AN ORGANIZARION STUDY ON

HYUNDAI MOTOR INDIA LIMITED A

SUMMER TRAINNING REPORT

A SUMMER TRAINING REPORT

Submitted by

SWEATHA.R

(Reg. No: 611222631104)

In partial fulfillment for the award of the degree

Of
MBA
IN

DEPARTMENT OF MANAGEMENT STUDIES (14)

KNOWLEDGE INSTITUTE OF TECHNOLOGY, SALEM (14)

ANNA UNIVERSITY
CHENNAI 600 025
November-2023
 BONAFIDE CERTIFICATE

Certified that this project report titled “AN ORGANIZATIONAL STUDY ON HYUNDAI

MOTOR INDIA LIMITED is the bonafide work of MS. SWEATHA .R Reg. No:

6112222631104, II-MBA, KNOWLEDGE INSTITUTE OF TECHNOLOGY SALEM, who carried

out the research under my supervision. Certified further that to the best of my knowledge the work reported

herein does not form part of any other summer training report or dissertation on the basis of which a degree or

award was conferred on an earlier occasion on this or any other candidate.

Signature of the Supervisor Signature of the Director MR

Submitted for the summer training Viva Voce Examination held on 27/10/2023

Signature of the Internal Examiner Signature of the External Examiner

 DECLARATION

I affirm that the project work titled “AN ORGANIZATIONAL STUDY ON HYUNDAI MOTOR INDIA
LIMITED is being submitted in partial fulfillment for the award of MBA is the original work carried out by me. It
has not formed the part of any other summer training report submitted for award of any degree or diploma, either in this
Institution or any other University.

Signature of the Candidate

(SWEATHA R)
Register No: 611222632204

I certify that the declaration made by the above candidate is true.

Signature of the Guide Prof N.YOGAMBAL MBA,

M.Phil ,NET,SET, (PHD)
 ACKNOWLEDGEMENT

I would like to express my special thanks to KIOT Trust for giving me an opportunity to do my
MBA Programme in Knowledge Business School, Salem.

I would like to express my gratitude to Dr. PSS.SRINIVASAN, B.E.,M.Tech. (IIT-B),

Ph.D., MISTE. ISHMT.,FMFPI, Principal, Knowledge Institute of Technology, Salem, for
giving me an opportunity and facility to complete this summer internship report successfully .

I would like to extend my sincere thanks to Dr. A.STEPHEN, M.A., M.B.A., M.Phil,
PGDHRM., Ph.D., Director, Management Studies, Knowledge Institute of Technology,
Salem, who is always motivating and inspiring students community.

I would like to express my deep sense of gratitude to my project guide,

Prof N.YOGAMBALMBA.,M.Phil., NET.,SET.,( PhD
Knowledge Institute of Technology, Salem for the extraordinary guidance which helped to complete the
summer internship report successfully.

I would like to express my deep sense of gratitude to my external guide, MS.SNEHA

MAM HR OF HYUNDAI MOTOR INDIA LIMITED ,for her guidance and help to go through
my project work in his esteemed organization.

I would like to extend my sincere thanks to All my Teaching staff and Non- Teaching
Staff of MBA@Knowledge Institute of Technology, Salem finally express my sincere thanks to
my beloved Parents and Friends.
CHAPTERS TABLE OF CONTENTS PAGE NO
I Abstract of the study 1
II Introduction of the study 2

III Industry analysis 3

IV Company profile 7

a)Origin of KHS

b)Branch profile

c)Vision, mission and objectives of KHS

d)SWOT analysis of KHS

V Objectives of the study 18

VI Limitations of the study 19

VII Organizational chart 20

VIII Various functional areas 21

a)Marketing
department
b)Collection
department c)Finance
department
d)Human resource department
e) IT & Admin Rules

IX Findings 47

X Suggestions 48

XI conclusion 49

XII Key learning outcomes 50

XIII Weekly report 51

XIV References 53
 ABSTRACT

This internship report provides an overview of the HYUNDAI MOTOR INDIA LIMITED.
The report covers the various aspects car manufacturing to car finishing. The report also
provides insights into the safety measures and quality control processes followed at the plant.
The author shares their experience as an intern at the H Y U N D A I M O T O R I N D I A
L I M I T E D highlighting the valuable knowledge and skills gained during the 30 days
internship program.

INTERNSIP CONFORMATION LETTER FROM ORGANIZATION

INTERNSHIP COMPLICTION CERTIFICATE
 CHAPTER 1

HYUNDAI MOTOR INDIA LIMITED

1.1 INDUSTRY PROFILE

The Indian automotive industry, in which Hyundai Motor India Limited (HMIL) has established a
significant presence, stands as one of the country's most dynamic and pivotal sectors. It encompasses a
diverse range of vehicles, spanning from passenger cars to commercial vehicles, two-wheelers, and three-
wheelers. This industry has consistently exhibited robust growth, primarily propelled by rising disposable
incomes, accelerated urbanization, improved infrastructure, and elevated consumer aspirations. Alongside
HMIL, key players such as Maruti Suzuki, Tata Motors, Mahindra & Mahindra, and global giants like
Toyota and Honda vie for market share. This landscape underscores the industry's highly competitive nature.

Furthermore, the Indian automotive market can be dissected into distinct segments, each with its unique
customer base and market dynamics. Hyundai predominantly operates within the passenger car segment,
where it has cultivated a reputation for delivering reliable and fuel-efficient vehicles. However, as the
industry continues to evolve, new challenges emerge. These challenges encompass regulatory uncertainties
due to frequent changes in emission norms and safety regulations, escalating environmental concerns
prompting a shift toward cleaner and sustainable vehicles, supply chain vulnerabilities, and the relentless
competition that exerts pressure on pricing and profitability.

Nonetheless, the Indian automotive industry remains poised for sustained growth, driven by its
transition towards electric and connected vehicles, heightened emphasis on sustainability, and the
development of smart mobility solutions. Hyundai's global expertise, commitment to innovation, and
reputation for introducing advanced technologies and features position it favorably to capitalize on these
evolving trends. The future of the industry hinges on how companies adapt to shifting consumer preferences,
navigate regulatory landscapes, and embrace emerging technologies to shape a more sustainable and
connected future for mobility in India.

1
1.2.INRODUCTION

Hyundai Motor Company, often abbreviated to Hyundai Motors and commonly known as Hyundai,
is a South Korean multinational automotive manufacturer headquartered in Seoul, South Korea. Hyundai
Motor Company was founded in 1967. Currently, the company owns 33.88 percent of Kia Corporation, and
also fully owns two marques including its luxury cars subsidiary, Genesis Motor, and an electric vehicle sub-
brand, Ionic. Those three brands altogether comprise the Hyundai Motor Group. Hyundai operates the
world’s largest integrated automobile manufacturing facility in Ulsan, South Korea which has an annual
production capacity of 1.6 million units. The company employs about 75,000 people worldwide. Hyundai
vehicles are sold in 193 countries through 5,000 dealerships and showrooms. Chung Ju-Yung founded the
Hyundai Engineering and Construction Company in 1947. Hyundai Motor Company was later established in
1967, and the company’s first model, the Cortina, was released in cooperation with Ford Motor Company in
1968. When Hyundai wanted to develop their car, they hired George Turnbull in February 1974, the former
Managing Director of Austin Morris at British Leyland. He in turn hired five other top British car engineers.
They were body designer Kenneth Barnett, engineers John Simpson and Edward Chapman, John
Crosthwaite, formerly of BRM, as chassis engineer, and, Peter Slater as chief development engineer. In
1975, the Pony, the first South Korean car, was released, with styling by Giorgio Giugiaro of ItalDesign.

1.3 COMPANY PROFILE

Hyundai Motor India Limited (HMIL) is India’s largest automobile exporter and second largest
car manufacturer set up shop in Sriperambudur in 1996 and from then on it’s been a journeyfilled with
brilliance and innovation. Today, Hyundai Motor India is recognized as a company that constantly
challenges and redefines boundaries to produce the most modern premium products for its customers.
Hyundai Motor India is Hyundai Motor Company’s first successful integrated overseas manufacturing
plant. Hyundai Motor India holds the distinction of having commenced operations in a mere 17 months
from groundbreaking.

Hyundai’s Indian factories are comprehensive production facilities that can independently
handle functions ranging from R&D to testing, manufacturing, and sales of products adapted to local
needs. A second factory was built in 2007, raising the annual capacity to 600,000 units. India is the
production base for the exclusive overseas small-sized models EON, i10, and the i20 targeting the
European market, which are exported to 120 countries around the world. Through a variety of programs
aimed at raising Hyundai’s presence in India such as sponsoring the International Cricket Council (ICC)
World Cup and strict adherence to the policy of localization, the factories in India achieved a
remarkable feat of producing 641,281 vehicles and selling638,775 in 2012.

2
 Hyundai Motor India Limited laid its foundation stone in 1996 and mass production in Plant 1
started in 1998. In 2007, Plant 2 began its mass production. The total area of two plants is 21,48,760m 2
(535 Acres) of which Plant 1 occupies 1,78,512m2 and Plant 2 occupies 1,91,735m2. The total
investment made is USD 2 Billion for the manufacturing plants and USD 750 million for vendor plants.
HMIL produces 6,40,000 cars annually and works three shifts daily with a total manpower of over 8500
excluding contract labor Plant 1 produces 3,10,000 cars and Plant 2 produces 3,30,000 cars.

To support its growth and expansion plans HMIL currently has 346 dealers and around
800service points across India. In its commitment to providing customers with cutting-edge global
technology, HMIL set up a modern multi-million dollar R&D facility in Hyderabad. The R&D center
endeavors to be a center of excellence in automobile engineering.

1.3.1. Achievements and Awards :

INDIAN CAR OF THE YEAR

2008 Hyundai i10

2014 Grand i10

2015 Elite i20

2016 Creta

2018 Verna

2020 Venue

2021 Hyundai all new i20

WORLD CAR OF THE YEAR

2022 Hyundai IONIC5

Table 1.1: Achievements and Awards

 JD POWER APPEAL Award 2016 demonstrating the excellence of made-in-India products as

per Global Standards for Grand i10, Elite i20, and Creta.

3
  JD POWER INDIAN CUSTOMER SATISFACTION and 2017 for Ranking No.1in after sales
& customer satisfaction.

1.3.2. Philosophy

1. Management Philosophy
Realize the dream of mankind by creatinga new
future through ingenious thinking and continuously
challenging new front liners. Realization of Possibilities
Unlimited Sense of Responsibility Respect for
Mankind.

2. Core Values
The 5 core values we have defined as part of our new corporate philosophy are tenets that have
existed in us throughout our history and are principles that all employees promise to further foster in our
organization.

We promote a customer-driven corporate culture by providing the best quality and impeccable
service with all values centered on our customers.

3. Vision
PROGRESS OF HUMANITY
Statement
Hyundai's global vision, "Progress for Humanity," envisions advanced, intuitive, and hyper-
connected automobiles that enrich lives. Our customer-centric approach has solidified our position
among Smart Indians. As we evolve, we're committed to social responsibility and innovation, creating
connected experiences and clean energy solutions. Embracing emotional intelligence and intuitive
connectivity, we aim to connect everyone with "Quality Time”. Our brand's emotional approach,
guided by "Humane," differentiates us, fostering strong customer relationships. Our relentless pursuit of
innovation extends to robotics, demonstrated by our merger with Boston Dynamics. This leap aligns
with our overarching goal of progress and enriching lives.
4
 The vision for tomorrow enabled by our new digital-ready, convenience-driven approaches to
pre-sales, deliveries, and services is defined by customer-centered experiences and transformed
product expectations

4. Brand Slogan
Lifetime Partner in Automobile and Beyond
PROGRESS OF HUMANITY
Everyone looks at the world today, At Hyundai, we look beyond with experiences that take us
forward Innovations that are intuitive Technology that empowers humanity Some said electric is the
future We said why stop there Everyone looks at the world today But at Hyundai, we look beyond
for the progress of humanity.

1.3.3. Affiliates

Automobile

Parts

Steel

Construction

Logistics

Rolling Stock/
Heavy Industry

5
 Finance/ Service

IT / Software

Table 1.2: Affiliated Company

1.4. R&D CENTER

Hyundai Motor India Engineering (HMIE) is a fully owned subsidiary of Hyundai Motor
Company, South Korea, which has set up the R&D Centre in Hyderabad. HMIE is a center with one of
the most advanced research and development facilities which focuses on state-of-the-art product and
design engineering and rigorous quality enhancement. The new R&D Centre at Hyderabad in India is
Hyundai Motor Company’s fourth overseas R&D center.

Set up with an investment of Rs. 184 crores, the new 200,000 square-foot facility R&D Centre,
is aimed at further accelerating local content development and enabling Hyundai to respond even more
quickly to changing customer needs across the world. The R&D Centre will further facilitate the
development of India as Hyundai’s global hub for the manufacturing and engineering of small cars. The
new R&D Centre in Hyderabad will support all back-end operations computer-aided engineering
(CAE), and computer aided design (CAD) and help the R&D work taking place across Hyundai’s car
line-up.

The R&D Centre will help in developing vehicles which includes their styling, design
engineering, and vehicle test & evaluation. The R&D Centre will play a pivotal role for cars
manufactured in India to satisfy the specific needs of the Indian customers. Hyundai Motor Company’s
other overseas R&D centres are located in the United States, Germany, Japan &Korea.
6
1.5. INNOVATIONS IN A NEW ERA OF CHOICES.

They believe that progress only becomes meaningful when it is combined with a deep sense of
humanity. Ever since our earliest days in India, company have looked for India adaptive solutions, also
have prided themselves in precisely developing new technologies powered by and for humans. Propelled
by our vision – ‘Progress for Humanity’, have constantly pushed the boundaries and explored uncharted
territories to capture the imagination of our customers and deliver exceptional driving mobility
experiences. They are on the journey of an innovative transition from being a manufacturer to being a
connected mobility service provider.
At Hyundai, they are developing technologies - which are advanced and future-ready. Technologies- that
deliver quality network experience for consumers.
Exploring new horizons for mobility
Hyundai has proposed a future smart mobility solution that includes Urban Air Mobility, Purpose Built
Vehicles, and the Hub as a network. Among them, PBVs fuse with the other two types of mobility
solutions to consummate the future mobility blueprint that Hyundai has dreamed of. When UAM, the
Urban Air Mobility, carries people to a smart city, they pass through the Hub to transfer to PBV – a
ground transportation system – and get to their destinations.
Based on these mobility solutions, Hyundai aims to free future cities and people from the constraints of
time and space and allow them to create more value for quality time in their lives.
Hyundai in Metaverse
Going beyond the realms of the real world into the Metaverse, where consumers can meet new people
from around the world in a shared virtual space and experience Hyundai’s mobility offerings in the form
of avatars, and digital characters representing the participating players.
Going beyond electric
While brands are expanding their electric portfolio, we take it beyond electric with Vehicle-to-load (V2L)
technology available exclusively with the new IONIQ 5, a uniquely clean and green mobility solution.
V2L allows you to freely charge or use any electric device, such as coffee pots, laptops, or a small fridge
while on the move. Even after an outdoor activity such as camping, it’s still powerful enough for an easy
drive
back home.
Our idea of future mobility is based on our strong commitment to society. Our purpose is to reinvent the
24 hours that we are equally given into quality time, making every moment truly worthwhile and
rewarding.
Hyundai Smart Sense - Level 2 ADAS
A state-of-the-art array of sensors and cameras that combine to bring together an automated safety

7
ecosystem that alerts the driver to potential problems on the road. Through an intelligent AI interface,
Hyundai SmartSense enhances your driving experience into one that is convenient and stress -free and
offers maximum safety to you and your loved ones.
Bluelink
Our offering through Bluelink technology enabling connected mobility helps customers spend “Quality
Time” with their loved ones while on the go. Designed for a connected driving experience bluelink comes
with 60+ features across 8 models with 3 years of complimentary services. It is designed to perform a
range of functions such as Safety, Remote, VR, Maps, and OTA- Navigation updates which are variant-
specific Moving forward, we will engage with people, reinforce their connections, and strive to create
new ones at every single touch point.
We shall continue delivering India Adaptive Solutions that are best suited for our customers and their
needs.

1.6 SUSTAINABILITY HOLDS THE KEY TO THE FUTURE.

“The world is not ours alone. How we treat, our resources will chart the course for the future.
Therefore, true to our vision, we are resolute to play our role in making the world a better place. “
The company is committed to create a sustainable solution for everyone. Progress for Humanity lies in
sustainability. For India’s sustainable green planet goal, a robust push in cleaner mobility is essential. The
EVs are smoke-free, and they do not choke the environment with hydrocarbon pollution. EVs are
rechargeable, involving zero waste of energy. They do not have even a single iota of harmful effects on
human health and ecology. The launch of the Kona EV followed by the IONIQ 5 was an important
milestones by Hyundai towards this vision.
Kona is a versatile & powerful, all-electric SUV in India with exhilarating & innovative technology.
It offers a driving range of 452 km (as per full charge, *as certified by ARAI), also Hyundai IONIQ 5 offers
customers peace of mind with a range of 631* km per full charge. With eco-friendly materials and nature-
inspired colors, sustainability lies at the core. Rear Window Sunshade. Enhanced Seating Comfort.
Connected Car Technology truly makes it the best in the segment.
Hyundai has been at the forefront of the electric mobility revolution in India, with the introduction
of India’s first electric SUV—KONA Electric—in 2019 followed by IONIQ 5 in 2023. As we continue to
redefine the mobility space, we have yet again showcased our commitment towards Indian customers with
the announcement of expanding our BEV line-up to 6 vehicles for the Indian Market by 2028. At Hyundai,
we are taking experiences Beyond Mobility and are strongly focusing on Intelligent Technology,
Sustainability, and Innovation. Keeping in line with this thought, we will introduce our dedicated BEV
Platform E-GMP as well as modified platforms for battery electric vehicles in India.

8
 Our focus is on positive energy. Unlike other automotive companies that are focusing solely on
electrification for switching to sustainable energy, we’re driving our efforts on pioneering hydrogen energy.
This is part of the Hyundai hydrogen vision - to work towards creating a world that is healthier, more
inclusive, and more eco-positive.

1.7. MANAGEMENT PERFORMANCE

The most meaningful result is the satisfaction, emotion, and trust experienced by the
customers Offering ‘modern premium’ to customers by strengthening the sales network.

Hyundai Motor Company strives to strengthen its global sales network in addition to producing
region-specific models. To expand the sales of premium luxury cars such as Centennial (Equus) and
Genesis, Hyundai has opened showroom spaces in key commercial cities, including New York,
London, Beijing, and Moscow.

Also, since 2009, Hyundai has been remodeling dealer showrooms worldwide based onthe new
company design standard and has implemented several education programs such as the Total Dealer
Education Program. To enhance customer experiences at every contact point, Hyundai will continue
the process of opening up more direct retail shops and upgrading existing dealerships.

Table 1.3: Global sales trend * Unit: ‘000 vehicles

9
1.8. CSR

Hyundai Corporate Social Responsibility

The concept of “corporate social responsibility” is emerging as one of the keywordsdefining

today’s business environment, as the emphasis on the social roles and functions of companies is
increasing. The organization's initiatives encompass a wide spectrum of Sustainable Development
Goals (SDGs). These include eradicating hunger, poverty, and malnutrition, advancing healthcare,
education, and vocational skills particularly for children, women, elderly, and differently-abled
individuals. Gender equality, empowerment of women, environmental sustainability, preservation of
cultural heritage, and support for armed forces veterans and marginalized groups are also priorities.
Contributions extend to areas like research, technology, and medicine, fostering sports development,
and responding to emergencies. These efforts reflect a comprehensive commitment to holistic social
progress and equitable advancement.

As the slogan that expresses Hyundai’s entire social contribution philosophy, ‘world’represents
the hopes and dreams of the world, ‘moving’ represents the desire for continuous change and
development, and ‘together’ represents the harmonious partnership with society. As of now, it has
been translated and produced into 23 languages in order to heighten the resolve of the Hyundai Motor
Company to make “Moving the world together” into reality.

The Conceptual Areas

Hyundai’s CSRs can be divided among economic, social, and environmental responsibilities.
The economic responsibilities, touching the fundamental basis of any profitmaking organization and
including the need to create jobs and to receive investments, are fulfilled by ensuring trustworthy
management. Hyundai, as an active corporate citizen, also fulfills its social responsibilities through its
various CSR campaigns, projects, and programs catering to the needs of its stakeholders, including
the marginalized of society at large, employees, customers, partner businesses, and local
communities. The company also implements systems of environmental management in order to fulfill
the environmental responsibilities it bears as aleading automaker.

10
1.8.1.Socially Responsible Management

Table 1.4: Social Responsibilities

11
1.9. SWOT ANALYSIS OF HYUNDAI MOTORS

1.9.1 Strength

1. Hyundai India has such brand equity that it is almost assumed to be an Indian brand, with a lot
of good accolades for being India’s second most selling brand next to MUL in market share
2. Hyundai Motor India Limited is the largest car exporter from Asian Market which showed a
10% growth compared to last FY
3. Domestic sales are increasing at an average rate of 19.1%

4. HMIL is known for its quality products which have better performance and it has constantly
been ahead in the race with Maruti Udyog limited in many parameters
5. The product length includes around 9 cars, starting from new Eon in the small car segment to
theSUV segment in Santa Fe
6. Among the automobile players only HMIL is known for its CSR activities

7. Hyundai products never failed to win laurels in each segment from various automobile ratings
ever since its operations in India
8. Hyundai, has the largest network of showrooms and service stations next to Maruti in India

9. An article in the Economic Times quoted that “Hyundai Eon launched, treads on Alto
territory” indicated that Eon will act as a threat to a reduction in Alto’s market share

1.9.2. Weaknesses

1. HMIL took a long time to gain market share as it’s not the first mover in India

2. In terms of the most reliable and trusted brand; Maruti is stronger in the Indian subcontinent

3. Spare parts of Hyundai vehicles are comparatively priced higher and spare parts do not have a
PAN India presence
4. In the SUV segment both Tucson and its next model Santa Fe didn’t make a major impact

5. Increase in commodity prices such as steel, aluminum and ancillary parts has affected margins
6. Since HMIL concentrates on both domestic and International sales there are higher risks of
exchange rate fluctuations
7. As Hyundai majorly concentrates on quality, most of its products are in premium category in
each segment. Hyundai is still struggling to make a better impact in small car segment interms
of cost efficiency like other manufactures

12
 8. Hyundai doesn’t have any product match to compete in corporate orders like Tata Indica V2,
Tata Sumo, Tata Indigo, Chevy Tavera, Ford Fiesta etc. These vehicles are most preferred in
both cab segment and government booking for bulk orders

1.9.3. Opportunities

1. SIAM – Society of Indian Automobile Manufacturers, have stated that there is a steady
increase in Car sales both Domestic and Indian contributing a valuable share in India’s GDP.
2. The export markets growth rate is 22.30% compared to last fiscal year

3. The saving consumption pattern of India is an added advantage for any segment doing
business in India. This was one of the major reason for the Indian market to survive another
global recession
4. There is more scope of HMIL to enter into small car segment as it has dedicated R&D plant in
Hyderabad, India. Hyundai is one of the very few companies that has widest R&D network
across the world located in Korea, Europe, India, US, Japan
5. Hyundai has a very good opportunity to enter into commercial vehicles and Recreational
vehicles as they are already doing well outside India. Currently HMIL has its focus only on
Passenger car segment

1.9.4. Threats

1. Though Hyundai claims to have no direct competitors other than MUL, there are Indian
players like Tata, Mahindra imposing a strong threat for Hyundai Motors India to expand its
product category
2. Foreign Direct Investments flowing in Indian automobile space are not good signs for already
existing Giants like MUL and Hyundai.
3. Almost all major automobile players have started invading India to open up their market and
their manufacturing plant in India. “Chennai” is referred to as the Detroit of Asia!
4. Hyundai faced a slight decline in market share due to tough competition from Ford’s Figo and
Volkswagen- Polo
5. Many manufacturers have started to concentrate on small car segment as an alternative to
Nano. These will slow down the expected sales of Eon.

13
 Figure 1.1: Current Threat

1.10. PLANT LAYOUT

Hyundai has laid out its production facilities in the most efficient manner. The purpose of the
layout and its working has been studied and many reasonable factors have been understood.
Hyundai Motor India produces nine car models in its two plants.

Figure 1.2: Plant Layout

14
 The image shows the section of plant 1. The body moves from body shop to paint shopthen
to assembly line. Meanwhile the engine and transmission is brought from their Engine & transmission
shop to the assembly line. There the assembling is done in a sequential process. Similarly the plant 2
also has sequenced layout so as to reduce the movement of men and material within the plant area.

The PDI department is where the finished cars are inspected for defects then the quality checked
cars are moved to the yard then transported through back gate. The warehouse shown in the image is
where the components from vendors are received and then move to the respective shops in the required
sequence.

The whole process is well planned and sequenced such that it provides a successfulfunctioning of the
factory.

Block Diagram 1.1: Sequence process of Layout

The above image shows the process behind the layout. Each shop has its own lines inwhich the
sequenced process is carried out. Sequencing is done on the basis both engineering possibilities and
cost and time efficient basis. The arrangement of processes done in various shops is shown in the
coming pages of report.

15
1.10.1. Aluminium Foundry

Here the aluminium is melted and made into various engine and transmission components.

The sequence of the process is shown below.

Block Diagram 1.2: Aluminum Foundry

1.10.2. Engine Shop & Transmission Shop

The components made for engine and transmission in the foundry are machined andassembled in
the engine shop. One of the biggest engine shops in the country, this unit is equipped with the most
modern tooling and testing facilities to make a wide range of engines in-house.

E1 (7 Lines)
Engine Machining
E2 (4 Lines)
Cylinder Head
Engine Shop
Assembly

Engine Assembly

Block Diagram 1.3: Engine Shop

16
 Transmission Machining

Transmission Shop Heat Treatment

Transmission Assembly

Block Diagram 1.4: Transmission Shop

Figure 1.3: Engine shop

1.10.3. Press Shop

In the press shop the aluminium sheet-metal is pressed into body parts which is then moved to
body shop. A computer-controlled line that converts sheet metal to body panels with high
dimensional accuracy and consistency.

Block Diagram 1.5: Press Shop Figure 1.4: Press shop

17
1.10.4. Body Shop

HMI has two body shops for the two plants. The pressed sheet metal from the press is moved to
the respective body shop for welding to form a complete body. It is a hi-tech line that builds full body
shells from panels. Automated robotic arms are used for intricate welding operations that ensure
superior and consistent build quality.

Block Diagram 1.6: Outline of Body Shop Figure 1.5: Making of Car body

Block Diagram 1.7: Body Shop 1

18
Body Shop 2 uses a different work flow line.

Block Diagram 1.8: Body Shop 2

1.10.5. Paint shop

The car body is then moved to the paint shop. It is one of the most modern paint shops in the
country and uses the environment friendly water based process for superior and lasting exteriors. A
unique process management system followed here helps Hyundai deliver the most extensive color
range, independent of minimum batch requirements, helping customers get their preferred color
anytime. The workflow paint shop is shown below. HMI has two paint shops.

Figure 1.6: Paint Shop

19
 Block Diagram 1.9: Paint Shop

1.10.6. Assembly Line

The assembly line is the final part of bringing all the components together. The output of this
shop is the completely finished car. In Assembly Shop all the engine and suspension parts, the electrical
parts, the under body parts etc are fitted into the car. The cars go through complete testing in the
Assembly Shop. The Assembly Shop comprises the Trim Line, the Chassis Line, theFinal Line and the
OK Line. The image below shows the work flow of assembly shop.

Figure 1.7: Assembly Shop

20
 Block Diagram 1.10: Assembly Shop

1.11. FINANCIAL STATUS

Executive Summary
Hyundai Motor India Limited (HMIL) continues to demonstrate its financial prowess, solidifying its
position as a key player in the Indian automotive industry. The fiscal year 2022 showcased impressive
financial performance, characterized by strong revenue growth, robust profitability, prudent debt
management, and a substantial cash surplus. This report provides a comprehensive analysis of HMIL's
financial status, highlighting key financial metrics and their implications for the company's future.

Revenue Growth and Profitability

In fiscal year 2022, HMIL reported an impressive Operating Income of Rs. 47,043 crore,
emphasizing the company's considerable revenue generation. This growth can be attributed to improved
demand for HMIL's products, particularly sport utility vehicles (SUVs), and increased exports. Price hikes
effectively offset rising input costs, bolstering revenue figures.
The company's commitment to operational excellence is evident in its PAT (Profit After Tax) of Rs. 2,862
crore, representing robust profitability. This figure reflects HMIL's effective cost management and ability to
navigate industry challenges.

21
Strong Financial Ratios
HMIL's financial strength is underscored by its exceptional financial ratios:
 PAT Margin (2022): 6.1%
The PAT margin signifies the company's efficiency in converting revenue into profit, demonstrating a solid
operational foundation.
 Debt-to-Net Worth Ratio (2022): 0.06 times
This remarkably low ratio exemplifies HMIL's prudent financial management, indicating minimal debt in
relation to equity.
 Interest Coverage Ratio (2022): 45.42 times
A high interest coverage ratio underscores HMIL's strong cash flows and profitability, ensuring the ability to
meet interest obligations.
 Robust Liquidity and Debt Management
HMIL maintains a prudent approach to debt, with Total Debt (March 31, 2022) amounting to just Rs. 1,022
crore, primarily consisting of interest-free sales tax loans. This judicious debt management minimizes
financial risk and enhances stability.

The company boasts a sizable Cash Surplus of nearly Rs. 14,000 crore as of March 31, 2022, a testament to
its robust liquidity position. This financial flexibility positions HMIL to invest in growth initiatives,
distribute dividends, and navigate unforeseen financial challenges.

Future Prospects
HMIL's outlook remains positive. With the launch of new models, pent-up demand, improved
semiconductor availability, and a rebound in economic activity, the company is poised to cross its peak
domestic sales volume. Steady revenue growth is anticipated over the medium term.

Conclusion
In conclusion, HMIL's financial performance in fiscal year 2022 reaffirms its status as a financial
powerhouse in the Indian automotive sector. Strong revenue growth, profitability, prudent debt management,
and substantial liquidity underscore the company's financial stability. HMIL's commitment to financial
prudence positions it well for sustained growth and resilience in a competitive landscape.

22
 CHAPTER 2

ORGANIZATIONAL CHART/STRUCTURE

The organizational structure of Hyundai Motor India Limited (HMIL) is clearly defined and reflects
the complexity and scope of its operations in Chennai. Understanding how several divisions worked together
to achieve the company's goals required a thorough understanding of the organizational structure.

2.1. HIERARCHY OVERVIEW

The organizational hierarchy at HMIL is defined by a number of levels of management, each with a
unique set of duties. The top management is made up of seasoned executives and leaders who direct the
strategic course of the business. In contrast, middle management is in charge of overseeing daily activities
and making sure that company strategies are carried out successfully. Frontline workers with a variety of
skills directly contribute to the creation and delivery of Hyundai automobiles.

2.2. DEPARTMENTS AND FUNCTIONS

Top Management: The highest echelon of HMIL's hierarchy includes the CEO, President, and Vice
Presidents, who are responsible for setting the company's vision, mission, and long-term strategies. These
executives play a critical role in decision-making at the corporate level.
Middle Management: Middle managers oversee various departments, including Production,
Marketing, Sales, Human Resources, Finance, and Research and development. Each department is led by a
department head who reports to the CEO or President. Middle managers ensure departmental objectives
align with the company's strategic goals.
Frontline Employees: Frontline employees work across departments and include engineers,
production line workers, sales executives, and administrative staff. They are the backbone of HMIL,
contributing directly to product manufacturing, customer service, and day-to-day operations.

23
 Division

People
sales and Stratergy
Finance
Marketing & Business
Support

Block Diagram 2.1: HMIL Organization Chart

2.3. PEOPLE STRATEGY AND BUSINESS SUPPORT OR HR DEPARTMENT

The HR Group, Employee Relations Group, and Business Support Group are the three separate
groups that make up the People Strategy and Business Support team. HRM (Human Resource Management)
and HR Development are two specialist teams that fall under the HR Group. The Business Partner
Department, Compensation and Benefits Department, and Flexi Resource Management are the three
departments that specifically make up the HRM team.

Internship Role and Responsibilities in Flexi Resource Management Team

My role and responsibilities during the internship were within the Flexi Resource Management
team. I had the opportunity to immerse myself in the diverse functional areas within the HR Group. This
exposure not only enriched my understanding of HR practices but also highlighted the integral roles these
departments play in the overall success of the organization. The HR Group is divided into two core teams:
HRM (Human Resource Management) and HR Development, each with its own specialized departments.

24
 People Stratergy
& Business
Support

Human Employee Business

Resource Group Relation Group Support

Human Human
Employee Employee
Resource Resource
Management Relation
Management Development

Human
Resource
Management

Business Flexi Resource Compensation

Partner Management & Benifits

Block Diagram 2.2: Structure of People Strategy & Business Support Team OR HR Department

2.3.1. HR Group

The HR Group serves as the backbone of the organization's human resource management and
development efforts. It is structured into two primary teams:

 HRM (Human Resource Management) Team

The HRM team serves as the operational hub of HR activities. It is responsible for executing day-to-day HR
functions and ensuring that the organization's HR policies are seamlessly integrated into its operations. My
internship afforded me insights into the following departments within the HRM team:

25
  Business Partner Department

The Business Partner Department is instrumental in driving HR strategies that are directly aligned with the
overarching business objectives.
During my internship, I had the privilege of observing how this department collaborates closely with leaders
from various business units. This collaborative approach ensures that HR initiatives support and enhance
departmental and company-wide goals.

 Compensation and Benefits Department

The Compensation and Benefits Department manages the intricate landscape of employee compensation
packages.
My experience here included learning about the meticulous process of designing competitive salary
structures, benefit programs, and incentive schemes. Additionally, I gained insights into the critical task of
payroll management, ensuring that employees receive accurate and timely compensation.

 Flexi Resource Management

Within the HRM team, my primary focus was the Flexi Resource Management department.
This department specializes in managing flexible and temporary workforce resources, a crucial aspect in a
dynamic industry like automotive manufacturing.
I actively engaged in activities related to workforce planning, onboarding processes, performance evaluation,
and compliance with labor regulations. Understanding the intricacies of effectively managing temporary and
contract employees to meet the company's production needs was a significant highlight of my internship.

26
 Figure 2.1: Flexi Resource Management

2.3.2. HR Development Team

While my primary area of engagement was within the HRM team, I also had valuable interactions
with the HR Development team. This team concentrates on enhancing the skills, knowledge, and
competencies of the workforce. Though I didn't directly contribute to this team's projects, I gained insights
into their role in shaping the company's employee development initiatives.

2.3.3. Employee Relations Group

In addition to the HR Group, I had the opportunity to observe the Employee Relations Group. This
group is responsible for maintaining a harmonious and productive work environment by addressing
employee grievances, facilitating conflict resolution, and promoting employee engagement. Understanding
the significance of employee relations in nurturing a positive workplace culture was an eye-opening aspect
of my internship.

27
2.3.4. Business Support

The Business Support team, plays a vital role in ensuring the smooth functioning of HR processes.
This team handles crucial administrative tasks such as documentation, record-keeping, and logistical
support, all of which are essential to maintaining HR operations' efficiency.

2.4. RECRUITMENT PRACTICES AT HMIL

Recruitment stands as one of the foundational pillars of any organization's human resources function.
During my internship at Hyundai Motor India Limited, I had the opportunity to delve into the intricacies of
the company's recruitment practices. This section aims to provide insights into Hyundai's approach to talent
acquisition, its recruitment strategies, and the methodologies employed to attract and select individuals who
align with the company's vision and values.
Recruitment is conducted through Campus placements, Walk-ins, Government job fairs, Employee referrals,
online job portals like Naukri, and through Hyundai Website. Eligibility criteria include candidates who have
completed their Diploma or B.E. in Electrical and Electronics Engineering (EEE), Mechanical
Engineering(ME), and Automobile Engineering (AE), as well as those who have successfully finished their
Industrial Training Institute (ITI) training.

Block Diagram 2.3: Hiring Process

28
2.4.1. Recruitment of Apprentice

Process / Stage 1
1. Candidates are required to register on the Government website, specifically the National Apprentice
Training Scheme (NATS), to obtain their email ID and password for verifying the accuracy of their
uploaded details and documents.
2. Candidates are instructed to complete the Survey Monkey questionnaire by scanning the QR code
(where student details are accessible).
3. To access the Interview, Medical, and Joining forms from SAP. log in to Survey Monkey, using their
registration number and phone number we can access their Interview, Medical, and Joining form.
4. Candidates are requested to complete the Nomination forms (EGIP & GPAIP) and the declaration
form.
5. The selection process includes conducting interviews with the candidates.
6. Candidates undergo a medical examination. If a candidate does not pass the medical test, they must
obtain a remedial examination from a private or government-recognized hospital
Process / Stage 2
1. The candidates' university registration number and phone number are recorded, and their kit (filed
document) is collected based on their HMI ID number which is taken from SAP.
2. Document verification
3. The department's vacancies are checked, and the allocation is made accordingly.
4. The candidates are grouped by their undergraduate (UG) department, such as Mechanical or EEE.
Based on this, they are assigned to their respective departments.
5. The company offers the facility to create and open a bank account in the candidates' names for the
salary allocation process.
6. Candidate photos are collected for biometric and ID card processing.
7. Uniforms, shoes, and towels are provided to the
candidates. REQUIRED DOCUMENTS TO BE
ATTACHED
• Apprentice Joining form
• Declaration
• Employee Group Insurance Policy(EGIP) & Group Personal Accident Insurance
Policy(GPAIP)
• 10th and 12th Marksheet
• Provisional or Course Completion Certificate
• Transfer Certificate
• Community Certificate
29
 • Aadhar card
• National Apprentice Training Scheme (NATS) Enrollment ID and Password
• Driving License
• Passport size Photographs
The candidates are now apprentices and can work here for a year based on the contract. After one year of
working, if they are willing to continue working here, they are taken on as trainees.

2.4.2. Trainee Joining Process

1. Obtain the candidate's ID card.

2. Verify whether the assessment has been completed in SAP.
3. If the assessment is complete, print the assessment sheet and provide it to the candidate. If not,
instruct them to contact their Head of Department (HOD) to complete the necessary procedure.
4. Issue the Apprentice Completion Certificate to the candidate and make a copy of it to attach to the
candidate's workbook.
5. Conduct a medical checkup to ensure their fitness. If not fit, guide them to undergo a remedial
examination and update the SAP verification accordingly.
6. Once the ID number has been issued, provide the candidate with a uniform and shoes, and then
allocate their work responsibilities in their respective departments.

REQUIRED DOCUMENTS TO BE ATTACHED

• A request letter to be a Trainee from Apprentice
• Form 34
• Nomination Form
• Form 2
• Assessment form
• Resume
• 10th and 12th marksheet
• Provisional Certificate
• Marksheet
• Aadhar card
• Check leaf
• Apprentice Completion Certificate
• Passport Size Photographs

30
2.5. SKILL FEST

There are 3000 and more apprentices and trainees work here this opportunity is given for all to attend
the Skill test. A "Skill Fest" is typically an event or initiative organized by a company to focus on enhancing
and showcasing the skills and talents of its employees or participants. These events often include workshops,
training sessions, competitions, and other activities designed to improve and highlight various skills, such as
technical, leadership, communication, and problem-solving skills. Skill Fests aim to foster personal and
professional development, boost employee morale, and create a culture of continuous learning and skill
enhancement within an organization. They can also provide a platform for employees to network, share
knowledge, and recognize outstanding skills and achievements.
Process
1. The initial evaluation comprises assessing the candidate's attendance and conducting an aptitude test.
2. An online examination is administered to evaluate their theoretical and practical knowledge, serving
as a screening process.
3. The top 50 candidates are chosen to present their projects, focusing on innovations and
improvements beneficial to the company. The most outstanding project is subsequently implemented.
4. Following this stage, the top 30 candidates proceed to the interview phase, during which they are
interviewed by the respective department's Head of Department (HOD).
5. The chosen candidate is offered a Junior Engineer position, with the specific department assignment
based on available vacancies.

Block Diagram 2.4: Skill Fest Process

31
2.6. CAREER PROGRESSION

Hyundai Motor India Limited (HMIL) is a pioneer in fostering a dynamic career progression
environment. The commitment to employee growth commences with extensive skill enhancement
opportunities. Continuous training and exposure to cutting-edge technologies empower our workforce to
remain at the forefront of their respective fields. HMIL provides clear, customized career pathways that
include defined milestones and growth opportunities. Mentorship and guidance from seasoned leaders are
pivotal aspects of our culture, offering valuable insights for professional development. Aspiring leaders find
ample opportunities for advancement within the organization. The company encourages cross-functional
exposure, cultivate a performance-driven ethos, and prioritize employee well-being. A career at HMIL is an
invitation to embark on a fulfilling path, driven by individual ambitions and fueled by the unwavering
commitment to employee success.
For apprentices and trainees, HMIL offers competitive salaries that are aligned with industry standards,
ensuring financial stability while embarking on the career journey. The company encourages cross-
functional exposure, cultivate a performance-driven ethos, and prioritizes employee well-being. A career at
HMIL is an invitation to embark on a fulfilling path, driven by individual ambitions and fueled by our
unwavering commitment to employee success.

Figure 2.2: Career Progression of Apprentice and Trainees

32
2.7. CONTRACT MANAGEMENT

Contract management serves as the linchpin of Hyundai Motor India Limited's (HMIL) operational
excellence, enabling the seamless execution of agreements with a diverse array of stakeholders, including
suppliers, vendors, and esteemed business partners. HMIL has contracted with more than 30 companies. At
its core, HMIL's approach to contract management embodies a commitment to clarity and precision. This
journey commences with the scrupulous drafting of contracts, leaving no room for ambiguity in terms and
conditions, and responsibilities of all parties involved. Such meticulous documentation serves as the bedrock
upon which effective contract management is built.

Integral to this process is the engagement of seasoned legal professionals who rigorously scrutinize
and validate the legality and compliance of every contract. Their expertise ensures that HMIL's agreements
not only align with industry regulations but also meet stringent legal standards and internal policies, thereby
mitigating potential legal risks that could impact the organization.

In the realm of risk management, HMIL adopts a proactive stance. A systematic risk assessment
protocol identifies potential challenges and uncertainties associated with each contract. With this insight,
HMIL formulates comprehensive risk mitigation strategies, allowing the organization to anticipate, address,
and proactively manage potential issues, safeguarding the organization's interests.

The commitment to excellence doesn't end with contract creation; it extends to vigilant monitoring of
contract performance. HMIL employs a robust tracking system that closely evaluates key performance
indicators (KPIs) outlined in each contract. This diligent monitoring ensures that all parties involved
consistently adhere to the terms and conditions laid out in the agreement, thereby upholding accountability
throughout the contract's lifecycle.

Transparent and open communication lies at the heart of HMIL's contract management philosophy.
Clear and consistent channels of communication are maintained with all stakeholders connected to a
contract. This approach fosters a collaborative environment where potential issues are addressed promptly,
disputes are resolved amicably, and positive, enduring relationships with partners are nurtured.

Finally, contract renewal, renegotiation, or termination is handled with precision. HMIL proactively
assesses the necessity for renewals and adjustments, ensuring alignment with evolving business dynamics
and objectives. In essence, effective contract management at HMIL epitomizes the organization's
unwavering commitment to excellence, upholding the highest standards in every facet of contract
management. This dedication not only safeguards the organization but also fosters trust, reliability, and
enduring partnerships
33
with valued stakeholders, exemplifying HMIL's overarching goal of delivering quality and maintaining the
highest standards in all business interactions.

Figure 2.3: Activities in Contract Management Team

2.7.1. Types of Contracts

HMIL engages in a variety of contracts with different entities to support its operations. These contracts
include, but are not limited to:

 Supplier Contracts
Supplier contracts are crucial for securing the supply of essential components and materials required for
vehicle manufacturing.
These contracts stipulate the terms of supply, quality standards, pricing, and delivery schedules.
I had the opportunity to observe how HMIL's procurement team manages and negotiates these contracts to
ensure a steady supply chain.
 Employee Contracts
Employee contracts are issued to all individuals employed by HMIL, outlining the terms of their employment,
including job roles, responsibilities, compensation, benefits, and the company's policies and procedures.
This is a fundamental aspect of the HR function, and I gained insights into the onboarding process, where
these contracts are discussed and signed with new hires.
34
  Dealership Contracts
HMIL engages with dealerships across the country to distribute its vehicles.
These contracts establish the terms of the dealership agreement, covering areas such as sales targets,
marketing support, inventory management, and branding standards.
Observing how the company maintains relationships with its dealer network was an enlightening aspect of my
internship.
 Contract Management
Effective contract management is critical to ensure that all parties involved adhere to their obligations and
that the company's interests are protected. During my internship, I had the opportunity to witness the
following aspects of contract management at HMIL:
 Negotiation and Drafting
The negotiation and drafting of contracts involve detailed discussions between HMIL and its partners to
ensure that the terms are fair, clear, and legally binding.
I learned how the legal team and relevant departments collaborate to create contracts that align with the
company's strategic objectives.
 Compliance and Monitoring
HMIL places great importance on contract compliance and monitoring to ensure that all parties fulfill their
obligations.
I observed the meticulous tracking of contract milestones, performance metrics, and the resolution of any
disputes that may arise.
 Renewal and Termination
Contracts have specific durations, and my internship allowed me to understand the processes involved in
contract renewal and termination.
The decision to renew or terminate a contract is based on various factors, including performance evaluations
and changing business needs.
 Legal and Ethical Considerations
Contracts at HMIL are not solely about business agreements; they also reflect the company's commitment to
legal and ethical standards. I learned that contracts often include clauses related to compliance with labor
laws, environmental regulations, and ethical business practices, reinforcing HMIL's dedication to responsible
corporate citizenship.

35
 Table 2.1: Details of Contractors in HMIL

2.8. MANPOWER AND JOB ALLOCATION

A well-structured workforce and efficient job allocation are vital components in the seamless
functioning of Hyundai Motor India Limited (HMIL). This section delves into the intricacies of HMIL's
approach to managing its manpower, the allocation of job roles, and the strategies employed to optimize
employee productivity.

2.8.1. Manpower Management

 Workforce Planning
HMIL places a strong emphasis on workforce planning to ensure that the right number of employees with the
requisite skills are available to meet production demands.
This process involves forecasting future workforce needs, considering factors like market trends, production
goals, and technological advancements.
I observed the meticulous planning that goes into aligning manpower resources with the company's
production objectives, a process that involves close collaboration between HR and production departments.
 Recruitment and Selection
HMIL utilizes various channels, including campus placements, walk-ins, government job fairs, employee
referrals, and online job portals like Naukri, to source and select candidates.
The recruitment process involves interviews, assessments, and evaluations to ensure that individuals not only

36
meet the technical requirements but also align with the company's culture and values.
I gained insights into the critical role of the HR department in identifying and onboarding talent that is not
only skilled but also fits seamlessly into the organization's ethos.

2.8.2. Job Allocation and Optimization

 Role Clarity
Ensuring role clarity is a fundamental aspect of job allocation at HMIL. Each employee is provided with a
clear job description outlining their responsibilities and expectations.
I observed how this clarity fosters efficiency, accountability, and effective teamwork throughout the
organization.
 Training and Development
HMIL invests in the training and development of its employees to equip them with the skills needed to excel
in their roles.
This includes technical training, soft skills development, and opportunities for career growth.
I had the chance to witness how these training initiatives contribute to a highly skilled and adaptable
workforce.
 Performance Monitoring
HMIL utilizes performance metrics and key performance indicators (KPIs) to monitor and evaluate employee
performance.
Regular feedback and performance appraisals are conducted to ensure that employees are meeting their
targets and contributing to the company's success.
I observed how performance assessments play a crucial role in recognizing and rewarding high performers
while providing support and guidance to those who may require improvement.

2.8.3. Job Satisfaction and Employee Engagement

Beyond roles and responsibilities, HMIL prioritizes employee satisfaction and engagement through
initiatives such as employee engagement programs, wellness programs, and a conducive work environment.
I had the opportunity to witness the positive impact of these efforts on employee morale and overall
productivity.
This section highlights how HMIL effectively manages its workforce, ensuring that manpower resources are
optimally allocated to support the company's production goals while prioritizing employee satisfaction,
development, and engagement.

37
Figure 2.4: Man Power Spread

38
 CHAPTER 3

COMPETITOR ANALYSIS

3.1. MARUTI SUZUKI INDIA LIMITED (MSIL):

Maruti Suzuki India Limited, a dominant force in the Indian automotive arena, commands the largest
market share, a testament to its enduring popularity among Indian consumers. With a diverse and extensive
product portfolio ranging from compact cars to robust SUVs, Maruti Suzuki caters to a wide spectrum of
customer preferences and budgets, solidifying its position as a household name.
Strengths:
 The company has a strong brand reputation for reliability and fuel efficiency.
 Their competitive pricing strategies resonate with cost-conscious consumers.
Weaknesses:
 Limited presence in the premium car segment.
 Challenges in boosting export volumes compared to some competitors.
Despite these hurdles, Maruti Suzuki's stronghold on the Indian market remains unshakable, making it a
formidable competitor in the automotive landscape.

3.2. TATA MOTORS LIMITED:

Motors Limited is a significant and multifaceted player in the Indian automotive industry, enjoying a
notable presence in both the passenger and commercial vehicle segments. While its legacy primarily lies in
the commercial vehicle domain, Tata Motors has made strategic forays into the passenger car and SUV
markets, further diversifying its product portfolio. One of Tata Motors' distinguishing features is its forward-
looking approach to technology. The company has been actively investing in electric and sustainable vehicle
technologies, aligning itself with the global trend towards eco-friendly transportation.
Strengths:
 Tata Motors boasts a strong presence in the commercial vehicle segment, recognized for producing
rugged and reliable vehicles tailored to business and logistics needs.
 The company is increasingly focusing on electric vehicles, aligning with the growing demand for
sustainable mobility solutions.
 Tata Motors is steadily growing its global presence, expanding its footprint beyond the Indian market.
Weaknesses:
 Tata Motors faces challenges in gaining a larger market share in the passenger car segment, where

39
 competition is intense.
 Occasionally, the company grapples with quality perception issues, which can affect its image and
customer trust.

Despite these obstacles, Tata Motors continues to evolve and diversify, making it a significant and
innovative contender in the Indian automotive landscape

3.3. MAHINDRA & MAHINDRA LIMITED:

Mahindra & Mahindra Limited (M&M) is a notable player in the Indian automotive industry with a
distinct market presence, primarily focusing on the SUV and commercial vehicle segments. The company is
renowned for its specialization in manufacturing rugged SUVs, earning itself a leadership position in the
utility vehicle market. One of Mahindra's standout features is its robust foothold in rural and semi-urban
markets, where its vehicles cater to the needs of consumers in these regions effectively. Moreover, M&M is
at the forefront of the electric mobility movement in India, with a dedicated focus on developing electric
vehicles (EVs) and electric commercial vehicles, aligning with the global shift towards sustainable
transportation.
Strengths:
 Dominance in the SUV segment, with a reputation for rugged and reliable vehicles.
 Extensive rural penetration, contributing significantly to market share.
 Strategic emphasis on electric mobility, aligning with sustainability trends.
Weaknesses:
 Limited presence in the compact car segment, facing fierce competition.
 Fluctuating sales in urban markets.
Despite these hurdles, Mahindra & Mahindra's unique positioning as an SUV and rural market specialist,
coupled with its commitment to sustainable mobility, makes it a significant and resilient player in the Indian
automotive landscape

3.4. TOYOTA KIRLOSKAR MOTOR (TKM):

Toyota Kirloskar Motor is a prominent player in the Indian automotive industry, known for its
premium and reliable vehicles. While it may not have the largest market share, its distinct market positioning
and brand reputation set it apart. Toyota offers a range of premium cars and SUVs catering to consumers
seeking quality, durability, and advanced technology. One of Toyota's standout features is its commitment to
hybrid technology, which aligns with global trends toward more eco-friendly transportation solutions.
Strengths:
 High-quality vehicles with advanced safety features.
 A loyal customer base due to reliability and performance.
40
Weaknesses:
 Smaller market share compared to some other major players.
 Premium pricing may limit its reach in price-sensitive segments.
Nevertheless, Toyota Kirloskar Motor's premium brand image, strong hybrid technology portfolio, and
emphasis on safety make it a noteworthy and respected contender in the Indian automotive landscape.

3.5. HONDA CARS INDIA LIMITED:

Honda Cars India Limited holds a notable presence in the Indian automotive industry, specializing in
the mid-sized sedan and compact SUV segments. While it may not have the largest market share, it is known
for producing reliable, performance-oriented vehicles that resonate with Indian consumers. Honda's product
portfolio comprises compact cars, sedans, and SUVs, often distinguished by their performance and
durability. The company is committed to introducing advanced features and technologies in its vehicles,
catering to the evolving preferences of the Indian market.
Strengths:
 Strong brand reputation for reliability.
 Vehicles typically have good resale value.
Weaknesses:
 Relatively smaller market share compared to some competitors.
 Limited presence in the mass-market segments.
Despite these hurdles, Honda Cars India Limited remains a respected player in the industry, known for its
commitment to quality, innovation, and performance, which continue to attract a loyal customer base in
India's competitive automotive landscape.

3.6. KIA MOTORS INDIA:

Kia Motors India has made a notable entrance into the Indian automotive market, garnering attention
with its innovative approach and a strong initial customer response. As a newcomer, Kia has positioned itself
as a manufacturer of stylish and feature-packed vehicles, aiming to capture the imagination of diverse
consumer segments. Kia's product portfolio encompasses a range of vehicles known for their fresh and
innovative designs, equipped with cutting-edge technology and safety features. The company's global
backing from Hyundai Motor Corporation has provided it with a robust foundation for success in India.
Strengths:
 Innovative and stylish vehicle designs.
 Cutting-edge technology and safety features.
 Backed by Hyundai Motor Corporation's expertise.
Challenges:
41
  Sustaining initial success and competing with established players.
 Navigating evolving customer preferences and market dynamics.
Despite this, Kia Motors India's fresh and innovative approach positions it as an exciting contender to watch
in the dynamic Indian automotive landscape.

3.7. FORD INDIA PRIVATE LIMITED:

Ford India Private Limited is a prominent player in the Indian automotive industry, known for its
global brand image and legacy of producing vehicles with advanced safety features. While it may not have
the largest market share, Ford stands out as a manufacturer of premium cars, SUVs, and commercial
vehicles, often favored by consumers seeking a blend of style, performance, and safety.
Strengths:
 Premium brand perception.
 Legacy of producing strong and reliable vehicles.
Challenges:
 Smaller market share compared to some major competitors.
 Limited focus on compact cars, which are popular in India.
Despite these obstacles, Ford India Private Limited continues to be recognized for its premium brand
perception, safety features, and legacy of strong vehicles. As it navigates the evolving Indian automotive
landscape, Ford remains a respected player, offering vehicles that cater to consumers seeking a balance of
performance, safety, and style.

3.8. VOLKSWAGEN INDIA PRIVATE LIMITED:

Volkswagen India Private Limited is a significant player in the Indian automotive industry, known
for its commitment to quality and strong build standards. Although it may not have the largest market share,
Volkswagen stands out as a manufacturer of premium cars, offering a range of vehicles that emphasize
robust build quality and a focus on safety.
Strengths:
 Strong reputation for quality, reliability, and safety.
 Commitment to robust build quality.
Challenges:
 Limited market share compared to some major competitors.
 Competition with other well-established players.
Despite these hurdles, Volkswagen India Private Limited remains a respected and formidable player in the
Indian automotive landscape.

42
 CHAPTER 4

LEARNINGS AND OBSERVATIONS

4.1 KEY LEARNING OUTCOMES/MANAGERIAL SKILLS GAINED

My internship at Hyundai Motor India Limited (HMIL) was an immersive journey into the realm of
Human Resources (HR) and workforce management, where I had the privilege of gaining invaluable insights
into various facets of the company's operations.

4.1.1. Orientation about the Company and Electric Vehicles:

The initial phase of my internship commenced with a comprehensive orientation about Hyundai
Motor India Limited (HMIL). This orientation was more than just an introduction; it was a deep dive into the
company's core values, mission, and vision. Through this, I not only understood the company's commitment
to excellence but also the importance of aligning personal values with the broader organizational goals. This
foundational knowledge provided a strong sense of belonging and purpose within the company.

Furthermore, this orientation extended to the exciting realm of electric vehicles (EVs), marking a
significant segment of the evolving mobility landscape. I learned how HMIL is at the forefront of embracing
sustainability and innovation by investing in electric vehicles. Understanding the strategic importance of
EVs in the automotive industry's future made it clear that being a part of HMIL meant being part of an
organization driving transformative changes in the mobility sector.

4.1.2. Interviewing the Trainees Who Came for Apprenticeship:

As I progressed in my internship, the opportunity to conduct interviews with trainees seeking

apprenticeships became a significant aspect of my learning journey. This experience went beyond honing my
interviewing skills; it instilled in me a profound understanding of talent assessment. I learned to evaluate
candidates not only for their technical competencies but also for their cultural fit within HMIL's dynamic
workforce.

This process highlighted HMIL's commitment to nurturing a diverse and talented workforce by
carefully selecting individuals who not only possess the required technical skills but also resonate with the
company's values. It reinforced the idea that talent acquisition goes beyond qualifications; it's about
identifying candidates who can contribute positively to the company's culture and growth.
43
4.1.3. Data Collection and NATS Verification of Trainees:

Precision in data management and adherence to compliance became paramount during my internship.
My involvement in data collection and the National Apprenticeship Training Scheme (NATS) verification
processes highlighted the critical importance of meticulous record-keeping. This not only ensures
compliance with government regulations but also safeguards the integrity of HMIL's apprenticeship
programs.

I realized that in HR, data accuracy is the bedrock upon which informed decisions are made. The
meticulousness required in handling data during NATS verification underscored the significance of being
thorough and detail-oriented. This experience illuminated the fact that precise data management is essential
for audit purposes, compliance with regulations, and maintaining the credibility of the apprenticeship
programs.

4.1.4. Industrial Visit to ASSEMBLY UNIT -2:

One of the highlights of my internship was the industrial visit to ASSEMBLY UNIT -2. It provided
me with a hands-on understanding of the complexities and intricacies of automobile manufacturing. Walking
through the assembly line, I witnessed the synchronized processes involved in crafting a Hyundai vehicle.
This visit illuminated the significance of quality and efficiency in manufacturing operations.

The visit underscored that producing high-quality vehicles isn't just a goal at HMIL; it's a standard
ingrained in the company's DNA. The attention to detail, precision, and commitment to producing vehicles
that meet or exceed global standards became evident. This experience not only deepened my appreciation for
the manufacturing side of the automotive industry but also reinforced the idea that excellence is non-
negotiable at HMIL.

4.1.5. Recruitment Process:

Another pivotal phase of my internship journey was my involvement in the recruitment process. This
experience was a masterclass in structured talent acquisition. It involved sourcing candidates, conducting
interviews, and assessing them rigorously to ensure they not only met the technical requirements of their
roles but also aligned with HMIL's culture and values.

What became evident was the close collaboration between HR and departmental managers in making
informed hiring decisions. This collaboration ensured that the candidates selected possessed not just the
necessary technical competencies but also resonated with the organization's ethos and goals. It highlighted
that the recruitment process at HMIL is more than just filling positions; it's about strategically building a
workforce
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that drives the company's growth and success.

4.1.6. Orientation on Contract Management:

My internship journey at Hyundai Motor India Limited extended beyond traditional HR practices,
offering insights into the strategic world of contract management. During this phase, I learned that contracts
are not mere formalities but crucial instruments that define relationships and responsibilities in the business
landscape. The orientation emphasized the importance of clear and transparent communication in contractual
agreements. It underscored the significance of crafting contracts that not only safeguard the interests of all
parties involved but also align with ethical and legal considerations.

This phase cultivated skills in contract management and negotiation, highlighting the need for precise
and thorough documentation. It became evident that clarity and fairness in contractual relationships are the
foundation of sustainable and productive business partnerships, a lesson I will carry with me into my future
endeavors.

4.1.7. Apprentice Joining Process:

The onboarding process for apprentices was a highlight of my internship. It offered valuable insights
into creating a positive joining experience for newcomers. Beyond the paperwork and formalities, this phase
stressed the importance of making apprentices feel welcome and ensuring they integrate seamlessly into the
company culture. The emphasis on safety, quality, and teamwork from day one reinforced the values that
underpin Hyundai Motor India Limited.

My involvement in this process honed skills in onboarding procedures, safety and quality
management, and employee integration. It underscored that a well-structured onboarding process is not just
about compliance but a critical aspect of fostering a sense of belonging and motivation among newcomers.

4.1.8. Trainee Joining Process:

Similar to the apprentice onboarding process, the trainee joining phase reaffirmed the importance of
creating a welcoming environment for newcomers. It emphasized the significance of cultural assimilation
and introduced trainees to Hyundai's core values. My involvement in this process highlighted HR's pivotal
role in ensuring that trainees feel valued and integrated into the organization's culture.

The managerial skills gained here included facilitating the integration of newcomers, fostering a
positive work environment, and overseeing employee orientation. This phase showcased that HR plays a

45
crucial role in setting the tone for trainees' overall job satisfaction and performance, an insight that will shape
my future HR endeavors.

4.1.9. Apprentice Experience Certificate Process:

The certification process for apprentices' experience was a meticulous and critical aspect of my
internship. It involved rigorous documentation and verification procedures to ensure that apprentices receive
due recognition for their valuable contributions. This phase illuminated the importance of maintaining
comprehensive employee records and adhering to industry standards in the certification process.

My involvement in this process deepened my skills in record-keeping, certification processes, and

career development support. It became evident that these experience certificates hold not just intrinsic value
for apprentices but also practical significance for their career progression, both within HMIL and in their
broader professional journeys.

4.1.10. HR Business Planning:

As my internship progressed, I had the opportunity to delve into the strategic realm of HR business
planning. This phase underscored the importance of aligning HR strategies with organizational goals. It
highlighted that HR's role goes beyond day-to-day operations to encompass workforce strategies that closely
align with the company's short-term and long-term objectives.

The managerial skills honed during this phase included strategic HR planning, data analysis for HR
decision-making, and the ability to optimize the workforce to meet evolving business needs. It was evident
that data-driven decision-making plays a pivotal role in HR business planning, with a focus on ensuring that
the workforce is agile and aligned with dynamic business requirements.

4.1.11. Assisting Trainee Joining Process

Assisting in the trainee onboarding process offered practical insights into fostering a positive initial
experience for trainees. This involved supporting newcomers in their transition, addressing their queries, and
ensuring that they have the resources they need to thrive within the organization.

My involvement in this process cultivated skills in new hire onboarding, employee support, and
teamwork. It emphasized the importance of creating a supportive and inclusive work environment, setting
the stage for trainees' overall job satisfaction and performance.

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4.1.12. Data Uploading in SAP:

My internship provided a hands-on experience with SAP, a crucial tool for efficient data
management in HR operations. I learned that accurate data is not only essential for decision-making but also
for ensuring compliance and data security. The training underscored the need for meticulous attention to
detail when entering data, as errors can have far-reaching consequences.

The managerial skills gained in this phase included data management in SAP, attention to detail, and
a strong appreciation for the role of technology in streamlining HR processes. It emphasized that in the
modern HR landscape, proficiency in HR software is indispensable for operational efficiency.

4.1.13. Apprentices & Trainees Personal File Documentation:

Maintaining comprehensive employee records became an essential aspect of my internship, both for
compliance and legal purposes. This phase required adhering to strict protocols to ensure data privacy and
integrity. It became evident that HR's commitment to maintaining personal files underscores its dedication to
compliance and employee welfare.

The managerial skills cultivated included record-keeping, data privacy compliance, and expertise in
HR documentation. This phase highlighted that meticulous documentation is not just about compliance but a
fundamental aspect of ensuring employee well-being and organizational integrity.

4.1.14. Learned about Skill Fest (conducted in Company for Employee Enhancement):

My internship journey also included exposure to employee development initiatives, such as the Skill
Fest conducted within the company. Skill Fest highlighted HMIL's commitment to enhancing employee
capabilities and fostering a culture of continuous learning and improvement.

The managerial skills gained in this phase encompassed employee development coordination, the
ability to promote a culture of learning and proficiency in organizing and facilitating skill-enhancement
activities. This experience underlined that investing in employee development is pivotal for enhancing skills,
boosting employee engagement, and driving overall organizational growth.

4.1.15. Coordinating for Post-Hiring Process (Training & Development):

Coordinating the post-hiring process was a multifaceted responsibility that exposed me to the
intricacies of talent development and workforce enhancement. This phase involved liaising with various

47
departments to ensure that newly hired apprentices and trainees received the training they needed to excel in
their roles. It underscored HMIL's commitment to nurturing talent, emphasizing that hiring is just the
beginning of an employee's journey. The attention to post-hiring training and development highlighted the
organization's focus on continuous improvement and skill enhancement. This role allowed me to witness
firsthand how the HR department plays a crucial role in fostering a culture of learning and growth within the
organization.

4.1.16. Support in Apprentices & Trainees Performance Tracking:

Tracking the performance of apprentices and trainees was a responsibility that provided me with
valuable insights into employee evaluation and development. This involved collaborating with supervisors
and managers to monitor the progress and performance of apprentices and trainees. It was not merely about
tracking numbers but understanding the factors that influence an employee's growth and performance. This
task allowed me to appreciate the importance of regular feedback and performance evaluation in enhancing
workforce capabilities. It demonstrated that HR's role extends beyond recruitment to ongoing employee
development and performance management.

4.1.17. Assist in Employee Engagement Activities:

Assisting in employee engagement activities highlighted the importance of maintaining a vibrant and
motivated workforce. This task involved contributing to the planning and execution of events and initiatives
designed to boost employee morale and camaraderie. It underscored HMIL's commitment to fostering a
positive work environment. This role allowed me to witness the impact of employee engagement efforts on
team dynamics and productivity. It emphasized that engaged employees are not only more satisfied but also
more productive, contributing significantly to the organization's success.

4.1.18. Collaborate in Employee Benefits Administration:

Collaborating in employee benefits administration was a role that provided insights into employee
welfare and HR compliance. It involved working closely with the HR team to ensure that employees
received their benefits accurately and on time. This task highlighted the importance of adhering to legal and
organizational guidelines in benefits administration. It demonstrated HMIL's dedication to employee well-
being and satisfaction. This role allowed me to appreciate the complexities of benefits management, from
health insurance to retirement plans, and the critical role HR plays in ensuring that employees receive the
rewards they deserve.

48
4.1.19. Participation in Cross-Functional Projects:
Participation in cross-functional projects offered a broader perspective on how HR integrates with
various aspects of the organization. It involved collaborating with colleagues from different departments to
tackle multifaceted challenges. This role allowed me to see how HR's decisions and strategies impact not
only its operations but the organization as a whole. It emphasized the need for HR professionals to be
versatile and adaptable, as they often serve as bridges between different parts of the company.

4.1.20. Documentation and Record-Keeping:

Documentation and record-keeping were integral to my role, ensuring that all HR activities were
well- documented and compliant with regulations. This encompassed maintaining employee files, tracking
training records, and ensuring that all HR-related data was accurate and up-to-date. This task emphasized the
critical nature of meticulous record-keeping in HR operations and highlighted the significance of data
privacy and compliance.

4.1.21. Continuous Learning and Skill Enhancement:

Throughout my internship, I was actively engaged in continuous learning and skill enhancement.
This involved attending workshops, seminars, and training sessions offered by HMIL to develop HR-related
competencies. The organization's commitment to employee development extended to interns, providing an
opportunity to enhance my skills and knowledge. It reinforced the idea that learning is a continuous journey,
especially in HR, where the field is ever-evolving.

4.1.22. Adaptability and Problem Solving:

My internship journey also exposed me to situations that demanded adaptability and problem-solving
skills. Whether it was addressing unexpected challenges in the recruitment process or finding innovative
ways to enhance employee engagement during remote work, this experience underscored the need for HR
professionals to be flexible and adept at finding solutions in dynamic environments.

49
4.2 OBSERVATIONS

My internship at Hyundai Motor India Limited (HMIL) provided a rich tapestry of observations that
deepened my understanding of the company's ethos and the multifaceted world of Human Resources (HR)
within the dynamic automotive industry.

The company's commitment to a comprehensive orientation program was not just noteworthy; it was
a testament to HMIL's dedication to cultivating a sense of belonging among employees. The depth of this
orientation, where we delved into the company's mission, vision, and values, underscored the importance of
organizational alignment. Moreover, the immersion into the realm of electric vehicles (EVs) demonstrated
that HMIL is at the forefront of embracing sustainability and innovation. This signals a proactive approach
to staying ahead of industry trends, with sustainability and innovation as integral elements of the company's
identity.

Interviewing trainees who sought apprenticeships was an eye-opener. The meticulousness and rigor
involved in the candidate assessment process revealed HMIL's commitment to building a workforce that
encompasses not only technical prowess but also cultural fit. It was evident that the organization recognized
the pivotal role of a cohesive and harmonious work environment.

The phase involving data collection and National Apprenticeship Training Scheme (NATS)
verification illuminated the stringent adherence to compliance standards. This precision in data management
isn't merely a formality but an earnest commitment to program integrity and effectiveness.

The industrial visit to ASSEMBLY UNIT -2 was more than a tour; it was a deep dive into the heart
of automobile manufacturing. The synchronized processes and the emphasis on quality control were not just
words; they were a testament to HMIL's dedication to excellence.

Involvement in the recruitment process provided insights into the importance of structured talent
acquisition. The collaboration between HR and departmental managers was a clear indication that HMIL
views recruitment as a strategic endeavor. It's about building a workforce that shares the organization's
values and goals, fostering a more harmonious work environment.

The orientation on contract management was a lesson in transparency and ethical business practices.
The emphasis on clear communication in contractual agreements ensures that all parties understand their
obligations, reducing the risk of disputes. This practice underscores HMIL's commitment to building trust
and sustainable business relationships.

50
 The apprentice onboarding process emphasized safety, quality, and teamwork from day one. It
showcased HMIL's commitment to employee well-being and excellence. It was evident that the organization
recognizes that a positive initial experience sets the tone for an employee's long-term commitment and
performance.

Similar to apprentice onboarding, the trainee joining process highlighted the importance of cultural
assimilation. It reinforced the significance of fostering a work environment where employees not only
understand but also embody the company's core values.

The meticulous documentation and certification process for apprentices' experience underscored the
organization's commitment to recognizing and rewarding employee contributions. It reflects HMIL's value
for employees' career progression, both within the company and in their broader professional journeys.

The exposure to HR business planning was an insightful journey into aligning HR strategies with
organizational goals. It emphasized that HR's role extends beyond daily operations to encompass workforce
strategies that closely align with the company's short-term and long-term objectives.

Assisting in the trainee onboarding process showcased the importance of a welcoming and inclusive
work environment. It emphasized that HR plays a crucial role in ensuring that every employee feels valued
and supported from the outset.

The experience of handling data in SAP highlighted the company's commitment to technology-driven
HR operations. It underlined the importance of data accuracy and the role of technology in streamlining HR
processes.

Maintaining comprehensive employee records became an essential aspect of my internship, both for
compliance and legal purposes. This phase emphasized that meticulous documentation is not just about
compliance but is fundamental to ensuring employee well-being and organizational integrity.

Employee development initiatives like Skill Fest showcased HMIL's commitment to enhancing
employee capabilities and fostering a culture of continuous learning. The enthusiasm and participation of
employees in such initiatives demonstrate their eagerness to improve their skills, contributing positively to
the company's growth and innovation.

The coordination involved in the apprentice hiring process showcased the company's attention to
detail in scheduling and logistics. It reflected that HMIL recognizes that the hiring process is often the first
interaction candidates have with the organization, and a smooth process creates a positive impression.

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 CHAPTER 5

CONCLUSION

My internship journey at Hyundai Motor India Limited (HMIL) has been a profound and
enlightening experience, offering invaluable insights into the dynamic world of Human Resources (HR)
within the automotive industry. Through a diverse range of tasks and responsibilities, I have not only
deepened my understanding of HR practices but also witnessed firsthand how HR plays a pivotal role in
shaping an organization's culture, performance, and success.

From the comprehensive orientation about the company and its commitment to sustainability and
innovation in electric vehicles to the meticulous candidate assessment process, I have observed that HMIL
places a strong emphasis on aligning its workforce with its core values and long-term vision. The attention to
detail in data management and compliance further underscores the organization's commitment to program
integrity and effectiveness. The industrial visit to ASSEMBLY UNIT -2 illuminated HMIL's dedication to
excellence in manufacturing, reinforcing the idea that quality control is an integral part of the company's
identity.

The recruitment process showcased HR's strategic role in talent acquisition, where cultural alignment
and technical competencies are equally valued. This approach ensures a harmonious and productive work
environment, driving the organization towards its goals. The orientation on contract management highlighted
the importance of transparent and ethical business practices, emphasizing the need for clear communication
in contractual agreements to build trust and strong, sustainable business relationships.

Assisting in the onboarding processes for apprentices and trainees demonstrated HMIL's commitment
to employee well-being and a culture of excellence from day one. These experiences underscored that HR's
role extends beyond recruitment to ongoing employee development, performance management, and fostering
a positive work environment.

My involvement in employee engagement activities and benefits administration revealed the

significance of maintaining a motivated and satisfied workforce, essential for an organization's success. It
emphasized the need to adhere to legal and organizational guidelines in benefits management, reflecting
HMIL's dedication to employee welfare.

Participation in cross-functional projects broadened my perspective on HR's integration with various

aspects of the organization, emphasizing HR's role as a bridge between different departments. It highlighted
the versatility and adaptability required of HR professionals.
52
Additionally, my internship encouraged continuous learning and skill enhancement, showcasing HMIL's
commitment to employee development. It reinforced the idea that learning is a continuous journey,
especially in a field as dynamic as HR.

Throughout my internship, adaptability and problem-solving skills became essential in addressing

unforeseen challenges and finding innovative solutions. These experiences highlighted the importance of
flexibility and agility in the HR profession.

In conclusion, my internship at HMIL has provided me with not only a deepened knowledge of HR
practices but also a wealth of practical insights. I have come to understand that HR is not merely a
department but a strategic partner in an organization's success. HR's influence extends far beyond
recruitment and compliance; it encompasses talent development, employee engagement, and fostering a
positive work culture. HMIL's commitment to excellence, sustainability, and employee welfare has left a
lasting impression on me. As I move forward in my career, I carry with me the lessons and experiences
gained during this internship, knowing that they will serve as a solid foundation for my future endeavors in
the dynamic field of HR and the automotive industry. My time at HMIL has not only been a learning
experience but also a journey of growth, both personally and professionally.
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