SYNOPSIS HUMAN RESOURCE

MANAGEMENT

STUDY OF RECRUITMENT & SELECTION AND TRAINING &

DEVELOPMENT AT MARUTI SUZUKI

TITLE & STATEMENT OF PROBLEM

Study of Recruitment & Selection and Training & Development Mechanism at Maruti Suzuki.

INTRODUCTION
Maruti has been the market leader in the passenger car segment for the past several years and has
been reaping the benefits of being the single player in Indian Passenger Car Industry Maruti
Suzuki India Limited is a publicly listed automaker in India. It is a leading four-wheeler
automobile manufacturer in South Asia. Suzuki Motor Corporation of Japan holds a majority
stake in the company. It was the first company in India to mass-produce and sell more than a
million cars. It is largely credited for having brought in an automobile revolution to India. It is the
market leader in India and on 17 September 2007, Maruti Udyog was renamed Maruti Suzuki
India Limited. The company headquarter is in Gurgaon, Haryana (near Delhi). Maruti Suzuki
manufactures and sells popular cars such as the Ertiga, Alto, Swift, Zen, Celerio, Swift DZire,
SX4 and Omni.As of January 2016, it had a market share of 47% of the Indian passenger car
market, which entices the researcher to study its human resource management which has helped
Maruti in its rapid growth and expansion.

OBJECTIVES
The objectives of the present study is stated in brief below:

To narrate the profile of the company

Give an overview of Maruti Suzuki
Quick facts of MUL
Objectives and Importance Human Resource Management at Maruti Suzuki
HR Visions of the company
HR Initiatives carried out by HUL
Meaning of Recruitment and Recruitment process of Maruti Suzuki
Meaning of Selection
Steps in Selection Process of Maruti Suzuki
Importance of Training and Details of Training Department of Maruti Udyog
Training process for Sales Managers /General mangers/ Branch Heads
Training Process for Sales Executives
Performance Appraisal in MUL
Development and Updation of Training Modules at Mruti
Employee Welfare and Development Program

HYPOTHESIS
Recruitment & Selection and Training & Development has attributed to the growth of the
company making it market leader, it reaches out the benefits on larger company- wide scale.
Ever since its inception in the 1980s, the carmaker has been engaging its staff across various
levels and incorporating their suggestions which has helped the company to grow and prosper.

METHODOLOGY
Research design is descriptive as the information is collected through the method of surveys and
interview and the objective is to describe market characteristics and the characteristics are prior
formulation of hypothesis. It has planned structured design. The information collected about
Maruti Udyog limited is a combination of both primary and secondary data. The researcher has
collected the information by conducting the interview with the HR depatment, through a set of
question, and the information is also gathered from libraries books, newspaper rticles, and
internet.

REVIEW OF LITERATURE
The substantial findings by the researcher specific to the company and in general to the human
resource management policies which contributes to the research paper are as followed:
1. Maruti Suzuki's CSR initiatives

Published in the Economic Times, Jun 3, 2012, 01.04PM IST

As a part of its CSR initiatives, Maruti Suzuki has taken significant steps in the areas of road
safety, skill development, community development and employee engagement programs. True to
being a pioneer in the Indian automobile sector, Maruti Suzuki was the first company to promote
safe driving and training in the country. Maruti Suzuki's volunteer programme, called eParivartan, the 'e' standing for employee is a part of its larger corporate social responsibility
(CSR) efforts, was launched in the previous year to create a platform that would enable Maruti
employees to engage in social and community work. Two hundred employees have already
registered with the initiative. The e-Parivartan programme identified NGOs across the NCR
where Maruti Suzuki employees could go and volunteer on Sunday mornings. The programme
offers a bouquet of volunteering options - mentoring, teaching, community development, raising
environmental awareness and organising health camps. Since its launch in November last year,
the programme has enabled Maruti Suzuki employees to put in over 3,200 hours of active
volunteering. Hence, leading to an effective development.

2. Importance of training and development in an organization

The article was published in The Economic Times by Bhanu Chopra and it was stated that in an
ever changing and fast paced corporate world, training and development is an indispensable
function.
The reasons mentioned in the article that demonstrate the importance of training and development
were new hire orientation, tackle shortcomings and improvement in performance whereas it was
stated that training and development is one of the lowest things on the priority list of most
companies. When it's organized, it is often at the persistence of the human resources department.
There is, however, enormous value in organizing proper training and development sessions for
employees.

TENTATIVE CHAPTERISATION
The research paper shall begin with an introduction to the topic and the aspects of human
resource management. It will then go on to the Recruitment and Selection in Maruti-Suzuki as
well as Training & Development in Maruti Suzuki. The research paper will then review the
existing literature available at disposal of the researcher, and draw an overall analysis and

benchmarking to the best practices in the industry, and then the researcher will conclude, the
conclusion will include an in-depth critical analysis of the discussions in the research paper.

RESEARCH QUESTIONS
The proposed set of questions that the researcher seeks to ask from the HR manager at Maruti
Suzuki in order to conduct the present research are as followed:
1. What is the procedure for selection and recruitment of employees at Maruti Udyog?
2. Basic qualification required, along with any specific quality or trait by the employees at Maruti.
Does this give them an edge or preference is given to any past experiences?
3. For how long is the training carried out in the company? Is it one time or a continuous process?
4. What is Unique, specific or different about the company when it comes to the development of
employees?
5. How is the development examined, and is there any follow up mechanism to access learning
among employees?
6. Whether the training is carried out internally or is outsourced?
7. How do you ensure job security of your employees, since it is a major plus point at Maruti?
8. How do you keep an edge over your competitors when it comes offering employees suitable pay
scales?
9. Young people today do have high expectations, how do you address that? How do you do it in
Maruti?
10. Is the system helping you improve your retention level?
11. Has there ever been an issue with finding the right quality of people?
12. Can you describe any specific initiative that the company is taking this year with respect to the
employees?
13. Training process at Maruti is not restricted only to a particular dept. to which the employee
belongs but is also given at different departments,
14.
Has Suzuki picked up any HR initiative from Maruti? What is the attrition rate at Maruti
today?