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EXECUTIVE SUMMARY
Management is the primary forces within any organization which coordinates the activity
of its various systems and relates them to environment. The need for management arises out of
the diversity and complexity of human activity. To accomplish the objective of any organization
there should be an effective coordination and utilization of these human and non human
recourses. The success of management in any organization is mainly due to selection and
utilization of human recourses to achieve it economically, effectively and speedily.
In early days the production was normally carried through the unskilled workers. These
people as not having any technical background the company not only suffered losses but also the
product prepared was not of the quality.The workers were selected at random basis and the
proper role of HR department was in question. But these being an old and Multinational company
have to make a way against all odds. So in 1997 the company personnel have made a new way to
make a cost effective and productive approach to this question. The new started highiring those
potential young freshers having a technical background which will prove to be cost effective and
demand reactive.
So now the critical role of HR comes in the way to make the job profile and the criteria to
attract the potential people for the company. Thus understanding and scrutinizing from the whole
slot of the people and selecting the best candidate for the company. Thus fulfilling the WST
scheme set by the personal and making this scheme a great success.
Chapter 2
COMPANY PROFILE
The history of Mahindra & Mahindra during World War II, when two- brothers, Mr. J.C.
Mahindra and Mr.K.C.Mahindra envisioned a much greater role for themselves in the building
and growth of independent India. Mr.J.C.Mahinra was then the advisor to the Government of
India and was the first Indian to become the Iron & Steel Controller of India.
Mr. K.C.Mahindra was then the head of the Indian supply mission to Washington, USA.
The Mahindra brothers left their flourishing career to become entrepreneurs gave shape to their
vision and created an organization to be strong pillar in the building and growth of industrial
India. The two brothers and Mr. Gulam Mohammed went on to become Pakistan’s first Finance
minister in 1947 and later on its Governor General.
Mahindra and Mohammed Ltd.was changed on January 13, 1948 to M&M Ltd. M&M
was incorporated on October 2, 1945 as a Pvt. Ltd. Company under the Indian Companies
Act,1913 and was converted into a Public Ltd company on June,1955.
M&M Ltd is the flagship company of US $ 2.59 billion Mahindra group, which has the
significant presence in key sector of the Indian economy. A consistently high performer, M&M is
one of the most respected companies in the country.
Automotive Sector:-
M&M automotive division was created in 1994 following an organizational restructuring,
but its origins go back to1954. That was when the company entered into collaboration with
Willys Overland Corporation (now part of the Daimler Chrysler group) to import and assemble
the Willys Jeep for the Indian market. M&M began producing light commercial vehicles (LCVs)
in 1965. Ever since its inspection, the company has focused on developing its own manufacturing
capabilities. As a result of its relentless ambition in this direction, M&M began indigenously
producing vehicles within a short span of collaboration agreement with Willys.
Over the years the Mahindra brand in utility vehicles has come to represent high quality,
ruggedness, durability, reliability, easy maintenance and operational economy. These are the
qualities that have endeared the vehicle to individuals as well as institutions such as the Indian
armed forces. M&M enjoys a market share of more than 50 % in this segment.
Automotive Division:-
M&M’s automotive division is in the business of manufacturing and marketing utility
vehicles and LCVs. It is the leader in this segment, with a market share in excess of 50 percent.
The M&M brand symbolizes ruggedness, durability, reliability, easy maintenance and
operational economy. The customer profile here includes individuals, traders, entrepreneurs,
contractors, tour operator’s taxi owners, car hire companies, government departments and
institutions, and the Indian army.
Performance Review:-
Automotive Sector:-
The Automotive Sector of company continues to be a dominant player in the Multi Utility
Vehicles (MUV) segment. The company also significantly improved its position in the large
three-wheelers category. During the year under review, company produced 1,24,795 vehicles
(i.e.MUV and LCV) and22,230 there wheelers as compared to 99,874 vehicles and 17,796 three
wheelers in the previous year. Company entered various new export markets including South
Africa, Uruguay, UAE and Malaysia. With a view to enter into the passenger car segment, a
growing segment of the Indian Automotive Sector, company has entered into a joint venture with
Renault, one of the world’s largest automobile manufactures, to introduce their new sedan,
“Logan”, in India. Company will benefit significantly from this joint venture in which it will hold
a majority stake.
Segments Results:
As required by the new Standards, the results of the group have also been reported on a
segment basis. The results achieved by major business segments of the group are given below.
CORE VALUES:-
Our Core values are influenced by our past tempered by our present and are designed to
shape our future. They are an amalgam of what we have been, what we are and what we want to
be.
These values are the compass that will guide our actions, both personal and corporate.
They are:
Good Corporate citizenship: As in the past, we will continue to seek long-term success that is
in alignment with our country’s needs. We will do this without compromising on ethical business
standards.
Professionalism: We have always sought the best people and given them the freedom and the
opportunity to grow. We will continue to do so. We will support innovation and well-reasoned
risk-taking, but will demand performance.
Customer First: We exist and prosper only because of our customers. We will respond to their
changing needs and expectations speedily, courteously and effectively.
Quality Focus: Quality is the key to delivering value for money to our customers. We will make
quality a driving value in our work, in our products and in our interactions with others. We will
do it “first time right”.
Dignity of the individual: We value individual dignity, uphold the right to express disagreement
and respect the time and efforts of others. Through our actions, we nurture fairness, trust and
transparency.
CORE PURPOSE:
Indians are second to none in the world. The founders of our nation and of our company
passionately believed this. We will prove them right by believing in ourselves and by making
ourselves and by making Mahindra & Mahindra Ltd.known world wide for the quality, durability
and reliability of its products and services.
Chapter 3
MANPOWER CALCULATION
Manpower Calculation
P&IR HRD
= 450
4.5
= 100 Manpower.
Chapter 4
HUMAN RESOURCES ACTIVITIES
HR activities at glance:-
• Recruitment and Selection
• Training & Development
• Performance Appraisal
• Reward & Recognition
• Motivation
Business Plan
Manpower Planning
Unique Position
Identification
Recruitment Media
A)Campus
B)Employee Referral
C) Lateral administrative
Commutants
Scrutinize / Screening
HOD’s
Call for Interview
1) Preliminary
2) Final
Offer
Accept
Induction / Orientation
(From 3 Days to 1 month)
MOP / Targets
Resignation
Exit Interview
Chapter 5
ORGANISATION STRUCTURE
O R G A N IZA T
T r a c t o r T r a n s m i s s i o nE n g in e H yd
PGL PGL PGL PG
MAHINDRA DEPARTMENT:
M a c h in in g M a c h in in g M
The major Mahindra Industries Nagpur has the following major departments, which are
working effectively since establishment.
Human Resource development and General Services
Accounts, Finance, IT & Exercise
Engine
Transmission
Tractor
Hydraulic
Quality & Systems
ER&D
Excise
MFG & SM
MPS
Quality & Systems
SCPC
FUNCTIONS OF VARIOUS P.G.:
The Hydraulics PG is responsible for machining and assembly of VTU, also its quality and
maintenance. Similarly the Transmission PG is responsible for machining, assembly, quality
testing and maintenance of transmission units whereas the Engine PG carries out the same
function in manufacturing of different engines for various models of tractors. The Tractor PG
carry out the role of assembly of various units to complete a tractor model, as well as it is
responsible for quality testing and maintenance of tractor units.
Quality PG is responsible for ensuring internal and external customer satisfaction for suppliers
parts and tractors, to translate company policy and strategy into plan for supplier quality
assurance, to facilitate production of new quality tools and techniques ,implementing at in house
and supplier end.
Engineering services are responsible for providing efficient support of engineering services to
Tractor PG, Hydraulics PG, Engine PG, and other PG, monitoring & co-coordinating planning of
maintenance services for plant ensuring compliance of all activities and ensuring compliance to
all engineering specifications directed by R&D Kandivali plant.
Sourcing PG is responsible for driving material cost initiative, identifying and developing
responsive supplier base having adequate capability to meet cost quality and delivery
requirements of current as well as new products, achieving supplier rationalization in accordance
with future vision and to provide the supplier support to plan for compliance with Deaming
requirement.
Account PG is responsible for finance analysis and management control for more efficient
working capital turn around, ensuring no statutory defaults and improve process and system for
current assets of revenue expenses etc.
ER&D PG is responsible for adopting practical, transparent and faithful measures for department
functioning which shall enable us to eradiate Industrial Relations problems and to motivate
employees to accept challenges and stretch target and to provide excellent working environment
as well as protect the plant.
Chapter 6
H. R. POLICIES
H.R. Policies:-
HUMAN RESOURSE VISION:- “We would Like to be Partner in the business, and we
will achieve this by:
• creating a performance oriented, team based culture through HR strategies, systems,
policies, tools that are aligned to business needs and help employees grow professionally
and personally
• ensuring fairness across divisions
• with speed and simplicity”
Nagpur PU is the Single source for supplying Hydraulics Assembly to Kandivili & Satellite
Plants.
Nagpur PU Details:-
• Land available around 1,80,000sq.mtr.
• Constructed Area around 33,000 sq.mtr.
• Total Manpower
Offices are around 140.
Workmen are around 700.
• Gross Fixed assed is around Rs. 80 crores.
• Turnover- Budgeted for F-03 around Rs. 600 crores
• Budgeted Production for F-03 –24300 Tractors
1) To study the overall process carried by the HR department of officers and the employees.
2) To study the effectiveness of the WST scheme carried in M&M.
3) The process followed to recruit and select these diploma trainees
4) The salary which is set to be given.
5) The process to be followed to pass these people from apprentice to technician trainee
through the criteria called as performance appraisal in other terms.
6) The effectiveness of this scheme is assessed by HR department and also the satisfaction
questionnaire carried on over 187 WST’s or employees.
7) To suggest remedial measures.
SCOPE:-
This is an interesting and at the same time challenging to study a current and most
productive area of Mahindra & Mahindra. As the Scheme started in 1997 and up till today there
is no such report that has been made to take a creative action to develop these WST’S trainees.
The scope to study this project in future provides the company an overall growth from these
potential people and takes the corrective actions to develop these trainees. Thus there will be a
proper win-win situation and satisfaction to both.
Chapter 9
EFFECTIVENESS OF THE SCHEME
To Company:-
1) As the scheme started with just 29 employees and now this graph is increased to about
401 employees.
2) In the 1st year which is in Apprentice to the industry the government here gives the
company a sum amount to the company per employee as a fund for giving employment to
the people.
3) If temporary workers are employed for more than 6 months then they have to be
confirmed which becomes the liability for the company. Like the company have to give
the allowances and the problems of the union is avoided by this scheme.
4) The basic benefit is that the production is increased in the proportion that
1 WST = 4 Workers
5) A bond is signed in the beginning when they are hired. Then every year seeing the
performance of the employee, he is sent to the second year as a technician trainee.
6) As every year there is new and fresh blood coming with fresh and new loaded ideas which
prove to be the hidden source for improvement?
To Employees:-
1) This is the platform where these people will get a place to work under the multinational
company like Mahindra & Mahindra..
2) This is a great platform for fresher to start and experience and relate their theoretical
knowledge with practical knowledge.
3) Their training is altogether given a basic salary.
4) This scheme is altogether a win-win situation for both sides.
5) As now to make the effectiveness of this scheme, different allowances have been added in
the 2nd and 3rd year to motivate and increase the production.
6) By this their market value is increased, which altogether opens their chances to be
absorbed by the different companies.
7) At last if the vacancy arises for the officer or supervisor post then these diploma holders
according to their overall performance they have a benefit over others to get a chance to be
absorbed.
Chapter 10
ENTRY AND EXIT OF WST’S
The HR people are responsible for recruiting the officers and the Diploma Trainees .The
process followed for the Diploma trainees are:
As this is a 3 year scheme every year due to the completion of their tenure, or may be in
between their some leave due to their better opportunity as here they know that they have to
leave the company after completing their 3 year so the people in their 3 year starts looking for
some better opportunity. Due to this the persons in the 3rd year is diverted and starts remaining
absent. But the company has given 15 to 25 Buffer times for absenteeism. But if the Rate
increases more that this except leaving the sick leave etc the company then points these persons
for poor performance and eventually the HR Officers starts searching for this gap and the
Recruitment process is then started.
Recruitment:
Recruitment is the process of searching for prospective employees and stimulating them
to apply for the Job in the Organization.
Sources of Recruitment:
1. Educational Institutions: The primary source of recruiting these Diploma Trainees is
through Campus Recruitment. It is the best source to get the qualified Manpower. In order
to provide these people a source of money before completing their third year. So here the
give and take relation ship with a potential manpower is the best source.
2. Recommendation of New Employee: Here as per the requirement to fill the gap the
present employee’s recommendation is helpful for new recruits. This method makes the
process easier as the present employee knows both the company rules and acquaintances
and presumably would attempt to please both.
The company has the scheme known as Buddy gets Buddy. So after every successful Recruit the
employee gets some money. But the general and the effective process is through the Campus
selection. My area of work is to recruit the Working Supervisor Trainees (WST’s) at M&M who
are basically fresher.
The Criteria to be kept before appearing for the further process is:
• The WST’s must be a Diploma Engineers
• WST’s must be an Electrical and Mechanical diploma holders
• Candidates must be a fresher
• He should pass with 60% and above marks in 1st, 2nd and 3rd yr of their diploma course
• Candidates must be Male
The Process can be mapped as below:
Need of the organization
Shortlists Campuses
Test
HR Screening interview
Technical Interview
Offer Letter
Medical Test
Contract form
Giving Department
Appointment Letter
Training in the Respective Department
1) Need of the organization:
A need for a new employee can be felt by the organization. This is three years program so that
organizations require are no. of candidates every year.
There are seven departments namely
o Tractor Assembly
o Transmission Assembly
o Engine Assembly
o Transmission machining
o Engine Machining
o Hydraulic Assembly
o Hydraulic machining
So, need arises from each department every year. The department who are in the need for the
new employee has to fill the manpower requisition form. Manpower requisition form contains all
the information about the number of vacancies has to be filled.
2) Shortlist Campuses:-
M&M search at engineering colleges for their requirements of Diploma holders. It scan the
SSC,HSSC and three years marks of diploma course.
4. Test:-
After the presentation there is a test round. The test is about the knowledge of the subject.
The criteria:
The candidates must acquire minimum 40 marks out of 100. As per the criteria the candidates
gets short-listed.
5. Interview:-
The short listed candidates must have to face the interview.
There are two rounds
• HR screening
• Technical round
1. HRScreening round:-
In this round the HR personnel can take the interview of the candidates. In these HR
screening round if the candidate is short-listed for the technical round of interview.
2. Technical round:-
The technical person must take the interview. In these step the short listed candidates has
to face technical interview; where the interviewer check the technical knowledge of the
candidate. Technical round is the final round of selection of the candidates.
6. Offer letter:
The offer letter comprises of the date on which the selected candidate has to visit at M&M and
the details of the stipend that has been offered to the candidate. It also has the details of the
documents the joiner will have to carry.
7. Medical Test:-
The selected candidates must call for the medical test at M&MJ Ltd. Nagpur.The
company has the tie up with Dr. Vaidya & Rainbow pathology lab. Ramdaspeth Nagpur.
As per the suitability of candidate the proper department is given to the candidates.
11. Training:
This is the last and important step of the recruitment process. The candidate is Fresher so he
has to undergo training sessions to understand the job and perform well.
The person has to under go the training under the PU’s with the different pattern
according to their head supervisors.
The HR makes the Training session on the off days may be when the production is off or
may be some of the Holidays. In this training they are basically trained in the Behavioral
pattern or some of the soft skills. But this does not happen frequently.
PERFORMANCE APPRAISAL:
As these are 3 years contract persons they also have to be upraised and motivated. o these are
gone under for the “STAR OF THE MONTH”. his is given to those who perform his work
without or minimum wrongs.The person’s attitude is seen with their supervisors and
colleagues.
He has not or minimally been absent during these 3 months.
Pie chart showing the rejection percentage of candidates ateach level:
10% Candidates
Rejected in
Screening
20% Round
Candidates
rejected in
1% Technical
69% Round
Candidate
rejected in
Medical
Test
Candidate
Selected
Sr no. Particulars Respondents Percentage
Candidates rejected at HR 8 10%
screening Round.
Total 80 100%
Chapter 11
INDUSTRIAL RELATIONS (IR)
The basic purpose of this Act is to regulate the Terms and Conditions and rights of the
Apprentice.
For this Purpose the State and Central Govt appoint an Apprentice advisor.
No state or Industry is exempted if except then it is the decision of the Apprentice advisor.
Provisions Are:
1. The employer is not aloud to give it to any person under the age of 14 years and the
prescribed Qualification not fulfilled
If not Done then
6months Imprisonment
Rs. 500 fine or
Both
2. Time of working should be from 10 a.m. to 6 p.m.
Leave and compensation is governed by the Factory’s Act.
3. If not performed well or up to the mark then the training is extended by the supervisor.
4. Training / Classroom /the Rupees is spent by the employer in the course of the Apprentice
ship Training.
5. Accident compensation when the accident happens in the organization comes under the
workmen compensation Act.
Chapter 12
STUDY AND RESULTS
SA A U D SD
Strongly Agree Agree Uncertain Disagree StronglyDisagree
TRANSMISSION ASSEMBLY
9% 15%
51%
2% 5%
Strongly Agree
Agree
Uncertain
16% Disagree
7%
15%
33% Strongly Agree
Agree
4%
Uncertain
Disagree
Strongly Disagree
41%
6%
15%
17%
Strongly Agree
Agree
Uncertain
Disagree
21% Strongly Disagree
41%
Strongly Agree
Agree
49%
Uncertain
Disagree
37% Strongly Disagree
5% 2%
18%
11%
Strongly Agree
Agree
Uncertain
Disagree
Strongly Disagree
64%
4% 14%
8%
Strongly Agree
20% Agree
Uncertain
Disagree
Strongly Disagree
54%
9% Strongly Agree
Agree
Uncertain
Disagree
Strongly Disagree
54%
8%
21%
13%
Strongly Agree
Agree
8% Uncertain
Disagree
Strongly Disagree
50%
TRAINSMISSION MACHINING
1) I am satisfied with Mahindra & Mahindra as a place to work.
0%
Strongly Agree
40%
Agree
Uncertain
60% Disagree
Strongly Disagree
2) I get proper training for performing my job.
0%
Strongly Agree
40%
Agree
Uncertain
60% Disagree
Strongly Disagree
0%
20%
Strongly Agree
Agree
Uncertain
Disagree
Strongly Disagree
80%
0%
Strongly Agree
40%
Agree
Uncertain
60% Disagree
Strongly Disagree
Strongly Agree
Agree
Uncertain
Disagree
Strongly Disagree
100%
0%
S trongly Agree
40%
A gree
Uncertain
60% Disagree
S trongly Disagree
0%
Strongly Agree
Agree
Uncertain
Disagree
Strongly Disagree
100%
8. My suggestions are welcome/entertained and due consideration is given to them.
0%
0%
20%
Strongly Agree
40%
Agree
Uncertain
Disagree
Strongly Disagree
40%
0%
Strongly Agree
40%
Agree
Uncertain
60% Disagree
Strongly Disagree
0%
Strongly Agree
40%
Agree
Uncertain
60% Disagree
Strongly Disagree
TRAINSMISSION MAINTAINCE
1) I am satisfied with Mahindra & Mahindra as a place to work..
Strongly Agree
0%
Agree
33%
Uncertain
67% Disagree
Strongly
Disagree
Strongly Agree
0% 17%
Agree
Uncertain
Disagree
83%
Strongly
Disagree
17% 0%
Agree
33%
Uncertain
Disagree
50%
Strongly
Disagree
0%
Agree
Uncertain
Disagree
100%
Strongly
Disagree
Uncertain
Disagree
83%
Strongly
Disagree
Uncertain
50% 50%
Disagree
Strongly
Disagree
67% Disagree
Strongly
Disagree
67% Disagree
Strongly
Disagree
Uncertain
50% 50%
Disagree
Strongly
Disagree
Uncertain
Disagree
83%
Strongly
Disagree
ENGINE MAINTAINCE
1) I am satisfied with Mahindra & Mahindra as a place to work..
0%
Strongly Agree
Agree
Uncertain
Disagree
Strongly Disagree
100%
0%
0%
0%
0%
Strongly Agree
Agree
Uncertain
Disagree
Strongly Disagree
100%
6) I feel responsible for the quality of product manufactured.
0%
Strongly Agree
Agree
Uncertain
Disagree
Strongly Disagree
100%
0%
Strongly Agree
Agree
Uncertain
Disagree
Strongly Disagree
100%
0%
0%
0%
Strongly Agree
Agree
Uncertain
Disagree
Strongly Disagree
100%
ENGINE MACHINING
1) I am satisfied with Mahindra & Mahindra as a place to work.
0%
Strongly Agree
Agree
Uncertain
Disagree
Strongly Disagree
100%
2) I get proper training for performing my job.
4%
11% 18%
Strongly Agree
Agree
21% Uncertain
Disagree
Strongly Disagree
46%
0%
18% 21%
Strongly Agree
7% Agree
Uncertain
Disagree
Strongly Disagree
54%
4%
21%
Strongly Agree
36% Agree
Uncertain
Disagree
Strongly Disagree
35%
4%
43%
4%0%4%
36%
Strongly Agree
Agree
Uncertain
Disagree
Strongly Disagree
56%
11% 15%
48%
8) My suggestions are welcome/entertained and due consideration is given to them.
7% 11%
14%
Strongly Agree
Agree
Uncertain
14% Disagree
Strongly Disagree
54%
7% 0%
4% 21%
Strongly Agree
Agree
Uncertain
Disagree
Strongly Disagree
68%
7% 0%
7%
28%
Strongly Agree
Agree
Uncertain
Disagree
Strongly Disagree
58%
ENGINE ASSEMBLY
1) I am satisfied with Mahindra & Mahindra as a place to work.
4%
8%
3%
Strongly Agree
Agree
52% Uncertain
Disagree
33% Strongly Disagree
13% 18%
Strongly Agree
Agree
21%
Uncertain
Disagree
Strongly Disagree
10% 38%
6% 13%
15%
Strongly Agree
Agree
Uncertain
Disagree
23% Strongly Disagree
43%
4) My supervisor provides me proper guidance for my work.
6%
8%
17% Agree
Uncertain
Disagree
Strongly Disagree
32%
4%
10% 17%
Strongly Agree
Agree
17%
Uncertain
Disagree
Strongly Disagree
52%
6%
8%
6% Strongly Agree
39%
Agree
Uncertain
Disagree
Strongly Disagree
41%
7) I am informed about the progress of my department on monthly basis.
6% 13%
10%
Strongly Agree
Agree
Uncertain
Disagree
30%
41% Strongly Disagree
4% 10%
11%
Strongly Agree
Agree
20% Uncertain
Disagree
Strongly Disagree
55%
10% 1%
7%
34% Strongly Agree
Agree
Uncertain
Disagree
Strongly Disagree
48%
10) I feel motivated to do my job.
3%
14%
25%
Strongly Agree
Agree
17% Uncertain
Disagree
Strongly Disagree
41%
Chapter 13
CONCLUSIONS AND RECOMMENDATIONS:-
CONCLUSIONS: -
1. HR Department plays a very crucial role to recruit these highly technical and potential
people who proves to be a real cost effective and productive for the company.
2. The satisfaction in terms of the company is that these people produce more quality
product and as compared to 4 workers only 1 person of WST is needed.Thus being a true
cost effective affair.
3. The satisfaction survey concludes the result that these people need a little more attention
from the part of HR depart in having proper timely Training.
4. Along with the technical training these people need the Documentation training.
SUGGESSIONS:-
If gone through the survey report there are many of the points to state.