The document provides information about Mahindra & Mahindra, an Indian automotive manufacturing company. It discusses the company's leadership, various vehicle models produced, competitors in the industry, organizational structure, selection process for candidates, job descriptions, types of training provided, performance appraisal process, career planning, employee compensation and benefits. The key points are that Mahindra is a major player in India's automotive industry, producing a wide range of vehicles from SUVs to commercial trucks, and places emphasis on developing its employees through training, appraisals, and career progression.

1. THE MAGNIFICENT “SCORPIO”

2. SECTORAL INFORMATION
 Automobile industry of India is one of the largest industry in
the world.
 The leader of the Indian Automobile market is Two Wheelers
segment with 80 % market share on the other hand Industry
is targeting the rural market to enhance the further growth in
the sector.
INDUSTRY SIZE
 Sales of passenger vehicles, commercial vehicles and two wheelers increased by 9.23 %, 4.16 % and 6.89 %
respectively, during the period April-March 2017.
 Government is promoting more electric cars as its vision to see sixty Lakhs electric and hybrid vehicles in
India by 2020.
2

3. CONTRIBUTION TO INDIAN GDP
• The $ 93 billion automotive industry contributes 7.1% to India’s GDP and almost 49% to the nation’s
manufacturing GDP (FY 2015-16).
• By 2020, India will emerge as Asia’s largest exporter of Automobiles.
Education,Healt
h &
Communication
services
41%
Trade Transport
Communication
27%
Automobile
Sector
7%
Agriculture,Hun
ting & Forestry
12%
Mining
13%
% CONTRIBUTION OF SECTORS TO THE
GDP
3

4. COMPANY INFORMATION
TYPE PUBLIC LIMITED
FOUNDED 1945
COMPANY NAME MAHINDRA & MAHINDRA
HEADQUARTER MUMBAI, INDIA
CEO ANAND MAHINDRA
CHAIRMAN KESHUB MAHINDRA
INDUSTRY AUTOMOTIVE, FARM EQUIPMENT
PARENT ORGANIZATION MAHINDRA GROUP
SUBSIDARIES SSANGYOUNG MOTORS, MORE
WEBSITE WWW.MAHINDRA.COM
Various Business of Mahindra & Mahindra are:
 Automotive Sector
 Farm equipment
 Trade, Retail & Finance
 Infrastructure
 Information Technology
 Specialty Business
4

5. PERSONAL VEHICALS
PRODUCT PORTFOLIO
• Mahindra Nuvo Sport
• KUV 100 NXT
• Mahindra Bolero
• Mahindra Bolero power
+
• Mahindra Scorpio
• Mahindra Thar
• Mahindra TUV 300
• Mahindra Verito
• Mahindra Verito Vibe
• Mahindra XUV 500
• Mahindra Xylo
• Actyon
• Actyon Sports
• Chairman W
• Kyron
• Korando
• Rexton
• Rodius
• Tivoli
ELECTRIC VEHICALS
• Mahindra e20
• Mahindra eSupro
• Mahindra e-Alpha Mini
HEAVY COMMERCIAL VEHICALS
• Blazo 25
• Blazo 25 Tripper
• Blazo 25 COWL
• Blazo 31
• Blazo 31 8X4 Tripper
• Blazo 35
• Blazo 37
• Blazo 37 COWL
• Blazo 40
• Blazo 49
COMMERCIAL VEHICALS
• Imperio
• Alfa Passenger
• Alfa
• BIG Bolero pickup
• Bolero pickup
• Bolero Camper
• Bolero Maxi Truck
• Bolero Maxi Truck Plus
• Jeeto
• Jeeto Mini Van
• Supro
• Supro Maxi truck
• Supro Minitruck
BUSES
• DK School Bus
• Excelo School Bus
5

6. COMPETITORS ANALYSIS
Maruti Suzuki
47%
Hyundai Motor India
17%
Mahindra & Mahindra
8%
Tata Motors
6%
Ford Motor India
3%
Toyota Kirloskar
Motors
5%
Renault India
4% Honda Cars
7%
Nissan Motor India
2%
Volkswagen India
1%
MARKET SHARE
6

7. ORANIZATION STRUCTURE
Board of Director
Managing Director
Company Secretary
& chief legal officer
Corporate service &
Chief Risk Officer
Corporate Planning
Corporate Communication
CSR
ITI Projects
Production
Manufacturing
Facilities Planning
Production Service
Supplier Quality
Assurance
Supply Chain
Component
Sourcing
Vendor
Development
Consumables
Engineering
Research &
Development
Research &
Development
Service
Administration
Finance
Information
Technology
Human Resource
Marketing & Sale
Sales (Domestic
& Exports)
Pre-Owned Cars
Spares Market Strategy
Marketing
7

8. 8
 The goal of a HR manager is to strengthen the employer-employee relationship.
 This goal is supported by a variety of functions within the HR department and throughout the organization.
 The manager of the human resources department is responsible for ensuring that department employees are
well-versed in their areas of expertise.
 Responsibility of HR manager is to organize HR programs and policies as they apply to employee relations,
compensation, benefits, safety, performance and staffing levels.
 Also organizing the human resources by planning, implementing, and evaluating employee relations
and human resources policies, programs, and practices.
FUNCTIONS OF HR MANAGER

9. SELECTION PROCESS AT MAHINDRA
The selection process of the company consists of 3 rounds. These rounds are as follows:
Written Exam
Technical
Interview
HR Interview
Academic Criteria:
 Minimum 55 percent aggregate in Class X and XII and 60 percent in
Graduation.
 Gap of maximum 1 year permissible in the entire academic career and
that too only between any two courses.
 No loss of year (i.e. no year gap) due to failure to pass any exam.
Branches allowed- Computer Science, Information Technology, Electronics.
9

10. HUMAN RESOURCE
 Candidate needs to have an advanced understanding of human behavior and a desire to help consumers find
exactly the right product or service to suit their needs.
 Looking for a self-starting Marketing Manager to oversee promotional events and improve client retention.
 The ideal candidate for this position has to have a positive attitude, a tireless work ethic and an insatiable
appetite for growth.
 An experienced HR Generalist who will be responsible for applying business knowledge and human
resources expertise.
 He or she will assist in providing a wide range of HR support and advice.
 The candidate will play a key role in the success of the organization by offering guidance on recruitment,
terminations, performance management, employee relations and HR best practices while facilitating a
positive relationship between personnel and senior management.
JOB DISCRIPTION
10

11.  Guide team to drive business growth in a State.
 Responsible for state targets and portfolio.
 Understand the Customer profile and suggest product development accordingly.
 Perform marketing activities in their respective areas.
 Ensure smooth service to customer and complaint handling.
 Monitor the client relations and payment schedule.
 Develop and Maintain relationship with Manufacturers.
 Continuously upgrade oneself with market and competitor information.
 Maintain and manage cordial relationship with stake holders through client servicing.
 Monitor portfolio performance for their regions.
 Cross Sell other products.
MARKETING
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12. FINANCE
 Monthly MIS preparation along with detailed analysis report
 Quarterly closing of accounts and quarterly reporting to Group accounts team
 Preparation of Board presentation along with performance report, certificates, etc. for quarterly Board meeting
 Outlook and Budget/projections to be drawn up
 Internal financial controls preparation of detailed risk matrix/sops etc. and get clean report of IFC from Statutory auditors
 Statutory compliances Direct and Indirect taxation
 Annual closing of accounts - preparation of detailed accounts along with schedules as per IND AS and get clean report from
Statutory auditors
 Preference - Candidate with experience of Manufacturing Industry
12

13. ON THE JOB OFF THE JOB
Quality Training
Professional Training
Technical Training
Safety Training
Skills Training
Team Training
Job Rotation
Internship
Case Study method
Incident Method
Role play
In basket method
Business Games
Lectures
Simulation
Management Education
TYPES OF TRANING PROVIDED
13

14. PERFORMANCE APPRAISAL MODEL
Departmental goal setting:
Balanced Score Card approach is adopted. It is derived from the Business Plan and Functional Strategies.
The balanced scorecard measured performance on four perspectives:
a) Customer b) Internal processes c) Learning & Development d) Financial
Individual Goal Setting:
KRA
Setting
Mid-Term
Review
Performanc
e Appraisal
Review
Feedback &
Counselling
Communica
tion
Workshop
14

15. CAREER PLANNING AT MAHINDRA
 Designing the career and succession planning.
 Tapping strengths and weaknesses of Individual.
 Jotting down What to do? How to do? In which way to do?
 Distributing responsibility for on the job development.
15Behaviorally Anchored Rating Scale (suggestion)
 This is latest and modern appraisal technique, which has been developed recently.
 It is claimed that BARS method is one of the most equitable technique compared to other methods of appraisals.
 It is comparatively more expensive than other techniques, but it usually guarantees precision and effectiveness.

16. 16
CTC [A] 10,50,000 23,66,000 4,58,000
Basic Salary(30% of CTC) 3,15,000 7,09,800 1,37,400
DA(10% of Basic + DA) 31,500 70,980 13,740
HRA (40% of Basic + DA) 1,38,600 3,12,312 60,456
Convenience Allowance
(1600*12)
19,200 19,200 19,200
Medical Allowance
(1250*12)
15,000 15,000 15,000
Child Education
(100*2*12)
2,400 2,400 2,400
Child Hostel (300*2*12) 7,200 7,200 7,200
LTA (Basic/12) 26,250 59,150 11,450
PF (12% of Basic + DA) 41,580 93,694 18,137
Gratuity (4.81% of Basic) 15,152 34,141 6,609
TOTAL [B] 6,11,882 13,23,877 2,91,592
PLI (A-B) 4,38,118 10,42,123 1,66,408
CTC STRUCTURE

17. EMPLOYEE BENEFITS PROVIDED
 Gym Membership
 Extra time off around the Holidays
 Off-site Event
 Clubs
 Onsite Childcare
 Healthcare Insurance
 Vacation/Paid time off
17
EMPLOYEE RETENTION STRATEGIES (suggestion)
 Onboarding and orientation
 Mentorship programs
 Employee compensation
 Recognition and rewards systems