M.I.L. (A.D.

)
Minda Industries Ltd. (Acoustic Division)
By: - Ankit Jain (06913701710)

Vision & Mission

Vision
To be the most preferred supplier of horns and to be the worlds no. 1.

Mission
To continually enhance stakeholders value through global competitiveness while contributing to society.

Nature of organization
Established in 2007 at Pantnagar, Minda Industries Ltd. (Acoustic Division) is the leading producer of automotive horns in India. With a 47% market share, the company is the most preferred supplier of horns to Indian OEMs. Factory Space 3021 sq. meter Built up area 1680 sq. meter Total Capacity 1130 Horns/Shift/Day Total Investment 60 million INR Total Manpower - 160

 Product Range M.I.L (A.D.) designs and produces automobile horns of optimum sound performance & high durability. The acoustic products are available in different Bracket Designs and different Colour Combinations for good aesthetic looks. The division also develops in-house Customer Specific Bracket Designs. Dia 70 Horns Dia 82 Horns Dia 90 Horns Trumpet Horns Electronic Horns

 Present Leadership M.D. Mr. N. K. Minda G.M. Mr. Pradeep Tiwari D.G.M Mr. Anand Raghuvanshi D.M. Mr. Chandan Tiwari Sources of data collection Primary Records of previous years profit & loss statements, balance sheets, cash flow statements and information provided by employees of the company. Secondary Secondary data was collected from the internet and various magazines & circulars issued by the company.

S.W.O.T. ANALYSIS
S Strength W Weakness O Opportunity T - Threat
Weakness Strength

Threat Opportunity

 Strength 1. Large product range with wide customer base 2. Good customer image OEs & AM 3. SAP integrated company 4. Excellent work culture

Weakness 1. No direct experience in managing overseas customers 2. Tier II Suppliers 3. Lower product range as compared to roots for after market

 Opportunity 1. International Market 2. Domestic after market 3. Maruti Suzuki & Hyundai business Threat 1. High risk involved in serving global OEMs 2. Reducing margins 3. Retention of skilled manpower BEST Practices 1. Kaizen 2. QC 3. 5S

H.R.M. ANALYSIS

 Human Resource Management Recruitment Trainees: - Trainees are to be recruited from campus selection process. Staff: - For manager & above vacancies, minimum 33% but not more than 50% of vacancies to be filled from outside and balance to be filled in from within the organisation through promotions. Performance Appraisal - 360 Degree Appraisal Example- For Manager & DGM: (a) Competencies(Result orientation, Customer Focus, Knowledge etc.) - 30 Marks (b) MPCP 60 Marks (c) BEST Activities 10 Marks

 Promotion & Career Development

Rating Outstanding Very Good Good Average Points 20 15 10 0

Present Level DET Executive

Target Level Assistant Manager

Points Required 40

Jr. Executive
ET/GET/CA/ICWA/MBA Assistant Manager Other Assistant Manager

Executive
Dy. Manager Dy. Manager

40
40 40

Dy. Manager
Manager DGM GM & Above

Manager
DGM GM

40
40 40

Management Discretion

 Training To achieve and maintain proficiency, the following steps are periodically taken: Identification of the individuals training needs against the competency criteria for the assigned responsibility/job. Planning, organising and carrying out appropriate training. Recording the evidence of the above and updating the same regularly. Effectiveness of training is evaluated. Grievance Handling Leaves CL, SL & EL

 Employee Motivation, Empowerment & Welfare Monthly Birthday Meetings Awards L.T.A. Medical Facilities Uniform Transportation Canteen + Tea Educational Support Internal Customer Rating Celebrations House on rent/lease

 Separation Full & Final Payment and Exit Interview Safety policy The organisation is committed to safety and health of its employees and concerned persons who may be affected by its operations.

LESSONS LEARNT

Lots & lots of paper work HR department - Backbone of the organization Dont wait for orders, just do it! Building relationships a vital part HRM - More about You & less about Me

THANK YOU!