STUDENT INFORMATION

Name: Krupesh Devjibhai Badrecha

Semester: BBA Semester-6

Roll No.: 1

Enrollment Number: 11011900440

Student SPID: 2019023664

Company Name: Maruti Suzuki India Limited

Specialization: Human Resource Management.

Recruitment and Selection.

Guide: Prof. Kishan Dattani.

Prof. Parita Kotecha.

Institute: Shri V.J Modha College of IT &

Management, (VIDHYADHAM),
Porbandar, 360575.

COMPANY PROFILE
Company Name : - Maruti Suzuki India Limited

Headquarters :- New Delhi, India

Industry :- Automotive
Founded/
Established :- 24th February 1984

CEO :- Kenichi Ayuwaka

Parent Company :- Suzuki Motor Corporation

Services :- Automotive Finance/ Vehicle Service

Slogan :- “ Way Of Life”

Address : - Maruti Suzuki India Limited 1,

Nelson Mandela Road, Vasant
Kunj, New Delhi - 110070

Phone :- 1800-102-1800 (Toll Free)

Website :- www.marutisuzuki.com/

Email :– contact@maruti.co.in

STUDENT DECLARATION

I the undersigned solemnly declare that the project report is based on

my own work carried out during the course of our study under the
supervision of.

I.) Assert the statements made and conclusions drawn are an

outcome of my research work. I further certify that. The work
contained in the report is original and has been done by me under the
general supervision of my supervisor.

II.) The work has not been submitted to any other Institution for any
other degree/diploma/certificate in this university or any other
University of India or abroad.

III.) We have followed the guidelines provided by the university in

writing the report.

IV.) Whenever we have used materials (data, theoretical analysis,

and text) from other sources, we have given due credit to them in the
text of the report and giving their details in the references.

Name : - Krupesh Bhadrecha

Roll No. :- 1

ACKNOWLEDGEMENT

I would take this opportunity to thank everyone who have directly

or indirectly helped me in the completion of my project. I have been
 very sincere and have made hardworking efforts in this project.
However, it would not have been possible without the kind support
and help of many individuals and organizations. I would like to
extend my sincere thanks to all of them.

I am highly indebted to Shri V.J. Modha college of IT &

Management Porbandar and Prof. Kishan Dattani & Prof. Parita
Kotecha for their guidance and constant supervision as well as for
providing necessary information regarding the project & also for
their support in completing the project. I would like to express my
gratitude towards my member of Shri V.J. Modha college of IT &
Managemen Porbandar for their kind co-operation and
encouragement which help me in completion of this project.

Last but not the least, I would like to thank and appreciate all my
colleague in developing the project and people who have willingly
helped me out with their abilities.

- Krupesh Bhadrecha

INDEX

Sr. Particulars Page no. Sign

no
1 Preface 1
2 Introduction 2-6
(i) Company Information 2
(ii) Board of Directors 4
 (iii) Vision, Mission and Values 6
3 Occupational & Health Policy 7
4 Human Resource Management 8-10
i) Introduction to HRM 8
ii) Importance & Objectives 9
of HRM
5 Recruitment & Selection 11-
i) Process & Sources of Recruitment 12
ii) Process of Selection 15
6 Maruti Suzuki Selection Process 17
7 Recruitment for 18-19
freshers/professionals
8 Training & Development 20
(i) Importance of training 21
9 Written Exam 23
10 Interview Process 22
(i) Technical Interview 22
(ii) HR Interview 22

PREFACE
It is very important to train management student by the real-life problems of
management so in the course of BBA there is one practical subject. We have to
prepare a report on one out of four specialized area i.e., finance, human
resource production and marketing. This practical training is very useful in
developing our practical knowledge on the selected function, because only
theoretical knowledge and classroom discussion is not enough for the student of
BBA to meet the current requirement of the corporate culture.

Thus, Bhakt Kavi Narsinh Mehta University has specially included the project
report. It helps the student of BBA to gain information, knowledge and practical
learning about specific field and industry to enhance their field of interest
thoroughly.

INTRODUCTION
1) Company Information

Maruti Suzuki India Limited, formerly known as Maruti Udyog Limited, is an

automobile manufacturer in India.
It is a 56.21% owned subsidiary of the Japanese car and motorcycle manufacturer
Suzuki Motor Corporation.
As of July 2018, it had a market share of 53% of the Indian passenger car market.

Maruti Suzuki manufactures and sells popular cars such as the Ciaz, Ertiga, Wagon R,
Alto K10 and Alto 800, Swift, Celerio, Swift Dzire, Baleno and Baleno RS, Omni,
baleno, Eeco, Ignis, S-Cross and Vitara Brezza.

The company is headquartered at New Delhi. In May 2015, the company produced its
fifteen millionth vehicle in India, a Swift Dzire.Maruti Udyog Limited was founded by
the Government of India in 1981, only to merge with the Japanese automobile company
Suzuki in October 1982.

The first manufacturing factory of Maruti was established in Gurgaon, Haryana, in the
same year.

Maruti Udyog Limited was founded by the Government of India on 24 Jan 1981 with
Suzuki Motor Corporation as a minor partner, only to become the formal JV partner and
license holder of Suzuki in August 2021.

Maruti Udyog Ltd was incorporated through the efforts of Dr. V. Krishnamurthy.

The Brand Trust Report published by Trust Research Advisory, a brand analytics
company, has ranked Maruti Suzuki in the thirty seventh position in 2013 and eleventh
position in 2014 among the most trusted brands of India.

Maruti Suzuki selected Automobile Manufacturer of the Year at BTVi’s “The Auto
Show - Car India & Bike India Awards 2017”. Gold Exceed Award 2017 recognizes
excellence in Occupational Health and Safety in the automobile sector. Maruti Suzuki
was honoured for achieving high standards of safety, health and environment at
workplace. Maruti Suzuki bags prestigious Golden Peacock Training Award second
time in a row.
 VISION, MISSION AND VALUES
VISION:-

“To be The Leader in the Indian Automobile Industry, Creating Customer Delight and
Shareholder’s Wealth; A pride of India.”

CORE VALUES:-
CUSTOMER OBSESSION

FAST FLEXIBLE & FIRST MOVER

INNOVATION AND CREATIVITY

NETWORKING AND PARTNERSHIP

OPENNESS AND LEARNING

 HUMAN RESOURCE MANAGEMENT
What is HRM ?

Human resource management is the strategic approach to the effective and efficient
management of people in a company or organization such that they help their business
gain a competitive advantage. It is designed to maximize employee performance in
service of an employer's strategic objectives.

HRM is the process of recruiting, selecting, inducting employees, providing

orientation, imparting training and development, appraising the performance of
employees, deciding compensation and providing benefits, motivating
employees, maintaining proper relations with employees and their trade unions, ensuring
employees safety, welfare and healthy measures in compliance with labour laws of the
land and finally following the Orders / Judgements of the concern High Court and
Supreme Court, if any.

Human Resource Management deals with the management functions like planning,
organizing, directing and controlling

 It deals with procurement of human resource , training & development and

maintenance of human resource.
 It helps to achieve individual, organizational and social objectives

Human Resource Management is a multidisciplinary subject.

 It includes the study of management, psychology, communication, economics
and sociology.
 It also deals with building team spirit and team work.
 It is a continuous process.
The importance of human resource management
The role of HRM practices are to manage the people within a workplace to
achieve the organization's mission and reinforce the culture. When done
effectively, HR managers can help recruit new professionals who have skills
necessary to further the company's goals as well as aid with the training and
development of current employees to meet objectives.
A company is only as good as its employees, making HRM a crucial part of
maintaining or improving the health of the business.

How does HRM work?

Human resources management works through dedicated HR professionals, who
are responsible for the day-to-day execution of HR-related functions. Typically,
human resources will comprise an entire department within each organization.

CHALLENGES OF HRM IN INDIAN ECONOMY

The job of HRM department in India has never been so challenging. Last decade has witnessed tectonic
shift in Job market. From being an employer’s market, it has suddenly turned into employee’s market,
especially in the most crucial segment, ie middle management. Globalisation and India’s growing
stature in the world has seen demand for Indian managers soaring. From the state of plenty, there is a
stage of scarcity of the right talent. The biggest challenge is to retain the talent one has so assiduously
hunted and trained. The attrition rate has reached alarming proportions. It has reached such proportions
that certain segments of Industry are maintaining bench strengths to fill in the sudden gaps due to
resignations. In addition, there are following new issues:

1. Globalization: Growing internationalization of business and workforce has its impact on

HRM in terms of problems of unfamiliar laws, languages, practices, attitudes, management styles, work
ethics and more. HR managers have a challenge to deal with more and more heterogeneous functions
and more involvement in employee’s personal life.

2. Corporate Re-organizations :Liberalisation has led to largescale reorganization of

businesses in terms of expansions, mergers and acquisitions, joint ventures, take overs, and internal
restructuring of organizations. In circumstances as dynamic and as uncertain as these, it is a challenge
to manage employees’ anxiety, uncertainties, insecurities and fears.

3. New Organizational Forms: Exposure to international business and practices have led
to change in the organisational structure and HR policies of the local companies. Take for instance, the
hierarchical structure of Indian companies. Suddenly, Indian companies have begun to adopt flat
hierarchical management structure. But to implement and grout such fundamental changes in
management philosophy of any company is never easy. The challenge for HRM is to cope with the
implications of these new relations in place of well established hierarchical relationships that existed
within the organizations for ages in the past.

4. Changing Demographics of Workforce: Changes in workforce are largely reflec-

ted by dual career couples, large chunk of young blood with contrasting ethos of work among old su-
perannuating employees, growing number of women in workforce, working mothers, more educated
and aware workers etc. Thus, changing demography of workforce has its own implications for HR
managers and a true challenge to handle.

5. Changed Employee Expectations: With the changes in workforce demographics, em-

ployee expectations and attitudes have also transformed. Traditional allurements like job security,
house, and remunerations are not much attractive today. Rather, employees are demanding empower-
ment and equality with management. Hence, it is a challenge for HRM to redesign the profile of work-
ers, and discover new methods of hiring, training, remunerating and motivating employees.
 Objectives of Human Resource Management

The objectives of HRM can be broken down into four broad categories:
1.Societal objectives: Measures put into place that responds to the ethical
and social needs or challenges of the company and its employees. This
includes legal issues such as equal opportunity and equal pay for equal work.

2.Organizational objectives: Actions taken that help to ensure the efficiency

of the organization. This includes providing training, hiring the right number of
employees for a given task or maintaining high employee retention rates.

3.Functional objectives: Guidelines used to keep HR functioning properly

within the organization as a whole. This includes making sure that all of HR's
resources are being allocated to their full potential.

4.Personal objectives: Resources used to support the personal goals of

each employee. This includes offering the opportunity for education or career
development as well as maintaining employee satisfaction
 RECRUITMENT AND SELECTION

Recruitment is a key responsibility of the HR department. While HR works in

many areas including employee engagement, employee development, statutory
compliance, data management and many others, one of the key areas of focus
for HR is to attract, select and onboard suitable candidates for the organization.

Why do we need an appropriate Recruitment and Selection process?

Recruitment is the process of attracting qualified candidates for a job role and
Selection is the process of identifying and selecting the right candidate for that
job.

The contributions of each employee play a pivotal role in the sustenance and
growth of a business. Hence it is extremely important to select the right person
for the job. The same way as a square peg does not fit in a round hole, a bad hire
can affect the overall business outcomes.

Recruiting involves multiple stakeholders including senior level employees in

your company and can cost a lot in terms of time and money. Hence one needs
to ensure that the process is well defined and optimized to meet the needs of all
stakeholders.

Selecting the right employee is an important goal for the recruitment team and
establishing the correct process can enhance the experience of the Candidate,
Interviewer, Hiring Manager and the HR Department. It can also help increase
the effectiveness of your business.

HR professionals should ensure that they follow the correct Recruitment and
Selection processes and attract the best workforce for their organization.

5
 PROCESS OF RECRUITMENT AND SELECTION
Purpose

A Company is committed to employing the best qualified candidates while engaging in recruitment and selection practices that
comply with all applicable employment laws. It is the policy of [Company Name] to provide equal employment opportunity to all
applicants and employees.

Authorization from the Human Resources (HR) Director is required to initiate any action for an open position, including
recruitment expenditures, advertising, interviewing and offers of employment.

Recruitment Process
The hiring manager submits a completed requisition to the HR department.
The HR department will assign a requisition number to assist in tracking and reporting.
The HR department will meet with the hiring manager to discuss the position and determine the most effective
recruitment and selection process.
Recruitment sources will include some or all of the following:
Company website.
Internal posting.
Online job boards.
Social media sites (Facebook and LinkedIn).
Newspaper advertising.
Retained agency search.
Temporary agency placement.
Employee referrals.
The HR department and hiring manager will review resumes of qualified candidates to identify the most appropriate
candidates for interviewing.
The HR department will conduct telephone pre-screens of identified candidates and schedule in-person interviews with
the hiring manager.

Selection Process

This process applies for external hires only.

Hiring managers are responsible for conducting timely, effective interviews of qualified candidates. The HR
department is available to advise hiring managers on interview techniques and final candidate selection.
A candidate evaluation form will be completed for each candidate interviewed and will be used to make a final
candidate selection.
Upon the selection of the final candidate, the hiring manager and the HR department will collaborate to develop an
appropriate offer of employment (including position title, compensation, etc.).
The HR department or hiring manager will extend the verbal offer of employment to the candidate selected. The HR
department will prepare a written offer of employment that is contingent upon the success completion of required
background checks.
The HR department will conduct reference checks and background checks on the selected final candidate.
Upon receipt of an offer letter signed by the candidate and the successful completion of background checks, the HR
department will close out the requisition on the tracking report.
 6

SOURCES OF RECRUITMENT

There are two types of sources of recruitment – internal and external

Internal Sources of Recruitment 

Internal sources of recruitment consist of employees who are already on the payroll of a
firm. It also includes former employees who have returned to work for the organization.
Recruitment from internal sources is done to fill up vacancies through promotion, re-
hiring and transferring employees within the company.

Characteristics of Internal Sources of Recruitment 

Quick process / Cheaper than the external recruitment process.

Works as a tool of motivation for the staff. The company’s choice is limited to existing
employees of the company / Hiring fresh employees is a lost prospect.

External Sources of Recruitment

External sources of recruitment refer to the sources that lie outside or exist external to the
organization.

Sources of external recruitment include:

1.People joining an organization, specifically through recommendations.

2.Employment agencies( e.g. naukri.com) or employment exchanges.
3.Advertising
4.Institutes like colleges and vocational schools (e.g. campus selection)
5.Contractors
6.Hiring unskilled labor
7. List of applications
8.Temporary workers.
 7

Characteristics of External Sources

Long and time-consuming process.

It is an expensive process.

 When external people are given opportunities over them, then existing workers lose
morale

Hiring new employees can lead to the introduction of new blood and thus the
introduction of a new set of skills and ideas.
 8

PROCESS OF SELECTION

Selection process involves the following steps:-

1. Preliminary Interview
2. Blank Application
3. Screening of Applicants
4. Selection Tests
5. Selection Interview
6. Checking References
7. Medical Examination
8. Final Approval
9. Evaluation of the Selection Programme
10. Final Selection
11. Placement.

Step # 1. Preliminary Interview:

 Initial screening is done in this step and all the undesirable applicants are weeded. This step
shifts out all the unqualified, not desirable applicants and the HR manager can then
concentrate on the other applicants without wasting time.

Step # 2. Screening of Applicants:

Once the filled application is brought to the screening committee, it checks the details and
calls the candidate for selection test. The purpose of this screening test is also to read out the
hot suitable candidates as spending time on them means waste of money.

Step # 3. Employment Tests:

Employment tests are device to check the areal knowledge of candidates for the respective
jobs.
(a) Intelligence Tests:

They test the mental ability of candidates. These tests measure the learning ability of
candidates in understanding questions and their power to take quick decision on crucial
points.

(b) Aptitude Tests:

They test an individual’s capacity to learn a particular skill. Cognitive tests which measure
intellectual, mental aptitudes. The second one is called motor tests which check the hand –
eye coordination of employees.

9
(c) Proficiency Tests:

These tests are also called performance or occupational tests. They determine the skills and
knowledge acquired by an individual through experience and on the job training. These are: -

i) Job knowledge tests, (ii) Work sample tests, (iii) Personality tests (iv) Simulation tests

Step # 4. Selection Interview:

Interview is an examination of the candidate where he sits face to face with the selection body
and answers to their information given by the candidate about his abilities and the
requirements of the jobs.

Step # 5. Checking of References:

Once the candidates interview is over, the reference he had mentioned are checked by the
personnel department. Further his/her regularity at work and his character can also be
inquired about from other references.

Step # 6. Medical Examination:

After a candidate has been approved for the job, his physical fitness is examined through
medical specialists of the company

Step # 7. Final Selection/Hiring:

The line managers are then asked to give final decision after all technical and medical tests are
cleared by the candidate.
The HR department may immediately send appointment letter to the selected person or after
some time as the time schedule says.

10

MARUTI SUZUKI SELECTION PROCESS

Maruti suzuki is engaged in a very simple recruitment and selection process:-

JOB RECRUITMENT

In case of job recruitment, selection is the process to choose potential working persons
for a company or organization. It directly affects the overall productivity of an
organization. A right selection may increase the overall performance of a company & a
wrong one may lead to material and financial loss. A perfect selection process can help
to pick the most eligible candidates amongst all applicants. Maruti Suzuki conducts on
campus as well as off campus drives. Overall the level of the paper is easy to moderate.
Only those candidates who clear the written exam will qualify for the next round.
RECRUITMENT FOR FRESHERS
SELECTION PROCESS

Maruti Suzuki has a simple process of recruitment online test / written round and the
interview round.

Written Round :

Quantitative sections contain questions on time and distance, time and work, number
system, arithmetic progressions, etc. Logical reasoning sections contain questions on
Data Interpretation, blood relations, directions and verbal section features questions on
basic grammar.

Technical section consists of questions on basic and conceptual questions from topic like
DBMS, DS, etc.
Psychometric section consists of behavioral questions.

HIRING CRIETERIA

B.E / B.Tech in any discipline (CSE/ECE/IT/CIVIL/ME/EEE/Automobile/Aeronautical

etc.)
Engineering candidates who have passed out in the year 2018 are eligible to apply.
A candidate must have more than 65% marks in 10th and 12th (or diploma).
A candidate must have a minimum of 65% marks in graduation and Post Graduation ( if
applicable).
candidate should not have any pending backlogs at the time of appearing for selection
process.
The graduation should be a Full-Time course recognized by Central/State government of
India.
INTERVIEW STAGE

(I)Technical Interview

Questions are asked to know the understanding of the technical work required to be
completed as part of the job applied for or may enquire candidates to solve actual
technical problems that they would be likely to face if employed. It is limited to the
project mentioned in resume and some basic OOPs questions. CS students will be
expected to write codes in the interview.

(II)HR Interview

It helps to determine a candidate's personality. Questions can be of wide range starting

from your introduction, Qualification, Experience, Industry specific experience, Courses
done, your strengths and weaknesses, salary expectations, friends, family etc. . Be ready
to take questions based on your CV - internships, projects, volunteerships and co-
curricular activities.

Never say No when interviewer asks - Do you have any questions for me? Ask about
company's culture and progress associated or something you wnat to know.
EXAM PATTERN

Maruti Suzuki stages of selection process to get recruited :

Written Exam
Interview Process
Technical Interview
Personal Interview

Paper sections Number of questions Time duration

Technical 30 30 mins
Aptitude 30 30 mins
Total 60 60 mins
* There is no negative marking.
 REFERENCES

OBJECTIVES OF THE STUDY

To study the concept of human resource management.

To understand the relationship between the human resource management and man-

agement.

To understand the process of Recruitment (Sources) and selection process in detail.

 RESEARCH METHODOLOGY

Market research is often needed to ensure that we produce what customers really want and not
what we think they want. Research methodology is a way to systematically solve the research
problem. I may be understood as a science of how research is done scientifically understand it
be study the various steps that are generally adopted by a researcher in study his research
problem along with the logic behind them. It is necessary for the researcher to know not only
the research methods or technique but also research methodology. It refers to a search for
knowledge.
Research is thus an original contribution to the existing stock of knowledge making for its
advancement. It is the pursue of truth with the help of study.
 DATA COLLECTION
Data is information in the form of numerical figures. Data obtained in the original form is
called raw data.

METHODS OF DATA COLLECTION

Primary Data
It involves collecting data from its origin. Primary data is the first hand information collected
by the marketer. This method of data collection is expensive and time consuming.

Secondary Data
It involves using information that have already put together. When we collect information
through published sources, it is known as secondary data collection.
In my project primary as well as secondary data is being used. Mainly the data used in my
project is secondary data.
 RESEARCH DESIGN
It is used in rigid which involves specific guidelines to reach the financial result data is
collecting on specific parameter.

TYPES OF RESEARCH
There are three types of research
 Descriptive
 Explanatory
 Exploratory

Descriptive research
A form of conclusion research that aims to describe a product or market or identify associations
among variables. As the name suggests, descriptive research is concerned with describing
market characteristics and/or marketing mix characteristics. This type of study can involve the
description of the extent of association between variables.

Explanatory research

It is research in which each and everything is well explained. A style of research in which the
primary goal is to understand the nature or mechanism of the relationship between the
independent and dependent variable.

Exploratory research
This research is conducted into an issue or problem where there are few or no earlier studies to
refer. The focus is on gaining insights and familarity for later investigation. Here data is often
quantitative and statistics applied. It is used to identify and obtain information on a particular
problem or issue. Finally, casual or predictive research seeks to explain what is happening in a
particular situation.
 DATA ANALYSIS

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 Udyog Limited.
Sample Extent: - MUL, Gurgaon.
Time Frame: - 20 Days
Sampling Technique: - Convenience and judgmental sampling.
Sample Size: - 10 employees of MUL. Gurgaon.
 DATA ANALYSIS AND INTERPRETATION

Q1. Is company maximum time going for outsourcing?

Interpretation
“YES”, company is going for outsourcing.
Q2. Does company conduct “EXIT INTERVIEW”?

Interpretation
“YES”, company conduct “ EXIT INTERVIEW”.
Q3. Is it necessary to have work experience from a manufacturing company for applying to MUL?

Interpretation
“YES”, it is necessary to have work experience from a manufacturing company for applying to MUL.
Q4. Which type of test is conducted in MUL?

Interpretation
Most of the time “Intelligence test” is conducted in MUL.
Q5. What type of culture does MUL follow?

Interpretation
MUL follows “Informal” culture.
Q6. What type of organizational structure does company follow?

Interpretation
The company follows “DIVISIONAL” type of organizational structure.
Q7. Is company going for “Job Rotation”?

Interpretation
“YES”, company is going for “Job Rotation”.
Q8. What type of communication channel does company follow?

Interpretation
The company follows “Horizontal” type of communication channel.
Q9. Does MUL adopt “Participative Management Style”?

Interpretation
“YES”, MUL adopts “Participative Management Style”.
Q10. Are you agree or disagree with the following:
“MUL introduced a “360 Degree Feedback System” starting with its senior leadership”.

Interpretation
Most of the employees “AGREE” with this statement.
 CONCLUSION

While preparing this project report we learnt many concepts of “HUMAN RESOURCE
MANAGEMENT” like-Recruitment, 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:
 MUL is also going for “OUTSOURCING”.
 Co. also conduct “EXIT INTERVIEWS” at the time when any employee is leaving the organi-
zation. In this he is free to say anything what he/she feels like about the organization and its
members.
 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.
 Co. is also going for Job-Rotation and Job- Enrichment.
 Co. follows “DIVISIONAL” type of organizational structure.
 It follows “HORIZONTAL” type of communication channel.
 MUL adopts “PARTICIPATIVE MANAGEMENT STYLE”.
 Most of the employees are satisfied with the the “360 degree Feedback System”.
 LIMITATIONS OF THE RESEARCH
It was my 1st research project so due to curiosity , I put my whole heart on his project. But still there
were certain limitation while doing the research work which are as follows.
 Less availability of time limit

It is related to limitation of time constraint. Personal visit to each and every department is more
time consuming to collect the data. Some time employees didn’t allowed me to meet them and to
share anything as it was against the company policy.

 Some of the employees were unwilling to fill the questionnaires.

In India many people hesitate to share the information which makes huge problem for researchers.
Some time there is communication problem, lack of knowledge about the product etc. is the major
reason.

 Information was confidential.

All the information related to customer feedback are kept confidential as name of the person, place,
address cannot be communicated / shared with public still people didn’t not cooperated with us as
they thought that we are fraud. Officers denied to share the statistic of the company
 RECOMMENDATION
I had done this research with full enthusiasm and had learned many things. This research helps me 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 they 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.
 References
1.) Ghosh, Ajit Kumar, “Managing Human Resources Strategic Approach To Win”, 2005, First
Edition.
2.) Ghosh, Biswanath, “Human Resource Development and Management”, Vikash Publishing
House,2005,Fourth Edition.
3.) Bhatia, S.K., “Training And Development Concepts And Practices”, Deep And Deep Publish-
ing House,2005,First Edition.
4.) http://www.slideshare.net/hemanthcrpatna/study-on-hr-policies-of-maruti-udyog-limited
5.) http://www.scribd.com/doc/13491431/PROJECT-ON-HRM-STRATEGIES-OF-MARUTI-
UDYOG-LIMITED