INDIAN AUTOMOBILE SECTOR

As of 2010, India is home to 40 million passenger vehicles. More than 3.7 million automotive vehicles were produced in India in 2010 , making the country the second (after China) fastest growing automobile market in the world. According to the Society of Indian Automobile Manufacturers, annual vehicle sales are projected to increase to 5 million by 2015 and more than 9 million by 2020. By 2050, the country is expected to top the world in car volumes with approximately 611 million vehicles on the nation's roads. The Indian Automobile Industry manufactures over 11 million vehicles and exports about 1.5 million each year.[18] The dominant products of the industry are two-wheelers with a market share of over 75% and passenger cars with a market share of about 16%.[18] Commercial vehicles and threewheelers share about 9% of the market between them. About 91% of the vehicles sold are used by households and only about 9% for commercial purposes.[18] The industry has a turnover of more than USD $35 billion and provides direct and indirect employment to over 13 million people. The supply chain is similar to the supply chain of the automotive industry in Europe and America. Interestingly, the level of trade exports in this sector in India has been medium and imports have been low. However, this is rapidly changing and both exports and imports are increasing. The demand determinants of the industry are factors like affordability, product innovation, infrastructure and price of fuel. Also, the basis of competition in the sector is high and increasing, and its life cycle stage is growth. With a rapidly growing middle class, all the advantages of this sector in India are yet to be leveraged.

SWOT ANALYSIS OF AUTOMOBILE INDUSTRY

STRENGTHS:
1.
Large domestic market.

2. Sustainable labor cost advantage.

3.

Government incentives for manufacturing plants.

4. Strong engineering skills in design . 5. Able to achieve significant gains in productivity.

WEAKNESSES:
6.
Low labor productivity .

7. High interest costs and high overheads. 8.

Rising cost of production.

9. Low investment in Research and Development .

OPPORTUNITIES:
10. Commercial vehicles Heavy thrust on mining and construction activity. 11. Increase in the income level . 12. Cut in excise duties . 13. Rising rural demand.

THREATS:
14. Rising interest rates. 15. Cut throat competition . 16. Lack of technology for Indian Companies .

ABOUT MARUTI UDYOG LIMITED

MarutiUdyog Limited (MUL) was established in February 1981, though the

actual production commenced in 1983 with Maruti 800, based on the Suzuki Alto kei car which at the time was the only modern car available in India, its only competitors the Hindustan Ambassador and premier Padmini were both around 25 years out of date at that point. Through 2004, Maruti has produced over 5 million vehicles. Maruti cars are sold in India and various several other countries, depending upon export orders. Models similar to Maruti (but not manufactured by MarutiUdyog) are sold by Suzuki and manufactured in Pakistan and other South Asian countries.444

HR Vision
To create a vibrant dynamic organization by getting the best available talent, continuously upgrading them & making them self reliant; To have HR systems and processes that are contemporary, relevant to Business need and create strong engagement leading to high productivity and Quality of our products and services.

HR Mission
Lead and Facilitate change towards creating a positive environment for employees where people understand and believe that they have to contribute to the fullest in making MSIL an excellent company which can then facilitate for the employees opportunities for career development & growth and a feeling of pride to be a part of MSIL.

Sources of Recruitment in MSIL

Campus Recruitment Lateral Recruitment

Objective of Recruitment in Maruti:

The objective of the recruitment process in maruti suzuki is to obtain the number and quality of employees that can be selected in order to help the maruti to achive its goals & objectives. Maruti management selects the right candidate for the right

place at right time by using the following the right recruitment process which facitilte the selection of best candiate at recruitment process.

Methods of Recruitment :
BY INTERNAL SOURCES:

TRANSFER PROMOTIONS RETRIED EMPLOYEES

BY EXTERNAL SOURCES :

PRESS ADVERTISMENTS EDUCATIONAL INSTITUTES PLACEMENT AGENCIES EMPLOYMENT EXCHANGES LABOUR CONTRACTS UNSOLICITED APPLICATIONS EMPLOYEE RECOMMENDATIONS

Recruitment and Selection Procedure of MARUTI UDYOG LIMITED

1.) Preliminary Interview (Screening Applications) :Initial screening is done toweed out totally undesirable or unqualified candidate at the outset. It is essentially asorting process in which prospective candidate are given necessary information aboutthe nature of the job and the organisation at the same time, the necessary informationis also elicited from the candidate about

their education, skills, experience, salaryexpected and the like . It helps to determine whether it is worthwhile for a candidateto fill up the application form 2.) Application Form :Application form is a traditional and widely used device forcollecting information about the candidate. It should provide all the information relevant to selection, where refeErence for caste, religion, birth place, may be avoidedas it may be regarded an evidence of description.

3.) Selection Test :Psychological test are being increasingly used in employee selection where a test may evolve some aspects of an individuals attitude , behaviour and performance. Tests are useful when the number of applicants is large as at thebest it reveals that the candidate who scores above the predetermined cutoff points arelikely to be more successful than those scoring below the cut off points. 4.)Employee Interview:Interview is an essential element of selection and no selectionprocedure is complete without one or more personal interview, where the informationcollected through application letter or application forms and test can be crossedchecked in the interview. 5.)Medical Examination :Applicants who have crossed the above stage are sent for the physical medical examination either to the companys physician or to a medicalofficer approved for the purpose . Such examination serves the following purpose : It determines whether the candidate is physically fit to perform the job wherethose who are physically unfit are rejected.2) It prevents the employement of people suffering from contagious diseases.3)

It identifies candidate who are are otherwise suitable but requires specific job dueto physical handicaps and allergies.

6.)Reference Checks :The applicants are asked to mention in his application form, thenames and addressof two or more persons who knows him very well. These may betheir previous employer , heads of educational institution or public figures. Thesepeople are requested to give their opinion about the candidate without incurring any liabilities.

7.)Final Approval :In most of the Organisations, selection process is carried out by the Human resource department, where the decision of the departments are recommendatory. The candidate shortlisted by the department are finally approved bythe executive of the concerned department or the unit.

8.)Employment :Employment is offered in the form of an appointment lettermentioning the post, the rank, the salary, grade, the date by which the candidateshould join and other terms and condition in briefs.

9.) Induction :The process of receiving employee when they begin work introducingthm to the company and to their colleagues and informing them of the activities,customes and traditions of the company is called induction.

10.) Follow ups :All selection should be validated by follow ups, it is a stage where employee is asked how he or she feels about progress to the date and the workers immediate supervisor is asked for comments which is compared with the notes takenat the time of selection.