Assignment

Name:-Hardik Dave (Roll No-31) Jaimin Upadhyay(Roll No-32) SECTION:-C

Ashok Leyland
Ashok Leyland has been a major presence in Indias commercial vehicle industry since 1948, the year it was born. The origin of Ashok Leyland can be traced to the urge for self-reliance, felt by independent India. Pandit Jawaharlal Nehru, India's first Prime Minister persuaded Mr. Raghunandan Saran, an industrialist, to enter automotive manufacture. They are one of the Indias leading manufacturer of commercial vehicles and special vehicles, engines for industrial purpose, gen sets and marine requirement equipments. For over five decades, Ashok Leyland has been the technology leader in Indias commercial vehicle industry, molding the countrys commercial vehicle profile by introducing technologies and product ideas that have gone on to become industry norms. Ashok Leyland at the time of its inception was known as Ashok Motors. It was assembling Austin cars at the first plant, at Ennore, near Chennai. In 1950, the company started assembly of Leyland commercial vehicles and soon the local manufacturing under license from British Leyland, participation in the equity capital, in 1954, the company was re christened Ashok Leyland.

RECRUITMENT Recruitment is the process of finding and attracting capable applicants fo r employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. SOURCES OF RECRUITMENT The following are various external sources of recruitment: Consultancies Campus recruitment Lateral entries

1.CONSULTANCIES The department heads where requirements are needed informs to th e H R department about the requirement. The concerned persons for recruitment gets approval for filling the vacancies. Then the consultancies are approached tellingt h e r e q u i r e m e n t s . T h e f i t a p p l i c a t i o n s a r e m a i l e d t o a t t e n d t h e i n t e r v i e w . I f satisfied, they are called for the personal interview.

2. CAMPUS RECRUITMENT The recruitment panel goes to the reputed colleges to select the candidates. On the following basis they recruit the candidates GETs - Graduate Engineer Training DETs - Diploma Engineer Training ITI- Industrial training Institute

3.LATERAL ENTRIES They pick the experience candidates or people from other companies. Thef ollowing is the process of lateral entry recruitment: 1. Sourcing 2. Interview a. Written test b. Technical round interview c. Personal Interview

TRAINING Training is an on-going process aimed at capability-building of the employees atall levels. Training program is classified into Skills Knowledge Behavior

WORKMEN CAPABILITY BUILDING Training & Development for the unionized employees at the manufacturing unitsis focused on skill development. Both internal and external training is given for associates. Guest lectures of external faculty and various other industrial visits will b e a r r a n g e d f o r a s s o c i a t e s . I n a d d i t i o n t o s o m e p r o g r a m m e s l i k e e n g i n e e r i n g drawing and waste elimination are also conducted. TRAINING FOR SENIOR/ MIDDLE LEVEL MANAGEMENT Both external and internal training is given for the executives. Faculty from outside agencies will be arranged for training them. They also get faculty from corporate level. Training for senior/middle level management is done on t h e following basis: Technical Behavioral Functional

DEVELOPMENT ACTIVITIES The following are the developmental activities: TEI Total Employee Involvement CFG Cross Functional Group

 QC Quality Control SS Suggestion Scheme

EMPLOYEE RETENTION/INCENTIVES Performance linked pay The company has an annual appraisal system in place and pursuant to this system, performance linked pay, annual variable pay and/or commission is paid to the employees.

Employee welfare schemes The following are the welfare schemes available to the employees. Canteen facilities Medical claims Transport facilities Ashok leyland school for their children Scholarship schemes Recreation facilities

PERFORMANCE APPRAISAL Performance appraisal is an objective assessment of an individuals performanceagainst well defined benchmarks. The performance appraisal method followed is based on the Superior subordinate relationship, whereby the superiors rate their subordinates. They are rated on the basis of their performance.

CORPORATE SOCIAL RESPONSIBILITY Donations Career guidance AIDS awareness Guest lectures for school and college students PROMOTIONS Promotions are given once in three years wherein there is elevation from one levelto the other. They give promotions based on the performance. SEPERATIONS When people leave the organization, Exit interviews are usually conducted to know the reasons for leaving. The common reasons given are Better opportunities Financial problems Lack of growth Job clarity