A STUDY ON HR POLICIES OF MARUTI SUZUKI INDIA LIMITED

RESEARCH OBJECTIVE:
How the company treats the employees ? Which programs are provided to the employees to

increase their efficiency?

To examine whether or not the company provides the

knowledge or make the new employees aware about what is happening in their surroundings ?
Is each and every department in the organization is

being focused or not ?

MARUTI SUZUKI INDIA LIMITED

Maruti Suzuki India Limited commonly referred to

as Maruti, is a subsidiary company of Japanese automaker Suzuki Motor Corporation. It has a market share of 44.9% of the Indian passenger car market as of March 2011. Maruti Suzuki offers a complete range of cars from entry level Maruti 800 and Alto, to hatchback Ritz, AStar, Swift ,Wagon-R , Estillo and sedans DZire, SX4, in the 'C' segment Maruti Eeco, Multi Purpose vehicle Ertiga and Sports Utility vehicle grand Vitara . It is the market lender in india, and on 17 september 2007, Maruti Udyog Limited was renamed Mruti Suzuki India Limited. The company sold its 10th million vehicle in I ndia .

COMPANY PROFILE:
Maruti Udyog Limited (MUL) was established in February

1981, though the actual production commenced in 1983 with the Maruti 800, based on the Suzuki Alto kei car which at the time was the only modern car available in India . Its only competitors- the Hindustan Ambassador and Premier Padmini were both around 25 years out of date at that point. Through 2004, Maruti Suzuki has produced over 5 Million vehicles . Maruti Suzukis are sold in India and various several other countries, depending upon export orders. Models similar to Maruti Suzukis (but not manufactured by Maruti Udyog) are sold by Suzuki Motor Corporation and manufactured in Pakistan and other South Asian countries.

Cont
Due to the large number of Maruti 800 sold in the Indian

market, the term "Maruti" is commonly used to refer to this compact car model. Its manufacturing facilities are located at two facilities Gurgaon and Manesar south of Delhi . The company is a subsidiary of Suzuki Motor Corporation, Japan, which owns 54.2 per cent of Maruti Suzuki. The rest is owned by public and financial institutions . Manesar Plant produes the A-star , Swift , Swift DZire , SX4 and Ritz . The Gurgaon Facilities manufactures the 800, Alto, WagonR, Estilo, Omni, Gypsy, Ertiga and Eeco. Mr. Shinzo Nakanishi is the CEO & Managing director of the company whereas Mr. RC Bhargava is the Chairperson of the MSIL.

Mr. Shinzo Nakanishi (CEO & MANAGING DIRECTOR OF MSIL) Mr. RC Bhargava (The Chairperson of MSIL)

SWOT ANALYSIS OF MARUTI SUZUKI INDIA LTD:

Strengths: Maruti Udyog limited (MUL) is in a leadership position in the market with a market share of 48.74 Major strength of MUL is having largest network of dealers and after sales service centers in the country. Maruti Suzuki recorded highest number of domestic sales with 9,66,447 units from 7,65,533 units in the previous fiscal. It recently attained the 10 million domestic sales mark. There are around 15 vehicles in Maruti Product portfolio. Alto still beats the small car segment with highest number of sales.

Weakness:
Low interior quality inside the cars when compared to quality

players like Hyundai and other new foreign players like Volkswagen, Nissan etc. Younger generations started getting a great affinity towards new foreign brands. The management and the companys labor unions are not in good terms. The recent strikes of the employees have slowed down production and in turn affecting sales.

Opportunities:
MUL has launched its LPG version of Wagon- R and it was a

good move simultaneously. Marutis cervo 600 has a huge potential in tapping the middle class segment and act as a strong threat to Nano. MUL can start R&D on electric cars for a much better substitute of the fuel.

Threats:
MUL recently faced a decline in market share from its 50.09%

to 48.09 % in the previous year(2011). China may give a good competition as they are also planning to enter into Indian car segment Launch of Hyundais H800 may result in the decline of Alto sales.

The Company Mission:

To provide a wide range of modern, high quality fuel efficient

vehicles in order to meet the need of different customers, both in domestic and export markets.

The Company Vision:

We must be an internationally competitive company in terms

of our products and services. We must retain our leadership in India and should also aspire to be among the global players.

HR PRACTICES IN MARUTI SUZUKI:

HR VISION:
Lead to facilitate continuous change towardrs organisational excellence.

HR INITIATIVE:
To improve the performance appraisal system. Improvement in internal & external training.

Prepare MUL strategic business plan to achieve the vision & goal.

Culture Building Initiatives since Inception:

Common uniform.

Open office.
Communication & decision making. Morning meetings.

INDUCTION & SUCCESSION:

Recruitment on an ALL BASIS No region specific. Transparent recruitment & training process. All India test.

INDUCTION: Ensuring personal effectiveness. Over view of Maruti Suzuki.

For a particular city . For a particular dealership.

MATTERS USUALLY DISCUSS IN THE MARUTI

RECRUITMENT PROCESS OF MARUTI UDYOG LTD:

STEPS IN SELECTION PROCESS OF MARUTI UDYOG LTD: Preliminary interview. Application form. Selection test. Employment interview. Medical examination. Reference test.

THE VARIOUS TRANING PROGRAMS IN SUZUKI:

Induction .

Product Programs .
Selling skills. Customer care.

Advisor for life programs.

Delivery process.

MARUTI CREATE VALUES IN THE FOLLOWING WAYS:

Feed back form system. Customer complaint received by dealer.

FINDINGS:
They treat all the employees equally. They try their best to increase their efficiency of the employees

by providing them different motivation programs. They make new recruits aware about the company and working pattern of the company. They focus on each and every department of the organization.

RECOMMENDATIONS:
Maruti should replace the old models where as it should

bring some changes so that it could face a tough competition from the TATA NANO. Home delivery servicing process. The company should give freedom to employees to form the informal groups, it can held the company to know about the thinking of the employees easily through rumors.