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 SUBMITTED BY
MISS. POONAM YADAV 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
ACKNOWLEDGEMENT
Its 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

TABLE OF CONTENT
INTRODUCTION
1. ORGANIZATION PROFILE
2. BRIEF HISTORY
3. MISSION AND CORE BUSSINESS/ FUNCTION
4. BACKGROUND OF THE STUDY
OBJECTIVE OF THE STUDY
SCOPE OF THE STUDY
THEORETICAL ASPECT OF HUMAN RESOURCE
MANAGEMENT
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
worlds fourth largest truck manufacturer, and the worlds 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, 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, Pantnagar,
Lucknow, Ahmedabad and Pune in India, as well as in Argentina, South Africa and
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 worlds fourth fastest. Anchored in India and wedded to traditional values
and strong ethics, Tata companies are building multinational businesses that will
achieve growth through excellence and innovation, while balancing the interests
of shareholders, employees and civil society

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.

CERTIFICATE
OF
MOTORS &GENERALS SALES LIMTED
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 Indias 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
companys 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 companys 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 MOTOR FAB SALES Pvt. Ltd. MGS
DIRECTOR DIRECTOR FABEQUIPMENT
Mr. DIVAS Mr. RAGHAV GUPTA Mr. DIVAS GUPTA
GUPTA
MGS AUTO FAB PVT.Ltd.
DIRECTOR (RAHUL GUPTA)
GENERAL MANAGER (SCV)
MR. VIKRAMJEET SINGH
CARGODIVISIO
s
N PASSENGER
DIRECTOR Mr.
SAURABH AMBER SAXENA
MATHUR (P.H) (P.H.

DSM DSM
DSM ACE
MAGIG WINGER
RX PSM
DSE
DSE
/VENTURE
RX.
DSE 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.

OBJECTIVE OF THE STUDY
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 reality check. Talk to select HR executives and
discover the truth. RESPONSIBILITY OF HRM
HRM
ADMINIST OPERATIV STRAEGIC

RAIVE E ROLE 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

IRMSTAEGCF-LVOU(PN,Bet
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 firms 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-:
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Operating Function of HRM
Organizatio HR Compensati Human

HR
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Developm
Managemen
Design ent
Job Design Recruitment Performance Job

evaluation Motivation
Appraisal
Job Analysis Selection Wages and

salary
Training Administration Morale Job
Satisfaction
Induction
Management Fringes
Benefit
Placement Development
- Grievance &
Disciplinary
Career
Procedure
Development 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

organizations 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

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

*MANPOWER PLANNING PROCESS
*SECON
HRNEEDS
HRSUPPLY&FORCAST
SHORTAGERECRUIRTM
ENTSELECTION,etc.
HRNEEDS
SURPLUSRESTRICTEDHOURSVRS,LAYOFF
HRSUPPLY&FORCAST
SHORTAGERECRUIRTM
ENTSELECTION,etc.
SURPLUSRESTRICTEDHOURSVRS,LAYOFF
D 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,
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Recruitment life cycle-:
1. Levels of companies.
2. Technologies in techniques.
3. Explanation of job description & analyzing of
requirement.
4. Sourcing of profiles from portals.
5. Screening of profiles as per the requirement.
6. Calling the candidate.
7. Formatting of profiles.
8. Maintenance of data base.

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

*ON
THE JOB TRAINING * *OFF THE JOB TRAINIG*
PERFORMANCE APPRAISAL:-
An organizations 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

INDIVIDUALS PERFORMNCE AGAINST WELL DEFINED
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 CAN CONTRIBUTE FIRMS

COMPETITIVE ADVANTAGE

Minimizng
dissatification
Values Behaviour
Ensuring legal
Compilance
Competitive
Advantage
Strategy & Behaviour
Maling correct
Decision
Improving
perform ance
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 workers 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 professionals
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
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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-:

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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-:

SCOPE OF SERVICES

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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-
largest automaker.[3]
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 Learners 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 Sampling Non-Probability Sampling
Random Judgment
Stratified Quota
Cluster Panel
Systematic Convenience

Multi-stage
Error: Reference source not found Types of Data And Methods of

Data Collection
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
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 pre-
determined, 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 the 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
QUESTIONNAIRE
Name : ___________________________________
Occupation : ___________________________________
Contact No. : ___________________________________
Address : ___________________________________
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
100%
80%
60%
40% Respnse of employees perfomance
20%
0%
RESPONDENT NOT RESPONDENTT
Employees Performance Ratio Aspects of MGS TATA

MOTORS
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 engineers 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 fields.

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 TATA-
MOTORS 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 that-
MGS 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 companys 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, 2nd Edition New Delhi 2007.
WEBSITES:
www.google .com.
www.motors&genralsales limited.com.
www.tatamotors.com
www.livesearch.com.
www.wikipedia.com.




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SUMMER TRAINNING PROJECT REPORT

HUMAN RESOURCE PLANNING

MOTORS &GENERALS SALES PVT.LTD

CORPORATE GUIDE SUBMITTED BY

MISS. POONAM YADAV 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

accomplishment of this task.

INSITIUTE OF MANAGEMENT Lucknow, who was there to guide me throughout my

in making this projects a success.

S .S. INSTITUTE OF MANAGE MENT

3. MISSION AND CORE BUSSINESS/ FUNCTION

4. BACKGROUND OF THE STUDY

OBJECTIVE OF THE STUDY

SCOPE OF THE STUDY

THEORETICAL ASPECT OF HUMAN RESOURCE

HUMAN RESOURCE PLANNING-:

S .S. INSTITUTE OF MANAGE MENT

5.PERFORMANCE MANAGEMENT AND APPRAISAL

PRACTICAL ASPECT OF HUMAN

S .S. INSTITUTE OF MANAGE MENT

S .S. INSTITUTE OF MANAGE MENT

S .S. INSTITUTE OF MANAGE MENT

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

exceeding INR 320 billion.

S .S. INSTITUTE OF MANAGE MENT

the purchase was completed on 2 June 2008.

combined development-related expenditure of the trusts and the companies

supercomputer (developed by another Tata company), which in 2008 was ranked

of shareholders, employees and civil society

S .S. INSTITUTE OF MANAGE MENT

his company had to diversify and he began to look at other products.

of AragoniteHispano Caracara giving it controlling rights of the company. It has formed a

Lanchester brand names.

S .S. INSTITUTE OF MANAGE MENT

MOTORS &GENERALS SALES LIMTED

Tata Motors - Commercial Vehicles

S .S. INSTITUTE OF MANAGE MENT

branded cars in India.

S .S. INSTITUTE OF MANAGE MENT

*HEIRARCHY OF MGS GROUP OF TATA MOTORS*

MOTORS & GENERAL SALES Ltd.

(DIRECTOR Mr. RAHUL GUPTA)

MGS AUTO FAB PVT.Ltd.

DIRECTOR (RAHUL GUPTA)

GENERAL MANAGER (SCV)

MR. VIKRAMJEET SINGH

S .S. INSTITUTE OF MANAGE MENT

MANAGEMENT OF MGS TATA MOTORS

AUTO FAB PVT. LTD.

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

S .S. INSTITUTE OF MANAGE MENT

Aim: Customer oriented Quality Product.

Our Vision-:To diversify information various upcoming sectors we no to group up

Our values -: - Delight customer.

S .S. INSTITUTE OF MANAGE MENT

OBJECTIVE OF THE STUDY

Thus, the main objectives of the research are:-

HEIRARCHY OF MGS GROUP OF TATA MOTORS

HUMAN RESOURCE MANAGEMENT(HRM)