“HUMAN RESOURCE PLANNING’’ TATA

SUMMER TRAINNING PROJECT REPORT ON

“HUMAN RESOURCE PLANNING’’

MOTORS &GENERALS SALES PVT.LTD

SUBMITTED TO

SUBMITTED IN PARTIAL FULFILMENT FOR THE REQUIREMENT OF THE AWARD FOR THE DEGREE OF MASTER IN BUSINESS ADMINISTRATION BATCH 2010-2012 BATCH 2010-2012

S. S. INSTITUTE OF MANAGEMENT

CORPORATE GUIDE MISS. POONAM YADAV

SUBMITTED BY SHALINI SHRIVASTAVA

HR HEAD

MBA III SEM

MGS AUTO FAB PVT.LTD

ROLL NO.1066270021

LUCKNOW

UNDER THE SUPERVISION OF MISS. SHWETA SAXSNA FACULTY OF SSIM, LUCKNOW

S .S. INSTITUTE OF MANAGE MENT

MGS GROUP OF TATA MOTORS HUMAN RESOURCE PLANNING

It‟s not a single man effort, which is sufficient for the accomplishment of a research. Various

factors, situations and persons integrated to provide me the background for the accomplishment of this task. I express a deep debt of gratitude to SHWETA SAXENA (my research supervisor), in S.S INSITIUTE OF MANAGEMENT Lucknow, who was there to guide me throughout my research. I am equally beholden to my parents for their co-operation and support. Last but not least, I would like to thank my friends for their extremely useful suggestions and valuable guidance in making this projects a success. Regards, SHALINI SHRIVASTAVA MBA III SEM





 



 HUMAN RESOURCE PLANNING-:

1. MANPOWER PLANNING 2. RECURITMENT 3. SELECTION 4.TRAINING&DEVELOPMENT 5.PERFORMANCE MANAGEMENT AND APPRAISAL



 PRACTICAL ASPECT OF HUMAN

RESOURCE MANAGEMENT-: 1.POLICIES & SYSTEM 2.STRATEGY COMPALIANCE & LEGAL WORK 3.EMPLOYEE RECORD

 RESEARCH OBJECTIVE

1.RESEARCH METHODOLOGY 2.RESEARCH DESIGN 3.RESARCH TOOL -: QUESTIONNAAIRE

 DATA INTERPRETATION  FINDINGS  CONCLUSION  SUMMARY  BIBLIOGRAPHY



INTRODUCTION OF MGS GROUP TATA MOTORS





INTRODUCTION

India's largest company in the automobile and commercial vehicle sector with upwards of 70% cumulative Market share in the Domestic Commercial vehicle segment, and a midsized player on the world market with 0.81% market share in 2007 according to OICA data. The OICA ranked it as the 19th largest automaker ] based on figures for 2007. and the second largest manufacturer of commercial vehicles in the world. The company is the world‟s fourth largest truck manufacturer, and the world‟s second largest bus manufacturer.

In India, Tata ranks as the leader in every commercial vehicle segment, and is in the top 3 makers of passenger cars. Tata Motors is also the designer and manufacturer of the iconic Tata Nano, which at INR 100,000 or approximately USD 2300, is the cheapest car in the world. Established in 1945, when the company began manufacturing locomotives, the company manufactured its first commercial vehicle in 1954 in a collaboration with Daimler-BenzAG, which ended in 1969. Tata Motors is a dual-listed company traded on both the Bombay Stock Exchange, as well as on the New York Stock Exchange. Tata Motors in 2005, was ranked among the top 10 corporations in India with an annual revenue exceeding INR 320 billion. In 2004, Tata Motors bought Daewoo's truck manufacturing unit, now known as Tata Daewoo Commercial Vehicle, in South Korea. It also acquired Hispano CarroceraSA, now a



fully-owned subsidiary. In March 2008, it acquired the Jaguar Land Rover (JLR) business from the Ford Motor Company, Company , which also includes the Daimler and Lanchester brand and the purchase was completed on 2 June 2008. Tata Motors has auto manufacturing and assembly plants in Jamshedpur Jamshedpur,, Pantnagar Pantnagar,, Lucknow,, Ahmedabad and Pune in India, as well as in Argentina, South Africa and Lucknow Thailand.

combined development-related expenditure of the trusts and the companies amounts to around 4 per cent of the net profits of all the Tata companies taken together. Going forward, Tata is focusing on new technologies and innovation to drive its business in India and internationally. The Nano car is one example, as is the Eka supercomputer (developed by another Tata company), which in 2008 was ranked

the world’s fourth fast est. Anchored in India and wedded to traditional values and strong ethics, Tata companies are building multinational multinational businesses that will achieve growth through excellence and innovation, while balancing the interests of shareholders, employees and civil society s ociety



HISTORY

Tata Motors is a part of the Tata Group manages its share-holding through Tata Sons. The company was established in 1935 as a locomotive manufacturing unit and later expanded its operations to commercial vehicle sector in 1954 after forming a joint venture with Daimler-Benz AG of Germany. Despite the success of its commercial vehicles, Tata realized his company had to diversify and he began to look at other products. Based on consumer demand, he decided that building a small car would be the most practical new venture. So in 1998 it launched Tata Indicia, India's first fully indigenous passenger car. Designed to be inexpensive and simple to build and maintain, the Indicia became a hit in the Indian market. It was also exported to Europe, especially the UK and Italy. In 2004 it acquired Tata Daewoo Commercial Vehicle, and in late 2005 it acquired 21% of AragoniteHispano Caracara giving it controlling rights of the company. It has formed a Joint Venture with Marco polo of Brazil, and introduced low-floor buses in the Indian Market. Recently, it has acquired British Jaguar Land Rover (JLR), which includes the Daimler and Lanchester brand names.





ORGSANIZATION PROFILE -:

Tata Motors - Commercial Vehicles

More than half a century of impressive presence and Tata Motors continues to provide India with top of the line commercial vehicles. Tata Motors is India's largest and among the world's top five medium and heavy commercial manufacturers. We have over 130 models providing a wide variety of commercial transport solutions. A vehicle for every application - you name it we have it! From 2 ton LCVs to 40 ton tractor trailers and buses that can seat 16 people to as many as 67. From Tippers to Special Purpose Vehicles, to 6x4 and 4x4 off road vehicles and Defense vehicles - we cover the entire gamut!

Tata Motors Limited is India’s largest automobile company, with revenues of Rs. 35651.48 corers (USD 8.8 billion) in 2010-11. It is the leader in commercial vehicles in each segment, and among the top three in passenger vehicles with winning products in the compact, midsize car

and utility vehicle segments. Tata Motors’ presence indeed cuts across the length and breadth of India. Over 4 million Tata vehicles ply on Indian roads, since the first rolled out in 1954.[26] The

company’s manufacturing base in India is spread across Jamshedpur (Jharkhand), Pun (Maharashtra), Luck now (Uttar Pradesh), Pant agar (Uttarakhand) and Dharma (Karnataka).



Following a strategic alliance with Fiat in 2005, it has set up an industrial joint venture with Fiat Group Automobiles at Ranjangaon (Maharashtra) to produce both Fiat and Tata cars and Fiat power trains. The company is establishing a new plant at Sanand (Gujarat). The

company’s dealership,

sales, services and spare parts network comprises over 3500 touch points; Tata Motors also

distributes and markets Fiat branded cars in India.



*HEIRARCHY OF MGS GROUP OF TATA MOTORS*

MOTORS & GENERAL SALES Ltd. (DIRECTOR Mr. RAHUL GUPTA)

MGS AUTO FAB Pvt.Ltd DIRECTOR

MOTOR FAB SALES Pvt. Ltd. DIRECTOR

MGS FABEQUIPMENT

Mr. DIVAS

Mr. RAGHAV

Mr. DIVAS

GUPTA

GUPTA

GUPTA

MGS AUTO FAB PVT.Ltd. DIRECTOR (RAHUL GUPTA) GENERAL MANAGER (SCV) MR. VIKRAMJEET SINGH

s CARGODIVISION

PASSENGER DIRECTOR

SAURABH

Mr. AMBER SAXENA

MATHUR (P.H)

(P.H.



DSM DSM

ACE MAGIG WINGER

PSM

RX

DSM

DSE

DSE

/VENTURE

DSE

RX. DSE

DSE

MANAGEMENT OF MGS TATA MOTORS AUTO FAB PVT. LTD.



AIM /MISSION/ VISION OF MGS GROUP OF TATA MOTORS-:

Aim: Customer oriented Quality Product. Our Mission -:To meet the world for the future growth, the group greatest assets is its total commitment to your satisfaction now and in the future.

Our Vision-:To diversify information various upcoming sectors we no to group up with the global liberalizations.

Our values -: - Delight customer.  Deliver on commitment.  Develop people.  Depend on each other.



To identify and describe the factors which are critical to the functioning of a particular job \ work so that a match can be established between the skills required to perform a jobtalentof,jobholder.. Thus, the main objectives of the research are: Defining the factors of success in works & work role within the organization.  Assessing the current performance and future development need of staff holding

jobs and roles.

 Assigning compensation grades and levels to particulars jobs and roles.  Selecting applicants for open positions using ability based on interviewing

technique.



THEORETICAL ASPECT OF HUMAN RESOURCE MANAGEMENT

*HUMAN RESOURCE MANAGEMENT(HRM)* Human resource/ personnel management may be defined as the art of procuring, developing, and maintaining competent workforce to achieve organizational goals efficiently.

MEANING & CONCEPT OF HRM According to FLIPO, “Human resource /personnel management is the planning, organizing ,directing and controlling of the procurement, development, compensation, integration, maintenance and separation of the human resources to the end that individual, organization and social objective are accomplished.’’

popular perception, invites your attention towards a realit y check. Talk to select HR executives and discover the truth. RESPONSIBILITY OF HRM

ADMINIS

OPERATI

TRAIVE

VE ROLE

STRAEGIC ROLE

ROLE



ADMINISTRATIVE ROLE-:

 POLICIY MAKER  ADMINISTRATIVE  ADVISOR  COUNSELOR  WELFARE OFFICER  LEGAL CONSULT

OPERATIVE FUNCTION  REUCRITER  TRAINER DEVALOPER MOTIVATOR  COORDINATOR  MEDIATOR

 EMPLOYEE CHAMPON  EVALUATING  MAINTINING RELATIONSHIP  MANAGING CHANGE  INTERIGATION

STRATEGIC RESPONSBILITY OF HRM  TECHNIQUE& METHOD  WORK PROCESS  EMPLOYEES



FIRM STRATEGIC

HR CAPITAL POOL(SKILL , ABILITIES)

INSTITIUTI ONAL/POLI CICIES FORCES

FIRM-LEVEL OUTCOMES( PERFORMANCE SATISFICATION, ABSENTEEISM,e tc.

HR BEHAVI OUR

By strategy we mean future -oriented plan for interacting with the competitive environment to achieve organizational goals. Strategy is a frame work for managerial decision. It effects a firm‟s awareness of how, when and whereat should complete and for what purpose it should compete .  FUNCTION OF HR MANAGER-:

HRM department can initiate the recruitment and selection process HRP is sub system in the total organizational planning. Organizational plans and determines the appropriate means for achieving those objectives.



MANAGERIAL FUNCTION STRATEGIC OF HRM-:

HRM FUNCTION

PLANNING

ORGANIZING 

DIRECTING

CONTROLING .



Operating Function of HRM

Organizational

HR

HR Planning

Development

Design

Job Design

Recruitment

Performance

Compensation

Human

Management

Relation

Job evaluation

Motivation

Appraisal Job Analysis Training

Selection

Wages and salary

Administration

Morale

Job Satisfaction

Induction Management

Fringes Benefit Placement Development

- Grievance & Disciplinary

Career Development

Procedure Communication Quality of life



*HUMAN RESOURCE PLANNING Human resource planning is a system of matching the supply of people opening the organization aspect over a given time frame or, we can say quantity /quality of the person is required for organization is HR PLANNING.

In simple words, HRP is understood as the process of forecasting an

organization’s future demand for and supply of, the right type of people in the right number .It is only after this that recruitment &selection process.

*MANPOWER

PLANNING

Quantity/ Quality of the person is required for organization is HRP.

“Estimation of HR & best utilization of human resources’’ “It’s called Manpower Planning’s”

Its first step of H R P and important role play organization.

*MANPOWER PLANNING PROCESS S .S. INSTITUTE OF MANAGE MENT


• HR NEED S

• SURPLUS RESTRICTED HOURS VRS,LAYOFF

HR PROGR AMMI NG CONTROL AND EVALUATI ON OF PROGRAM ING

• HR SUPPLY & FORCAS HR IMPLEM T ENTATI ON

ANALYSIS OF THE PROCESS • SHORTAGE RECRUIRTM ENT SELECTION,e tc.

*SECOND STEP OF HR PLANNING*

RECRUITMENT:-

Recruitment is a prospecting job where organization makes search for prospecting employees. Recruitment involves attracting and obtaining as much application as possible from eligible job-seekers. Recuritment

it is useful to note that hiring, contratry to popular perception, is an ongoing process and not confined to the formative stages of an organisation. Employees leaves the firm in search of greener pastures – some retire and some die in the saddle.More importantly, an enterprise growes, diversifies, takes over other units – all necessitating hiring of new men and women. Recuritment represents that contact that a company makes with potential employees,



HUMAN RESOURSC ES PLANNING

DETERMINE RECRITMENT &SELECTION NEEDS

JOB ANALYSIS

RECRUITMENT &SELECTION NEEDS Recruitment life cycle-: 1.

Levels of companies.

2. 3. 4. 5. 6. 7.

Technologies in techniques.

8.

Maintenance of data base.

Explanation of job description & analyzing of requirement. Sourcing of profiles from portals. Screening of profiles as per the requirement. Calling the candidate. Formatting of profiles.

 ONLINE RECRUITMENT WEBSITES

Such sites have two main features, job boards and a resume/ Curriculum Vitae (CV) database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a resume to be included in searches by members companies. Fees are charged for job postings and access to search resume.  HEADHUNTERS

Headhunters are third party recruiters often retained whennormal recruitment efforts have failed.



Headhunters are generally more aggressive than in-house recruiters. They may use advanced sales techniques, such as initially posing as clients to gather employee contact, as well as visiting candidate offices. They may also purchase also expensive list of name and job title, but more often generate their own lists.

*SELECTION* SELECTION & INTERVIEW:-According to SCOTT, “An interview a purposeful exchange of ideas, the answering of question and communication b/w two or more person.’’ “The interview is a selection technique which enables the employer to view the total individual and directly appraise him and his behavior.”

COMMON PITFALLS IN SELECTION INTERVIEW-: 1-) Too much talking and too little listening, resulting in sketchy information

PERCEPTION:- Our inability to understand others accurately is probably the most fundamental common pit full to selection the right candidate.

FAIRNESS:- Fairness in selection require that no individual should bediscriniorated against on the basis of religion region, race or gender.

RELIABILITY:-A reliable method is one which produce consist result when repeated in similar situation. Like a validated test, a reliable list may fail to predict job performance with precision. PRELIMINARY INTERVIEW:-

*SELECTION TEST:-

EMPLOYMENT INTERVIEW:REFERENCE & BACK GROUND ANALYSIS:-



SELECTION DECISION:PHYSICAL EXAMINATION:JOB OFFER:EMPLOYMENT CONTRACT:EVALUATION:-STEPS INVOLVED IN THE SELECTION PROCESS -: 1.BLANK APPLICATION FORM -: Blank application forms are the printed forms of the organization. It includes  Qualification  Personal information  Work experience  Minimum acceptable  Reference

2. TESTS -: These tests are divided into the following three categories.  Achievement test.  Aptitude test.  Personality.

3. INTERVIEW-: Interview is the most critical stage it ensures that the right candidate is selected for the job interview planning is must. 4. MEDICAL EXAMINATION -: It includes 

It physical fitness for the job concerned.



To protect the organization from infection disease.



 To check excessive expenditure on the treatment of the employees.

REFERENCES CHECKING-: The main aim of reference checking is to gather information about the candidate final selection now the candidate final selection



 TRAINING & DEVELOPMENT

No industrial organization can long ignore the training and development needs of its employees without seriously inhabiting its performance. The development of high potential workers with the support of continuous training and retraining is now – a-day seen as a core element in the development of competitive advantage of the organization.

According to Edwin B. Flipoo, “It is a organized procedure by which learn knowledge and skill of an employee for doing a particular job” It refers to instruction in technical and mechanical operations it is designed primarily for non manger.

Training and development offer competitive advantage to a firm by removing performance deficiencies; making employees stay long; minimizing accident, scrap and meeting future employee needs.



I. II. III. IV. V.

IMPORTANCE OF TRAINING :Reducing in cost of production. Maximum utilization of material &man. Minimum possibility of accident. Stability in organization. High moral. *METHODS OF JOB TRAINING*

*ON THE JOB TRAINING *

*OFF THE JOB TRAINIG*



PERFORMANCE APPRAISAL:An organization’s goals can be achieved only when people put in their best efforts. How to ascertain whether an employee has shown his or her best performance on a given job? Of HRM

“PERFORMANCE APPRAISAL IS AN OBJECTIVE ASSESSMENT OF AN AGAINST WELL DEFINED INDIVIDUAL’S PERFORMNCE BENCHMARKS.” Performance mgt refers to the entire process of appraising performance giving feedback to the employees and offering rewards or the employees and offering rewards or punishment to them.

HOW PERFORMANCE APPRAISAL COMPETITIVE ADVANTAGE

CAN

CONTRIBUTE

FIRM ’S

Strategy & Behaviour

Values Behaviour

Improving performance

Competitive Advantage Minimizn g dissatifica tion

Maling correct Decision

Ensuring legal Compilance

A Basic principal is that the performance of an individual depends or her ability backed by motivation.



Stated algebraically the principal is. PERFORMANCE = F (ABILITY + MOTIVATION ) To be motivated means to be engaged in a goal-directed behavior. A goal directed behavior always begins with individual feeling certain needs. What should a manager do to improve employee performance? Every job is made up of three Components: Planning, doing, controlling. Job enrichment increases the proportion and planning and controlling component and reduces. The proportion of the doing components. This can be accomplishment in several ways such as by: (A).Eliminating a layer of supervision.

(B).Increasing worker’s autonomy and authority. e.g.-When to start and stop work, when to have a break, to plan work. (C). Giving worker a complete natural unit of work. (D). Giving direct feedback to the worker without the supervisor coming in b/w worker Feel happier when they receive comments from client directly. (E).Introducing new and more difficult tasks not previously handled.



PRACTICAL ASPECT OF HRM IN MGS GROUPOFTATA MOTORS POLICIES & SYSTEM -: Our focus on employees and organization effectiveness is differential by our commitment to go beyond practically implementable “best practice’’ to focus on Customized solution and our execution that creates impact we design and implement HR policies based upon researched and implement. HR team is constantly interacting with HR professional’s ideas; learn about the latest trends, useful HR practices and the practical implement of the policies.

LIST OF POLICIES OFFERED IN THE POLICY PACKAGE:POLICY PACKAGE -: Policies are listed by employer and sorted by “policy

type’’ for company convenience

ATTENDANCE. SEXUAL HARASHMENT. VACATION TIME. RECOGNITION.

• • • •

WORK PLACE. PERFORMANCE. CORRECTION. PERSONAL DAYS. DRUGS FREE WORK PLACE. CONFLICT OF INTEREST.

•

SUPLEMANTRY SALRY. CONFIDENTIAL HR INFORMATION. TRAINING &DEVELOPMENT. SERVICE AWARDS. CONTINUOUS SERVICE.

•

•

•

•

• •

• • •

•

WELFARE POLICY

ORGANIZATION WELFARE

EVALUTION TREND ANALYSIS OPINION

.



Quality Policy / Processes Quality Policy We envisage „TOTAL CUSTOMER SATISFACTION‟ by engraving following traits on our fabric.

High performance work system (HPWS) is also another method to explain the situation in motors& generals sales. Autonomous work teams, open systems and performance-based pay are known collectively as high-performance work systems(Rouse, 2000). HPWS have also “come to be known as high involvement work systems, flexible work systems and high commitment work systems” (Aghazadeh & Seeding, 2004) In other words, they are simply work practice that can be deliberately introduced in order to improved organizational performance The main focus of HPWS is organizing work so that the employees participate in decisions that affect the everyday operations of an organization. There are three potential factors that can affect high performance work system in General Motors; retrenchment of workers, technology used and layout design.

STRATEGY COMPALINCE & LEGAL WORK -: OUR STRATEGY-:

We will increase profitability through allocation of capital towards opportunities offering more consistent and higher returns. Leverage the MGS brand and our core competencies in automobile, education, healthcare, entertainment, export and to grow in selected categories and geographic Build partnership with key customers and splicer both in the business – to-business and business – to – customers areas strength our leadership competencies.



EMPLOYEE RECORD-:

RECURITMENT OF NEW EMPLOYEE RECORD

PERSONAL RECORD OF EMPLOYEE

STAFF DEVLOPING RECORD

SALARY OF EMPLOYEE RECORD

EMPLOYEES PERFORMANCE RECORD

Events Participation 50 Years Celebration Customer Meet 7 th August 2005 Luck now TATA Motors LTD Motorsfab sales(P) LTD Motors & general sales LTD



TYPES OF NON MONETARY REWARD-: TREATS .Free lunches. .Coffe breaks. .Birthday treats.

KINCK- KNACKS .DESK ACCESSORIES.. .DIARIES/ PLANNERS. .WALLETS. .T-SHIRTS.

AWARDS .TROPHIES. .PLAQUES. .CITATION. .SCROLLS.

OFFICIAL ENVIRONMENT

SOCIAL A CKNOWLEDGMENT

TOKENS

.REDECORATION.

.INFORMAL RECOGNITION.

.MOVIE TICKETS.

.OFFICE WITH A WINDOW.

.RECGNITION AT OFFICE GETTO- GETHER.

.VACTION TRIPS CON TRIP.

.USE OF COMPANY FACILITIES FOR PERSONAL PROJECT.

.EARLY TIME-OFFS.

.FLEXIBLE HOURS.

.COUPENS REDEEMABLE.

ON THE JOBS .MORRE RESPONSIBILITY. . JOB ROTAION.

TRAINING

OTHER COMPANY ACTIVITY

.SPECIAL ASSIGNMENT.S.



SCOPE OF SERVICES

SCOPE OF SERVICE

PAYROLL SERVICE

MIS LOP DETAILS

SALARY CALCULATION

ATTRATION DETAIL

PAY SLIP

NEW DETAILS

STATRAORY REPORT UNDER VARIOUS LAWS

OTHER REPORT AS PER PLAN.

YEAR END ACTIVITY

IT CALCULATION FORMS 16 (TDS CERTIFICALES) PF (YEARLYRETURN) ESI(HALF YEARLYRETURN) PT (YEARLY RETURN) QUATERLY IT RETURN (FORM 24)

GLOBAL IN MOTORS &GENERALS SALES PVT LTD. Motors & Generals sales Company (NYSE: GM, TSX: GMM.U), commonly known as Motors & General

or MG, formerly incorporated (until 2009) as Motors & General sales Corporation, is an American multinational automotive corporation headquartered in Detroit, Michigan and the world's second[3]

largest automaker.

MGS employs 209,000 people in every major region of the world and does business in some 157 countries. MGS On Star subsidiary provides vehicle safety, security and information services. On June 8, 2009, l Motor& Generals sales filed for reorganization under the provisions of Chapter 11, Title 11, United States Code. On July 10, 2009, with financing partially provided by the US Government,

MGS is headquartered at the Renaissance Center in Detroit. It employs approximately 209,000 people around the world. In 2009,



Top 3 Automakers Global, 2010 Group

Units

share

Toyota

8,557,351

11.0%

MGS

8,476,192

10.9%

Volkswagen

7,341,065

9.4%

Top 3 automakers 2010 by global volume, based on OICA data. Market share based on OICA 2010 global total of 77,743,862

MGS GROUP OFTATA Motors, a 100% subsidiary of the US$ 16 billion Forbes Global 2000 and Business Week Asia Top 10 technology-driven engineering and designing major, Tata Motors, offers comprehensive, end-to-end software solutions and services. Leveraging the heritage and domain expertise of the parent company, its services encompass a broad technology spectrum, catering to leading international companies across the globe. Tata Motors, a PCMM Level 5 company, has a successful HR system. Recruitment, training, job rotation, succession planning and promotions-all are defined by HR system Nearly all HR interventions are linked. All people who have gone through job rotation undergo a transformation and get a broader perspective of the company. For instance, a



person lacking in negotiation skills might be put in the sales or purchase department for a year to hone his skills in the area. When the company started competency mapping the whole process took eight months for six roles and two variations. Eventually, 16-18 profiles were worked out. Two appraisals are done subsequently… every project -end for skills, and annual for behavioral in system.There

was resistance from the line people, but when the numbers started flowing they sat up. Every quarter, an SBU-based skills portfolio is published. As far as training and development is concerned, instead of asking people to attend classes, they themselves get pulled to the classes. Introduction of MGS has also involved introducing skill appraisals in performance appraisals. This has also led to training people on how to assess subordinates.



RESEARCH METHODOLOGY

DEFINITION OF RESEARCH

According to, the Advanced Learner’s Dictionary of Current English “ A careful investigation or inquiry specially through search for new facts in any branch of knowledge.” 

To gain familiarity with a phenomenon or to achieve new insights into it.



To portray accuracy the characteristics of a particular individual, situation or a group.



To determine the frequency with which something occurs or with which it is

associated with something else. 

To test a hypothesis of a casual relationship between variables.



TYPE OF RESEARCH The research design for my research is descriptive in nature where the end objective is predetermined and the objective of my research is to find out the solution of predetermine problem. Descriptive research is that research which is concern with describing the characteristic of

a particular individual or of a group. In descriptive research must be able to define clearly what we want to measure and must find adequate method for measuring it along with a clear cut definition of which he want to study. It includes surveys and fact findings enquiries of different kinds.

TYPE OF UNIVERSE Finite universe is used for data collection because the no. of items is certain.

SAMPLING UNIT The sampling unit which is used for collecting data about HR Systems is the no. of employees working in the MGS GROUP OFTATA MOTORS (Lucknow).

SIZE OF SAMPLE 25 employees were considered for data collection. This includes lower level managers,

middle level managers, high level managers & non-managers, engineers, technicians and operators.



SAMPLING TECHNIQUE Deliberate sampling technique is used in the report. Deliberate sampling method involves

purposive or deliberate selection of particular units of the universe for constituting a sample which represents the universe.

Different Types Of Sample Design

There are different types of sample designs based on two factors, i.e., the representation basis and the element selection technique. On representation basis, the sample may be probability sampling or it may be non-probability sampling. On element selection basis, the sample may be either unrestricted selection technique or restricted selection technique. Thus, the sample designs are basically of two types, i.e., non-probability sampling and probability sampling.



Methods Of Sampling

Probability

Non-Probability

Sam lin

Sam lin

s

Random

Judgment

Stratified

Quota

Cluster

Panel

Systematic

Convenience

Multi-stage

Types of Data And Methods of Data Collection S .S. INSTITUTE OF MANAGE MENT


The collection of data required through:

* QUESTIONNAIRE * OBSERVATION

The most important part of any research is collection of data. The task of data collection begins after the research problem has been defined. While deciding about the method of data collection to be used for the study, the researcher should keep in mind that the data are of two types:

Primary Data: Primary may be described as those data that have been observed and recorded by the researchers for the first time to their knowledge, and thus happen to be original in character.

Secondary Data: Secondary data are statistics not gathered for the immediate study at hand but for some other purposes.

Research Design There are three types of research *Exploratory Research *Descriptive Research * Casual Research We have used

“Descriptive research design”

The basis of my research was primary data which I collected from 50 peoples i.e. sample size in the service centre through “Questionnaire”.

Main Aspects While Preparing Questionnaire S .S. INSTITUTE OF MANAGE MENT


Questionnaire is often considered as the heart of survey operation. It is the method of obtaining specific information about a defined problem so that the data, after analysis and interpretation, results in better appreciation of the problem. Hence great care has to be taken in constructing it. This requires studying main aspects of the questionnaire : 1. Form of the Questionnaire: Mainly the general form of the questionnaire is concerned it can be either structured or unstructured. The questionnaire preferred by me was structural in nature I preferred this format because all the questions were definite, concrete, and predetermined, comments in the respondents own words was held to be minimum. 2. Determine the Type of Question to use: Before working on the wording of each

question, they must decide on type of question to use. There are three main types of questions from least structured to most structured are: 

Open Questions



Multiple questions



Dichotomous.

3. Deciding on Wordings of Question: Wordings of each question Should be thoroughly examined. Following points should be kept in mind while preparing questionnaire: 

Define the issue



Should the question be subjective or objective



Positive or negative statement



Use simple words



Avoid ambiguous questions



Avoid leading questions.

4. Decide on Question Sequence: Once the wording has been determined. it is necessary



to set them up in some order. The sequence can influence the results obtained. A questionnaire has three major sections: 

Basic information



Classical information



Identification Information

I paid proper attention to the wordings of question as well as on t he sequence of the questions since reliable and meaningful returns depend on it, to the large extent. The important steps that I took in choosing the words are as follows: 

Simple words, which are familiar to all the respondents, were employed.



Words with ambiguous meanings were avoided.



Danger words catch words or words with emotional connotations were also avoided.



Caution was exercised in the use of phrases, which reflect upon the prestige of respondent.

MOTORS &GENERALS SALES PVT. LTD. PROJECT REPORT



TITLE HUMAN RESOURCE PLANNING QUESTIONNAIRE

Name

:

___________________________________

Occupation

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Contact No.

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Address

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Q 1: What do you think about your Company? ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… Q 2: What do you like most in this Company? ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ………………………………………………………………………………………………………

Q3: What is your preference in Life:-



(a) Money

(b) Career

(c) Both

Q 4: Did you get any Promotion in the Company?

(a) YES

(b) NO

Q 5: How would you rate your performance in the Company? (Tick √ only one)

a) Excellent

b) Good



c) Average

d) Poor

Q 6: Do you Participate in Decision Making in your area of Operation: - (Tick √ only one)

a) Always

b) Often

c) Never

Q 7: While working if you make any mistake, do you get: (Tick √ only one) a) Punishment

b) Chance to improve

c) Both

Q 8: Do you like the work which is assign to you? (Tick √ only one)



a) YES

b) NO Q 9: Do you get Regular and Proper support from your seniors?

a) YES

b) NO

Q 10: To whom would you consider your Role Model? ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ………………………………………………………………………………………………………

Q 11: If you have work pressure how do you manage it? (Tick √ only one) a) Easily b) Discussing with seniors

c) Escape

Q 12: During Extreme Pressure with whom you discuss First:



Seniors

Family Members

None

Q 13: How do you balance between Work and Personal Life? ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ………………………………………………………………………………………………………

Q 14: Apart from Wages, do you get any Target Incentives? ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ………………………………………………………………………………………………………

Q 15: If you are promoted, what will be your Responsibilities? ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ………………………………………………………………………………………………………

Q16: What changes you want in the Organization ………………………………………………………………………………………………………



……………………………………………………………………………………………………… ………………………………………………………………………………………………………

Q 17: Do you have any Future Plan 1. 2. 3.

Q 18: Are you satisfied to work with the Organization? (Tick √ only one)

a) YES

b) NO Q 1 9: Suggestion for further development

a) ………………………………….

b) …………………………………... C)…………………………………

DATA INTERPRETATION



80% 60% 40%

Respnse of employees perfomance

20% 0% RESPONDENT

NOT RESPONDENTT

INTERPRETATION: Respondent- 80%

Non respondent- 20%.



The top most level of the organization i.e. 45% managers find new opportunities to take MGS GROUP OF TATA MOTORS to a higher level. While 30% being optimistic, 10% creates & communicates vision & direction, and 15% inspires & motivates others with enlightened insights.



40% managers who are working in

MGS GROUPTATA MOTORS provides rewards,

feedback & recognition to the employees and other staff. While 10% only empowers & trains people. Remaining 15% & 35% will assembles and communicates strong teams.



.

The knowledge executive managers is much more satisfactory. At least 50% people who are working over here are know about organization



At the engineer‟s level, the level of information collection is about 70%, which is quiet good

from an organization point of view. 15% engineers have analytical competency, 10% are creative people and 5% engineers are technical expertise in their relevant f ields.



The interpersonal & leadership competencies of engineers in MGS GROUP OF TATA MOTORS is about 35% people are precise in communication, 15% people are motivating and 40% engineers are organizing.



At the technicians & operators level competencies, 65% people who are working have detailed knowledge of materials & tools, 15% have operational knowledge of machines & tools, !5% people have both product standard and testing knowledge.



FINDINGS 1. In my analysis the performance of MGS GROUP OFTATA-MOTORS is varying from area to be because of its advertising strategy and many other facilities are different.

2. In my analysis around more then 90% people says that MGS GROUP OF TATAMOTORS service is good and rest is people say no comment.

3. MGS GROUP OFTATA-MOTORS provided its service to its customer whenever they need and also where ever the need with the help of customer cares.

4. In case of telecommunication customer are very choosy and economical.

5. Sales staffs are very active in after sales serve.



CONCLUSION After analyzing various function of the organization the social, technical and education background of the employees, policies and strategies adopted by MGS GROUP OF TATA MOTORS, benefits and services provided by the company to its employee, I concluded thatMGS GROUP OFTATA MOTORS is presently laid to great extent for adopting superb recruitment process to that the selection of best employee is possible. It is successful in integrated utilization of human resources for achieving the organizational objective. It is clear from the perform of the since from its establishment it is consistently increasing its profit and growing rapidly. The main reason the performance of the company that since form its establishment it is consistently increasing its profit and growing rapidly.  Effective recruitment procedure.  Effective employee participation.  Effective communication.  Right for expression & encouragement.  Effective identification of training needs.  Effective performance appraisal system.

This study shows that expectable trust and long terms relationship in employees & employers.



MOTORS & GENERALS SALES OF TATA MOTORS

SUMMARY-:

In my project I have learnt a lot about the market need,

How a company’s works takes place, what are the requirement, working condition ion. In short my project is related to HR PLANNINGS, as we know HR is back bone of company. My report consist recruitment, selection, process, performance appraisal, compensation& benefits.



BIBLOGRAPHY-:

PRASAD, LM, PERSONAL MANAGEMENT, NEW DELHI, SULTAN CHAND &

SONS, 2002.

K, Aswathappa, HUMAN RESOURCE MANAGEMENT, NEW DELHI.

Kothari C.R, Research Methodology; New Age Publication, 2

nd

Edition New Delhi 2007.

www.google .com. www.motors&genralsales limited.com.

www.tatamotors.com www.livesearch.com. www.wikipedia.com.






“HUMAN RESOURCE PLANNING’’ TATA

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