Akhtar zaman

i
SUMMER TRAINING PROJECT REPORT
ON
“RECRUITMENT AND SELECTION PROCESS
CONDUCTED BY HONDA CARS’’
In the partial fulfillment of the requirements for the award of
MBA Degree
BY:
PRIYA SHARMA
SYSTEM ID: 2015014969
BATCH 2015 – 17
Under the guidance of:
PROF. NAUMA RAFIQUE
SBS, Sharda University
School of Business Studies
Sharda University
Plot no: 32-34, Knowledge Park – III
Greater Noida - 201306

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PREFACE
As a part of the Bachelor of commerce curriculum and in order to gain practical knowledge in
the field of finance, we are required to make a report on “RECRUITMENT AND
SELECTION PROCESS CONDUCTED BY HONDA CARS’’ the basic objective behind
doing this project report is to get knowledge of different tools of marketing .
In this project I have included various concepts, effects and implications regarding distribution
management and surveying.
Doing this project report helped me to enhance my knowledge regarding the work into the
attitude of surveying I undergo many experiences related with my topic concepts. Through this
project I came to know about importance of team work and role of devotion towards the work.

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ACKNOWLEDGEMENT
This project was undertaken as a part of the summer internship at Honda Cars India Ltd. This
project would not have been successful without the assistance of the following people, whom I
wish to acknowledge, with my profound gratitude.
I am extremely grateful to The DIVISIONAL HEAD, for giving me this opportunity to learn
the ways of corporate life. I would like to thank Senior Executive who was always there for my
guidance and his valuable suggestions during the entire term of this summer internship.
I also would like to thank all my fellow interns for their help and support.
PRIYA SHARMA

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CERTIFICATE OF ORIGINALITY
I JYOTI BHATI ,certify that this project work carried out by me at HONDA CARS for a
duration of 7 weeks on a project title RECRUITMENT AND SELECTION PROCESS
CONDUCTED BY HONDA CARS’’submitted in partial fulfillment of the requirements of the
programme is an original work of mine under the guidance of the industry mentor Mr.
RABINDRA SINGH and faculty mentor Prof. K.R.GOLA and is not based on or was
reproduced from any existing work of any other person or of any earlier work undertaken at any
other time or for any other purpose, and has not been submitted anywhere else at any time.
Signature of the student:
Student Name:
Date

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DECLARATION
I PRIYA SHARMA student of MBA. 2ND year in Sharda University hereby declare that the
project report entitled RECRUITMENT AND SELECTION PROCESS
CONDUCTED BY HONDA CARS’’submitted for the degree of MBA. Is my original work
and the project report has not formed the basis for the award of any diploma, degree, associate
ship, fellowship or any other similar titles. It has not been submitted to any other university or
institution for the award of any degree or diploma .
PRIYA SHARMA

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TABLE OF CONTENTS
S. No. Contents Page no.
1 Executive Summary
2 Introduction
3 History
4 Company Profile
5 Honda Cars India Ltd.- CSR Overview
6 Status of Model Village: An Overview
7 Literature Review
8 Research Methodology
9 Data Presentation and Interpretation
10 Conclusions and Suggestions
11 Annexure
 References
 Questionnaire

1
INTRODUCTON
Honda has a Long and Storied History
Drivers are sure to recognize Honda automobiles as among the highest quality vehicles on the
road today. However, the history of Honda started long before the company made its first
automobile. Company founder Soichiro Honda had always had an interest in automobiles and got
his start at the Art Shokai garage as a mechanic working on race cars.
The Early Years
Using funding offered by a friend (Kato Shichiro) Honda started Tokai Seiki in 1937. This
company crafted piston rings for the Toyota Company for a short period of time. In time Honda
learned to mass produce engine rings for Toyota. During World War Two this company was
placed under the control of the War Ministry. Following the destruction of one factory during the
war and one more in 1945 due to the Mikawa earthquake, a new era in the history of Honda
began with the construction of a motorized bicycle under the auspices of the name Honda
Technical Research Institute.
The Honda Technical Research Institute was liquidated in 1949 and the resulting funds used to
found Honda Motor Co. Ltd., a name that has become very well known on streets across
America. During this early period the company focused on building motorcycles and by 1964
was one of the world’s largest motorcycle manufacturers.
Those early car models were introduced in October of 1963. By that time, Honda had been the
world’s leading motorcycle manufacturer for more than a decade. It was natural that the early car
and truck models featured rear-wheel chain drives, similar to the motorcycles Honda had been

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producing since the end of the Second World War. It would be another decade – a decade of
many advances – before the first Hondas would be shipped to the United States and other
international markets.
During the ensuing years Honda would continue to develop new lines of vehicles and expand
their horizons. In 1973 Honda was ready to export its cars to the United States as the first Honda
Civic was offered to buyers in the Denton, Frisco, and Lewisville areas. These highly fuel
efficient cars were exactly what the American public needed as the energy crisis hit full swing
and gas prices soared. In 1974 the Honda CVCC four stroke engine was only incredibly fuel
efficient but the Civic became the first car to meet the new EPA Clean Air Act standards without
the need for a catalytic converter.
By 1979 a new stage in the history of Honda was underway as they became the first Japanese
automobile manufacturer to open a production facility in the U.S. 1982 saw the Accord being
built at the brand new Marysville, Ohio manufacturing facility. In 1984 the Honda CRX-HF
would be the first car in the world to reach an EPA rating of 50 mpg.
Moving On Up
In 1986 Honda launched its Acura luxury car line, offering the sporty Integra and flagship
Legend. These models were offered through 60 different dealerships across the U.S. Not satisfied
with this, in 1988 Honda became the first American built automobile to be exported to Japan.
The Honda Accord has the distinction of being the first car built by an international car maker to
earn the distinction of being the best-selling car in the U.S.
These models were offered through 60 different dealerships across the U.S. Not satisfied with
this, in 1988 Honda became the first American built automobile to be exported to Japan. The
Honda Accord has the distinction of being the first car built by an international car maker to earn
the distinction of being the best-selling car in the U.S.
Not content to rest on its laurels, in 1990 Honda launched the Acura NSX. This was the world’s
first all-aluminum bodied automobile. It would also be the first to be fitted with the Variable
Timing and Lift Electronic Control (VTEC) engine. The following year the Accord wagon would
become the first vehicle in the history of Honda to be completely designed and built in the U.S.
Mid-decade the Civic became the first car to meet the California Low-Emission Vehicle
standards. Two years later the Accord met California’s Ultra-Low Emission Vehicle standards.
A New Century and New Ideas
In 2001 the U.S. manufactured Civic Coupe became the first compact car to be given a full 5 star
safety rating by the NTHSA (National Traffic Highway Safety Administration), making them
one of the safest cars on the roads of Denton. 2002 saw the first Honda Civic Hybrid, a
combination gas/electric car that achieved 70 mpg. In this same year the FCX was introduced as
the first fuel cell powered vehicle to be certified for everyday use in the U.S. by the EPA.

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Honda continues to be on the cutting edge, leading the way into the future in many fields. In
October 2000, roughly 37 years after introducing their first cars, Honda introduced the ASIMO –
Advanced Step in Innovative Mobility. The ASIMO is a humanoid robot designed to help people
with mobility-related disabilities. Since its introduction, ASIMO has been widely used to
promote math and science education and research.
Honda isn’t resting content with their cars, either. They have continuously been among world
leaders in developing vehicles that use alternate fuel sources, from the first hybrid electric car
available in the U.S. in 1999 to flex fuel in 2006 to hydrogen fuel cells in 2008 and the
completely electric Fit EV in 2012. While the vehicle’s range of 82 miles limited its practicality
to those with short commutes typical of those living in the city, a plug-in hybrid was introduced
the next year that combined the green technology and economy of an electric with the
practicality of a gasoline engine for longer trips.
Innovation continues to abound as Honda continues to investigate more ways to create hybrids
and ultra-safe and fuel efficient vehicles. The Honda vehicles available at Honda of Denton are
among the finest on the road today. While they may bear little resemblance to the first T360
produced in 1963, the same dedication to quality seen with this model can still be found in every
car, truck, SUV, and van ever built in the history of Honda.

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IN INDIA
Honda Cars India Ltd (HCIL) is a subsidiary of the Honda of Japan for the production,
marketing and export of passenger cars in India. Formerly known as Honda Siel Cars India Ltd,
it began operations in 1995[1] as a joint venture between Honda Motor Company and Usha
International of Siddharth Shriram Group.[citation needed] In August, 2012, Honda bought out
Usha International's entire 3.16 percent stake for ₹1.8 billion in the joint venture. The company
officially changed its name to Honda Cars India Ltd (HCIL) and became a 100% subsidiary of
Honda.
It operates production facilities at Greater Noida in Uttar Pradesh and at Bhiwadi in Rajasthan.
The company's total investment in its production facilities in India as of 2010 was over ₹16.2
billion.[3]
Contents
HCIL's first manufacturing unit at Greater Noida commenced operations in 1997. Setup at an
initial investment of over ₹4.5 billion, the plant is spread over 150 acres (0.61 km2). The initial
capacity of the plant was 30,000 cars per annum, which was thereafter increased to 50,000 cars
on a two-shift basis. The capacity has further been enhanced to 100,000 units annually as of
2008. This expansion led to an increase in the covered area in the plant from 107,000 m² to over
130,000 m².
Honda setup its second plant in India at Tapukara in Alwar District of Rajasthan,[4] spread over
450 acres with an investment of ₹3526 crores.[5] It operates under the ISO 9001 standard for
quality management and ISO 14001 for environment management.[6]

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HISTORY OF ORGANIZATION
Honda Cars India Ltd (HCIL) is a subsidiary of the Honda of Japan for the production,
marketing and export of passenger cars in India. Formerly known as Honda Siel Cars India Ltd,
it began operations in 1995[1] as a joint venture between Honda Motor Company and Usha
International of Siddharth Shriram Group.[citation needed] In August, 2012, Honda bought out
Usha International's entire 3.16 percent stake for ₹1.8 billion in the joint venture. The company
officially changed its name to Honda Cars India Ltd (HCIL) and became a 100% subsidiary of
Honda.
It operates production facilities at Greater Noida in Uttar Pradesh and at Bhiwadi in Rajasthan.
The company's total investment in its production facilities in India as of 2010 was over ₹16.2
billion.[3]
Honda Cars India Ltd., (HCIL) is a leading manufacturer of premium cars in India. The company
was established in 1995 with a commitment to provide Honda’s latest passenger car models and
technologies, to the Indian customers. The company is a subsidiary of Honda Motor Co. Ltd.,
Japan.
HCIL's first manufacturing unit was set up at Greater Noida, U.P in 1997. The green field project
is spread across 150 acres and has an annual production capacity of 120,000 units. HCIL's
second plant in Tapukara is the first car manufacturing plant in the state of Rajasthan. The state-
of the art Power train and Press shop in Tapukara plant have been operational since September
2008. This facility is spread over 450 acres and has an annual production capacity of 120,000
units. HCIL started the production of cars from its Tapukara Plant from February 2014. This
plant is the culmination of the best manufacturing know-how and practices gathered from
Honda's global operations.

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The company’s product range includes Honda Brio, Honda Amaze, Honda All New Jazz, Honda
City, Honda Mobilio and Honda CR-V which are produced at the Greater Noida facility.
Honda’s models are strongly associated with advanced design and technology, apart from the
established qualities of durability, reliability and fuel-efficiency.
SALES NETWORK
Honda Cars India Ltd.,(HCIL) has a strong sales and distribution network spread across the
country. The network includes 309 authorised dealership facilities in 197 cities. HCIL
dealerships are based on the "3S Facility" format, offering complete range of Sales, Service and
Spares services to its customers.
Environment and Safety
The Honda Group is globally recognized for its concern towards environment, safety and
conservation of the society in which it operates. HCIL follows the same in India for achieving
high standards in environmental safety in the various processes of car manufacturing.
HONDA ASSURE
'Honda Assure' is an Insurance initiative introduced by HCIL to enhance ownership experience
for Honda car customers. Under the Honda Assure program, all Honda car customers get the
benefit of a more transparent, hassle-free transaction and a quick turnaround time on their
insurance claims. The entire transaction is routed through an on-line central server which enables
HCIL to monitor the overall operations more effectively. Some of the direct benefits to the
customers include Cashless Insurance across India, instant policy issuance, and improved
turnaround time.
AUTO TERRACE
Honda's Exchange and Pre-Owned car division Auto Terrace has been in existence ever since the
inception of HCIL in India. Present in all major Honda dealers across the country, Auto Terrace
presents itself as the one-stop solution for catering to the needs of customers wanting to
exchange their existing cars for a New Honda car.
Honda cars India Ltd., (HCIL) is a leading manufacturer of premium cars in India. The company was
established in 1995 with a commitment to provide Honda’s latest passenger car models and technologies,
to the Indian customers. The company is a subsidiary of Honda Motor co.Ltd, Japan.
HCIL’s first manufacturing unit was set up at Greater Noida, U.P in 1997. The green fields project is
spread across 150 acres and has an annual production capacity of 1,20,000 units. The company’s second

7
manufacturing facility is in Tapukara,Dist. Alwar, Rajasthan. The state-of the art power train and Press
shop in Tapukara plant have been operational since September 2008. This facility is spread over 450 acres
and has an annual production capacity of 1, 20, 000 units. HCIL started the production of cars from its
Tapukara plant from February 2014.
The company’s current product range includes Honda Brio, Jazz, Amaze, Mobilio, City, BR-V and CR-V.
Honda’s models are strongly associated with advanced design and technology, apart from the established
qualities of durability, quality, reliability and fuel efficiency.
The Honda group is globally recognized for its commitment to the protection of the environment, safety and
conservation of the society in which it operates. HCIL follows the same in India for achieving high
standards in environment conservation in the various processes of car manufacturing.
HCIL’s has a strong sales and distribution network of 300 facilities spread across 190 cities in the country
and is further strengthening its after-sales network to be within easy reach of customers.
jj
h
AWARDS:
2014

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 corporate - Engine of the year - Honda eco technology(HET) 100cc engine
Sedan Of The Year - Honda City
2006
 Best Indian Company (unlisted) by Business Standard Group
 Manufacturer of the Year by NDTV Profit-Car India
 Manufacturer of the Year by CNBC-TV 18 Autocar India
 No 1 Mid-Size Car (Honda City); No 1 Entry Luxury Car (Honda Accord) and No 1 Premium SUV
(Honda CR-V) by TNS
 Best Mid-size Car in Initial Quality (Honda City) and Most Appealing Mid-size car (Honda City) by
JD Power
2005
 CNBC Autocar CAR of the year 2004
 ICICI Overdrive SUV of the Year 2004 - Honda CR-V
 ICICI Overdrive Car of the Year 2004 - Honda City
 Business Standard Motoring Car of the Year 2004 - Honda City
FF

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From a young age, Honda's founder Soichiro Honda had a great interest in automobiles. He
worked as a mechanic at a Japanese tuning shop, Art Shokai, where he tuned cars and entered
them in races. A self-taught engineer, he later worked on a piston design which he hoped to sell
to Toyota. The first drafts of his design were rejected, and Soichiro worked painstakingly to
perfect the design, even going back to school and pawning his wife's jewellery for collateral.
Eventually, he won a contract with Toyota and built a factory to construct pistons for them,
which was destroyed in an earthquake. Due to a gas shortage during World War II, Honda was
unable to use his car, and his novel idea of attaching a small engine to his bicycle attracted much
curiosity. He then established the Honda Technical Research Institute in Hamamatsu, Japan, to
develop and produce small 2-cycle motorbike engines. Calling upon 18,000 bicycle shop owners
across Japan to take part in revitalizing a nation torn apart by war, Soichiro received enough
capital to engineer his first motorcycle, the Honda Cub. This marked the beginning of Honda
Motor Company, which would grow a short time later to be the world's largest manufacturer of
motorcycles by 1964.
The first production automobile from Honda was the T360 mini pick-up truck. Powered by a
small 356 cc straight-4 gasoline engine, it was classified under the cheaper Kei car tax bracket.
The first production car from Honda was the S500 sports car. Its chain driven rear wheels point
to Honda's motorcycle origins.
"Honda" in Japanese literally means "root field" or "original field".

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CORPORATE PROFILE AND DIVISIONS
Honda Cars India Ltd., (HCIL) is a leading manufacturer of premium cars in India.
The company was established in 1995 with a commitment to provide Honda's latest
passenger car models and technologies, to the Indian customers. The company is a subsidiary
of Honda Motor Co. Ltd., Japan.

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HONDA SIEL CARS INDIA LIMITED (Greater Noida, Uttar Pradesh)
TYPE : Joint Venture
INDUSTRY : Automotive
FOUNDED : December 1995
HEADQUATERS : Greater Noida, Uttar Pradesh
KEY PEOPLE : Mr. Hironori Kanayama, (President and CEO)
PRODUCTS : Automobiles
PARENT : Honda Motor Company
WEBSITE : www.hondacarindia.com

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Honda Siel Cars India Ltd., was incorporated in December 1995 as a joint venture between
Honda Motor Co. Ltd., Japan and Siel Limited, a Siddharth Shriram Group company, with a
commitment to providing Honda’s latest passenger car models and technologies, to the Indian
customers. The total investment made by the company in India till date is Rs. 1620 crores in
Greater Noida plant and Rs. 78 Crores in Tapukara plant.
HSCI’s first state-of-the-art manufacturing unit was set up at Greater Noida, U.P in 1997. The
green-field project is spread across 150 acres of land (over 6, 00,000 sq. m.). The annual capacity
of this facility is 100,000 units. The company’s second manufacturing facility is in Tapukara,
Rajasthan. This facility is spread over 600 acres and will have an initial production capacity of
60,000 units per annum, with an investment of about Rs 1,000 crore. The first phase of this
facility was inaugurated in 2008.
The company’s product range includes Honda Brio, Honda Jazz, Honda City, Honda Civic and
Honda Accord which are produced at the Greater Noida facility with an indigenization level of
80%, 77%, 76%, 74% and 28% respectively. The CR-V is imported from Japan as Completely
Built Units. Honda’s models are strongly associated with advanced design and technology, apart
from its established qualities of durability, reliability and fuel-efficiency.
Environment and Safety
The Honda Group is globally recognized for its concern towards environment, safety and
conservation of the society in which it operates. HSCI follows the same in India for achieving
high standards in environmental safety in the various processes of car manufacturing.
Sales Network
Honda Siel Cars India has a strong sales and distribution network spread across the country.
The network includes 135 authorized dealership facilities in 83 cities. HSCI dealerships are
based on the “3S Facility” (Sales, Service, Spares) format, offering complete range of services
to its customers.

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VISION
Respect for the individual. The Three Joys (buying, selling and creating)
Company Principle (Mission Statement)
Maintaining a global viewpoint, we are dedicated to supplying products of the highest quality,
yet at a reasonable price for worldwide customer satisfaction.

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Honda Philosophy
The Honda Philosophy expressed in this illustration shows the Company Principle, Management
Policies and the ‘Honda Way’ based upon the fundamental beliefs of ‘Respect for the Individual’
and ‘The Three Joys’
COMPANY
PRINCIPLES
COMPANY
PRINCIPLES
THE THREE JOYS
RESPECT FOR THE INDIVIDUAL

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Management Policies
 Proceed always with ambition and youthfulness.
 Respect sound theory and make the most effective use of time.
 Enjoy work and encourage open communication.
 Strive constantly for a harmonious flow of work.
 Be ever mindful of the value of research and endeavour.
Dreams inspire us to create innovative products that enhance mobility and benefit society. To
meet the particular needs of customers in different regions around the world, we base our sales
networks, research and development centres and manufacturing facilities in each region.
Furthermore, as a socially responsible corporate citizen, we strive to address important
environmental and safety issues.
CAR MODELS
 Price Range: 6.99 to 10.23 lakh
 AWARDRECEIVED-JDPower Asia Pacific 2010 India IQS - Best Car
in Midsize Segment
HONDA CITY

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 AWARDRECEIVED-World Brand Congress Award - Honda Jazz 'X‘
 AWARDRECEIVED-SUVof the Year - NDTV Profit Car India and
Bike India Awards 2007
The relationship among
Associatesat HSCI to
be based on mutualtrust

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 AWARDRECEIVED-JDPower Asia Pacific 2010 India IQS - Best Car
in Premium Midsize Segment
 AWARDRECEIVED-Premium Hatchback of the Year at ET Zigwheels
Awards 2011
HONDA CIVIC
Honda JAZZ

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 AWARDRECEIVED-BestLuxury Car (UTViAutocar Awards) – 2009
SERVICES
Honda Assure
Reinforcing its position as a customer centric company, and to enhance ownership experience for
Honda car customers, Honda Siel Cars India (HSCI) launched the 'Honda Assure', Honda’s
Insurance initiative.
Under the Honda Assure program all Honda customers get the benefit of a more transparent,
hassle-free transaction and a quick turnaround time on their insurance claims. The entire
transaction is routed through an on-line central server which enables HSCI to monitor the overall
operations more effectively. Some of the direct benefits to the customers include Cashless
Insurance across India, instant policy issuance, and improved turnaround time.
Auto Terrace
Honda's Exchange and Pre-Owned car division Auto Terrace has been in existence ever since the
interception of HSCI in India. Present in all major Honda dealers across the country, Auto
Terrace presents itself as the one-stop solution for catering to the needs of customers wanting to
exchange their existing cars for a New Honda car.
Honda CR-V

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Exclusive Honda Care Program
Honda Care Program is designed to bring an extra measure of security & comfort to being a
Honda owner. It includes additional warranty of 2 years or 40,000 km’s after the new vehicle
warranty expires and 24 hrs. Roadside Assistance support for 4 years from the standard warranty
start date.
COMPETITORSOF HONDA CARS
 HYUNDAI
 TOYOTA
 FORD
 NISSAN
 MARUTI
 VOLKSWAGEN
SWOT ANALYSIS
Strengths in the SWOT analysis of Honda motors
1) Largest motorcycle manufacturer – There are many feathers in the cap of Honda motors but
one of its biggest advantage is that it is world’s largest motorcycle manufacturer. It has a lion’s
share of the market of motorcycles.
2) Largest internal combustion engines manufacturer – Like motorcycles, Honda motors also
has a large presence in combustion engine market which is used for aeroplanes, jetskis, yachts or
any heavy engine usage.
3) Eight largest automobiles manufacture –Besides being the world’s number 1 automobile
manufacturer, Honda motors is also the eight largest manufacturers of Automobiles. It has a
strong and localised product portfolio.

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4) Excellent R&D – One of the reasons that Honda has been able to achieve these heights is
because of its focus on R&D and its manpower employed in R&D. Hence Honda is always
coming up with elegant and efficient designs which are a hit in the market.
5) High technology products – As Honda has high technology products, the entry barriers are
high and hence the brand has not beaten in the last several years. When you combine the
complete product portfolio of Honda, you will understand how strong the company is
technologically.
6) Brand equity over the years – Honda has been able to give hit products after hit products. Its
Honda Accord is one of the most loved cars and so is the Honda CRV. In motorcycles, there are
many products with high engineering which place Honda far ahead in its brand equity then many
of its competitors. In 2015, it is the 19th most valuable brand and has a brand value of 22 billion
dollars.
7) Product portfolio – The product portfolio of Honda is massive. It has at least 100 types of
cars and other automobiles, 100 types of bikes and scooters, it is into power equipment’s like
generators, it manufactures high quality engines, it is venturing into robotics, and it has its own
aircrafts, mountain bikes and all - terrain vehicles. It is also venturing into electric and alternative
fuel vehicles. As you can see, all of these products are technologically advanced and coming
from the house of Honda, they have their own brand appeal.
8) Market share – As can be seen from the above points, due to its manufacturing advantage,
Honda has a major market share in most of the products that it manufactures.
Weaknesses inthe SWOT analysis of Honda Motors
1) High costs and prices – Naturally, with a high investment in R&D and into the latest
technology, the cost of the product goes high and the pricing to end customer is high as well.
This might be a weakness of Honda but it needs to have this weakness, because it cannot reduce
its brand equity by lowering the prices.
2) Needs products for the masses – One common complaint for Honda cars is that the cars are
only for the upper middle class and Honda needs more automobile portfolio for the lower middle
class, which already other automobile manufacturers like Hyundai and Maruti are targeting.
3) Hero and Honda separation in India – At least in India, Honda motors suffered badly when
Hero and Honda were separated. As a result, Honda has had to replan its presence in India.

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Opportunities in the SWOT analysis ofHonda Motors
1) Electric and alternative fuel vehicles – This division is targeted towards the future of
automobile market wherein people will be demanding usage of clean energy because fuel like
Petrol and Diesel as well as CNG has its limitations.
2) Automobiles increasing – The number of automobiles across the world is increasing. One of
the reasons is the increase in buying power of individuals; another is that it is a social norm now
to have a motorcycle or a car. Thus, consumption is at an all-time high.
3) Expansion in developing countries – Because of the rise in buying power, and the easy
automobile loads provided by banks, the purchases of automobiles is rising especially in
developing countries. Honda needs to take full advantage of this upswing in demand and capture
the market swiftly.
4) Product expansion – Adding more products in the portfolio and making more variants to
increase the product line are two tactics commonly used by Automobile manufacturers. There are
many considerations to be undertaken before launching a new model. However, product
expansion is the key to grow in a competitive market.
Threats in the SWOT analysis of Honda Motors
1) Competition – Competition from local and regional or national players in each of the
countries it is present in, is denting the revenues of Honda.
2) Fuel prices – Although people have more funds now for buying cars, the rising cost of fuel is
troubling everyone and is one of the reasons that many people are still hesitant to buy cars,
because later on the fuel cost paid is more than the car.
3) Rising transportation and other costs – One of the aspects plaguing all automobile
manufacturers is the transportation as well as manufacturing and labour costs. With inflation,
these costs are always on the rise and hence are a point of concern.

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LITERATURE REVIEW
Literature Review
Corporate SocialResponsibility
Introduction:
The broad rationale for a new set of ethics for corporate decision making, which clearly
constructs and upholds an organization’s social responsibility, arises from the fact that a business
enterprise derives several benefits from society, which must, therefore, require the enterprise to

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provide returns to society as well. This, therefore, clearly establishes the stake of a business
organization in the good health and well-being of a society of which it is a part. More
importantly, in this age of widespread communication and growing emphasis on transparency,
the managers should help their company in development of a CSR management and reporting
framework.
The more the concepts of CSR are fostered and integrated into the business process, the easier it
will be to benefit from alternative thinking and perhaps handle the occasional problems that for
certain will occur. The more integrated the business process within the value chain, the more
opportunity there will be for organizations to influence the approaches of others on whom they
depend. The concept of CSR includes the openness or transparency of companies as well as
taking into consideration the will and expectations of their stakeholders.
Social responsibility means a doctrine that claims that an entity whether it is government, Private
Corporation or public organization has a responsibility to society. CSR is a concept that reduces
costs and risks, increases the brand value and reputation, effectiveness and efficiency of
employees and improves transparency and clarity in the working environment of the business
house.
Background
The role of corporate by and large has been understood in terms of a commercial business
paradigm of thinking that focuses purely on economic parameters of success.
As corporate have been regarded as institutions that cater to the market demand by providing
products and services, and have the onus for creating wealth and jobs, their market position has
traditionally been a function of financial performance and profitability. However, over the past
few years, as a consequence of rising globalization and pressing ecological issues, the perception
of the role of corporate in the broader societal context within which it operates, has been altered.
Stakeholders (employees, community, suppliers and shareholders) today are redefining the role
of corporate taking into account the corporate broader responsibility towards society and
environment, beyond economic performance, and are evaluating whether they are conducting
their role in an ethical and socially responsible manner. As a result of this shift (from purely
economic to ‘economic with an added social dimension’), many forums, institutions and
corporate are endorsing the term Corporate Social responsibility (CSR).
They use the term to define organization’s commitment to the society and the environment
within which it operates. The World Business Council on Sustainable Development’s (WBCSD)
report was titled Corporate Social responsibility: Making Good Business Sense and the OECD
Guidelines for one Multi-National Enterprise which includes a discussion on how CSR is
emerging as a global business standard. Further, there is a global effort towards reinforcing CSR
programmes and initiatives through local and international schemes that try to identify best-in-
class performers.

25
CSR: A Historical Perspective
In early 1950’s and 60’s the literature was not heavily represented in CSR discourse. However,
this decade ‘marked a significant growth in attempts to formalize. Or more accurately, state what
CSR means’ (Carroll, 1999). According to Carroll, “CSR encompasses the economic, legal,
ethical and discretionary (philanthropic) expectations that’ society has of organization at a given
point in time”.
Some of the most prominent writers during the time were Keith Davis, Joseph W McGuire,
William C Frederick and Clarence C Walton. Frederick wrote that “Social responsibility in the
final analysis implies a public posture toward society’s economic and human resources and a
willingness to see that those resources are used for broad social ends and not simply for the
narrowly circumscribed interests of private persons and form” (Carroll, 1999)
Howard Bowen in 1953 argued that since social institutions shaped economic outcomes it was to
be expected that business firms as an economic outcome of societal interests should consider the
social impact of business activity. According to Bowen, “CSR refers to the obligations of
businessmen to pursue those policies to make those decisions or to follow those lines of relations
which are desirable in terms of the objectives and value of our society”. CSR implies some sort
of commitment, through corporate policies and action. This operational view of CSR is reflected
in a firm’s social performance, which can be assessed by how a firm manages its societal
relationships, its social impact and the outcomes of its CSR policies and actions (Wood, 1991).
Social reporting and social audits are examples of how firms can assess their social performance.
In 1960’s Keith Davis argued that CSR refers to “the firm’s consideration of, and response to,
issues beyond the narrow economics, technical and legal requirements of the firm” (Davis,
1973). Frederick 1960 stated “Social responsibility means that businessmen should oversee the
operation of an economic system that fulfills the expectations of the people and this means in
turn that the economy’s means of production should be employed in such a way that production
and distribution should enhance total socio-economic welfare” (Frederick, 1960). Thus, the
definition of CSR in 1960’s was an attempt to link society and businesses, defining society in
broadest terms.
In 1970’s there was one and only one social responsibility of business to use its resources and
engage in activities designed to increase its profits so long as it stays within the rules of the
game, which is to say, engage in open and free competition, without deception or fraud. The idea
and inclusion of stakeholder began to appear.
In 1980’s and 90’s there were fewer definitions but more efforts to measure and conduct research
for the purpose of operationalizing CSR. New concepts which were closely related to CSR were
introduced; stakeholder theory, business ethics, corporate governance, responsiveness, corporate
social performance and corporate citizenship.

26
CSR
Corporate Social Responsibility (CSR) is a concept whereby organizations serve the interests of
society by taking responsibility for the impact of their activities on customers, employees,
shareholders, communities and the environment in all aspects of their operations. It extends
beyond philanthropic activities and reaches out to the integration of social and business goals.
These activities need to be seen as those which would, in the long term, help secure a sustainable
competitive advantage.
Some Definitions of CSR-
 Philip Kotler& Nancy Lee (2005) : Define CSR as “a commitment to improve community
well-being through discretionary business practices and contributions of corporate
resources” whereas Mallen Baker refers to CSR as “a way companies manage the business
processes to produce an overall positive impact on society”
 World Business Council for Sustainable Development: “Corporate Social Responsibility
is the continuing commitment by business to behave ethically and contribute to economic
development while improving the quality of life of the workforce and their families as well
as of the local community and society at large”
 Archie Carroll (1991): CSR as a multi layered concept that can be differentiated into four
interrelated aspects – economic, legal, ethical and philanthropic responsibilities. Carroll
presents these different responsibilities as consecutive layers within a pyramid, such that
“true” social responsibility requires the meeting of all four levels consecutively. The model
probably is the most accepted and established.
Philanthropic
Ethical
Responsibilities
Legal Responsibilities
EconomicResponsibilities

27
While the definition of CSR may differ, there is an emerging consensus on some common
principles that underlines CSR:
 CSR is a Business Imperative: Whether pursued as a voluntary corporate initiative or for
legal compliance reasons, CSR will achieve its intended objectives only if businesses truly
believe that CSR is beneficial to them.
 CSR is a Link to Sustainable Development: Businesses feels that there is a need to integrate
social, economic and environmental impact in their operation.
 CSR is a Way to Manage Business: CSR is not an optional add on to business, but it is
about the way in which businesses are merged.
CSR has become such an imperative issue that in 2011, the Ministry of Heavy Industries and
Public Enterprises issued guidelines for the CPSEs. Department of Public Enterprises (DPE) has
mandatorily created financing for CSR activities by the companies as a percentage of net profit
in the following manner:
S. No. Type of CPSEs
Net profit (Previous Year)
Expenditure range for CSR in
a Financial year
(% of profit)
1. Less than Rs. 100 crore 3% - 5%
2. Rs. 100 crore to Rs. 500 crore 2% - 3%
(Subject to a minimum of Rs. 3
crore)
3. Rs. 500 crore and above 0.5% - 2%

28
RECRUITMENTAND SELECTION PROCESS OF HONDA
Honda Siel Cars translates its business strategy into a manpower plan and develops a
recruitment program accordingly, which will enable it to attract and select people with the
appropriate combination of experience, skills and knowledge.
Objectives
The main objectives of the Recruitment Policy are outlined as follows:
 Build the HONDA brand in the job market
 Ensure availability of the “right” talent at the “right” time
 Evaluate through a scientific process that ensures the right fit between the
organization and the candidate.
Recruitment Procedure
A. Manpower process
 Manpower Forecasting
1. The overall annual business plan for the company breaks down into plans and targets
for each individual department. Each department calculates their grade wise
manpower requirements based on the staffing norms, and provide quarterly and
monthly manpower requirements to corporate HR.
2. Based on the attrition trends and manpower requirements, all the respective Head of
Departments arrive on the manpower numbers along with Head-HR and obtain on
MD’S approval.
3. The projectedrequirements for the year must reach Head-HR, latest by the first week
of January every year.
 Manpower Inventory

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HR prepares the current manpower status of eachdepartment, including an analysis of the
current manpower at each location, grade and skill summary.
 Identifying Manpower Gaps
The existing number of employees and their skill levels compared with the forecasted
requirements to identify qualitative and quantitative gaps. Options for the redeployment
through retaining, transfers, promotions are considered. Where these options do not exist,
options for recruiting from external sources are taken into account.
 Manpower Plans
On the basis of identified gaps, HR prepares on overall manpower plan which provides
adequate lead time for transfers, retaining, promotions and external hiring. The plan contains
details on:
 Department wise numbers for transfers, retaining and promotions.
 Department wise numbers for external recruitment.
 The final manpower plan prepares. Once completed, it will be put up for approval by
all the department heads and Managing Director.
B. Preparing Job Description and Person Specification
Each position in the organization has detailed job description including the following:

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 Description of profile to be handled
 Department/Location/Region
 Reporting relationship-Designation
 Whether the positionis budgeted – in case of a new vacancy or replacement- mention
details of last incumbent
 Qualifications- Essential/Desired
 Position in the hierarchy/Organization Structure
C. Raising Manpower Request
The hiring managers raise the manpower request using the followingformat and to HODs for
their approval using MR form.
Particulars Details
Date of initiation __________
JD Code __________
Position __________
Reporting Relationship (Designation) __________
Location __________
Region __________
Date of closing the position __________
 The manpower request rises through My Single by the hiring managers. Regional HR
managers notify HO-HR and Head-HR while seeking HOD approval.

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 Once the vacancy is filled, My Single MRF approval in hard copy along with the
signatures of Head-HR documented in the personnel file for selected candidates.
Head-HR signs the manpower request form once the vacancy is filled.
 All requests for a new position must be sent to HR in a Manpower Requisition Form
after approval from the HOD, Human Resource manages the process of recruitment
and selection with inputs from the line function.
D. Sources of recruitment
Generally the sources of recruitment are categorized into two parts:
 Internal Recruitment
 External Recruitment
 Internal Recruitment:
The company believes in offering opportunities for growth and carrier progression to its
employees;thus each time a requirement arises, internal recruitment is apreferred mode. For
every vacancy arises below level, an option of filling the post initially is considered. HR
places an advertisement on the intranet. The advertisement contains the following details:
a. Job Profile
b. Education qualifications, Skills, Experience
c. Last date of receiving Applications
d. Contact person in HR
All applications are screened for the eligibility against pre-determined criteria for the
vacancy. HR prepares a list of eligible applicants and seeks approval from the respective
Reporting Manager and Departmental Head. If approval is given, HR sends notification to
the eligible candidates via email. Applicants who are not found eligible are also be notified
as via email.

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Eligible candidates undergo a panel interview
If no suitable applicants apply within one week from the date of posting the advertisement,
external recruitment is initial.
 External Recruitment:
The vacancies can be filled through the following channels:
 Candidates walking in/ sending their CVs directly
 Job Portals
 Honda Siel Cars Site (thru hrindia@Honda Siel Cars.com)
 Consultants
 Campus Recruitment
Hiring team work on each position as per the following:
S.No. Position Lead time for closure
1. Up to Asst. Manager 30 calendar days
2. Managers 45 calendar days
3. Sr. Manager& DGM 45 calendar days
4. GM& Above 60 calendar days
 The team spend at least 1 week in searching for the right candidate through sources
other than consultants.
 Lead time calculated as follows: Date of receiving come regarding the vacancy- Date
of candidate signing the LOI & committing a joining date after serving the notice
period.
 The lead time is communicated to the HODs/Regional Managers by Head-HR at the
time of communication of the opening to HR.

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 Direct CVs/Job Portals/ HONDA Site/Consultants:
The CVs received through consultants, directly received CVs, job portals& HONDA site
is stored in the CV database.
 Campus Recruitments:
Campus recruitment is usedfor freshgraduates/postgraduates who are taken as Executive
Trainees and Management Trainees or for individuals joining at entry-level positions in
the company.
If candidate possess less than one year of work experience, he/she treats as a fresh hire
(entry level recruitment).
 Trainee Schemes
 Management Trainees
Depending upon the requirements projected in the manpower plan, the company recruits
Management Trainees from Management Institutes in the country.
 Sourcing of Trainees
Management trainees are sourced from Management Institutes across the country.
The selection criteria for institutes are described below:
 Campus rating through publications: HR refers to the Campus ratings published in
the Business Magazines, available in the country and arrive at average campus
ratings. For the current year the company will target institutes that are ranked
between 15th and 20th ranks according to the ranking developed. It is further
recommended that by the year 2006-2007.

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 Recruitment days given: The company gives preference to the Institutes who are
willing to give either day 0, 1 or 2
 Campus Specialization: Relevance of courses offered to the company’s business.
 Campus Relationship: The Company develops close relationships with targeted
campus by hiring large numbers, conducting events, taking summer trainees,
sending senior managers for lectures etc.
 Positioningof Trainees
Selectedtraineesare positionedat the following grades:
FreshGraduates: Student with a Masters inBusiness Administrationis placed at the
Management Trainee grades and gets confirmedinlevel…… After successful completionof
the training period.
Experience:Student with relevant work experience of 1-3 years give weight age but takes as
Management Trainee.
E. RECRUITMENT PROCESS
The recruitment process for the Management trainees is as follows:
 HR initiates the campus recruitment process by sending the company’s literature to
the campus, one month before the proposed date of recruitment. This contains
brochures of the company literature containing information about the company, the
job profile and the remuneration package.
 SIEL representatives to the campus include:
HO HR/Regional HR
Regional Manager/Regional Functional Manager
 Pre Placement Talks:

35
HR coordinates withthe Placement Cell of short listedInstitutesand schedule Pre Placement
talks (PPT)
The HR head and Regional Manager inform the Pre Placement Team. The following
information is carried to the Pre Placement Talks:
 A Pre Placement (PPT) for 30 minutes, covering HONDA Corporate Video,
Position Profile and growth chart, Increments, GPMS and Company policies,
 Application Blanks,
 Number of job openings
SELECTION PROCESS
A. Eligibility Criteria:
The following eligibility criterion is used to short list applicants from various Institutes:
 A CGPA of at least 6 out of 10 or its equivalent in the MBA/PGDBM program
 Projects undertaken at the summer trainee/internship level
B. Screening of Application Blanks:
The placement Coordinator/Administrative Offices short list candidates on the basis of
predetermined eligibility criteria and send the list of short listed students to the company at
least one week before the date of campus interviews. HR will then the application blanks that
are received and short list them a second time according to the eligibility criteria.

36
C. Selection Criteria:
The candidates qualifying the %/CGPA criteria are considered for the selection rounds. The
weight age for the selection exercises are as under:
S.No. Exercise Weightage (%)
1. Group Discussion 20
2. Psychometric Analysis 30
3. Panel Interview 50
D. Letter Of Intent:
Selected candidates are issued a letter of intent on the spot. Appointment letters are issued
upon joining.
a) Trainee Scheme
Once selected, all the trainees are provided with an HR brochure that lists the details of the
trainee scheme are outlined below:
 Travel:
Management Trainees are provided with AC class Train Fare from home to the company.
Conveyance expenses such as travel (taxi) from the Railway station to the place of posting
etc. are provided.
 Accommodation:
Trainees are provided with shared accommodation. Guest House is provided for one month
for outstation candidates.
 Training Program:

37
The training period is for six months. The details are given below:
 A three day induction period held for all trainees by the top Management on the
vision, mission and company policies.
 All trainees spend one week in each function for a period of ………….. Weeks.
 Trainees undertake 2 projects in 2 other functions than their specialization.
 A combined test for all the departments and functions it is prepared by persons
nominated in HO by HODs. It is conducted and evaluated by RHR and sent to HO-
HR.
 Detailedfeedbacksessionis conducted by HR and sent to HO-HR and handover to
respective departments/branches.
E. Performance Evaluation and Placement:
Upon completion of the training period, all trainees undergo performance evaluation.
 Process:
 Trainees are required to present a report of the projects they have undertaken to the
Department Head at the end of the training period.
 HR schedules a performance interview for every management trainee. The panel for
interview consists of one cross-functional head, Departmental head and HR Manager.
 The trainee is assessedonthe projects completedand a number of parameters listedin
the “Trainee Evaluation Form”.
 The Performance Evaluation Panel recommends a confirmation separation as per the
trainee’s performance. Uponreceivingthe evaluation and recommendation, HR issues
a confirmation letter to the trainee confirming him/her at level.

38
(JOB ANALYSIS)
JOB DESCRIPTION OF SUMMER GUIDE:
HUMAN RESOURCE PLANNING
MAN POWER PLANNING:
• TITLE: SENIOR EXECUTIVE-HR
• CODE:HR/6018
• DEPARTMENT:HUMAN RESOURCEDEPARTMENT
• SUB DEPARTMENT:TRAINING & DEVELOPMENT
• SUMMARY: RESPONSIBLE FOR THE DESIGN AND
ADMINISTRATION OF ASSOCIATES TRAINING PROGRAM
• DUTIES:
1. PREPARE TRAINING CALENDER
2. IDENTIFICATION OF TRAINING NEEDS
3. TRAINING NEED ANALYSIS
4. DESIGNING TRAINING PROGRAM
5. ADMINISTRATION OF TRAINING PROGRAM
6. TRAINING EVALUATION
 WORKING CONDITION:NORMAL, EIGHT HOURS PER
DAY, FIVE DAYS A WEEK
 REPORT TO:GENERAL MANAGER, HRD

39
 Manpower Forecasting
1. The overall annual business plan for the company breaks down into plans and targets
for each individual department. Each department calculates their grade wise
manpower requirements based on the staffing norms, and provide quarterly and
monthly manpower requirements to corporate HR.
2. Based on the attrition trends and manpower requirements, all the respective Head of
Departments arrive on the manpower numbers along with Head-HR and obtain on
MD’S approval.
3. The projectedrequirements for the year must reach Head-HR, latest by the first week
of January every year.
 Manpower Inventory
HR prepares the current manpower status of each department, including an analysis of the
current manpower at each location, grade and skill summary.
 Identifying Manpower Gaps
The existing number of employees and their skill levels compared with the forecasted
requirements to identify qualitative and quantitative gaps. Options for the redeployment
through retaining, transfers, promotions are considered. Where these options do not exist,
options for recruiting from external sources are taken into account.
 Manpower Plans
On the basis of identified gaps, HR prepares on overall manpower plan which provides
adequate lead time for transfers, retaining, promotions and external hiring. The plan contains
details on:
 Department wise numbers for transfers, retaining and promotions.

40
 Department wise numbers for external recruitment.
 The final manpower plan prepares. Once completed, it will be put up for approval by
all the department heads and Managing Director.
ATTRITION & RETENTION INITIATIVE
At the time of Recruitment
• Select the right people through competency screening.
• Use psychometric tests to get people who can work at night and handle the monotony.
• Offer an attractive, competitive, benefits package.
• Make clear of performance enhanced incentives and other benefits. Keep these promises, later.
• We can set up offices in smaller towns, or recruit from there, where opportunities are few.
At the office
• An employee’s work must be communicated to him clearly and thoroughly. The details of the
job, its importance, the way it should be done, maximum time that can be allotted to complete it
etc., must be made clear. If there are changes to any of these, let the employee know at the
earliest.
• Give the employees necessary tools, time and training. The employee must have the tools, time
and training necessary to do their job well - or they will move to an employer who provides
them.
• Have a person to talk to each employee at regular intervals. Listen and solve employee
complaints and problems, as much as possible. Fairness and impartial treatment by seniors is
important. Help employees manage stress, both at work and if possible, off work too. Give them
special concessions, when in need. Treat the employees well & provide dignity of job.
• The quality of the supervision an employee receives is critical to employee retention. Frequent
employee complaints arise on this issue.
• Provide the employees a stress free work environment. People want to enjoy their work. Make
work and work place cheerful and fun-filled as possible.
• Make sure that employees know that their work is important for the organization. Feeling
valued by their employer is key to high employee motivation and morale.

41
• Employees must feel rewarded, recognized and appreciated. Giving periodical raise in salary or
position helps to retain staff.
• Offer excellent career growth prospects. Encourage & groom employees to take up higher
positions/openings. If they don’t get opportunity for growth within the organization, they will
look elsewhere for it.
• Work-life balance initiatives are important. Innovative and practical employee policies
pertaining to flexible working hours and schemes, granting compassionate and urgency leave,
providing healthcare for self, family and dependants, etc. are important for most people. Work-
life balance policies would have a positive impact on retaining skilled employees, as well as on
attracting high-caliber recruits.
• Implement competency models, which are well integrated, with HR processes like selection &
recruitments, training, performance appraisal and potential appraisal.
Night shifts
1. Have doctors to advise them about health problems and the ways and means to deal with them.
Provide dietary advice: - Dos and don’ts. Help them to maintain their health.
2. Organize programmes where people from other professions, who have night shifts talk to BPO
employees about their experiences. Other organizations like Army, Railways, Hospitals and
various government services etc., also have night shifts.
3. Organize training, counseling and development programmes for employees. Tell them that
their work is important. Encourage the best performers to share their experiences with others and
guide others. The emphasis is to create the desire to learn, enjoy and be passionate about the
work they do.
4. If needed, provide special lights in the office/workplace to ensure that their bodies get
sufficient vitamin D.
5. One distinct disadvantage of night shifts is the sense of disorientation with friends and family
members. Concentrate on this problem and develop innovative solutions and ways to deal with it.
Additional holidays for work on national holidays and festivals, holidays for family functions
etc., can go a long way.

42
RESEARCH METHODOLOGY
The Problem discovery is an incomplete process, if it is done without looking of
HR Research design.
Here for research purpose descriptive study is done as we have relevant
information but the problem is to describe the relationships between marketing
problem and the available information.
SCOPE OF THE STUDY
 A strong focus on HR selection and recruitment will help companies to
unshackle of in grained customer expectation themselves from the constraints
 Employment research helps companies to develop services
 It helps in promotion decisions and other HR mix decisions
 It is necessary for HR strategy
 It is help full tool in analysis employee feed back that’s useful in services
modification
DATA COLLECTION
The task of data collections begins after a research problem has been defined and
research design is chalked out. First of all we should analyses two types of data.
Primary data- this is the data collocated a fresh and for the first time. And
thus happen to be original in character for the purpose of research.
 investigation at hand there are various methods of collecting primary data
such as –

43
 Observation methods
 Interview method
 Method of questionnaire
 Through schedules etc.
I have selected questionnaire method collection the primary data.
2- Secondary data—
This is the data collected usually start their investigation by examining secondary
data to see whether their problems could problems could partly or wholly is
solved without collecting costly primary data
Secondary data provide starting points for research and offers by advantage of
low and ready availability. Secondary data can be collected from various sourced
like.
 Internal sources
 Govt. publications
 Periodical and journals
 Commercial data
 Books, magazine and newspapers
Telephones & internet

44
DATA PRESENTATION AND
INTERPRETATION

46
Other CSR initiative by Honda cars India ltd:
1: Name of the project: Internship Training.
 Purpose: All the management / Engineering universities / colleges have the requirement
and responsibility to provide their students with industry interface / exposure and
experience, to develop their skills and knowledge related to their course. As a part of our
CSR initiative we also provide corresponding training opportunities to students.
 Summery/Outline of the activity/project: - Candidates are selected through Test /
Interview.
 Only Associates can refer their Known for Internship.
 The eligibility criteria for appearing for Test / Interview are 60 % in 10th & 12th.
 The training is imparted in the following periods:
a) Summer Training - May ~ August
b) Winter Training – Dec. ~ Mar
 The duration of training normally varies from 2 weeks ~ 8 weeks
 Maximum No. of Interns taken in each Division is decided as per policy
 Interns are not paid any stipend during their Internship in HCIL.
 When started: Since 2005
 Future plan: To continue with the same as per Honda policy
1. Name of the project: Awareness about traffic safety/safe driving practices to
drivers.

47
 Purpose: Use safe driving practices while driving on road, so as to avoid accidents.
 Summery/Outline of the activity/project: Briefing to the drivers regarding their general
responsibilities about traffic safety.
Briefing of traffic rules, Motor Vehicle act, driving ethics, cause of accident, prohibit
drink and drive, Handling of emergencies safely, proper upkeep of necessary vehicle
documents.
 Future plan: Doing PDCA base amendments and will extend the same into Training
program.
3: Name of the project: Environment Conservation & Environment
Awareness.
 Purpose: To Motivate All Associates for Environment Conservation & Enhance
Environmental Awareness.
 Summery/Outline of the activity/project: On occasion of World Environment Day
on 05th June, we conduct massive tree plantation every year. Last year (2012-13) we
planted 1425 trees in Company premises. All associates participated actively
participated in this activity. Along with tree plantation to enhance environment
conservation concept to all associates , we conduct different competitions i.e. Poster
competition , Slogan competition & Environment Conservation (Energy , Waste &
Water Saving) idea contest all over to HCIL, In which all Associates & line
Associates actively participated. Winners of all these competitions awarded & blessed
by our seniors on prerna diwas.
 Future plan: HCIL continuously plans to do environment conservation & educating
the all associates to sheer the HONDA towards sustainability. And in the year 2013-14
for increase green coverage 3000 trees will be planted.

48
4. Name of the project: Development of Govt. ITI Bhiwadi.
 Purpose: To improve the employability of ITI students, through relevant and better
Teaching, Training subjects, methods and infrastructure.
 Summery/Outline of the activity/project: Prepared 5 years Institute Development Plan
(IDP).
 Future plan: To make the Govt. ITI Bhiwadi self-sustainable to cater the industry need
and pay off loan received from Central Govt.
5. Name of the project: YES Award in India
 Purpose: The Award recognizes brilliant students who would drive future society
towards an eco-technological orientation.
 Summery/Outline of the activity/project: The Honda Young Engineer and Scientist
Award in India (“YES Award in India”) program is designed to strengthen Japanese ties
with India through provision of financial aid to young engineers to encourage specialized
study in eco -technology as well as provide an opportunity to acquire higher professional
education in Japan, this is sponsored by Honda Foundation (HOF) Japan.
 When started: When started in 2007
 Future plan: Extended for 5 more Years in year 2012

49
Experiences
The past 45 days of my internship has been very instructive for me. HCIL has offered me
opportunities to learn and develop myself in many areas .I gained a lot of experiences especially
in the event CSR field. A lot of task and activities that I have worked on during my internship are
familiar with what I’m studying at the moment. I worked in many area where I did different
works .This gave me the chance to find out which areas I want work in after my education. The
area that I found most interesting is CSR. Being part of the medical camp event I learned many
things and developed my skills.
As a bonus, I got to experience the event planning process. I learned how do CSR activities are
conducted.
This internship was definitely an introduction to the actual work field for me .I have learned to
work in a corporate organization and apply my knowledge into practice.

50
CONCLUSIONS AND SUGGESTIONS

51
CONCLUSION
CSR is very much part of the direct business interest of corporate organizations themselves. Although
corporate initiatives for a cleaner environment are definitely on the rise, but there is a need for still greater
understanding of what Indian companies are currently doing to demonstrate their sense of responsibility
to society. Companies are now expected to perform well in non-financial areas such as human rights,
business ethics, environmental policies, community development, and workplace issues.
A modern corporation realizes that a proactive approach to the environment impacts of its business
activities affects its financial bottom line in the long run. Responsibility towards the environment is a
crucial part of CSR. Initiatives such as partnerships with governments, local communities and other
stakeholders towards preserving the environment are therefore important ways for a company to
humanize the ‘business’ of its business.

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SUGGESTIONS
 The company’s must start own internal evaluation system periodically so that they can
keep a check on their own corporations CSR activities and can keep a proper record of
them.
 Individual initiatives should be given proper recognition.
 It is vitally important that governments be effective in enforcing national legislation all
through their territories, creating a framework through which CSR can flourish.
 CSR awareness should be spread through various ways like:
 Through websites providing all the necessary information.
 On-line information resource with archives of news clippings/ periodicals/
documents etc.
 Quarterly newsletter/periodical on the updated CSR activities should be made
available and circulated.
 Publications in the form of booklets, pamphlets, and books should be circulated
among all the department so that everyone is aware of how their company is
involved in the various CSR activities.
 Talks, seminars, workshops and training programmes should be conducted.
 All the CSR activities should be regularly published and reported.

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LIMITATIONS OF THE STUDY
 The Corporate Social Responsibility Activities may differ from sector to sector and from
organization to organization.
 Sample size was not too large.
 People try to manipulate answers in positive way.
 Open ended question were not answered which could have given.

55
References
 Pachauri RK, Business Unusual-changing CSR(2003)
 Kumari Ritu & Murphy David, The 2001 stage of Corporate
Responsibility , Indian Role
 http://www.unicef.org/bhutan/modelvil.htm
 http://www.onefivenine.com/india/villages/Gautam-
Buddha-Nagar/Dankaur/Jamalpur
 http://www.upnrhm.gov.in/site-files/PIP-UP_2011-12.pdf
 http://www.census2011.co.in/census/district/512-gautam-
buddha-nagar.html
 http://www.districtsofindia.com/uttarpradesh/gautambuddhanagar/demograp
hics/index.asxs

56
QUESTIONNAIRE
Name: ………………………………………………………………….. (optional)
Age: 20-30 yrs. ( ) 30 yrs. And above ( )
Gender: Male ( ) Female ( )
Designation: ………………………………………………………………
Q1. Is your company engaged in CSR activities?
Fully ( ) partially ( ) Not at all ( )
Q2. Are these activities reported and published?
Yes ( ) No ( )

57
Following are the statements relating to certain CSR activities followed in the organization.
Kindly give your opinion for the statements by putting a tick mark in the relevant column.
CORPORATE SOCIAL RESPONSIBILITY (INTERNAL)
Statements Strongly
Agree
Agree Don’t
know
Strongly
disagree
Disagree
Formation of safe,
healthy work
environment
Contribution to
regional lifestyles
Equality of
opportunities
Continuity and
creation of regional
culture

58
Balance between
work and personal
life
Sustainable
corporate culture
Resource cycling
and waste reduction
Reduction of
environment
Culture
Reduction of
greenhouse gases
that lead to Global
Warming
Preservation of
water resources and
water quality
Reduction of
environmental
burden-product and
services
Corporate
Governance
Risk Management
Education to society
Competitive
Compensation

59
Satisfied working
hours
CORPORATESOCIALRESPONSIBILITY( EXTERNAL CUSTOMERS)
Statements Strongly
Agree
Agree Don’t
know
Strongly
Disagree
Disagree
Good quality
of products
Good quality
of after sales
services
Timely
delivery of
products
Compliance
with the
prescribed
security
measures
Transparency
and fairness
in purchasing
Hearing to the
opinion of the
suppliers
Reward for

60
the voluntary
improvement
of the
suppliers
Survey on
customer
satisfaction
Recognition
of negative
impact of
product in the
society
Protection of
the customers
information
Updated
Technology
Q. What collaborations do you have with the NGO’S?
A.
Q. What kind of support do you give at the times of crisis?
A.
Q. What kind of pact do you have with the central government for environmental protection?
A.
Q. What kind of welfare measures do you take for the benefit of the society?

61
A.
Thank you for the cooperation

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