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, A-Star, 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Its only competitors- the Hindustan Ambassador  and  Premier Padmini were both around 25 years out of date at that point.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 OFMSIL)

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 company’s 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. Maruti’s 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 Hyundai’s 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. MATTERS USUALLY DISCUSS IN THE MARUTI

INDUCTION: Ensuring personal effectiveness. Over view of Maruti Suzuki.RECRUITMENT PROCESS OF MARUTI UDYOG

LTD: For a particular city . For a particular dealership. 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.