Internship Report

“RECRUITMENT AND SELECTION OF

EMPLOYEES IN TATA MOTORS IN LUCKNOW”
A report submitted in partial fulfillment of the requirement for the award
of Degree of

MASTER OF COMMERCE

SUBMITTED TO

DEPARTMENT OF COMMERCE
ERAM GIRLS' DEGREE COLLEGE
AFFILIATED TO UNIVERSITY OF LUCKNOW

INTERNSHIP GUIDE: INTERNAL GUIDE:

Miss. ANUPRIYA DUBEY Mr. MOHAMMAD FAHAD
(HR EXECUTIVE) (Assistant Professor)

DURATION (21/08/2023 TO 29/09/2023)

SUBMITTED BY:
HERA HASAN
ROLL NO: 2210302120012
M.COM 2nd YEAR/3rd SEMESTER

2023
CERTIFICATE

II
 DECLARATION

I HERA HASAN, hereby declare that the Internship report entitled

“RECRUITMENT AND SELECTION OF EMPLOYEES IN TATA
MOTORS IN LUCKNOW” prepared by me under the guidance of Miss.
Anupriya Dubey (External Guide) Human Resources Executive, Flipkart,
Lucknow & Mr. Mohammad Fahad (Internal Guide) Eram Girls' Degree College,
Lucknow. Also declare that this Internship work is towards the partial fulfillment
of the university regulations for the award of degree of Master in Commerce,
Eram Girls' Degree College, Lucknow. I have undergone an Internship for a
period of 40 Days.

I also confirm that the report is only prepared for my academic requirement, not
for any other purpose. It might not be used with interest of the opposite party of
the corporation.

Place: LUCKNOW

HERA HASAN

Date:
M.Com. (Pure Commerce)

ROLL NO: 2210302120012

III
 ACKNOWLEDGEMENT

I have been fortunate enough to get good timely advice and support from a host
of people to whom I shall remain grateful I take this opportunity to express my
heartfelt thanks to Head Department of Commerce. Eram Girls' Degree College,
University of Lucknow, for his support and cooperation to undertake and
complete the project work.

I acknowledge the insights provided by Miss. Anupriya Dubey (External Guide)

Human Resources Executive, Flipkart, Lucknow & Mr. Mohammad Fahad
(Internal Guide). Which helped me to a great extent in completion of the
Internship work.

I am extremely thankful to my Internal Guide, Mr. Mohammad Fahad, Eram

Girls' Degree College, Lucknow, for his advice and support throughout the
completion of the Internship work. And finally, there is deepest of thanks for the
patience and cooperation of the family and friends, without whom the endeavor
would not have been possible.

HERA HASAN

M.Com. IIIrd Semester

IV
 TABLE OF CONTENT

Cover Page I

Certificate of Internship II

Declaration III

Acknowledgment IV

SR. NO. CONTENT PAGE NO.

1. Introduction 1-6
2. Industry Profile 7-21
2. Company Profile
 About work profile 22-53
 Key Learning
3. Objective of the Study 54
4. Research Methodology 55-58
6. Data Analysis and Interpretation 59-69
7. Finding 70
8. Recommendation 71
9. Limitation 72-73
10. Conclusion 74
11. Bibliography 75
12. Questionnaire 76-77

V
 INTRODUCTION
Recruitment and selection process

Recruitment refers to the overall process of attracting, selecting and appointing suitable
candidates to a one or more jobs within an organisation, either permanent or temporary.
The term may sometimes be defined as incorporating activities which take place ahead of
attracting people, such as defining the job requirements and person specification, as well as
after the individual has joined the organisation, such as induction and on boarding.
Recruitment can also refer to processes involved in choosing individuals for unpaid
positions, such as voluntary roles or training programmes.

Depending on the size and practices of the organization, recruitment may be undertaken in-
house by managers, human resource generalists and/or recruitment specialists.
Alternatively, parts of the process may be undertaken by either public-sector employment
agencies, commercial recruitment agencies, or specialist search consultancies.

The use of internet-based services and computer technologies to support all aspects of
recruitment activity and processes has become widespread and has revolutionised
recruitment activities ranging from recruitment agencies sourcing candidates through online
job boards and social media, or human resource professionals using assessment or job
simulation programs as part of the selection process.

Internal

Internal recruitment refers to the process of a candidate being selected from the existing
workforce to take up a new job in the same organization, perhaps as a promotion, or to
provide career development opportunity, or to meet a specific or urgent organizational
need. Advantages of this approach include the organization's familiarity with the employee
and their competencies (insofar as they are revealed in their current job), and their
willingness to trust said employee. It can also be quicker and can have a lower cost to hire
someone from another part of the same organization.

A temporary internal appointment for a period of a few months sometimes occurs, after
which the employee would normally be expected to return to their previous job. This is
known as a secondment; someone on a secondment is said to be seconded to the new team.
Secondments may also take place between related organizations.

1
 RECRUITMENT PROCESS
Job analysis

In situations where multiple new jobs are created and recruited for the first time, a job
analysis might be undertaken to document the knowledge, skill, ability, and other personal
characteristics required for the job. From these the relevant information is captured in such
documents as job descriptions and job specifications. Often a company will already have
job descriptions that represent a historical collection of tasks performed. Where already
drawn up, these documents need to be reviewed or updated to reflect present day
requirements. Prior to initiating the recruitment stages a person specification should be
finalized to provide the recruiters commissioned with the requirements and objectives of
the project.

Sourcing

Sourcing is the use of one or more strategies to attract or identify candidates to fill job
vacancies. It may involve internal and/or external advertising, using appropriate media,
such as local or national newspapers, specialist recruitment media, professional
publications, window advertisements, job centers, or in a variety of ways via the internet.
Alternatively, employers may use recruitment consultancies or agencies to find otherwise
scarce candidates who may be content in their current positions and are not actively looking
to move companies. This initial research for so-called passive candidates, also called name
generation, results in a contact information of potential candidates who can then be
contacted discreetly to be screened and approached.

2
 SCREENING AND SELECTION
Suitability for a job is typically assessed by looking for that are required for a job. These
can be determined via: screening résumés (also known as curriculum vita or CV); job
application; Biographical Information Blanks which is an assessment that asks for a more
extensive background than an application; or a job interview. Various psychological tests
can be used to assess a variety of KSAOs, including literacy. Assessment are available to
measure physical. Many recruiters and agencies use applicant tracking systems to perform
the filtering process, along with software tools for psychometric testing and performance
based assessment. Performance based assessment is a process to find out if job applicants
perform the responsibilities for which they are applying. In many countries, employers are
legally mandated to ensure their screening and selection processes meet equal
opportunity and ethical standards.

In addition to the above selection assessment criteria, employers are likely to recognize the
value of candidates who encompass "soft skills" such as interpersonal or team leadership,
and have the ability to reinforce the company brand through behavior and attitude portrayal
to customers and suppliers. Multinational organizations and those that recruit from a range
of nationalities are also concerned candidates will fit into the prevailing company
culture. Though many hold attitudes that are more enlightened and informed than past
years, the word “disability” carries few positive connotations for most employers. Research
has shown that employer biases tend to improve through firsthand experience and exposure
with proper supports for employee and the employer making the hiring decisions, less
influenced by the disabled applicant perceived contribution. As for most companies, money
and job stability are two of the contributing factors to productivity, which in return equates
to the growth and success of a business. Hiring disabled workers produce more advantages
than disadvantages. Disabled workers are more likely to stay with the company and make
their a work a career than most due to the fact that they appreciate having a job and are
more stable because they a work at high levels. There is no difference in the daily
production of a disadvantaged worker. Given their situation, they are more likely to adapt
to their environment surroundings and acquaint themselves with equipment, enabling them
to solve problems and overcome adversity as other employees. Companies are granted
Disable Access Credit. Although there are eligibility requirements for these funds, it could
assist with costs of accommodations and other expenses. Additional management to
supervise and assist those who encounter problems are needed which causes employers to
hire more qualified personnel (in case supervisor unavailable) and equate to higher wages,
3
double shifts and incentives. Ensuring adequate space and property changes such as
ramps, restricting parking spaces, and posting handicap signs can be fairly inexpensive,
transformations still have to be in place and tedious. Sometimes companies loose skilled
workers due to depth of responsibility entailed in overseeing employees that are less
advantaged.

Lateral hiring

"Lateral hiring" refers to the hiring of someone into a position that is at the same
organizational level or salary. It could mean hiring someone from another, similar
organization, possibly luring them with a better salary and the promise of better career
opportunities. An example is the recruiting of a partner of a law firm by another law firm. A
lateral hire may also refer to an employee moving from one position to another within the
same organization.

On-campus

Job Interview

Sometimes companies send recruiters to colleges to interview prospective employees.

Employment agencies
For more details on this topic, see employment agencies.

Employment agencies operate in both the public and private sectors. Publicly funded
services have a long history, often having been introduced to mitigate the impact of
unemployment in economic downturns, such as those which form part of the New
Deal program in the United States, and the Jobcentre Plus service in the UK.

The commercial recruitment industry is based on the goal of providing a candidate to a

client for a price. At one end of the spectrum, there are agencies that are paid only if they
4
deliver a candidate that successfully stays with the client beyond the agreed probationary
period. On the other end, there are agencies that are paid a retainer to focus on a client's
needs and achieve milestones in the search for the right candidate, and then again are paid a
percentage of the candidate's salary when a candidate is placed and stays with the
organization beyond the probationary period.

The agency recruitment industry is highly competitive, therefore agencies have sought out
ways to differentiate themselves and add value by focusing on some area of the recruitment
life cycle. Though most agencies provide a broader range of service offerings, at the two
extremes are the traditional providers and the niche operators.

Traditional agency

Also known as employment agencies, recruitment agencies have historically had a physical
location. A candidate visits a local branch for a short interview and an assessment before
being taken onto the agency’s books. Recruitment consultants then work to match their
pool of candidates to their clients' open positions. Suitable candidates are short-listed and
put forward for an interview with potential employers on a contract or direct basis.

Niche recruiters

'Specialized recruiters' exist to seek staff with a very narrow specialty. Because of their
focus, these firms can very often produce superior results due to their ability to channel all
of their resources into networking for a very specific skill set. This specialization in staffing
allows them to offer more jobs for their specific demographic, which in turn attracts more
specialized candidates from that specific demographic over time building large proprietary
databases. These niche firms tend to be more focused on building ongoing relationships
with their candidates as is very common the same candidates are placed many times
throughout their careers. Online resources have developed to help find niche
recruiters. Niche firms also develop knowledge on specific employment trends within their
industry of focus (e.g., the energy industry) and are able to identify demographic shifts such
as aging and its impact on the industry.

Financial arrangements operated by agencies take several forms, the most popular are:

 A contingency fee paid by the company when an agency introduced candidate

accepts a job with the client company. Typical fees range from 15% to 35% based on
the candidates first-year base salary (fees as low as 12.5% can be found online). This
type of recruitment usually has a rebate or replacement guarantee should the candidate
fail to perform or leave within a set period of time (often up to a three-month period
and as much as a 100% rebate). 5
 An advance payment that serves as a retainer, also paid by the company, is non-
refundable and paid in full depending on outcome and success (e.g., 40% up front, 30%
in 90 days and the remainder once a search is completed). This form of compensation is
generally reserved for high level executive search/headhunters
 Hourly charge for temporary workers and projects. A negotiated hourly fee in which
the agency is paid and then pays the applicant as a consultant for services as a third
party. Many contracts allow a consultant to transition to a full-time status upon
completion of a certain number of hours with or without a conversion fee.

6
 INDUSTRY PROFILE
Automotive industry in India

Chennai is home to around 35–40% of India's total automobile industry.

A Tata Motors next generation concept car 2015 Geneva Motor Show

The automotive industry in India is one of the largest in the world with an annual
production of 23.96 million vehicles in FY (fiscal year) 2015–16, following a growth of
2.57 per cent over the last year. The automobile industry accounts for 7.1 per cent of the
country's gross domestic product (GDP). The Two Wheelers segment, with 81 per cent
market share, is the leader of the Indian Automobile market, owing to a growing middle
class and a young population. Moreover, the growing interest of companies in exploring the
rural markets further aided the growth of the sector. The overall Passenger Vehicle (PV)
segment has 13 per cent market share.

7
Market Size

Auto Expo 2014, Noida

The industry produced a total 14.25 million vehicles including PVs, commercial vehicles
(CVs), three wheelers (3W) and 2W in April–October 2015, as against 13.83 in April–
October 2014, registering a marginal growth of 3.07 per cent, year-to-year.

Investments

Interior of Tata Connect Next EV concept car at 2015 Geneva Motor Show

In order to keep up with the growing demand, several auto makers have started investing
heavily in various segments of the industry during the last few months. The industry has
attracted foreign direct investment (FDI) worth US$13.48 billion during the period April
2000 to June 2015, according to data released by Department of Industrial Policy and
Promotion (DIPP).

8
Government Initiatives

Isuzu's newly inaugurated manufacturing plant in 2016 at Sri City,Andhra Pradesh, India

The Government of India encourages foreign investment in the automobile sector and
allows 100 per cent FDI under the automatic route.

Some of the major initiatives taken by the Government of India are:

 The Government of India aims to make automobile manufacturing the main driver
of "Make in India" initiative, as it expects the passenger vehicles market to triple to
9.4 million units by 2026, as highlighted in the Auto Mission Plan (AMP) 2016-26.
 In the Union budget of 2015-16, the Government has announced plans to provide
credit of Rs 850,000 crore (US$127.5 billion) to farmers, which is expected to boost
sales in the tractors segment.
 The government plans to promote eco-friendly cars in the country—i.e. CNG-based
vehicles, hybrid vehicles, and electric vehicles—and also to make mandatory 5 per
cent ethanol blending in petrol.

History

A pre-Independence car showroom in Secunderabad

Indian Royalty were one of the largest buyers of luxury cars during pre-Independence
British India
9
Kolkata street traffic in 1945

In 1897, the first car ran on an Indian road. Through the 1930s, cars were imports only, and
in small numbers.

1947-1970

The 1949 Hindustan 10 built by Hindustan Motors under license from Morris Motors, UK

The Hindustan Ambassadordominated India's automotive market from the 1960s until the
mid-1980s and was manufactured till 2014

10
Fiat 1100D, built under license byPremier Automobiles later re-christened 'Premier
Padmini' was the Ambassador's only true competitor

Passenger Cars

 Hindustan Motors, Calcutta - technical collaboration with Morris Motors to

manufacture Morris Oxford models that would later become HM Ambassador.
 Premier Automobiles, Bombay - technical collaboration with Chrysler to
manufacture Dodge, Plymouth and Desoto models and with Fiatto manufacture the
1100D models which would later with Premier Padmini range.
 Standard Motor Products of India, Madras - technical collaboration from Standard-
Triumph to manufacture Standard Vanguard,Standard 8, 10 and later Standard Herald.

Utility and Light Commercial Vehicles

 Vehicle Factory Jabalpur - started manufacturing Jonga Light Utility Vehicles and
Vahan 1 Ton (Nissan 4W73 Carriers) in India, under license from Nissan of Japan.
They were the main troop carriers of the Indian Armed Forces and much powerful than
any other vehicle of their class.
 Mahindra & Mahindra, Bombay - technical collaboration with Willys to
manufacture CJ Series Jeep.
 Bajaj Tempo, Poona now Force Motors - technical collaboration with Tempo
(company) to manufacture Tempo Hanseat, a three-wheeler and Tempo Viking and
Hanomag, later known as Tempo Matador in India.
 Standard Motor Products of India - technical collaboration from Standard has
licence to manufacture the Standard Atlas passenger van with panel van and one-tonne
one tonne pickup variants.

11
Medium and Heavy Commercial Vehicles

 Vehicle Factory Jabalpur - started manufacturing Shaktiman trucks with technical

assistance from MAN SE of Germany. The trucks were the main logistics vehicle of
the Indian Army with several specialist variants. VFJ still is the sole supplier of B
vehicles to the Indian Armed Forces.

1984 to 1992

First generation Maruti 800 launched in 1984

From the end of the 1970s to the beginning of the 1980s saw no new models but the
country continued with 2 decade old designs forcing government to encourage and let more
manufacturers into fray.

Manufacturing facilities

The majority of India's car manufacturing industry is evenly divided into three "clusters".
Around Chennai is the southernmost and largest, with a 35% revenue share, accounting for
60% of the country's automotive exports, and home of the operations of Heavy Vehicles
Factory,Engine Factory
Avadi, Ford, Hyundai, Renault, Mitsubishi, Nissan, BMW, Hindustan
Motors, Daimler, Caparo, Mini, and Datsun.

Near Mumbai, Maharashtra, along the Chakan corridor near Pune, is the western cluster,
with a 33% share of the market. Audi,Volkswagen, and Skoda are located
in Aurangabad. Mahindra and Mahindra has an SUV and engine assembly plant
at Nashik. General Motors, Tata Motors, Mercedes Benz,Land Rover, Jaguar Cars, Fiat,
and Force Motors have assembly plants in the area.

The northern cluster is around the National Capital Region, and contributes
32%. Gurgaon and Manesar, in Haryana, are where the country's largest car
manufacturer, Maruti Suzuki, is based.

12
An emerging cluster is the state of Gujarat, with a manufacturing facility of General
Motors in Halol, and a facility for Tata Nano at their plant in Sanand. Ford, Maruti Suzuki,
andPeugeot-Citroen plants are also planned for Gujarat.

Kolkata with Hindustan Motors (inactive), Noida with Honda, and Bengaluru
with Toyota are other automotive manufacturing regions around the country.

Passenger vehicles

 Hindustan Motors Limited - Kolkata (Inactive)

Exports[edit]

Mahindra Scorpio in service withItaly's CNSAS.

India's automobile exports have grown consistently and reached $4.5 billion in 2009, with
the United Kingdom being India's largest export market, followed by Italy, Germany,
Netherlands, and South Africa.[80]

According to the New York Times, India's strong engineering base and expertise in the
manufacturing of low-cost, fuel-efficient cars has resulted in the expansion of
manufacturing facilities of several automobile companies
like Hyundai, Nissan, Toyota, Volkswagen, and Maruti Suzuki.

In 2008, South Korean multinational Hyundai Motors alone exported 240,000 cars made in
India. Nissan Motors plans to export 250,000 vehicles manufactured in its India plant by
2011. Similarly, US automobile company, General Motors announced its plans to export
about 50,000 cars manufactured in India by 2011.

In September 2009, Ford Motors announced its plans to set up a plant in India with an
annual capacity of 250,000 cars, for US$500 million. The cars will be manufactured both
for the Indian market and for export.[84] The company said that the plant was a part of its
plan to make India the hub for its global production business. Fiat Motors announced that it
would source more than US$1 billion worth auto components from India.

13
A Tata Safari on display in Poznań,Poland.

In 2009 India (0.23m) surpassed China (0.16m) as Asia's fourth largest exporter of cars
after Japan (1.77m), Korea (1.12m) and Thailand (0.26m).

In July 2010, The Economic Times reported that PSA Peugeot Citroën was planning to re-
enter the Indian market and open a production plant in Andhra Pradesh that would have an
annual capacity of 100,000 vehicles, investing € 700M in the operation. PSA's intention to
utilise this production facility for export purposes however remains unclear as of December
2010.

The Maruti Ertiga, a model exported by Maruti Suzuki, India.

In recent years, India has emerged as a leading center for the manufacture of small
cars. Hyundai, the biggest exporter from the country, now ships more than 250,000 cars
annually from India. Apart from Maruti Exports' shipments to Suzuki's other
markets, Maruti Suzuki also manufactures small cars for Nissan, which sells them in
Europe. Nissan will also export small cars from its new Indian assembly line. Tata
Motors exports its passenger vehicles to Asian and African markets, and is preparing to sell
electric cars in Europe in 2010. The firm is planning to sell an electric version of its
affordable car the Tata Nano in Europe and in the U.S. Mahindra & Mahindra is preparing
to introduce its pickup trucks and small SUVmodels in the U.S. market. Bajaj Auto is
designing a low-cost car for Renault Nissan Automotive India, which will market the
product worldwide. Renault Nissan may also join domestic commercial vehicle
manufacturer Ashok Leyland in another small car project. While the possibilities for the14
Indian automobile industry are impressive, there are challenges that could thwart future
growth. Since the demand for automobiles in recent years is directly linked to overall
economic expansion and rising personal incomes, industry growth will slow if the economy
weakens.

Top 10 export destinations

India exported $14.5 billion worth of automobiles in 2014. The 10 countries below
imported 47.8% of that total.

15
Rank Country Value (US$) Share

1 United States 1.2 billion 8.4%

2 Mexico $1 billion 6.9%

3 South Africa $888.8 million 6.1%

4 United Kingdom $637.4 million 4.4%

5 Sri Lanka $596.9 million 4.1%

6 Bangladesh $592.1 million 4.1%

7 Turkey $580.4 million 4%

8 Nigeria $546.8 million 3.8%

9 United Arab Emirates $433.6 million 3%

10 Colombia $428.9 million 3%

Passenger vehicles in India

This list is of cars that are officially available and serviced in India. While other cars can be
imported to the country at a steep 105% import duty, car-makers such as Alfa Romeo,
McLaren, Pagani, Cadillac, Chrysler, SSC, Lincoln, Zenvo, SEAT, Smart, Daihatsu,
Lexus, Infiniti, Acura, Saab, Spyker, Lotus, Ariel, Caterham, Peugeot-Citroën,
Mazda, Jeep, Kia, GAZ, and Proton in various stages of official introduction into the Indian
automobile industry.

16
 INDIAN AUTOMOTIVE COMPANIES

Models currently manufactured by Indian companies

Maruti Swift in India. Maruti Suzuki is a subsidiary of Suzuki Motor Corporation of Japan

Mahindra XUV500, one of India's best selling indigenously developed SUV

 Chinkara Motors: Beachster, Hammer, Roadster 1.8S, Rockster, Jeepster, Sailster

 Force Motors (earlier known as Tempo): One
 Hindustan Motors: Ambassador
 Hradyesh: Morris Street
 ICML: Rhino Rx

Defunct Indian automotive companies

 Sipani Automobiles
 Standard Motor Products of India

Foreign automotive companies in India

Hyundai, Suzuki, BMW, Volkswagen, Audi, Mercedes Benz, Ford, Fiat, Honda, Chevrolet
(of General Motors), Toyota, Lamborghini, Jaguar, and Skoda are the foreign automotive
companies that manufacture and market their products in India.

Vehicles currently manufactured or assembled in India

17
Manufactured only in Chennai, India, the i10 is one of Hyundai's best selling globally
exported cars.

 Audi India: A3, A4, A6, Q3, Q5.

 BMW India: 1 Series, 3 Series, 3 Series GT, 5 Series, 7 Series, X1, X3, X5.
 Chevrolet: Spark, Beat, Sail, Cruze, Tavera, Enjoy.
 Fiat India: Punto, Linea, Avventura, Urban Cross.
 Ford India: Figo, Ecosport, Endeavour, Figo Aspire.
 Datsun: Go, Go+, Redi-Go
 Honda Cars India Limited: Brio, Jazz, Amaze, BR-V, City.
 Hyundai Motor India: Eon, i10, i20, Xcent, Verna, Elantra, Creta, Tucson.
 Isuzu: MU-7, V-Cross.
 Jaguar (Subsidiary of Tata Motors): XE, XF, XJ.

Vehicles currently imported into India

Suzuki Kizashi. Kizashis are sold by Maruti in the Indian market

 Aston Martin: Vantage, Vanquish, Rapide, Virage, DB9, DBS, One-77.

 Audi: A8 L, Q7, S5 Sportback, TT, RS 7 Sportback, RS 6 Avant, RS5, R8.

18
Honda civic MugenRR

 Hyundai: Santa Fe.

 Isuzu Motors India:D-Max
 Jaguar (Subsidiary of Tata Motors): XJS, XK, F-Type.
 Koenigsegg: CCX, CCXR, Agera.
 Lamborghini:[164] Huracan, Aventador.
 Land Rover (Subsidiary of Tata Motors): Discovery 4, Range Rover Sport, Range
Rover.

Mitsubishi Lancer Evolution X

 Nissan:GT-R.
 Porsche: 997, Boxster, Panamera, Cayman, Cayenne, Carrera GT, Macan.
 Rolls Royce: Ghost, Wraith, Phantom, Phantom Coupé, Phantom Drophead Coupé.
 SsangYong (subsidiary of Mahindra & Mahindra): Rexton.
 Toyota: Land Cruiser, Land Cruiser Prado, Prius.
 Volkswagen: Beetle.
 Volvo: V40, S60, S80, XC60, XC90.

19
Commercial vehicle manufacturers in India

Indian brands[edit]

 AMW
 Eicher Motors
 Force
 Hindustan Motors
 Mahindra & Mahindra
 Premier
 Tata Motors
 Hero Motocorp
 Bajaj Auto
 TVS Motor

Joint-venture (JV) brands[

 Ashok Leyland - originally a JV between Ashok Motors (owned by the Hinduja

Group) and Leyland Motors, now joint ventures between Ashok Leyland
and Nissan Motors(Japan) for LCV's; and John Deere (USA) for construction
equipment.
 KaMAZ Vectra - A JV between Russia's KaMAZ and the Vectra Group
 MAN Force - A JV between Force Motors and MAN AG (Germany)
 SML Isuzu - originally, as Swaraj Mazda, a JV between Punjab Tractors
and Mazda, now 53.5% owned by Sumitomo Group and with its current name
since 2011.
 Tatra Vectra Motors Ltd - (defunct) Initial truck partnership with India by
Vectra. Replaced by Kamaz. Tatra trucks for sale in India are now
manufactured in collaboration withBharat Earth Movers Limited.
 VE Commercial Vehicles Limited[182] - VE Commercial Vehicles limited - A JV
between Volvo Group and Eicher Motors Limited.
 Maruti Suzuki - A joint venture of Indian Maruti and Japanese Suzuki.
Electric vehicle and Hybrid vehicle (xEV) industry

During April 2012, the Indian government planned to unveil the road map for the
development of domestic electric and hybrid vehicles (xEV) in the country. A discussion
20
between the various stakeholders, including Government, industry, and academia, was
expected to take place during 23–24 February. The final contours of the policy would have
been formed after this set of discussions. Ministries such as Petroleum, Finance, Road
Transport, and Power are involved in developing a broad framework for the sector. Along
with these ministries, auto industry executives, such as Anand Mahindra (Vice Chairman
and Managing Director, Mahindra & Mahindra) and Vikram Kirloskar (Vice-Chairman,
Toyota Kirloskar), were involved in this task. The Government has also proposed to set up
a Rs 740 crore research and development fund for the sector in the 12th five-year plan
during 2012-17. The idea is to reduce the high cost of key imported components such as the
battery and electric motor, and to develop such capabilities locally.

Electric car manufacturers in India

 Ajanta Group.
 Hero Electric.
 Mahindra.
 REVA now Mahindra Reva Electric Vehicles.
 Tara International.
 Tata Motors.

21
 COMPANY PROFILE
Tata Motors

Tata Motors Limited

Type Public

Traded as BSE: 500570 (BSE SENSEX Constituent)

NSE: TATAMOTORS
NYSE: TTM

Industry Automotive

Founded 1945

Headquarters Mumbai, India

Area served Worldwide

Key people Natarajan Chandrasekaran(Chairman)

Chandrasekaran Ramakrishnan (President
and Group CFO)
Guenter Butschek (CEO)

Products Automobiles
Sport Cars
Commercial vehicles
Coaches
Buses
Construction equipment
Military vehicles
Automotive parts

Services Automotive design, engineering and

outsourcing services 22
 Vehicle leasing
Vehicle service

Revenue ₹2.697 trillion(US$40 billion) (2016)[2]

Operating ₹216.5 billion(US$3.2 billion) (2016)

income

Profit ₹95.88 billion(US$1.4 billion) (2016)

Total assets ₹2.619 trillion(US$39 billion) (2016)

Total equity ₹763.5 billion(US$11 billion) (2016)

Number of 60,000 (2016)

employees

Parent Tata Group

Divisions Tata Motors Cars

Subsidiaries Jaguar Land Rover

Tata Daewoo
Tata Hispano

Website www.tatamotors.com

Tata Motors Limited (formerly TELCO, short for Tata Engineering and Locomotive
Company) is an Indian multinational automotive manufacturing company headquartered
in Mumbai, India, and a member of the Tata Group. Its products include passenger cars,
trucks, vans, coaches, buses, sports cars, construction equipment and military vehicles.

Tata Motors has auto manufacturing and assembly plants

in Jamshedpur, Pantnagar, Lucknow, Sanand, Dharwad, and Pune in India, as well as in
Argentina, South Africa, Great Britain and Thailand. It has research and development
centres in Pune, Jamshedpur, Lucknow, and Dharwad, India and in South Korea, Great 23
Britain and Spain. Tata Motors' principal subsidiaries purchased the English premium car
maker Jaguar Land Rover (the maker of Jaguar and Land Rover cars) and the South Korean
commercial vehicle manufacturer Tata Daewoo. Tata Motors has a bus-manufacturing joint
venture with Marcopolo S.A. (Tata Marcopolo), a construction-equipment manufacturing
joint venture with Hitachi (Tata Hitachi Construction Machinery), and a joint venture
with Fiat Chrysler which manufactures automotive components and Fiat Chrysler and Tata
branded vehicles.

TATA Tiago

Founded in 1945 as a manufacturer of locomotives, the company manufactured its first

commercial vehicle in 1954 in a collaboration with Daimler-Benz AG, which ended in
1969. Tata Motors entered the passenger vehicle market in 1991 with the launch of the Tata
Sierra, becoming the first Indian manufacturer to achieve the capability of developing a
competitive indigenous automobile.[4] In 1998, Tata launched the first fully indigenous
Indian passenger car, the Indica, and in 2008 launched the Tata Nano, the world's cheapest
car. Tata Motors acquired the South Korean truck manufacturer Daewoo Commercial
Vehicles Company in 2004 and purchasedJaguar Land Rover from Ford in 2008.

Tata Motors is listed on the (BSE) Bombay Stock Exchange, where it is a constituent of
the BSE SENSEX index, the National Stock Exchange of India, and the New York Stock
Exchange. The company is ranked 226th on the Fortune Global 500 list of the world's
biggest corporations as of 2016.[5]

On 17 January 2017, Natarajan Chandrasekaran was appointed chairman of the company.

TATA Hexa is a crossover vehicle launched in January 2017. This vehicle is the
successor of TATA Aria. 24
History

The first-generation(1998–07) Tata Indica; one of the best-selling cars in the history of the
Indian automobile industry

Tata Bolt

Tata entered the commercial vehicle sector in 1954 after forming a joint venture
with Daimler-Benz of Germany. After years of dominating the commercial vehicle market
in India, Tata Motors entered the passenger vehicle market in 1991 by launching the Tata
Sierra, a multi utility vehicle. Tata subsequently launched the Tata Estate (1992; a station
wagon design based on the earlier 'TataMobile' (1989), a light commercial vehicle),
the Tata Sumo (1994; LCV) and the Tata Safari (1998; India's first sports utility vehicle).

Tata launched the Indica in 1998, the first fully indigenous Indian passenger car. Although
initially criticized by auto analysts, its excellent fuel economy, powerful engine, and an
aggressive marketing strategy made it one of the best-selling cars in the history of the
Indian automobile industry. A newer version of the car, named Indica V2, was a major
improvement over the previous version and quickly became a mass favourite. Tata Motors
also successfully exported large numbers of the car to South Africa. The success of the
Indica played a key role in the growth of Tata Motors.

In 2004, Tata Motors acquired Daewoo's South Korea-based truck manufacturing unit,
Daewoo Commercial Vehicles Company, later renamed Tata Daewoo.

On 27 September 2004, Tata Motors rang the opening bell at the New York Stock
Exchange to mark the listing of Tata Motors.

25
In 2005, Tata Motors acquired a 21% controlling stake in the Spanish bus and coach
manufacturer Hispano Carrocera. Tata Motors continued its market area expansion through
the introduction of new products such as buses (Starbus and Globus, jointly developed with
subsidiary Hispano Carrocera) and trucks (Novus, jointly developed with subsidiary Tata
Daewoo).

In 2006, Tata formed a joint venture with the Brazil-based Marcopolo, Tata Marcopolo
Bus, to manufacture fully built buses and coaches.[10]

In 2008, Tata Motors acquired the English car maker Jaguar Land Rover, manufacturer of
the Jaguar and Land Rover from Ford Motor Company.

In May 2009, Tata unveiled the Tata World Truck range jointly developed with Tata
Daewoo; the range went on sale in South Korea, South Africa, the SAARC countries, and
the Middle East at the end of 2009.

Tata acquired full ownership of Hispano Carrocera in 2009.

In 2009, its Lucknow plant was awarded the "Best of All" Rajiv Gandhi National Quality
Award.

In 2010, Tata Motors acquired an 80% stake in the Italian design and engineering company
Trilix for €1.85 million. The acquisition formed part of the company's plan to enhance its
styling and design capabilities.[18]

In 2012, Tata Motors announced it would invest around ₹6 billion in the development of
Futuristic Infantry Combat Vehicles in collaboration with DRDO.

In 2013, Tata Motors announced it will sell in India, the first vehicle in the world to run on
compressed air (engines designed by the French company MDI) and dubbed "Mini CAT".

In 2014, Tata Motors introduced first Truck Racing championship in India "T1 Prima Truck
Racing Championship".

On 26 January 2014, the Managing Director Karl Slym was found dead. He fell from the
22nd floor to the fourth floor of the Shangri-La Hotel in Bangkok, where he was to attend a
meeting of Tata Motors Thailand.

On 2 November 2015, Tata Motors announced Lionel Messi as global brand ambassador
at New Delhi, to promote and endorse passenger vehicles globally.

On 27 December 2016, Tata Motors announced the Bollywood actor Akshay Kumar as
brand ambassador for its commercial vehicles range.
26
On 9 March 2017, Tata Motors announced that it has signed a memorandum of
understanding with Volkswagen to develop vehicles for India's domestic market.

PRODUCTS

For details of Tata Motors passenger cars, see Tata Motors Cars. For details of Land Rover
products, see Land Rover. For details of Jaguar products, see Jaguar Cars.

Commercial vehicles

The Tata TL

A Tata 407 water truck

A Tata Starbus

Tata Motors trucks in Rajasthan, India 27

A loaded semi-forward Tata truck

TATA Semi-Forward Cab 1210SE Truck

TATA 1210 Series - long running production model

Tata twin-axle lorry in South India

28
  Tata Super Ace
 Tata TL/Telcoline/207 DI pickup truck
 Tata 407 Ex and Ex2
 Tata 709 Ex
 Tata 807 (Steel cabin chassis, cowl chassis, medium bus chassis, steel cabin + steel
body chassis)
 Tata 809 Ex and Ex2
 Tata 909 Ex and Ex2
 Tata 1109 (Intermediate truck/ LCV bus)
 Tata 1512c (medium bus chassis)
 Tata 1515c/1615 (medium bus chassis)
 Tata 1612c/1616c/1618c (heavy bus chassis)
 Tata 1618c (semilow-floor bus chassis)
 Tata 1623 (rear-engined low-floor bus chassis)
 Tata 1518C (Medium truck) 10 ton
 Tata 1613/1615c (medium truck)
 Tata 1616/1618c (heavy duty truck)
 Tata 2515c/2516c,2518c (heavy duty 10 wheeler truck)
 Tata Starbus (branded buses for city, intercity, school bus, and standard passenger
transportation)
 Tata Divo (Hispano Divo fully built luxury coach)
 Tata CityRide (12- to 20-seater buses for intracity use)
 Tata 3015 (heavy truck)
 Tata 3118 (heavy truck) (8×2)
 Tata 3516 (heavy truck)
 Tata 4018 (heavy truck)
 Tata 4923 (ultraheavy truck) (6×4)
 Tata Novus (heavy truck designed by Tata Daewoo)
 Tata Prima (the World Truck designed by Tata Motors and Tata Daewoo)
 Tata Prima LX (stripped-down version of Tata Prima)

Tata Motors proposed overhaul of armoured fighting vehicles and infantry main combat

29
vehicles in 2015. The inter-ministerial committee was chaired by Secretary in the
Department of Industrial Policy and Promotion (DIPP) approved most of the proposals
from the defense Manufacturing sector in India.

Electric vehicles

Tata Motors has unveiled electric versions of the Tata Indica passenger car powered by
TM4 electric motors and inverters, as well as the Tata Ace commercial vehicle, both of
which run on lithium batteries.

Notable vehicles

Tata Nano

Tata Nano is often cited as the world's most affordable car

The Nano was launched in 2009 as a city car intended to appeal as an affordable alternative
to the section of the Indian populace that is primarily the owner of motorcycles and has not
bought their first car. Initially priced at ₹100,000 (US$1,500), the vehicle attracted a lot of
attention for its relatively low price.

30
Tata Ace

Tata Ace was India's first mini truck

Tata Ace, India's first indigenously developed sub-one-ton minitruck, was launched in May
2005. The minitruck was a huge success in India with auto analysts claiming that Ace had
changed the dynamics of the light commercial vehicle (LCV) market in the country by
creating a new market segment termed the small commercial vehicle segment. Ace rapidly
emerged as the first choice for transporters and single truck owners for city and rural
transport. By October 2005, LCV sales of Tata Motors had grown by 36.6% to 28,537 units
due to the rising demand for Ace. The Ace was built with a load body produced by
Autoline Industries. By 2005, Autoline was producing 300 load bodies per day for Tata
Motors.

Ace is still a top seller for TML with 500,000 units sold by June 2010. In 2011, Tata
Motors invested Rs 1000 crore in Dharwad Plant, Karnataka, with the capacity of 90,000
units annually and launched two models of 0.5-T capacity as Tata Ace Zip, Magic Iris.

Ace has also been exported to several Asian, European, South American, and African
countries and all-electric models are sold throughPolaris Industries' Global Electric
Motorcars division.[53] In Sri Lanka, it is sold through Diesel and Motor Engineering
(DIMO) PLC under the name of DIMO Batta.

Tata 407

The Tata 407 is a light commercial vehicle (LCV) that has sold over 500,000 units since its
launch in 1986 In India, this vehicle dominates market share of the LCV category,
accounting for close to 75% of LCV sales.

31
TATA MOTORS

The largest passenger automobile and commercial vehicle manufacturing company of India
Tata Motors Limited, was formerly called TELCO (TATA Engineering and Locomotive
Company), has its headquarters in Bombay, now Mumbai, India. Established in 1945, listed
on the New York Stock Exchange in 2004 has created Rs. 320 billion wealth and was one
of the top
10 wealth creators in India, with manufacturing facilities in the towns of Jamshedpur,
Lucknow, and Pune. This company was founded by Jamshetji Tata and is run by Ratan Tata
under the flagship company known as Tata and sons group. He commands 22000
employees working in three plants as well as other regional and zonal offices across the
length and breadth of India.
Tata motor’s passenger cars still need to reach acceptable international requirements. The
company commands an imposing 65% share of the domestic commercial vehicle market
and is trying to modernize this segment. The financial business of Tata motors was
separated into a subsidiary company in sep. 2006, where it recorded a strong financial
performance during the last 5 year period. From year 2005-2009, the profits of the company
went up at a CAGR of 36.4%, to attain Rs. 331, 525 million in 2008from Rs. 95, 731
Million in 2003. By floating two rights issues at the end of Sep 2009 Tata Motors Ltd
expected to raise Rs 4, 150 crores. They are offering one ordinary share valued at Rs. 340
every six shares expecting to net Rs. 2.90 Crores, the so called “A” share would have
different voting and dividend rights, for every such 6 shares held at a face value of 305
would raise Rs. 1.960 Crores, these proceed would be utilized for an early repayment of the
short term funding of 2.3 Billion $ (Rs. 10,189 Crores) Borrowed for Acquisition of jaguar
and Land Rover from their principle “The Ford Motor Company’s”.
As TATA MOTORS is regarded as one of the best fuel efficient cars. Hence I conducted a
study on the consumer perception about small cars. Firstly, I took three brands of small
cars; Zen estilo,
Indica and Santro for a comparative study of small car segment.
Later I went through the process of filling the questionnaires, to know exactly what the
customer’s of small cars perceived about their cars. Tata motors were established on
September 1, 1945, originally for the manufacture of Steam Locomotives at Jamshedpur. 32
All the cars taken for the sample showed that the consumers perceived them as almost same
in all the attributes like safety, comfort and luxury. But, at the end the research was limited
due to small sample size, small sample area and time constraints.

TELCO (TATA Engineering and Locomotive Company)

 Multinational Corporation.
 Headquarters in Mumbai.
 India's largest passenger automobile and commercial vehicle manufacturing
company.
 World's 19th largest automaker.
 Sales: 19,654.41cr.
 Stock price: Rs. 347

In 1969 Tata motors had become an independent producer of Medium Commercial

Vehicles. It had also developed the capability of designing, testing and manufacturing such
vehicles.
Leading commercial vehicle manufacturer and has significant presence in the multi-utility
and passenger car segments.
With the Launch of Tata Indica, a Euro 2 compliant vehicle is the country’s first
indigenously designed, developed and manufactured passenger car.

33
With the launch of Tata nano, Tata has penetrated the market to its extreme by making a car
available for Rs. 132000 only. This is the cheapest car in India till date and with the
announcement of its diesel variant it has made potential buyers to eagerly wait for it.
Products of TATA Motors

34
[1] Passenger cars and utility vehicles

35
[2]Commercial vehicles

[3] Military vehicles

36
[4] Concept vehicles
2000 Aria Roadster
2001 Aria Coupe
2002 Tata Indica
2002 Tata Indica
2004 Tata Indigo Advent
2005 Tata Xover
2006 Tata Cliffrider
2007 Tata Elegante
2009 Tata Prima

37
Tata Indicia Xeta

Webster's Dictionary circa 2050 Indica: A successful Indian product of truly Indian origins.
The word is derived from the first automobile to be designed, manufactured and sold
successfully by an Indian company. Several variants of its original hatchback design were
spawned and eventually over one million vehicles based on the platform were sold. The
diesel-engine vehicle sold in large numbers across the nation and even has the notable
achievement of having been exported to several countries across the globe. The diesel-
engine Indica received notable appreciation from all around, whereas the petrol-fuelled
versions played second fiddle on the sales graphs.
TATA Motors has launched a new version of its small car. Christened Indica V2 Xeta, the
petrol-powered car with a 1.4-litre engine is said to deliver a mileage of 14 kmpl under
standard test conditions. The Xeta's engine, delivering 70 PS, is far more powerful than the
earlier version. Besides common black and silver, the car is available in three flashy hues.
The Xeta is touted be among the first few small cars to sport beige interiors. Besides these
compelling features, the pricing is also attractive, at Rs 2.94 lakh for the AC model. The
Xeta range is priced between Rs 2.69 to Rs 3.65 lakh ex-showroom Delhi. Customers may
avail themselves of loans of up to 90 per cent from select financiers over a seven-year
period with EMIs as low as Rs 4,471.
We can have some inside view of this wonderful car:

38
 MARKETING STRATEGIES

TATA unveiled its long awaited 1 Lakh rupee car (actually a little over 1 lakh after tax) for
the masses and they call it “The People’s Car”. It’s a sweet looking small car, just enough
to take four people around the city. 1 Lakh rupees roughly translate to 2500 rupees monthly
installment and because of this reason TATA is expect to sell record breaking numbers and
leave Indian roads blocked.
TATA Nano
TATA Nano will hit the roads and as it is a definite threat to Maruti 800. TATA stated that
the initial production of this car will be of 250,000 a year. After about four years of hard
efforts TATA Nano (1 lakh rupee car) was on road now.
The introduction of the Nano received media attention due to its targeted low price. The car
is expected to boost the Indian economy, create entrepreneurial-opportunities across India,
as well as expand the Indian car market by 65%. The car was envisioned by Ratan Tata,
Chairman of the Tata Group and Tata Motors, who has described it as an eco-friendly
"people's car". Nano has been greatly appreciated by many sources and the media for its
low-cost and eco-friendly initiatives which include using compressed-air as fuel and an
electric-version (E-Nano). Tata Group is expected to mass manufacture the Nano,
particularly the electric-version, and, besides selling them in India, to also export them
worldwide.
Critics of the car have questioned its safety in India (where reportedly 90,000 people are
killed in road-accidents every year), and have also criticized the pollution that it would
cause (including criticism by Nobel Peace Prize winner Rajendra Pachauri). However, Tata
Motors has promised that it would definitely release Nano's eco-friendly models alongside
the gasoline model.

39
 CURRENTS FACTS
 Today Advertising is one of the most common ways to make car buyer or car enthusiast
aware of the new car with special promotion price. Another more important way of
advertising is to create an image or brand image. Take BMW Z3 for example, it was
introduced in 1996 and shortly the car has been used in the famous James Bond movie.
Over the years Tata Motors have been successful in creating their brand image.
 The packaging, innovations, and quality control. Tata Motors provide many innovative
features to attract car lover. One of these innovations is the Tata Safari 4X4 Dicor that
has “Reverse Guide System”. A weather-proof camera is fixed to the rear car to help the
driver while reversing the car.
 There are various factors to determine a price of a car. These factors are such as market
condition (it can’t be too low or too high with the prices of same vehicle from
competitors, it has to be at par), cost incurred to build a car, profit by company, dealer
profit. Giving discount every month and special promotion for certain type of vehicle
also one of the strong strategy use by Tata Motors. Discount can be made from
Company’s profit or from dealer’s profit at certain range.
 Place of dealership does play an important role. The channel of distribution, physical
location, and dealership method of distribution and sales is generally adopted. The
distribution of vehicle must be in a very systematic way, from the plant to dealership
and to end user. This is not only in India itself but also to the world-wide dealership.

40
 OUTLOOK OF INDUSTRY

 The industry witnessed a change in demand dynamics in last few years. The demand for
LCVs in the <=3.5 tones segment is rising at the cost of demand in 5 to 7.5 tones
category, while demand in 7.5 to 12 tones segment and 16.2 to 25 tones segment is
booming at the cost of demand in 12 to 16.2 tones segment. Demand for trailers of
>35.2 tones is witnessing a surge while demand for semi-trailers in 26.4 to 35.2 tones
segment is suffering. This structural shift in demand dynamics is due to the evolution of
Hub & Spoke model of distribution, which is now adopted by transportation players
because of improved road infrastructure and also the ban on trucks in many cities by the
authorities to tackle the traffic congestion issues. According to the Hub & Spoke model,
HCVs plying over the highways to transport goods to different states and districts,
while MCVs are used in distributing goods to different cities and the last leg of
distribution in intra city is done by using <=3.5 tonner vehicles

GLOBAL OPERATIONS
Tata Motors has been aggressively acquiring foreign brands to increase its global presence.
Tata Motors has operations in the UK, South Korea, Thailand and Spain. Among them is
Jaguar Land Rover, a business comprising the two iconic British brands that was acquired
in 2008. Tata Motors has also acquired from Ford the rights to three other brand names:
Daimler, Lanchester and Rover. In 2004, it acquired the Daewoo Commercial Vehicles
Company, South Korea’s second largest truck maker. The rechristened Tata Daewoo

41
Commercial Vehicles Company has launched several new products in the Korean market,
while also exporting these products to several international markets.
Today two-thirds of heavy commercial vehicle exports out of South Korea are from Tata
Daewoo. In 2005, Tata Motors acquired a 21% stake in Hispano Carrocera, a reputed
Spanish bus and coach manufacturer, giving it controlling rights of the company. Hispano’s
presence is being expanded in other markets. On Tata's journey to make an international
foot print, it continued its expansion through the introduction of new products into the
market range of buses (Starbus & Globus) as well as trucks (Novus). These models were
jointly developed with its subsidiaries Tata Daewoo and Hispano Carrocera. In May, 2009
Tata unveiled the Tata World Truck range jointly developed with Tata Daewoo. They will
debut in South Korea, South Africa, the SAARC countries and the Middle-East by the end
of 2009. In 2006, it formed a joint venture with the Brazil-based Marco polo, a global
leader in body-building for buses and coaches to manufacture fully-built buses and coaches
for India and select international markets. Tata Motors has expanded its production and
assembly operations to several other countries including South Korea, Thailand, South
Africa and Argentina and is planning to set up plants in Turkey, Indonesia and Eastern
Europe. Tata also franchisee/joint venture assembly operations in Kenya, Bangladesh,
Ukraine, Russia and Senegal. Tata has dealerships in 26 countries across 4 continents.
Though Tata is present in many counties it has only managed to create a large consumer
base in the Indian Subcontinent namely India, Bangladesh, Bhutan, Sri Lanka and Nepal
and has a growing consumer base in Italy, Spain and South Africa.
The Government of India announced an automobile policy in December 1997. The policy
required majority-owned subsidiaries of foreign car firms to invest at least US$50 million
in equity if they wished to set up manufacturing projects in India. It also forced them to
take on export obligations to fund their auto part imports and required them to submit to a
schedule for increasing the share of locally made parts in their cars. Mere car assembling
operations were not welcomed. An Indian cabinet panel will soon consider a new
automobile policy that aims to set fresh investment guidelines for foreign firms wishing to
manufacture vehicles in the country. Investments in making auto parts by a foreign vehicle
maker will also be considered a part of the minimum foreign investment made by it in an
auto-making subsidiary in India. The move is aimed at helping India emerge as a hub for
global manufacturing and sourcing for auto parts. The policy sets an export target of $1
billion by 2005 and US$2.7 billion by 2010.
The policies adopted by Government will increase competition in domestic market,
motivate many foreign commercial vehicle manufactures to set up shops in India, whom
42
will make India as a production hub and export to nearest market. Thus Tata Motors CV
will have to face tough competition in near future, which might affect its growth negatively.

ORGANIZATION STRUCTURE OF TATA MOTORS

43
 REASONS WHY ONE SHOULD JOIN
TATA MOTORS
 Rewarding career

As an Tata Motors employee, one will help people realize their dreams by fulfilling their
financial goals. The difference employee makes to their lives is more rewarding &
satisfying than one can ever imagine.

 A successful team

By joining Tata Motors, employee becomes a part of the country’s finest team of Tata
Motors is the No.1 private player. Recently it has been adjudged the Best for yr 2015

 Attractive remuneration

Tata Motors offers one of the best remuneration systems in the industry that not only takes
care of employee ’s current earnings, but also guarantees earnings for the future. What’s
more, employee can set his own income targets with a potential to earn as much as one
wants for the rest of his life.

 Independence

As employee, one will be a true entrepreneur. One has the freedom to be his own boss,
work for himself, choose his own clients & make his own money. All of this, without
making any initial capital investment.

 World-class training

Tata Motors provides you with the best-in class training system, since that is what
differentiates Tata Motors employees from the rest. Even if one doesn’t have previous
experience in selling, their multi-dimensional training program conducted by their qualified
in-house training personnel, will make you a specialist in life insurance sales. Their training
program is conducted.

 Commitment to career agency system

Their Commitment to career agency system means that, they support their employee s &
their efforts not just today but at every stage of their business. They believe in encouraging
their employee s to strive towards the highest level of success, throughout their careers.
Infact, depending on the performance, they offer a management career option with the
company.
44
 Infrastructure support

They have invested in creating a state-of-the-art infrastructure at each of their offices.

Employees have access to the necessary tools, technology & people support that will enable
you to build a profitable long-term business.

 Sales & marketing support

Tata Motors supports their employee s with innovative sales & marketing tools. The sales,
promotions & marketing collaterals that they provide will help the employee s take their
business to new heights.

45
 RECRUITMENT PROCEDURE AT TATA
MOTORS
At the beginning of every year, Tata Motors certain strategic objectives for achieving its
annual business targets. Based on this, each center of the organization plans out its
manpower requirement and then the Finance Department analyzes the costs involved in
recruiting the required manpower. After discussions with various Circle Heads, the
recruitment plan is finally set in motion.
1. The recruitment process at Tata Motors essentially starts with the Manpower
Requisition Form as per the manual provided by the Company. This form details the
type of vacancy that is existing for a particular department and the number of personnel
and their qualifications required for the job.
External sources of recruitment used at Tata Motors
a. Recruitment through consultants
Manpower consultancies are an important source for providing prospective
candidates.

46
 b. Trainee Program Campus Recruitment
The primary objective of recruiting students from campus is to groom young
and fresh talent to fit into the organization’s culture through a well planned
learning process. This resource pool can be utilized to contribute a new
perspective to the technical and non-technical aspects of business.
c. Job Portals
Job portals like www.naukri.com , www.monster.cometc are also a source of
recruitment at Tata Motors .

Internal sources of recruitment used at Tata Motors

a. CV Data Bank
The internal databank of cv’s is an important source of profiles, especially
with regard to local candidates. After the applications are received, they are
screened and short-listed for further processing.

47
b. Employee Referral
Employee referral is an efficient and cost effective way of attracting
qualified candidates. Employees not only get the referral fee, but they also
play a role in shaping the company’s future.

c. Outsourced Employee
Hiring an outsourced employee simplifies the induction process as the
employee is acquainted with the job complexities and the organization
culture. The term “outsourced employees” refers to the employees working
in contract basis. These employees are on the pay roll of an external agency
and are primarily employed at entry level positions.

d. Internal Job Posting

This method is used for identifying qualified internal candidates. It has the
advantage of redeploying people already acquainted with the company’s
business processes and culture and hence, job training can be reduced.

48
2. Screening of applications is done and the appropriate applicants are sorted out and
interview calls/aptitude tests arranged at the appointed dates.

Business Process Aptitude Test (BPAT): This test is only applicable for screened
applicants.
Business Process Aptitude Test
Module Time Taken Minimum Candidate’s Maximum Percentage
(seconds) Passing Score Score
Score
Analytical
Numerical
Sentence
Completion
Series
TOTAL
Only those candidates are sent for the interview who clear the BPAT.

49
3. Filling up of the Interview Assessment Form and undergoing the Psychometric
Assessment Test is an important aspect of the recruitment process. Here the following
parameters of the candidate are tested and ratings are given:
 Overall Appearance & Self Presentation
 Education & Past Work Experience
 Communication Skills
 Customer Focus
 Result Orientation
 Initiative with Speed
 Self Confidence
 Passion for Achievement

The Psychometric Assessment Test evaluates the candidate on the CRISP

parameters:
C - Customer Focus
Implies demonstrating a knack for anticipating customer needs, servicing them and
constantly seeking new ways to surpass customer expectation so as to build equity
with respect to business objectives.

50
R - Responsibility for Results
This implies demonstrating a result focused approach rather than activity
orientation, having the ability to create a high performance work climate, drive high
and stretched goals and relentless sly focus on value creation, taking the ownership
and responsibility for one’s own actions and coming up as a self motivated
individual focusing on deliverables and deliveries.

I - Initiative with Speed

This implies demonstrating a desire to take the first step, thinking new and ahead
and being swift without compromising on quality, being creative and innovative and
having the willingness to experiment and take risks, proactively engaging others to
create new value in whatever is being done.
S - Self Confidence with Consciousness
This implies demonstrating the ability to handle complex and adverse situations,
without being overawed by complexity and mounting hazards, always being aware
of the consequences of one’s own behaviors and desired outcomes from a particular
situation without getting confused.

P - Passion for Achievement

This implies demonstrating zeal relentlessly to surmount handicaps, bottlenecks,
and constraints to achieve goals, converting perceived threats in to opportunities and
taking every assignment to its logical conclusion.
The scores for each parameter are depicted in the following manner
Very Low: Implies that the test taker has restricted access to this competency and
he is normally expected not to demonstrate the competency at the work place and
expression of positive behavioral indicators is likely to be rare. The test taker has
limited ability to utilize this competency.
Low: This means that the test taker has limited access to this competency and his
performance on this competency is more likely to be conditional (if conditions are
favorable, he/she may exhibit a satisfactory level on this competency). The test
taker has less than adequate ability to transform decisions related to this competency
into action.
Moderate: The test taker has moderate ability to this company and is normally
expected to demonstrate a medium level on this competency under most situations.
A higher level can be reasonably expected under favorable conditions.
51
Strength: The test taker has very good ability to utilize the competency especially
in well defined areas. However, there are specific situations, especially under
pressure, that can interfere with the translation of his/her ability into decisions and
actions. His behavior may be characterized by frequent display of positive
behavioral indicators of this company.
Towering Strength: The test taker has excellent ability to translate his
competencies into decisions and actions thereby reducing the potential for errors
and mistakes. The test taker has very good ability to translate his competencies into
measurable action steps and he/she consistently displays positive behavioral
indicators of this competency.

52
 PERSONAL FILE CHECK – LIST

1. CV

2. ID PROOF

3. SOURCE OF RECRUITMENT

4. RECRUITMENT EXAMS WORKSHEET(BPAT & CRISP)

5. APPOINTMENT LETTER OF CURRENT COMPANY

6. PRE-EMPLOYMENT APPROVALS(SALARY TEST NOTICE PAY ETC)

7. SELF DECLARATION

8. OFFER LETTER SIGNED

9. MARKSHEETS

10. PERMANENT ADDRESS PROOF

53
 OBJECTIVE OF THE STUDY
The main objectives of this project are:
 To study the recruitment procedure of employee used at Tata Motors
 To analyze the effectiveness of this very important function in terms of development of
the organization and the individual.

The business report covers two main areas of the organization strategy for recruitment and
selection. These areas are the recruitment processes and selection processes. Encompasses
those two areas are the specific steps that are used to implement the organization
recruitment and selection process. All steps were assessed and issues were found in the
following:

 Recruitment process

 Employment agencies

 Vacancy promotion

 Selection process

 Interview structure

 Interview environment

 Orientation

 Timing of orientation

54
 RESEARCH METHODOLOGY
This Research involves the collection of primary data through survey approach because
data is to be collected only by meeting people of different age groups, different segments
and different working groups who are interested in doing work for earning money. Survey
helps to know that which type of persons’ profile has been more interested in earning
money.

Approached people through various means. We did cold calling, targeted on various
segments. Invited people for COPs, a meeting that talks about the career opportunity being
provided and the benefits that employee can avail once he starts with his work.

We mainly approached people ones who seemed to be on a look out for a job.

Once people are short listed and recruited, we follow a series of procedures through which
they are finally selected. The procedure is known as the selection process explained in
detail.

55
 RESEARCH INSTRUMENT

The research instrument used here for collecting primary data is questionnaire. This has
provided flexibility in substantial Information from diversified people. This survey helped
to know that how people be an employee in a organisation.

SAMPLING PLAN:

 Sampling unit: 30

(Qualified people of age above 18 yr )

 Sample size : 30
 Sampling Procedure

Random sampling

 Big sample size helps in getting more reliable result & information about the
respondents preferences for being as an employee.

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 CONTACT METHOD:

Following contact methods through which information was gathered:

 In depth interview

IN-DEPTH INTERVIEW:

After collecting the data I made an appointment with respondents for their detailed
interview to check whether the candidate have zeal to earn money by making
relationship with customers. Their qualification and work experience was also checked.

DATA COLLECTION:

 Primary Data: Data collected through market survey and cold calling.
 Secondary Data: Data collected from magazines, yellow pages and
from other indirect sources.

Primary Data:

For collecting data I directly approached to persons of different profile with

questionnaire. With the help of pilot I took the relevant information out of them.

Primary data is the kind of data, which is collected by the investigator himself for the
purpose of the specific study. The data such collected is original in character. The
advantages of this method of collections authentic.

For Primary data we did Market surveys where we approached people through
questionnaire, used posters & banners (many people came enquiring & we got
questionnaires filled on which calls were made later, we also did cold calling on random
numbers telling people about the career opportunity & those that seemed interested were
called to the office for formal meeting. The method of sampling was the random convenient
sampling method.

MARKET SURVEY

We carried out various surveys where we approached people and offered them a service
opportunity that Tata Motorswas offering. We approached people who appeared, and
showed interest in Tata MotorsTheir name & contact numbers were taken & later on they
were called and invited for a COP (Career Opportunity Path), at the office premises.
57
The various places where surveys were conducted:
At the above places, we approached people with a questionnaire taking their information.
Through that we also asked if they were satisfied with their current earnings. Also since
how many years was a person residing in Lucknow All this helps in judging who will be a
better person to approach first and who fulfills the criteria we were looking out for the
most.

SECONDARY DATA: First I segmented the market of candidates of required

profile for being as an employee . Then I took data containing their information
from other sources.

These data was taken When an investigator uses the data that has been already collected by
others is called secondary data. The secondary data could be collected from journals,
Reports, internet and various publications. The advantages of the secondary data can be it is
economical, both in terms of money and time spent.

For secondary data we used various sources like, CA’s directory, Yellow pages, references
& also data from various internet sites like naukri.com, monster.com where there are few
free resumes available. We were also given data by our respective B.A.’s to work on.

58
 DATA ANALYSIS AND INTERPRETATION

The data gathered was analyzed qualitatively. The analysis was aimed to figure the ideal
type of employees to make the distribution chain more effective. Data getting from
questionnaire categorized into four category as:

 People who were interested in doing job & not satisfied with their earning.

 People who were interested in doing job & satisfied with their earning.

 People who were not interested in doing job & satisfied with their earning.

 People who were not interested in doing job & not satisfied with their
earning.

All the data taken from the survey classified into three segment. Findings changes
according to profile.

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 DATA ANALYSIS AND INTERPRETATION

FINDING 1
Reasons of being Employee with Tata Motors
Income 14%

Career progression 14%

Recognition 5%

Flexibility 3%

All the above 64%

Interpretation:

Since the above finding shows that most of the employee with Tata Motors have a
mix reason for being an employee so, the dominating feature will be that one which forms
the major portion of the mix reaction Thus, Tata Motors is able to satisfy the two major
desires of its employee s those are money and growth.

60
FINDING 2
Annual Business Provide by employee

0-35000
5%

35000-70000
14%

MORE THAN 70000

81%

Interpretation:

A majority of employee s are able to deliver a good results and giving good figures. About
81% are giving business more than Rs. 70,000 a year but it is not last it needs some proper
attention to develop it more.

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Findings 3
Reasons of Liking with Tata Motors
Integrity 27%

Good Working Environment 11%

Customer-friendly policies 32%

Can work all over the country 30%

Interpretation:

The finding is able to tell that the Employee Liking Tata Motors because in Tata Motors.
Customer friendly policy and can work all over the country. Its benefit of the Employee s
and for the company.

62
Findings 4

Working Environment
Very Good
5%

Good
32%

Average
39%

Poor
24%

Interpretation:

The finding shows the most Employee Perceptions for the Tata Motors Good working
environment and somebody are says very good environment. It is benefits for the company
then they can provide the better facility for the Employees.

63
Findings 5

Durations of Working with Tata Motors

0-1 yrs 41%

1-2 yrs 42%

2-3 yrs 14%

More than 3 yrs

3%

Interpretation:

In the Tata Motors maximum Employees are working between one to two years. The
findings show the employee’s growth in the company.

64
1. People interested in joining Tata Motors
yes 45%

no 24%

cant say 31%

Interpretation:

Above graph shows 45% respondent said that they interested in joining Tata Motors, 24%
not interested, but 31% can't said.

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2 . Age group of the employee
Year

15-18 0%

19-25 36%

26-30 30%

31-40 26%

More than 40 8%

Interpretation:
Above graph shows that max no of employee s are at the age group of 19 to 25 year.

66
 5. What is your last academic qualification?
12th 24%
Graduate 52%
Post Graduate 8%
MBA 16%
C.A Nil

Interpretation:
Above graph shows 24% last academic qualification is 12th, 52% graduate, 8% post
graduate, 16% MBA.

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 6. Are you satisfied with Tata Motors?
Yes 85%
No 15%

Interpretation

Above graph shows 85% respondent satisfied with Tata Motors but 15% not satisfied.

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7. What inspire you for hard working?

Motivational session 28%

Joint field visit 12%
Commission incentive and reward 70%

Analysis:
Above graph shows 28% respondent said that they inspire for hard working is Motivational
session, 12% joint field visit, and 60% are commission, incentive and reward.

69
 FINDINGS
The data shows that to recuiting a employee varies according to person’s profile. Most
of the unemployed person want to get a job with salary.

Unemployed don’t have any kind of job. They just want to do something which can give
them a position in corporate world. Since the work profile of an employee is to interacting
with the people and convincing them for purchasing.

Private employees whose salary within Rs 15,000, are highly interested to become an
employee. They just want to make money. Age also matters here, most of the private
employee who were showing their interest. Hence they have the higher percentage among
all the employee.

The Tata Motorsa multinational concern is busy in recruiting and selecting employees
tactfully, skillfully and with expertise. In view of the competition, especially in the private
sector, the Tata Motors Makes efficient sales team effort with expertise to create excellent
customer relationship management with great online support and personal contacts.

The Tata Motors is one of the most prominent companies with expertise and experience.
Employee are extensively trained in understanding customers needs with a dedicated work
force behind it, the Tata Motors success story is a result of the unique vision of the
company.

Hence, recruitment of employees is one of the most important jobs. Inefficient employees
are burden for the company. Hence only the capable people who have desire to earn and
work hard are selected.

The intensive market research shows that most of the respondents are showing their interest
in Tata Motors. They are looking for high commission slab and marvelous career growth
path.

During my research report I took the help of the above described things. Consequently I
became able to recruit maximum employee.

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 RECOMMENDATION
 Most of the result that is spelt out has been of qualitative aspect.

 Research had to be cut short because of limited time and working hours.

 Sample size was restricted by the guide to 30, which might lead to improper findings
from the date gathered.

These 8 weeks at Tata Motors have taught me a great deal. Since it was my first
experience of working, I initially had my inhibitions but all of them went away very soon.

Interacting with people, knowing their ideas & way of thinking had been quiet interesting. I
now have a slightly better understanding about people & how they behave. I met a number
of people & each of them was so different.

I have learnt a lot about the art of communication after interacting with different sets of
people.

I also have better knowledge about the Tata Motors & its working.

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 LIMITATION

Global Market Presence: While Tata Motors is one of the largest automotive manufacturers
in India, its global market presence is not as extensive as some of its competitors like
Toyota or Volkswagen. Expanding into new markets and establishing a strong presence can
be challenging.

Brand Image: Tata Motors has struggled with its brand image in some international
markets. It may not be perceived as a premium or high-quality brand in some regions,
which can affect sales and market share.

Quality and Reliability: Historically, Tata Motors has faced criticisms related to the quality
and reliability of its vehicles. Addressing these concerns and meeting international quality
standards is an ongoing challenge.

Competition: The automotive industry is highly competitive, and Tata Motors faces tough
competition from both domestic and international automakers. Sustaining and increasing
market share can be challenging in such a competitive environment.

Economic Factors: The performance of Tata Motors is closely tied to economic conditions.
Economic downturns can significantly impact the demand for automobiles, affecting the
company's sales and profitability.

Regulatory and Environmental Compliance: Stringent environmental regulations and

emission standards are increasingly becoming a challenge for all automotive manufacturers.
Complying with these standards while remaining cost-effective is a significant challenge
for Tata Motors.

Technological Advancements: Keeping up with rapidly evolving automotive technologies

is a challenge for all automakers. Tata Motors needs to invest in research and development
to stay competitive in terms of electric vehicles, autonomous driving, and other emerging
technologies.

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Labor Relations: Like many large manufacturers, Tata Motors faces challenges related to
labor relations, including disputes, strikes, and the need to provide fair working conditions.

Dependence on Certain Markets: Tata Motors has a significant dependence on the Indian
market. Economic fluctuations or regulatory changes in India can have a substantial impact
on the company's financial performance.

Financial Performance: Tata Motors has experienced fluctuations in its financial

performance over the years, which can impact its ability to invest in new technologies and
expand its product range.

Political and Regulatory Risks: Political instability and changing government policies can
affect the business environment in the countries where Tata Motors operates.

73
 CONCLUSIONS
The today’s scenario signals that there is a lot of potential for the growth of technology as
the people are becoming more & more Concerned about the safety & security of themselves
& their loved ones This increasing awareness & concern about the need for cement requires
the presence of expert people who can guide & advice people be an employee in Tata
Motors & suggest them the products that fits their needs perfectly. An Employee is the
one who can take up this responsibility & help people in this It will not only be beneficial
for the society but it will also give him an opportunity to grow, to earn & achieve self-
satisfaction. And with a backup of a reputed company like Tata Motors , there seems no
barrier in achieving this. In the end, I would like to say that it was an amazing learning
experience to be a part of Tata Motors

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 BIBLIOGRAPHY
Books
 MAMORIA C.B personnel management ,2000, Himalaya publishing house, New
Delhi
 Prof P.C Tripathi ,Human Recourse Development , Himalaya publishing house,
New Delhi
 P.SUBA RAO Essentials Of Human Recourse Management And Industrial Relations
 R.S. DWIVEDI Managing Human Recourse
 Human Recourse week Magazine
 Kotler Philip, “Marketing Management” Eleventh Edition.

Websites :-
 www.google.com
 Information Brochure of Tata Motors
 Product Manuals of Tata Motors

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 Annexure
QUESTIONNAIRE FOR EMPLOYEE

1. Personal Information
Name:
Sex: M/ F
Address:..................................................………………………………..
Marital status:
(a) Single...........
(b) Married ........... .....
(c) Age group………….
i. 15-18
ii. 19-25
iii. 26-30
iv. 31-40
v. more than 40
2. What is your last academic qualification?
(a) 12th ( )
(b) Graduate ( )
(c) Post Graduate ( )
(d) Others___________________________
3. Are you joined in this job in Tata Motors?
Yes ( ) No ( )
4. At present you are working in job?
Yes ( ) No ( )
5. If you are doing any other job?
Yes ( ) No ( )
6. Are you preferred job in S.S. Developer?
Yes ( ) No ( )
7. Are you satisfied about commission and incentive structure of Tata Motors ?
Yes ( ) No ( )

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8. What inspire you for hard working?
(a). Motivational session ()
(b). Joint field visit ()
(c). Commission, incentive and reward ()

9. Do you think that achieving of target and amount was easy for you?
Yes ( ) No ( )
If yes, then what factor made it easy?
(a) Your own network and capability ()

(b) Market Demand ()

10. What are the things you like in your organization?

(a). For commission and Incentive Structure
(b). For Job Opportunity
(c). For Good Working Environment and Management Support
(d). For Good Reputation of Tata Motors

77