
0

Line

Matrix
Divisional
Free Form

6
9
7

Line & Staff

Functional
Project

7
4
1

All

INTERPRETATION:
The company follows Divisional type of organizational structure.

Functional

Q14: What type of communication channel does it follows?

A:

7
6
5
4 Horizontal

Upward

Vertical

Downward

3
2
1
0

Horizontal
Upward
Vertical
Downward
All

7
2
4
1
2

INTERPRETATION:
The company follows Horizontal type of communication channel.

All

Q15: What type of incentives and allowances does company follows?

A:
a) FINANCIAL:-

"FINANCIAL INCENTIVES"
7
Productivity linked
6
6
5
4
Stock Opinion
Ratings
3
2

Profit Incentives
6
4

Performance Based
2
1

1
Retirement Benefits
0
Incentives

INTERPRETATION:
The company offers mostly:- Productivity Linked and Retirement Benefits to the
employees as incentives and allowances.

b) NON-FINANCIAL:-

"NON_FINANCIAL INCENTIVES"

10
Status
9
8
7
6
Participation
Ratings
5
4
3
2
Promotion1
0

Social work importance

Job Security

Responsibility

Team Spirit

3
2
Informal work groups

Incentives

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

Q16: 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?
A:

"HR TEAM VIEW"

100%; 10%
100%; 10%
Agreed Strongly Agreed Neither Agreed,Nor Disagreed

800%; 80%

INTERPRETATION:Most of the employees of the company are Satisfied with this statement.

Q17: Are you agree or disagree with the following:MUL introduced a 360 degree Feedback System starting with its Senior Leadership.
A:
FEEDBACK SYSTEM
AGREED
DISAGREED

8
2

8
7
6
5

AGREED

DISAGREED

4
3
2
1
0

INTERPRETATION:
Most of the employees are Satisfied with this statement.

FINDINGS
1) They treat all the employees equally
2) They tries there best to increase the efficiency of the employees by
providing them different motivation programs.
3) They make new recruits aware about the company and working
pattern of the company.
4) They focus on each and every department of the organization.
5) Having different recruitment process for different departments of the
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 there
employees.

RECOMENDATION
We had done our research with full enthusiasm and had learned many things.
This research helps us to know about various policies which are used by the
MARUTI UDYOG COMPANY to increase their sales performance. It is
good to get the knowledge about it.
But through our research we had concluded that the company is giving only
1-5 months training to the employers before selecting them for the job. But
we think that the should give atleast 6 months training to the employees so
that they easily coop up with their jobs.

The company follows the exit interviews before the employee leaves the job;
it is the better way to improve the various problems occurring in the
company. But the company should conduct the interviews where the
employers can discuss their problems and the problem of leaving the job will
not occur. So time to time interviews with employees is also a necessity.

The company should give freedom to employees to form the informal

groups, it can help the company to know about the thinking of the
employees easily through rumors.
The company should give promotion to employees, it can help in increasing
their morale.

CONCLUSION

While preparing this project report we learnt many concepts of HUMAN

RESOURCE MANAGEMENT likeRecruitment,Selection,Training,Motivation etc.
We have done this project with reference to MARUTI UDYOG LIMITED
and we find that many facts while working on this project which has added a
valuable experience in my life.
Some of the valuable facts and experiences are as follows: For Recruitment sources most of the times company give preference
to CAMPUS INTERVIEWS.
MUL is also going for OUTSOURCING.
Co. also pays for INTERVIEW EXPENSES to the candidates.
Co. also conduct EXIT INTERVIEWS at the time when any
employee is leaving the organization.In this he is free to say anything
what he/she feels like about the organization and its members.
MUL adopts the eligibility criteria of 6 months for workers and BTech+Diploma for the managers.
It is necessary to have work experience from a Manufacturing Firm
for applying to MUL.
Most of the times co. go for INTELLIGENCE TEST.
MUL follows FORMAL culture in the organization.
Initial training given to workers is of approx. 2-3 months and for
managers 1 month.
Co. is also going for Job-Rotation and Job- Enrichment.
Training also helps in Morale-Boosting and increase in efficiency of
employees.
The most common methods of On-the-job and Off-the-job training
are-DEMONSTRATION and VESTIBUL TRAINING.
Co. follows DIVISIONAL type of organizational structure.
It follows HORIZONTAL type of communication channel.
In Financial Incentives co. offers-PRODUCTIVITY LINKED and
RETIREMENT BENEFITS.
In Non-Financial Incentives co. offers SOCIAL WORK
IMPORTANCE and JOB SECURITY.
MUL adopts PARTICIPATIVE MANAGEMENT STYLE.
Most of the employees are satisfied with the the 360 degree Feedback System.

BIBLIOGRAPHY

1} marketing research by D.D. SHARMA

2}research methodology by C.R. KOTHARI
3}Marketing Management by PHILIP KOTLAR

WEBLOGRAPHY
1} Marutiudyog.com
2}Google.com
3} Managementparadise.com

QUESTINNAIRE

MARUTI SUZUKI INDIA LIMITED

ADINATH MOTORS SAGAR (M.P.)

NAME:- _________________________________
ADDRESS/PH. NO:- _______________________
SEX: Female
Male
JOB DESCRIPTION:
DEPARTMENT:- _____________________
Q: What kind of recruitment source does company adopts?
>: a) INTERNAL:b) EXTERNAL:1) Transfer
1) Campus Interviews
2) Promotion
3) Demotion

2) Lateral applicants (3years

experience)
3) Good academic track?(min.
60%)
4) Advertisement
5) Labour unions
6) Deputation

Q: Is company going for outsourcing?

>: a) Yes
b) No

c) Dont know

Q: Does Maruti Suzuki pay for any interview expenses?

>: a) Yes
b) No
c) Dont know
Q: Does company conducts EXIT INTERVIEW?
>: a) Yes
b) No
c) Dont know
Q: What eligibility criteria does MUL adopt for the following: >: a) WORKERSb) MANAGERSQ: Is it necessary to have work experience from a manufacturing company

For applying to MUL?

>: a) Yes
b) No

c) Dont 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) WORKERSb) MANAGERSQ: Is company going for Job Rotation and Job Enrichment?
>: a) Yes
b) No
c) Dont 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) Demonstration
c) Vestibule Training

d) Coaching/Understudy

e) Lectures/Conferences

f) Syndicate

g) Role-Play

h) Case-Study

i) All

j) None

Q: What type of organizational structure does company follows?

>: a) Line
b) Line and Staff
c) Matrix

d) Functional

e) Divisional

f) Project

g) Free Form

h) None

i) All
Q: What type of Communication channel does company follows?
>: a) Horizontal
b) Vertical
c) Upward

d) Downward

e) All

f) 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):
1) Status

-(Collective):
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.