A Summer Training Project Report on

HR PROCESS IMPROVEMENT

at

“Minda Distribution and Services Limited”

Submitted in partial fulfillment of the requirements for the award of the

degree of Bachelor of Business Administration (BBA) of Guru Gobind
Singh Indraprastha University, Delhi.

Submitted To: Submitted by:

Guide Name Student Name
Roll No.:

Sirifort Institute Of Management Studies

Plot No., Institutional Area, Sector-25, Rohini
New Delhi
 DECLARATION

I, hereby declare that the Summer Training Project Report, entitled

HR Process Improvement is an authentic work carried out by me at “Minda

Distribution And Services Limited”. or It has not been submitted earlier for
award of any degree or diploma to any institute or university.

Place: New Delhi Candidate’s signature

Date: 30/07/18 Name: Rupal Taneja
Enroll.:46516701716

Countersigned
Name:

Supervisor
 ACKNOWLEDGEMENT

It is my pleasure to be indebted to various people, who directly or

indirectly contributed in the development of this work and who

influenced my thinking, behavior and acts during study.

I express my sincere gratitude to Dr. Mahabir Yadav the worthy

Director of Sirifort Institute of Management Studies, for providing me

an opportunity to undergo summer training of doing this project under

his leadership.

I am thankful to Ms. Swati Agarwal (Manager – HR & Admin) for

her support, cooperation and motivation provided to me during the

training for constant inspiration, presence and blessings at Minda

Distribution and Service Limited.

I also extend my sincere indebtedness to Ms. Shweta who provided

her valuable suggestion and precious time in accomplishing my

project.
I also take the opportunity to express my sincere gratitude to each

person, who directly or indirectly helped me throughout the project

and without anyone of them this project would not have been

possible.

The immense learning from this project would be indelible forever.

Rupal Taneja
 EXECUTIVE SUMMARY

There is an attempt to know that theories can be applied to practical

situation. So, for this purpose, I got the opportunity of summer
training at MINDA DISTRIBUTION AND SERVICE LIMITED.

The internship at MDSL was a great exposure to the industry.

After going through my Summer training, I had a first-hand
experience of how MDSL works.
The present study included a at MDSL aims to know the functioning
of various departments of the organization.

The first chapter tells about the general information (profile) of the
company. It contains full detail about the company, Its Business
spread around the world. The chapter tells about Nature, Vision,
Mission of the company, the wide range of products the company is
providing and its organization structure.

The chapter tells about the market share of the company and its
condition in the Indian Market. It also tells the size of the company,
finally, the chapter has information about
Company’s current leaders and the SWOT analysis of the company,
methodology i.e. sources for data collection.

I came to know what are positive and strong points of MDSL.

Based on which SWOT analysis is done. It also includes best
practices and the deviations followed by the company.

The Second Chapter contains Conceptual Framework topics.

The Third Chapter contains analyzing and interpretation, in this data

is analyzed and interpretation is given and data is collected in key
functional areas i.e. HR.
The Fourth Chapter contains findings and conclusion. It comprised of
findings, the lessons learnt during the internship period and
suggestions about company.
 TABLE OF CONTENTS

S.No. Topic Page No

1 Certificate

2 Declaration

3 Acknowledgement

4 Executive Summary

5 Chapter-1: Introduction

 Overview of Industry as a whole

 Profile of the organization
 History of the Organization
 Competitor’s Information
 S.W.O.T Analysis of the Organization
 Objectives of the study
 Scope of the study
 Methodology
8 Chapter-2: Conceptual Framework

6 Chapter-3: Data Analysis and interpretation

7 Chapter-4: Summary and Conclusion

 Results of the study

 Limitations
  Suggestions and Recommendations

8 Bibliography -

9 Appendix -
CHAPTER 1:
INTRODUCTION
 Overview of Industry as a whole

Making its mark in the International Grid of Automobile Components

manufacturing, UNO MINDA steers ahead as a leading Tier 1 supplier of
Proprietary Automotive Solutions to Original Equipment Manufacturers (OEMs).
Incepted way back in 1958 with a meagre start-up capital and now notching up a
group turnover beyond US$ 875 million, speaks volumes of the conglomerate that
it is today.

For nearly six decades, UNO MINDA has made significant contributions to the
automotive industry supply chain with innovative products, designed and
engineered for efficiency with an emphasis on enhanced comfort levels and fine-
tuned response.

UNO MINDA has 52 manufacturing plants in India, Indonesia, Vietnam, Spain,

Morocco, Mexico Colombia, design centers in Taiwan, Japan & Spain sales offices
in USA, Europe, Vietnam & Spain. It also has a strategic sourcing office in China.

With the human edge of a highly motivated workforce of over 15000 team
members the Group is headquartered in Manesar, Haryana, India. We have
engineering, research and development centers in Manesar, Pune & Sonepat.

The UNO MINDA strategic alignment ensures the maintenance of leadership in

providing the ideal product support for their customers. Drawing on the benefits of
this long-term customer support relation, UNO MINDA forges ahead as a Tier-1
supplier.

Minda manufacture 2 Wheeler Switches and Handle Bar Assemblies, Sensors,

Actuators, Controllers 4 Wheeler Switches and Heater Control Panels, Cigar
Lighters, Automotive Lamps, Automotive Horns, Alternate Fuel Systems ,
Automotive Batteries, Blow Molding Components, Seat Belts, Alloy Wheels,
Wheel Covers, Air Filtration Systems, Canisters, Die Casting Components, SRC,
Steering Wheels, Airbags, Fuel Caps, Body Sealing, Brake & Fuel Hoses, Car
Infotainment Systems, Air Brakes, Clutch Actuation Systems and Automatic Gear
Shifters and Telematics & Connected Car Solutions for OEMs.

Technology and innovation are two key pillars of UNO MINDA philosophy. Our
underlying vision is to create a culture that fosters great ideas that can be the basis
for planning ingenious products, successfully manufactured to deliver value to our
customers.
 PROFILE OF THE
ORGANISATION

The NK Minda Group is India's foremost manufacturer of a range of

automotive components and is a leading supplier to global Original
Equipment Manufacturers. The Group's product portfolio comprises of
Switches, Batteries, Lighting, Horns, Mirrors and Alternate Fuel
Kits – LPG.

NK Minda Group has an annual turnover of Rs.8.32 billion (USD 208

million). The Group has been clocking a Compound Annual Growth
Rate (CAGR) of 40% in Annual Turnover (ATO). From Rs. 5.45billion
in FY 2005-06, it grew to Rs. 8.32 billion in FY 2006-07. Today, the
Group has a total of 19 plants spread across India and Indonesia.

Recognizing the importance of the ASEAN market the group has set up
a Greenfield manufacturing facility in Indonesia through a group
company named PT Minda ASEAN Automotive which has commenced
production and exports to other ASEAN countries.

NK Minda Group works with the leading auto components specialists

globally to bring the most technologically advanced products to its
customers. The Group has joined hands with global leaders to constantly
fine-tune its offerings and has some of the most reputed automotive
component manufacturers as its joint-venture partners.
 CEO
BUSINESS BUSINESS
HEAD-1 HEAD-2

GENERAL
SALES MANAGER
(SALES)
DY. GENERAL
MANAGER
MANAGER
PLANT (HR)
DY. GENERAL
MANAGER
GENERAL
MANAGER
(FINANCE, IT,
LOGISTICS)

DY. GENERAL
MANAGER
(EXPORTS)

DY. GENERAL
MANAGER
(MARKETING)
HUMAN RESOURCE PHILOSPHY AND CULTURE

“An organization is known by its people, performance and profits. Our

human resource related policies would provide everyone to perform
towards own and company’s growth and success. Success is not
confined only to monetary profits but also covering quality of products,
excellence of operations, growth, customer goodwill and leadership in
business. Such a success not only brings in a feeling of belongingness
but also gives self-satisfaction.”

 We respect all people

 We value Team Work

 Accepting Responsibility and taking risks are important

 Discipline is necessary

 Individuals can constantly grow and change

 Differences and conflicts to be given positives turn

 Monetary Compensation

MISSION
“To continually enhance stakeholders’ value through global
competitiveness while contributing to society”
VISION
 Our group be pioneer and be global benchmark in QPCDSM and
Technology.

 Group Sales to be Rs 1750 crores.

 Exports to reach 25% of total turnover ( excl PTMA sales, FMAL

ORGANIZATION VALUES

CUSTOMER IS SUPREME

 We strive to understand and anticipate customers’ needs exceed

their expectations
 We are committed to offer innovative and value added solutions to
our customers
 We always ask “How can we serve our customers best?”

LIVE QUALITY

 We nurture Quality as an attitude at MINDA

 We are quality driven and apply a “Quality Minded Approach To
Everything We Do”
 We are passionate about Quality and its continuous improvement
through teamwork.
ENCOURAGE CREATIVITY & INNOVATION TO DRIVE 3Ps

(People, Processes & Products)

 We demonstrate leadership by advancing new technologies,

innovative manufacturing techniques, enhanced customer service,
inspired management and the application of best practices
throughout our organization
 We aggressively pursue new business and determined to add value
for our customers with ingenuity, have a determination and a
positive approach to every task, have a “can-do” sprit and a restless
determination to continually improve and excel.
 We utilize our ability to combine strength with speed in responding
enthusiastically to every new opportunity and every new challenge.
 We encourage and inspire learning amongst our people.

RESPECT FOR INDIVIDUAL

 We passionately believe that people are the most valued assets of

our company, and that they are essential participants with a shared
responsibility in fulfilling
 We trust, inspire, and empower our people to set and achieve high
expectations, standards and challenging goals
 We treat all people with dignity and courtesy
 We strive to support mutually beneficial and enduring relationships
with our stakeholders
RESPECT FOR WORK-PLACE ETHICS

 We work smartly with passion, integrity, conviction and

commitment
 We work in teams with a shared purpose and value individual
ability and diversity as essential to promote harmony and open
communication. Each of us succeeds individually ... when we, as a
team, achieve success
 We respect and adhere to company policies, systems and
procedures
 We will be well-informed and respect the regulations, rules, and
compliance issues that apply to our businesses around the world
 We respect the values and cultures of the communities in which we
operate

The Minda Industries Board Comprises of:

o Mr. Nirmal K. Minda – Managing Director
o Mr. Ashok Minda – Director
o Mr. B.R. Aggarwal – Director
o Mr. Raja Ram Gupta –Director
o Mr. Subash Lakhotia – Director
o Mr. S. K. Arya – Director
o Mr. Vivek Jindal – Executive Director
GROWTH OF MINDA

N K MINDA GROUP GLOBAL PRESENCE

Global Customers:-

USA
 International Trucks & John Deere

U.K.
 Triumph
France
 Peugeot Cars & Peugeot Motorcycles

Italy
 Aprilla, Case New Holland, Piaggio & Iveco

Thailand
 Suzuki & Yamaha Japan Yanmar

Taiwan
 Kymco

Phillipines
 Kawasaki, Suzuki & Yamaha

Vinetnam
 SYM

Malaysia
 Modenas, Suzuki & Yamaha

Indonesia
 Kawasaki, Suzuki & Yamaha
Domestic Customers:-

2 Wheelers Customers

 Bajaj Auto Ltd.

 Hero Honda Motors Ltd.
 Kinetic Engineering
 Kinetic Motors Company
 LML Ltd.
 Hero Motors
 Honda Scooters & Motorcycles Ltd.
 Eicher (Royal Enfield)
  TVS Motors Ltd
 Suzuki Motorcycles Ltd
 Yamaha Motorcycles Ltd.

Off roads Customers

 Eicher Tractors
 HMT Tractors
 Mahindra & Mahindra
 Tafe

4 Wheelers Customers

 General Motors
 Honda Siel
 Maruti Suzuki
 Tata Motors
GROUP COMPANIES
Minda Group is a specialized automotive components manufacturer that
provides products and solutions to automobile companies across the
globe.

Minda Industries Limited –

Minda Industries Limited is the flagship company of the Minda Group.
It designs, develops and manufactures switches for 2/3 wheelers and off-
road vehicles. In addition, Minda Industries Limited manufactures
batteries for 2/3/4 wheelers and off-road vehicles. Minda Industries
already enjoys more than 70% market share in the 2/3 wheeler segment
in India and is amongst the top few globally.

Today, Minda Industries is over Rs. 3.04 billion (USD 67.5 million)
company and is on a rapid expansion spree. It is geared to take on global
competition and has already made inroads into the ASEAN market.

Minda Industries is on its way to becoming the favored vendor for 2/3
wheeler switches globally.

Minda Industries Limited has established 8 state of the art facilities

spread across the length &breadth of India and one in the ASEAN
region and employs more than 2800 people.
The various product offerings include:

 Lever and Holder Assembly

 Grips Handle Bar
 Switch Brake Handle Bar System Assembly
 Switch

The company also designs different types of switches like

 Rotary Switch
 Handle Bar Switch
 Plunger Type Switch
 Rocker Switch
 Grip
On an average, Minda Industries develops 140 distinct products across
categories each year and puts in place 25 new assembly lines to
manufacture them.

Minda Industries believes in collaborative designing with the vehicle

manufacturers.

Minda Industries has the capability to improvise existing products as

well as offer cost-effective solutions for products already available in the
market.
 MDSL WORKING FLOW CHART

MANUFACTURING UNIT

MINDA DISTRIBUTIONS AND

SERVICE LIMITED

SPARES-DOMESTIC SPARES-EXPORT ACCESSORIES

MARKETING MARKETING MARKETING

SALES SALES SALES
LOGISSTICS LOGISSTICS LOGISSTICS
FINANCE FINANCE FINANCE
HR HR HR
 History of the Organization

Minda Industries Ltd. is a Delhi based company engaged in the

manufacture of switches, lamps & horns for automobiles.

In July 1996, the company came out with a public issue of 14.85 lakh
shares of Rs 10 each at a premium of Rs 20 per share.

The company promoted a joint venture company, Mindarika Ltd., along

with Tokai Rika Co. Ltd. (TC), Japan and Sumitomo Corporation (SC)
of Japan to manufacture switches for four wheelers (except tractors).
The company was incorporated on 9-11-1995.

Unit I of the company situated at B-64/1, Wazipur Industrial Area,

Delhi, was awarded ISO 9001 certification by TUV Management
Services GmbH on 2-5-1997.

2007- Registered Office of the Company has been shifted From B-73,
Wazirpur Industrial Area, Delhi- 110052 To B-64/1, Wazirpur Industrial
Area, Delhi- 110052

2009- Minda Industries Ltd has appointed Mr. Ashok Kumar Goel as
Director (Non-Executive & Independent Director) on the Board of the
Company, at the Board Meeting of the Company held on July 29, 2009.

2010- TAFE has awarded Minda Industries Limited - Lighting Division,

Sonepat as a "SELF CERTIFIED SUPPLIER" - Minda Industries
Limited - Acoustic Division received " Outstanding Performance Award
- 2010" from Mahindra – Automotive & Farm Equipment Sectors

2011- Company has signed the Joint Venture Agreement (JVA) with
Kyoraku Co. Ltd., Japan and Nagase & Co. Ltd.,

2012- Minda Industries Limited - Switch Division received "TPM

Excellence Award" from JIPM, Japan.in 2012

- Minda Industries Limited - Switch Division received "Quality

Management Awrad" from Honda

- Minda Industries Limited - Switch Division received "Best

Development Award for Lever Combination Switch Development" from
JCB India.

2013 -Company has entered into a Share Purchase Agreement with

PMAn Domestic AG, Germany. -Acoustic Division received "Gold
Quality Award" from Bajaj Auto Ltd. -Lighting division received a
"Special Citation of Distinction" for a valued partnership at Tata Motors
Annual Supplier’s Conference. -Lighting Division received "Silver
Trophy for Overall Performance" from Maruti Suzuki India Ltd. -Switch
Division received "Quality Achievement Award" from Polaris, USA.

2014 -Minda Industries Ltd has signed a Joint Venture Agreement with
Panasonic Corporation. -Switch Div. received INNOVATION AWARD
from JCB UK for the ongoing work on Steer Mode Switch and Media
Panel for the year 2013-14. -MRPL, Manesar received Vendor Up
gradation Certificate from MSIL.

2015 -Minda Industries -Joint Venture Agreement with Kosei Group,

Japan -Minda Industries & Kosei Aluminum Co. enters into new Joint
Venture to develop, manufacture and sell Aluminum Alloy Wheels

2016 -The Company has signed a definitive agreement to acquire Rinder

India Private Limited (RIPL), from Rinder Industrial Spain. -UNO
MINDA acquires global lighting business of Europe based Rinder Group
- The Company has acquired the global lighting business of Spain-based
Rinder Group for about Euro 20 million. -Minda Industries Ltd has
Completion of the global acquisition of Rinder’s lighting business

2017 - Minda Industries Ltd has signed the Joint Venture Agreement
with Katolec Corporation, Japan to manufacture the products including
high end electronics. - Minda Industries Ltd. has successfully concluded
the fund-raising exercise through Qualified Institutional Placement
(QIP) for Rs. 300 Crore.
 Competitor’s Information

 Motherson Sumi
 Bosch
 Exide Ind
 Amara Raja Batt
 WABCO India
 Minda Ind
 Sundaram-Clayto
 Minda Corp
 Suprajit Eng
 Jamna Auto
 Shriram Pistons
 Rane Holdings
 Wheels
 Federal-Mogul
 Gabriel India
 JTEKT India
 Steel Str Wheel
 Automotive Axle
 Lumax Inds
 Subros
 LG Balakrishnan
 Banco Products
 JBM Auto
 India Nippon
 Sharda Motor
 Shanthi Gears
 FIEM Ind
 GNA Axles
 Jay BharatMarut
 Rico Auto
 Munjal Showa
 Lumax Auto Tech
 The Hi-Tech Gea
 Precision Camsh
 PPAP Automotive
 Rane Madras
 Pricol
 Horizon Infra
 Rane Brake
 Munjal Auto Ind
 Setco Auto
 Phoenix Lamps
 Hind Composites
 Shivam Auto
 Harita Seating
 UCAL Fuel
 Omax Autos
 Talbros Auto
 Rane Engine
 IP Rings
 Amtek Auto
 Sundaram Brake
 JMT Auto
 Autoline Ind
 Bharat Gears
 Jullundur Motor
 Auto Stampings
 Castex Tech
 Autolite India
 Remsons Ind
 Clutch Auto
 Lumax Auto Sys
 ANG Industries
 PAE
 Kalyani Comm
S.W.O.T Analysis of the Organization
STRENGTH
 No. 1 Horn & Switch
Manufacturer in India & Globally
No. 2
 Leading OEM Supplier in India
in all vehicle segments.
 Very strong automotive
aftermarket brand
OPPORTUNITIES
 Constantly increasing vehicle
population will improve business
scope.
 Changing trend from mechanical
to Electronics components will
increase opportunities for major
technology players including
UNO MINDA.
 Entrance of innumerous Global
automotive giants after 100%
FDI.
 New technologies are available at
reasonable costs.
WEEKNESS
 Perceived as an Auto-
Electrical company.
 Market differentiation
between UNO MINDA &
SPARK MINDA.
THREATS
 Fierce competition from
OEM/SPD brands with very
competitive pricing &
increased promotion &
public awareness on using
company recommended
products.
 Reduced financial capacity
of Business partners due to
more & more companies
entering in the industry
every year.
 BEST PRACTICIES

o Training on Kaizen: Kai means change Zen means good or for

better i.e. change for better. Kaizen is a system of continuous
improvement in quality, technology, process, company culture,
productivity.
o Technology: UNO MINDAhas been organizing ‘Technology Day’
events at various OEMs since 2010. The objective of holding these
shows is to showcase state of the art R&D functions, technical
capabilities and innovative orientation.
o 5s Audit: In 5s audit 5 boards are to be prepared consist of
department communication board, target vs. actual board,
improvement board, SHE (Safety Health and Environment) board.
Each department has one board that they must maintain.

SEIRI 1s Cleaning Up
SEITON 2s Organizing
SEISO 3s Cleaning
SEIKETSU 4s Standardization
SHITSUKE 5s Discipline

Biometric System: MDSL follows biometric system. All employees are

obligated to provide their thumb impression before entering and leaving
the office premises.
OBJECTIVE
 OBJECTIVE OF THE STUDY

 To prepare the organization to meet new dimensions according to

the environment.

 To adopt such plan so that alteration can be brought in the

employee’s performance.

 To ensure an observable output with high quality.

 To bring about desired changes skills, knowledge, and attitude in

the employee.

 To prepareorganization to meet high responsibility.

SCOPE
 Scope of the study
1. Enhancing organization capabilities

 HRD practices for enhancing quality consciousness among employees

 Continuous improvement in performance of employees

2. Integrating human resource into business

 Promoting individual growth and development of employees

 Increase in the level of commitment of employee

3. Achieving corporate excellence

 HRD programs to facilitate group communication in the company

 Achieving organization effectiveness in terms of performance and

communication.

4. To improve the current situation of the HRD activities in the organization.

5. To suggest the methods by which changes can be brought in current

program.

6. To increase the performance of the employees and ultimately the

organization.
MEYHODLOGY
 Methodology
RESEARCH METHODOLOGY

The most vital function of management in an organization is to minimize

risk and uncertainly through systematic decision making. Better decision
result from the effectively and timely utilization of right information. So
for the making effective decision, research plays an important role and
provides the right information to the management Research is the
systematic gathering, recoding and analyzing of data about problems.

In other words we can say that research comprises defining and

redefining problems, formulating hypothesis or suggested solution;
collecting, organizing and evaluation of data; making deduction and
reaching conclusion; and at least carefully testing the conclusion to the
determine whether they fit the formulating hypothesis.

Research is of basic three types:-

1. Exploratory research
2. Descriptive research
3. Experimental research

 Exploratory research is a preliminary phase and is absolutely essential

in order to obtain a proper definition of the problems. The purpose of
exploratory research is to determine the general nature of problems and
variable related to it. The major emphasis is on the discovery of ideas and
insight. Exploratory research is characterized by flexibility and informality.
Exploratory research is generally carried out by three sources-

a. Literature (Secondary data)

b. Experience survey (discussion with experts)
c. Study of some specific case

 Experimental research attempt to satisfy the nature of functional

relationship between two or more variable factors present in controlled
environment, while all other variables constant in order to establish a causal
relationship.

TYPE OF RESEARCH USED IN THE PROJECT

The type of research employed in the project work is exploratory cum

descriptive. The exploratory research is used to define the problem and
discovery of new idea while descriptive research is used for data
collection and establish cause and effect relationship.

The unit selected for the purpose is Minda Distributions Pvt. Ltd.

SAMPLING DESIGN

A sample design is a definite plan for obtaining a sample from a sample

from a given population. There are many sample designs from which a
researcher can choose. Researchers must prepare/select a sample design
which should be reliable and appropriate for his research only. It is very
different to interview all the employees.
SAMPLING UNITS:-

Minda Industries And Service Limited.

SAMPLING SIZE: 50

DATA COLLECTION TOOLS

As we know data is of two types;

1. Primary data
2. Secondary data

 In primary data, researcher must gather primary data afresh from

the specific study that is under taken by him.

Primary data can be collected by three methods

a. Observation
b. Questionnaire
c. Interview

 Secondary data are those, which are gathered for some other
purpose and already available in the firm’s internal records,
manuals, commercial or publications.
Here in the study both type of data primary and secondary is used.

Primary data is collected by a well-structured questioner, personal

interview.

Major source of secondary data were corporate HR manuals of the firm,

Induction manuals, Information provided by personnel department and
Standard Operating Procedures (SOP’s)

QUESTIONNAIR DESIGN

While designing the questionnaire, various type of question was put in a

proper manner these were multiple choice question and few open-ended
questions. Proper sequencing of the question was done after each
question proper space was provided. In the questionnaire, subject was
not required to mention their identity to ensure true response.

ANALYSIS OF DATA

After collecting of data, it was tabulated and represented in a graphical

manner in and was analyzed to draw conclusion.

STRATEGY

After analyzing the data’s what could be changes brought are suggested
per new environment and need of Employees.
 Chapter-2:
Conceptual
Framework
HUMAN RESOURCE MANAGEMENT

Recruitment
I. For manager and above vacancies minimum not more than 5%
vacancies to be filled from outside balance from within
organization
II. HRM head can sign offer letter and appoint up to DY Manager
III. Manager and DGM positions will be signed by plant head
 IV. Recruitment and transfer up to DGM level lies with HRM unit for
GM and up by CEO, For CEO and above by CMD.
V. Existing regular employee of company
VI. Corporate HR shall coordinate with unit HR head of shortlisted
candidate for interview
VII. If unit denies then unit must submit the concerned employee’s
future growth plant
VIII. Also, in coming appraisal, he should not be related below A.
IX. Once selected through IJP, candidate cannot withdraw. No
promotion or salary increase committed.
Scheme and policies
Provident fund scheme state insurance scheme
I. Employee will be covered under the employee’s PF and
miscellaneous provisions act 1952 and employee’s family pension
scheme 1971.
II. Applicable employee will be covered under ESI as per ESI act
1948

Superannuation Policy:
I. Applicable to all employee GM and above in MIL and MINDA
ARIKA
II. 15% of basic or 8000 whichever is lower will be contributed in
individual account on monitory basis. Contribution will be transfer
to super annuation trust.
III. Employee will get statement of account department of units on
yearly basis.
IV. Gratuity shall be payable to an employee as per payment of
gratuity act 1972.
V. Maternity benefit shall be given as per maternity benefit act 1961.

Leave Policy
I. Casual leave (CL): All employees entitled for 7 days CL,
employees join b/w 1st to 15th January is eligible for full 7 days CL.
 II. Sick Leave (SL): 7 days except ESI employee. Max 21 days. It
can’t be clubbed with CL. Sickness more than 3 days, medical
certificate.
III. Earned Leaves (EL): all staff-26 days EL. Eligibility condition is
240 days attendance. (For calculation of 240 days attendance
actual days worked + earned leaves availed during the year
considered). EL can be clubbed with SL.

Training and Development

The focus areas include emphasis on soft skills like team building, customer focus,
drive for results, selling skills, communicating effectively etc. among a very
diverse group of people clubbed with selling skills program and product related
training.
PAATHSHALA
UNO MINDA has dedicated its own training academy, called
Paathshala, to create empowered people and leaders, who create
excellence in everything they do.
Paathshala runs regular educations programs, not just training, for all
new and existing employees.
The paathshala team carried our extensive research and has published
two landmark books.
 I. The Minda way which help us create a “Values Bound
Community” with a missionary approach to transform earth into a
clean, green habitat for mankind.
II. Another is a book which spreads awareness on ‘Environment,
Health and Safety’.

Both books help UNO MINDA team gain knowledge beyond the
boundaries of the company and create a positive impact on the society.
I. Another internal training is BEST stands for Business Excellent
Simple Technique.
 II. Based on the performance review and skill required for new
projects, the training need of an individual is identified by
respective department head.

Employ Motivation and Welfare

To create an environment to promote innovation and continual
improvement process-
I. The Kaizen
II. QP rally (quality and productivity)
III. Best operator
IV. Best line

MDSL has a robust employee recognition program where in they

recognize best performers in the company.
Monthly birthday meetings, the best performing department and
employee performance is rewarded on monthly and quarterly basis.
EMPLOYEE WELFARE
I. LTA- Leave Travel Allowance can be claimed once in a year such
that prevailing IT rules. Employee must take at least 5 days
EL/holidays to apply for LTA.

II. MEDICAL- Employee can claim a medical reimbursement either

monthly, quarterly, half yearly, annually.

III. Accident Insurance- Applicable for all employee including ESI

scheme.

IV. Mediclaim insurance- Claim reimbursement of express in case of

hospitalization for injury or illness.
 V. Uniform- All permanent employees, no logo on uniform in Pune
region.

VI. Canteen- Food, tea.

VII. Festival holidays- 9 number of holidays.

VIII. Marriage gift

IX. Internal customer rating

X. Kanyadaan for daughter’s marriage.

Organization Development Activities

i. To conduct employee satisfaction survey.
ii. Identification of training needs and imparting.
iii. Effective and more elaborative induction program.
iv. Design and implementing an effective HRIS in web portal.

Annual Performance Appraisal

On the basis of-
I. Planning and organizing
II. Basic communication skills
III. Team building
IV. Customer delight
V. Time/resource management
Safety Practices
I. Mock drill (Fire safety)
II. Electrical training
III. Smoke detectors
IV. Fire hydrant system
V. First aid
VI. Employee exit

INTERNSHIP PROJECTS

 Filing work for Audit Process

 Paper checking for file complete or not
 Pendency of documents

 Leave Management
 Field Employee leave management to understand the process

 Recruitment on Portal (Naukari.com)

 Joining on boarding process

 Festival Mailers

 Engagement survey online

 Chapter-3:
Data Analysis
and
interpretation
 DATA ANALYSIS & INTERPRETATION

TRAINING AS A PART OF ODA

RESPONSE EMPLOYEE
Strongly Agree 5

Agree 11
Average 31

Disagree 3

Total 50
Interpretation:-
Out of 50 respondents more than half of them say that training as a
part of org. development strategy in the organization and according
to rest respondent HRD activity is not a part of ODA.

 ENHANCEMENT OF SKILLS & KNOWLEDGE

THROUGH TRAINING

RESPONSE EMPLOYEE

To Great Extent 12

To Some Extent 31

Not Much 7

Total 50

Interpretation: -
Out of 50 respondent’s maxima of them say that through training skills
& knowledge are enhanced up to some extent.

 TRAINING EFFECTIVENESS

RESPONSE EMPLOYEE

To Great Extent 6
To Some Extent 37

Not Much 7

Total 50
Interpretation: -
Out of 50 respondent’s maxima of them say that training is effectiveness
up to some extent and per rest respondent training is not so much
effectiveness.

 SATISFACTION FROM EXISTING PERFORMANCE

APPRAISAL SYSTEM
 RESPONSE EMPLOYEE

Very Good 6
Good 13
Satisfactory 17
Average 10
Poor 4
Total 50

Inter
preta
tion:-
Out of
50
respon
dents,
less
than half of them are satisfied from the existing PAS. And other
respondents are not satisfied with the existing PAS in the organization

 CHANGE IN EXISTING PMS

RESPONSE EMPLOYEE

Yes 41

No 9

Total 50
Interpretation:-
Out of 50 respondents, maximum of the respondents need change in the
organization’s existing PMS. They are not satisfied with the existing
PMS in the organization. Only few respondents are satisfied with the
existing PMS & they need not change in existing PMS.

 OPPORTUNITY TO GROW AS AN INDIVIDUAL

RESPONSE EMPLOYEE

Yes 11

No 39

Total 50
Interpretation:-
Out of 50 respondents, up to 30 % of the employees are covered under
career development process in the organization. Some of the respondents
are not satisfied with the CDP.

 CONCERN FOR INDIVIDUAL DEVELOPMENT

RESPONSE EMPLOYEE

Yes 14

No 36

Total 50
Interpretation:-
Out of 50 respondents, maximum of the employees says that senior
management & HR Department do not concerned about the individual
growth. Only few of them are agree in concerned about the individual
growth by HR department & senior mgt.

 EMPLOYEES INVOLVED IN ORGANIZATION CHANGE

ACTIVITY

Involved in org. change activity:-

RESPONSE EMPLOYEE
Involved in org. change
activity
To Great Extent 6

To Some Extent 37
 Not Much 7

Total 50

Inter
preta
tion:-
All
thoug
h
HRD
activit
ies is given adequate importance in the organization.
But up to some extent employee’s response that there is involvement
of employees in OCA & briefing sessions.

 ORGANIZATION DEVELOPMENT ACTIVITY NEED

CHANGE

RESPONSE EMPLOYEE

Yes 40

No 10

Total 50
Interpretation:-
Out of 50 respondents, few of them response that company give the
opportunity
to grow as an individual. Maximum of respondents says that the
company does not give the enough opportunity to grow as an individual.

 EMPLOYEES INVOLVED UNDER CDP

RESPONSE EMPLOYEES

Up to 30 % 29

Up to 50 % 15
Up to 90 % 6

TOTAL 50
 Chapter-4:
Summary and
Conclusion
 Results of the study

The study to gain knowledge of real business environment & corporate

culture conducted in Minda Distribution and Service Limited to analyze
application of management concepts in real business situation and to
understand a business entity from management perspective in different
areas. MDSL basically is the aftermarket arm of UNO MINDA Group.
Commenting on my overall experience in MDSL was quite good. People
there are very helpful in every aspect be it to train someone or guiding
about something.

People in MDSL are task oriented and friendly. Orientation of team

formation is also being carried out. MDSL complies with the best
corporate practices in true spirit. Coming to what I have learnt in MDSL
internship period is knowing how MDSL as an organization works. I got
to know about the functioning and working of HR department.

UNIQUE PRACTICES OF MDSL are:

Adarshnidhi (death relief scheme): In case of unfortunate demise, other

employees will contribute a token amount to be given to next of kin of
the deceased employ.

Kanyadaan for daughter’s marriage employee associated with MDSL for

5 years contribute Rs21,000 for the same.

LIMITATIONS OF THESTUDY

 Primary data collected through observation is prone to human

errors.

 Observation done only at a specified time period.

 May be employee are biased at response

 Sometimes respondent hesitate to provide proper information as

lack of faith on outsider persists.
  Questionnaire may be incomplete.

 Many employee interviewed did not give proper feedback.

 Many of the time employees refuse to fill the questioner as they

think it to be time consuming.

SUGGESTIONS AND RECOMENDATIONS

The related literature is reviewed to find how the HRD activity should
take place. Then the information obtained from the company regarding
HRD activity at Minda is evaluated through primary and secondary data
and is able to find the weakness and grey area of the policy.

Finally based on the finding following suggestion are put forth

for further improving the HRD activities:-

 Organization should make development plans not only for seniors

but for junior’s as well lower level employee as well.
 A proper procedure should be implemented for evaluation of
training & analysis of training needs. So that effectiveness of
training can be increased

 Employees should be given external training as well to update their

skills & knowledge.

 The existing training analysis format should be changed.

 Existing PMS is satisfactory but to increase its effectiveness. It

should be linked with job description & job enrichment. So that a
clear picture of individual performance can be obtained& training
needs analysis can be done to good extent.

 Individual should be given full involvement in all org. change

activities. So that org. change can be implemented successfully &
effectively.

 HR department & senior’s management should provide proper

briefing sessions before implementing the changes. So that the
changes are implemented effectively & efficiently.

 All employees should be considered under CDP. This will not only
develop individual but also will reduce exit of employees.

 The existing ODA need more concern to be given by HR

department & senior’s management to make them successfully
implemented.
 BIBLIOGRAPHY

 Minda Magazines

 www.mindadsl.com

 www.unominda.com
 Human Recourse Management “Gary Dessler, Biju Varkkey”

APPENDIX
Name of the Firm Minda Distribution & Services Limited

Address 301/223 Mukund pur main road, Delhi

Telephone Number 011 4912 7400

Website www.mindadsl.com
E-mail Address info@mindadsl.com

Type of Organization Selling & Distributing

Industry Automobile

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