Final Project

STAY INTERVIEW AND EXIT INTERVIEW
A SUMMER INTERNSHIP REPORT ON
STAY INTERVIEW AND EXIT INTERVIEW AT
Submitted to L.J. Institute of Management studies
In requirement of partial fulfillment of Masters of Business Administration (MBA) 2 year full time Program of Gujarat Technological University
Submitted on: 16th July 2011
Submitted by:
RITIKA SINGH 107290592102 Batch No.: 2010-2012
Acknowledgement
During the Training it was unforgettable experience for me in MANAN AUTOLINK PVT LTD . I dont have adequate words to express my profound gratitude to project report in charge Mr. BHARAT GOLANI, who gave me a good opportunity in Manan Autolink Pvt Ltd. So I heartily thank my training In charge, and also Jayesh Sir who gave good guidance, and without their guidance it would have been difficult for me to make this project report nicely. Finally I thank to all my guides and my friends who helped me in my project directly or indirectly.
Certificate
It is hereby certified that the work incorporated in the thesis submitted entitled Topic submitted by (Students name) comprises the result of independent and original investigation carried out me. The material which obtained (and used) from other sources has been duly acknowledged in the thesis.
Date: Place: Signature of the student
It is certified that the work mentioned above is carried out under my guidance.
Date: Place: Signature of the faculty guide
TABLE OF CONTENT
chapter Executive summary 1. 2. 3. 3.1 3.2 3.3 3.4 3.5 3.6 3.7 4. 5. 6. 6.1 7. 8. 8.1 9. 9.1 9.2 10. 10.1 10.2 History of automobile Profile of Maruti Suzuki Introduction of Manan Autolink Brief overview of manan group of company Current players Market position of manan autolink Kinds of cars manan sells Vision of manan Values Mission Human resource department Organization structure General information of manan No.of branches and employees in each Hr activities Manan hr activities Manans best hr activities Human resource management Importance of HRM to all managers Strategic human resource management Research Introduction of research Objective of research
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TOPICS
PAGE NO.
11. 11.1 11.2 11.3 11.4 11.5 11.6 11.7 12. 12.1 12.2 12.3 12.4 12.5 13. 14. 15. 16. 17. 18. 19. 20. 21.
Stay interview Definition Scope Advantages When does company conduct stay interview? Conducting stay interview Sample questions of stay interview To be effective stay interview Exit interview Introduction of exit interview Definition Exit interview questions Why companies conduct exit interview? Sample questions of exit interview Exit interview v/s stay interview Research methodology Interpretation of stay interview Interpretation of exit interview Limitations of study Findings of research Recommendations Bibliography Annexure of questionnaires
EXECUTIVE SUMMARY
My project is on stay interview and exit interview at manan autolink pvt ltd.In this project I have covered various reasons of the employees behind staying and exiting from the organization. I have started my project with the history of automobile industry in the world as well as in India followed by the profile of maruti Suzuki. I have included the general information of manan Autolink.There is a brief overview of human resource department, organizational structure of manan, general hr activities and also manan autolink hr activities.I have included human resource management with its importance to all managers,strategic human resource management,etc .I have done my research which is a primary based research on stay and exit interview.I have covered general information on stay and exit interview, how they are conducted, their importance and their sample questions. I have also compared stay interview with exit interview. I have done interpretation of the data collected by taking interviews and presented them through charts. At the end I have covered findings, limitations and recommendations.
1.HISTORY OF AUTOMOBILES
The history of the automobile begins as early as 1769, with the creation of steam engine automobiles capable of human transport.[1] In 1806, the first cars powered by an internal combustion engine running on fuel gas appeared, which led to the introduction in 1885 of the ubiquitous modern gasoline- or petrol-fueled internal combustion engine. Cars powered by electric power briefly appeared at the turn of the 20th century, but largely disappeared from use until the turn of the 21st century. The need to reduce the amount of air pollution generated by transportation has raised new interest in electric and hybrid vehicles. The early history of the automobile can be divided into a number of eras, based on the prevalent method of automotive propulsion during that time. Later periods were defined by trends in exterior styling, and size and utility preferences. The first car ran on India's roads in 1897. Until the 1930s, cars were imported directly, but in very small numbers. Embryonic automotive industry emerged in India in the 1940s. Mahindra & Mahindra was established by two brothers as a trading company in 1945, and began assembly of Jeep CJ-3A utility vehicles under license from Willys.[19] The company soon branched out into the manufacture of light commercial vehicles (LCVs) and agricultural tractors.[20] Following the independence, in 1947, the Government of India and the private sector launched efforts to create an automotive component manufacturing industry to supply to the automobile industry. However, the growth was relatively slow in the 1950s and 1960s due to nationalisation and the license raj which hampered the Indian private sector. After 1970, the automotive industry started to grow, but the growth was mainly driven by tractors, commercial vehicles and scooters. Cars were still a major luxury. Japanese manufacturers entered the Indian market ultimately leading to the establishment of Maruti Udyog. A number of foreign firms initiated joint ventures with Indian companies.[21] In the 1980s, a number of Japanese manufacturers launched joint-ventures for building motorcycles and light commercial-vehicles. It was at this time that the Indian government chose Suzuki for its joint-venture to manufacture small cars. Following the economic liberalisation in 1991 and the gradual weakening of the license raj, a number of Indian and multi-national car companies launched operations. Since then, automotive component and automobile manufacturing growth has accelerated to meet domestic and export demands.[21]
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Following economic liberalization in India in 1991, the Indian automotive industry has demonstrated sustained growth as a result of increased competitiveness and relaxed restrictions. Several Indian automobile manufacturers such as Tata Motors, Maruti Suzuki and Mahindra and Mahindra, expanded their domestic and international operations. India's robust economic growth led to the further expansion of its domestic automobile market which has attracted significant India-specific investment by multinational automobile manufacturers. In February 2009, monthly sales of passenger cars in India exceeded 100,000 units[23] and has since grown rapidly to a record monthly high of 182,992 units in October 2009.[24] From 2003 to 2010, car sales in India have progressed at a CAGR of 13.7%, and with only 10% of Indian households owning a car in 2009 (whereas this figure reaches 80% in Switzerland for example [25]) this progression is unlikely to stop in the coming decade.[26] Congestion of Indian roads, more than market demand, will likely be the limiting factor.[27] SIAM is the apex industry body representing all the vehicle manufacturers, home-grown and international, in India.[28] The automobile industry has changed the way people live and work. The earliest of modern cars was manufactured in the year 1895. Shortly the first appearance of the car followed in India. As the century truned, three cars were imported in Mumbai (India). Within decade there were total of 1025 cars in the city. One of the greatest creations of man, the "Automotive Car" or popularly known as the "Car" is a result of man's consistent efforts and perseverance. Over the years, the automobile industry has evolved as one of the main revenue generators, provider of employment and has progressed a lot. India auto market looks set to prosper, largely due to growing market for automobiles that is developing in India. In financial year that ended in February, 2004, Indian auto markets were fastest growing in world, with registered growth rate touching nearly 20 percent. Auto industry in India mainly comprises of small car section, which enjoys nearly a 2/3rd market share of entire market for autos in India. In this respect, Indian markets are largest in world for small cars, behind Japan.
The Automotive industry in India is one of the largest in the world and one of the fastest growing globally. India manufactures over 17.5 million vehicles (including 2 wheeled and 4 wheeled) and
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exports about 2.33 million every year.[1] It is the world's second largest manufacturer of motorcycles, with annual sales exceeding 8.5 million in 2009.[2] India's passenger car and commercial vehicle manufacturing industry is the seventh largest in the world, with an annual production of more than 3.7 million units in 2010.[3] According to recent reports, India is set to overtake Brazil to become the sixth largest passenger vehicle producer in the world, growing 16-18 per cent to sell around three million units in the course of 2011-12.[4] In 2009, India emerged as Asia's fourth largest exporter of passenger cars, behind Japan, South Korea, and Thailand.[5]
2. Profile
The old logo of Maruti Suzuki India Limited. Later the logo of Suzuki Motor Corp. was also added to it Maruti Suzuki plant in Manesar
Maruti Suzuki is India and Nepal's number one leading automobile manufacturer and the market leader in the car segment, both in terms of volume of vehicles sold and revenue earned. Until recently, 18.28% of the company was owned by the Indian government, and 54.2% by Suzuki of Japan. The BJP-led government held an initial public offering of 25% of the company in June 2003. As of 10 May 2007, Govt. of India sold its complete share to Indian financial institutions. With this, Govt. of India no longer has stake in Maruti Udyog. Maruti Udyog Limited (MUL) was established in February 1981, though the actual production commenced in 1983 with the Maruti 800, based on the Suzuki Alto kei car
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which at the time was the only modern car available in India, its only competitors- the Hindustan Ambassador and Premier Padmini were both around 25 years out of date at that point. Through 2004, Maruti Suzuki has produced over 5 Million vehicles. Maruti Suzukis are sold in India and various several other countries, depending upon export orders. Models similar to Maruti Suzukis (but not manufactured by Maruti Udyog) are sold by Suzuki Motor Corporation and manufactured in Pakistan and other South Asian countries. The company annually exports more than 50,000 cars and has an extremely large domestic market in India selling over 730,000 cars annually. Maruti 800, till 2004, was the India's largest selling compact car ever since it was launched in 1983. More than a million units of this car have been sold worldwide so far. Currently, Maruti Suzuki Alto tops the sales charts and Maruti Suzuki Swift is the largest selling in A2 segment. Due to the large number of Maruti 800s sold in the Indian market, the term "Maruti" is commonly used to refer to this compact car model ("Maruti" is another name of the Hindu god, Hanuman). Maruti Suzuki has been the leader of the Indian car market for over two decades. Its manufacturing facilities are located at two facilities Gurgaon and Manesar south of Delhi. Maruti Suzukis Gurgaon facility has an installed capacity of 350,000 units per annum. The Manesar facilities, launched in February 2007 comprise a vehicle assembly plant with a capacity of 100,000 units per year and a Diesel Engine plant with an annual capacity of 100,000 engines and transmissions. Manesar and Gurgaon facilities have a combined capability to produce over 700,000 units annually. More than half the cars sold in India are Maruti Suzuki cars. The company is a subsidiary of Suzuki Motor Corporation, Japan, which owns 54.2 per cent of Maruti Suzuki. The rest is owned by public and financial institutions. It is listed on the Bombay Stock Exchange and National Stock Exchange in India. During 2007-08, Maruti Suzuki sold 764,842 cars, of which 53,024 were exported. In all, over six million Maruti Suzuki cars are on Indian roads since the first car was rolled out on 14 December 1983. Maruti Suzuki offers 14 models, Maruti 800, Alto, WagonR, Estilo, A-star, Ritz, Swift, Swift DZire, SX4, Omni, Eeco, Gypsy, Grand Vitara, Kizashi. Swift, Swift DZire, Astar and SX4 are manufactured in Manesar, Grand Vitara and Kizashi are imported
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from Japan as completely built units(CBU), remaining all models are manufactured in Maruti Suzuki's Gurgaon Plant. Suzuki Motor Corporation, the parent company, is a global leader in mini and compact cars for three decades. Suzukis technical superiority lies in its ability to pack power and performance into a compact, lightweight engine that is clean and fuel efficient. Nearly 75,000 people are employed directly by Maruti Suzuki and its partners. It has been rated first in customer satisfaction among all car makers in India from 1999 to 2009 by J D Power Asia Pacific.
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Type
Public BSE: 532500 NSE: MARUTI Automotive 1981

(as Maruti Udyog Limited)
Traded as
Industry Founded Headquart ers
New Delhi, India
[1]
Key people
Mr. Shinzo Nakanishi, Managing Director and CEO Automobiles US$4.8 billion (2009)
[2]
Products Revenue
Employees 6,903 Parent Website
Suzuki Motor Corporation MarutiSuzuki.com
Maruti Suzuki India Limited
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Manufactured locally
1. 800 (Launched 1983) 2. Omni (Launched 1984) 3. Gypsy (launched 1985) 4. WagonR (Launched 2002) 5. Alto (Launched 2000) 6. Swift (Launched 2005) 7. Estilo (Launched 2009) 8. SX4 (Launched 2007) 9. Swift DZire (Launched 2008) 10. A-star (Launched 2008) 11. Ritz (Launched 2009) 12. Eeco (Launched 2010) 13. Alto K10(Launched 2010)
EXPORTED CARS Suzuki Grand Vitara

1. Grand Vitara (Launched 2007) 2. Kizashi (Launched 2011)
Discontinued car models

1. 1000 (19901994) 2. Zen (19932006) 3. Esteem (19942008) 4. Baleno (19992007) 14
5. Zen Estilo (20062009) 6. Versa (20012010)
Maruti TrueValue
Maruti True value service is offered by Maruti Suzuki to its customers. It is a market place for used Maruti Suzuki Vehicles. One can buy, sell or exchange used Maruti Suzuki vehicles with the help of this service in India. As of 31 March 2010 there are 341 Maruti True Value outlets.
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3. INTRODUCTION OF MANAN AUTOMOBILE
1992 To Till Date being a graduate from BJ medical collage, Ahemdabad having the biggest hospital in Asia, Dr. Anil Patel has selected the line of Automobile just his passion and interest in this field. He got dealership of kinetic engg. Ltd pune in 1994 due to his hard working and interest on in automobile. Showing good result in just one and half year Bajaj auto ltd gave their dealership of two wheeler in 1995 Since 1996 M/S Manan motors pvt. ltd has started his business as a dealer sold more than 10000 every year from just one year of starting, Mr. Anil Patel take the dealership in top 20 in just one year of operation and now no.1 dealer in India from past two years just not sales but also in service and in customer satisfaction. Company has also selected Manan Motors foot there professionally managed pro-biking showroom in whole Gujarat. In 2002 Manan group attach more one wing to their existing business, Manan teleservice, Distributor of Tata telecom India ltd. In 2002 Manan group started Manan auto carriers for transportation of Bajaj two/three wheelers from company. Having 40 truck in the fleet Manan auto carrier, Manan motors now moving way ahead got C&F agency (two/three wheeler depot) from Bajaj Auto for whole Gujarat. In 2006 Manan group got the most appreciated dealership of four wheelers in passenger cars by Maruti Suzuki India Ltd, from March 2007, the dealership sold more than 5346 cars of two year of operation.
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3.1Brief overview of manan group of company
Name of company: Manan Auto link Pvt.ltd (Authorized dealer of Maruti Suzuki India Ltd.) Existence since: 2007 Product and services: Passenger Cars (Sales and Service) Manpower: 300 Outlets/Branches: 4 (1 new car showroom, 2 workshop, 1 true value showroom) Turn Over: 60 cr in nine months Achievements: sold more than 5346 cars in just two years short time from date of activation.
Name of company: Manan motors Pvt.ltd. (Authorized Dealer of Bajaj Auto Ltd.) Existence since: 1996 Product and services: Two wheelers, Three wheelers (Sales and service) Man power: 600 Outlets/Branches: 20 (9 Showrooms, 11 work shops) Turn over per annum: 100 cr
Achievements: Sold more than 15000 two-wheelers in a year, (Ranked as No.1 India in sales, service, spare) we have given Pro biking Dealership at ahemdabad. We are only dealer providing sales & service for 200cc plus bikes
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Name of company: Manan Auto carriers (Authorized Transport Contractor of Bajaj Auto Ltd. Existence since: 2002 Product and services: Transportation Manpower: 125 No of trucks: 40 Outlets/Branches: one Turn over per annum: 1.5 cr
Achievements: We will provide 100 plus Truck up till March, 2008 for Bajaj Auto. For Logistic & Transportation business.
Name of the company: Manan Tata Teleservice (Authorized Distributor of Tata Telecom) Existence Since: 2003 Product and services: Transportation Manpower: 35 Outlets/Branches: one Turn Over per Annum: 60 lacks
Name of Company: MANAN FINLEASE The firm was incorporated in July, 2007 for finance purpose. We have already financed 500 vehicles up till December, 2007, and expecting 900 vehicles during the
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financial year 2007, 2008. At BAJAJ products only. We are intending to expand same business on 3 & 4 wheelers in next year.
Name of Company: MANAN ENTERPRISES The firm was incorporated in June, 2006 for finance purpose. We have already financed 1000+ three wheelers till December, 2007 and expecting 900 vehicles during the financial year 2007.2008.
3.2Current players
In the franchise business we will understand after seeing the profile of the company that company has good experience about franchisee business and good managed company so manan auto link is very good working position in the market and
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giving better service, so that customer satisfied with the services and also Maruti is known for better service. Kataria auto Pvt.LTD Kiran auto Pvt.LTD Popular auto Pvt. LTD Nanda auto Pvt.LTD Manan auto link Pvt. LTD The position that manan auto get in just nine months, its really amazing performance of manan auto group and in the competitive environment they are going smoothly with day to day increasing a sales, I think it is because of the hard working manpower without them it cant be possible so quickly and the top managers and group leaders has given proper training to employee so that they can work harder and harder.
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3.3Market position of manan auto link

1: Kataria auto Pvt.LTD 2: Kiran auto Pvt.LTD
3: Manan auto link Pvt. LTD

4: Popular auto Pvt. LTD 5: Nanada auto Pvt. LTD
We saw that Manan auto link stand on no.3 and its I think very good rank because the company started before just two year and in two year company is doing really well, its really excellent performance by Manan auto link Pvt.Ltd
3.4
KINDS OF CARS MANAN SELLS
At Manan Autolink they sell compact cars or hatchback cars, premium cars, sedan cars.
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kizashi
Kizashi and sx4 are sedan cars. Ritz and swift are compact or Hatchback cars.
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3.5 Vision & Mission
To be the premier automotive Dealer in Gujarat and preferred provider of high quality automotive products [vehicles, parts and accessories] to the world by earning the respect and loyalty of our local and global customers by providing them with an unparalleled buying, service, and ownership experience that consistently satisfies their needs, exceeds their increasing quality expectations in a comfortable and supportive environment and results in a lifelong relationship with us. Give customers access to the car industry on their terms through empowered and well-trained employees and family members who reinforce our mission every day and make a positive contribution within our communities. We at the Manan Auto Link Pvt.Ltd. are committed to being one of the most successful car Dealer by adhering to the following values: Commitment to Exceed Customer Expectations and Customer
Enthusiasm It is our mission to not just meet but to exceed customer expectations. A business exists for one primary reason: to create and maintain customers. For a business to sustain itself and grow it must meet customer expectations. Price alone, quick delivery alone, service alone, product quality alone is inadequate to meet customer needs. To be successful we must provide our customers superior value in all of these areas all the time. We continually exceed the expectations of our internal and external customers
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for products and services that are world industry leaders in cost, quality, efficiency and customer satisfaction. We constantly listen to our clients and we understand and anticipate customer needs & wants. Our aim is to make each customer a part of our family of lifelong customers. Commitment to customer service has been a Manan Auto Link tradition since our Dealership Started in 2006 and a promise each generation makes to its preceding generation. Honesty and Integrity Every Manan Auto Link staffer be it family member, executive, salesperson or other staffer is required to act with competence, honesty and integrity. Honesty in all our dealings is an absolute requirement and has been a family tradition since Our Dealership Started. We maintain highest level of ethical conduct at all times. Honesty and Integrity are never compromised. We will scrupulously respect the confidential information of others. We are committed to sincerity and honesty with our customers, our employees, our partners, the government and the community Every Manan Auto Link staffer be it family member, executive, salesperson or other staffer is required to act with competence, honesty and integrity. Honesty in all our dealings is an absolute requirement and has been a family tradition since Our Dealership Started. We maintain highest level of ethical conduct at all times. Honesty and Integrity are never compromised. We will scrupulously respect the confidential information of others. We are committed to sincerity and honesty with our customers, our employees, our partners, the government and the community High Quality Commitment Providing unequaled quality and superior dependability is our number one priority and the responsibility of each and every employee. We are committed to quality in products, quality in our services and quality in our people. We believe that quality people are key to quality performance. We've sought out the highest quality individuals to represent our team while promoting ongoing training and education at all levels of our organization. Quality is a by-product of exceeding customers expectations and a culture of continuous improvement (see below)
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Low Cost Promise It is always our intention and purpose to provide exceptional value for money to our customers. Doing this involves keeping overheads low, buying in bulk to achieve economy of scale, maximizing the potential of our resources and investing in the infrastructure that will allow us to control our costs in the long term. We must strive to reward our customers for their loyalty Commitment to Excel There is no place for mediocrity and half-hearted efforts at the Manan Auto Link. We accept responsibility, accountability and authority for overcoming obstacles and reaching beyond the best. We choose to excel in every aspect of our business including Return on our Customers Investment Teamwork We are dedicated to singleness of purpose through the effective involvement of members, suppliers, retailers, neighbors and all other stakeholders. A fundamental tenet of our philosophy is the belief that effective teams engage the talents of the individual members, while encouraging team growth Trust and Respect for the Individual We have nothing of greater value than our people! We believe that demonstrating respect for the uniqueness of every individual builds a team of confident, creative members possessing a high degree of initiative, self-respect and self-discipline Continuous Improvement Continuous improvement allows us to provide our customers with quality products and services. Continuous improvement is achieved through employee feedback, customer feedback, and project reviews. Customer feedback process allows us to learn firsthand from clients whats important to them, what we do well, and areas in which we might improve service. The information obtained as a result of feedback and reviews is reviewed with the project team. Recommendations for improvement are evaluated, and non-critical changes are implemented, as required. Manan Auto Link is committed to
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developing long-term relationships with our customers and as such, more than 80% of our business is from repeat and referral customers 3.6 Values Excellence Strive to achieve the highest possible standards in our day to day work and in the quality of the goods and service we provide Maintain consistency in applying high standards of performance Create an atmosphere that is open to change
Integrity
Conduct business fairly, with honesty and transparency Apply the highest ethical standards and adherence to Company values Comply with the laws, rules and practices that govern our industry
Innovation
Consider change a natural means of achieving added value Innovation starts with new thinking, new ideas and new ways of looking at things Value creativity Utilize skills to search for and apply new approaches and business solutions
Fairness
Adhere to fair play both in business and personal pursuits Treat people same under similar circumstances and be just and unbiased Encourage open communication and equal opportunity which foster the building of trust
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Responsible and sensitive to the countries, communities and environments in which we work
Care
Be sensitive to the needs of our customers, colleagues, suppliers, communities & all stakeholders Demonstrating empathy, support & co-operation at all times Demonstrating respect for human dignity and self esteem needs to everyone. Be sensitive to the needs of our customers, colleagues, suppliers, communities & all stakeholders Demonstrating empathy, support & co-operation at all times Demonstrating respect for human dignity and self esteem needs to everyone
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Vision
SERVE THE BEST SERVICES, WHICH CREATES CUSTOMER DELIGHT
3.7Mission
We shall be the most respected company in the businesses and geographies we operate in. Our growth and success will be achieved by:
Enhancing the value we deliver to our customers Internationalization of our business Improving shareholder value Commitment to corporate sustainability Strengthening stakeholder relationships Providing new and innovative offerings
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4. Human resource department
Human resource management is one of the most complex and challenging fields of modern management. A human resource manager has to build up an effective workforce, handle the expectations of the employees and ensure that they perform at their best. He/she also has to take into account the firms responsibilities to the society that it operates in.
Human resource management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational and societal objectives are accomplished
Human resource management deals with the people dimension in management. Byers and Rue, say Human Resource Management encompasses those activities designed to provide for and co-ordinate the human resources of an organization. According to Ivancevich and Glueck, personnel/human resource management is the function performed in organization that facilitates the most effective use of people (employees) to achieve organizational and individual goals.
Human Resource is the greatest asset of any business enterprise. The workers are the heart of the organization. It is the manpower that operates the machines, processes the raw materials into a finished product and makes it possible to sale in the market. Henceforth we can say that personnel and HR department is the most essential department of organization in order to have a proper manpower planning, organizing, staffing, directing and controlling in order to achieve individual , social and
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organizational goals. TLCs most valuable assets are its employees. They provide an environment well, working and learning is consistent and respectful. 5. ORGANIZATION STRUCTURE
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6.GENERAL INFORMATION OF MANAN AUTOLINK

Manans head office is located in Ahmedabad city. In the total manpower of manan there are only 4 HR employees. They have total 7 branches in Ahmedabad. The total manpower of manan autolink is 250 employees.
6.1 NUMBER OF BRANCHES AND NUMBER OF EMPLOYEES IN EACH

Naranpura-5 employees Chandkheda-6 employees Paldi-15 employees Sanand-15 employees Dholka-35 employees Bareja-4 employees Kanbha-4 employees
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7.HUMAN RESOURCE ACTIVITIES:

The basic activities of human resource section at the department is to take the care of the employees.
Recruitment Training and development Performance appraisal Induction Exit interviews Separation Stay interview Coaching and mentoring Employee testing and selection Job analysis Establishing strategic pay plans Ethics, justice and fair treatment in HR management Employee retention management
8.MANAN AUTOLINK HR ACTIVITIES

Recruitment and manpower planning. Salary Incentives Performance appraisal Training and development
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8.1 MANANS BEST HR ACTIVITIES
April-10 Trip to Diu for all Staff. Special Picnic for Girls Only. May-10
Recognition Program for Dholka Staff at Dholka Introduced Programme Call Prevention always better than Cure.
June-10 Cricket Match for all Staff at our own Ground. July-10
Facilitation of DSE, TL, New Comer & Rural with unique way by
Introducing Rolling Trophy alongwith Attractive Gifts. Special Recognition Facilitation of ALL SALES EXPERTS among staff
Aug-10 Introduced Programme Call Prevention always better than Cure.
That help us to reduce Bottom DSEs & More DSEs Eligibility for Incentive.
Facilitation of DSE, TL, New Comer & Rural with unique way by
Introducing Rolling Trophy along with Attractive Gifts. Sept-10

Facilitation of EMERGING STARS, Best TEAM LEADER, Best
DSEs , with Rolling Trophy along with Attractive Gifts.

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9.HUMAN RESOURCE MANAGEMENT
The process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.
9.1IMPORTANCE OF HRM TO ALL MANAGERS

Following is the list of some of the mistakes managers dont want to make while managing: Hire the wrong person for the job. Experience high turnover. Have your people not doing their best. Waste time with useless interviews. Have your company taken to court because of your discriminatory actions. Have some employees think their salaries are unfair relative to others in the organization. Not motivating subordinates.
9.2STRATEGIC HUMAN RESOURCE MANAGEMENT

It refers to formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims.
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10.RESEARCH:
10.1Introduction of Research A research paper presents the results of my investigations on a selected topic. Based on my own thoughts and the facts and ideas I have gathered from a variety of sources. A research paper is a creation that is uniquely mine. The experience of gathering, interpreting, and documenting information, developing and organizing ideas and conclusions, and communicating them clearly will prove to be an important and satisfying part of my education.
10.2 Objective of Research: The objective of my research is to find out the how to retain employees and to find the reasons behind leaving an organization so that the steps can be taken on it to achieve the target of stay interview and exit interview.
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11. STAY INTERVIEW

11.1DEFINITION: Stay interview is a preventive tool in employee retention strategy, which appreciates the existing best practices for horizontal deployment in the organization.
11.2SCOPE:
- To retain their workforce. - Constant engagement with employees. - This approach is very positive and empowering for teams too. - There is appreciation from employees for the recognition of their successes. - Motivated & empowered as contributors. - Feel a part of the process actively
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11.3ADVANTAGES OF STAY INTERVIEWS: - The concept of Stay Interview is positive and empowering in approach. - You are able to identify issues and problems at an early stage, before they have reached crisis point and are causing high Employee turnover. - Gets to know its gray areas that are paralyzing its people and give a mechanism for collecting feedback on its popular & unpopular policies & practices. - In the Indian context, where every industry is making a hue and cry about the challenge they face in attracting and retaining the right talent. - Stay interviews provide a snapshot of employee satisfaction, identify potential issues before they occur and reduce the risk of employees resigning.
11.4WHEN DOES COMPANIES CONDUCT STAY INTERVIEW?

Some companies conduct stay interviews at regular intervals and at all levels within the Organization , while other companies implement these programs for critical key positions or "at Risk " individuals only. Organizations may also use this tool only while undergoing major change or going through a merge. Stay interviews should be conducted once in six months. However, this depends on the size of the organization. For a small organization, it could be within three months and for a huge set-up it could be six months.
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11.5Conducting Stay Interview

A stay interview should aim at sensitivity listening, collecting feedback from employees, identifying the strengths as well as areas of improvements, developing trust and confidence with the employees and ensuring freedom of expression and problem sharing. The concept of stay interviews is in-fact has an empowering approach. Stay interviews focus on what is going right, rather than what went wrong. Stay Interviews can help in attracting and retaining the right talent. The need of Stay Interview is felt when the corrective action taken after exit interview is not able to contribute much on identifying the real cause of attrition. In some of the cases when the decision was deferred by addressing the significant few reasons of quitting the job, the insignificant many tends to pile up to backfire. Ther is a need for constant engagement with employees. Stay interviews help making employees feel appreciated and motivated. Contrary to exit interviews, stay interviews are conducted to understand the reasons why the employees wish to continue working for the organisation. Stay interviews should be conducted once in six months. However, this depends on the size of the organization. 11.6Stay interview questions could include: What do you like about your work? What would keep you here? What makes for a great day at work? What do you want to learn this year? Is there anything youd like to change about your job? How about your team or department?
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Am I using your talents? Fully? That would make your job more satisfying and rewarding? Do you feel supported in your career goals? Do you feel we recognize you? What kind of recognition do you like?
11.7To be effective, stay interviews should:

provide a snap shot of employee satisfaction levels; identify any issues or potential problems as they occur; potentially identify employees who are 'at risk' of resigning and address the issues to prevent their departure;
determine whether the organisation is delivering on its promises to employees;
identify any areas that are preventing employees performing to the best of their ability; provide another mechanism for feedback, which employees value; and provide valuable insight to help proactively address issues affecting staff morale and retention.
Employers should use simple and direct questions in stay interviews, and they should be conducted among a sample group that represents a cross-section of the company. Ideally, the participants represent about 20 per cent of total staff from different areas of the business and varying levels of seniority. The interview can include an initial online survey, followed up by a brief face-to-face meeting, which should take no more than 45 minutes per person.
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12. EXIT INTERVIEW 12.1Introduction of Exit Interview:

An interview conducted at the time of an employee's resignation, used to identify the underlying factors behind an employee's decision to leave.
12.2Definition: What is an Exit Interview?

An exit interview is a meeting between an employee who has resigned or been terminated and the company's Human Resources department. The reason companies conduct exit interviews is to get feedback about the job the employee held, the work environment, and the organization.
12.3Exit Interview Questions

Typical exit interview questions include why you are leaving, why you decided to accept a new position, whether there is anything you would change about the company, and what suggestions you might have for improvement. 12.4 WHY COMPANIES CONDUCT EXIT INTERVIEW? Companies conduct exit interviews in order to get feedback about the job the employee held, the work environment, and the organization, and why the employee is leaving, if the employee resigned. There are no right or wrong answers to exit interview questions. This is your opportunity to give feedback on your job, on the company, and on the supervision you received. However, it's important to be polite and respectful, even if you aren't leaving your job on the best of terms.
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12.5 SAMPLE EXIT QUESTION

Were you satisfied with your salary? How about the company's benefits package? Is there anything the new company offers that this company doesn't provide? What did you like best about your job? What did you like least about your job? Was there anything especially challenging that you had to contend with? What would you change about your job? How did you feel about the supervision you received? Did you receive enough training to do the job effectively? Did you receive enough support to do your job effectively? How do you feel about the feedback your received from your manager? What did you like best about working for the company? What did you like least about working for the company? Do you have any recommendations for the company for the future? Would you work for the company in the future? Would you recommend this company to prospective employees? Do you have any questions or comments?
Why are you leaving your job?
What were the most important factors in your deciding to take a new job? Salary? Benefits? Time off? Something else?
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13.Exit Interview Vs Stay Interview

Its a new trend to conduct Stay interview in order to avoid an Exit Interview in a business organization. When job-hopping has become a common practice and when employee retention has become a critical issue, every company wants to know about those factors that can keep an employee engaged and committed, and stay interviews help the organisations in gathering these hard facts. Stay interviews are becoming a trend and they are used to reinforce good HR practices within the company. The concept is based on the Hawthorne Effect, which states that people who are given attention are a motivated lot. The employee needs to be heard since they feel good about being heard. Employers have tough time in order to retain their employees. Traditionally, organisations used to hold exit interviews with employees who were resigning in order to get their perspective on the organisation and the work culture, it was of not much help to both the employee and the employer.
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Listening to the Employees

Exit Interview is aimed at asking employees at the time of quitting why they are leaving. By that time its late. Stay interviews have been used all along but under different nomenclature - in the form of appraisals and consulting sessions. It is an employee sensing exercise, to detect early warning signals, to know about compensatory expectations so that the company can make a proactive correction at the right time before the employee announces that he/she is leaving. Exit interviews find out why employees leave, while stay interviews focus on what makes employees stay with the company, and thereby an opportunity for the company to do more of those things employees like most. The objective and purpose of conducting stay interview is primarily to listen to the employees views, aspirations and comfort levels, to identify the areas of impact and readthe pulse that is to map the expectations of employees. It is a pull strategy rather than push.
Good HR practices
Contrary to exit interviews, stay interviews are conducted to understand the reasons why employees wish to continue working for the organization. It's all about their work, the environment, the practices and the people that appeal to them and motivate them to stay on.
As an HR expert rightly pointed out "Asking employees at the time of quitting why they are leaving is like asking your spouse how to improve a marriage on the day before the divorce is final. By that time it's just too late.
Food for thought

Stay interviews are held to understand the issues an employee may be facing, get his feedback from time to time while he's still at the job. It helps give food for thought to an HR Manager as to what may possibly be wrong and the scope of improvement. .These interviews could prove to be crucial as they may actually bring forth an issue that the manager may have hitherto ignored. They can be used to judge if the
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expectations of the employee have been met and the promises fulfilled. In short, stay interviews help a company correct certain things before an employee decides not to work with it anymore.
Empowering tool
The concept of stay interviews is a positive and empowering approach. "Stay interviews focus on what is going right, rather than what went wrong. This is highly relevant in the Indian context where every industry is making a hue and cry about the challenge they face in attracting and retaining the right talent". Stay interviews can be conducted periodically by the immediate supervisor The HRD professionals of the organization are involved as key partners and facilitators in the process. Organizations and teams can conduct stay interviews periodically and also while undergoing critical phases of a change process. The information is used to work on further developing strengths and building strategies based on the strengths. There is appreciation from employees for the recognition of their successes, skills and competencies. They feel empowered as contributors to the organization's strengths and successes and feel a part of the process of actively involving themselves. This approach is very positive and empowering for teams too. Team members learn and grow together based on understanding the positive influences they have on each other and how they support each other in their respective growths and the growth of the organization. Stay interviews should be conducted once in six months. However, this depends on the size of the organization. For a small organization, it could be within three months and for a huge set-up it could be six months. Besides, firms can use stay interviews for those in key positions, for targeted "at risk" individuals or do a random sample. Thus, if keeping your good people for a longer time is your goal, try the stay strategy.
Exit interviews still relevant

While exit interviews were largely a reactive process, they were still relevant. "Certainly, there is still value in conducting exit interviews and there is room for both types of surveys. The two serve different yet complementary purposes, with stay
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interviews proactively focusing on the individual and staff retention and exit interviews focusing on the organization and the issues causing staff turnover," he said.
Follow-up crucial to employers' credibility

Employers should ensure that they carried out sufficient follow-up after the stay interviews or risk damaging their employer brand. "If an organization spends time speaking with employees, but then doesn't take it that next step and action workplace changes, it destroys all credibility," he said. Employers should identify common issues and trends within the organization, as well as personal or individual issues affecting employees, he said. Stay Interviews is a new concept catching up in Human Resource Departments of many organizations. Dont wait for exit interviews to find out why people are leaving. Quiz your top performers in stay interviews to pre-empt their leaving. Rather than conducting exit interviews with departing stars, stop guessing what keeps your star performers happy and use "stay interviews" to prevent them from leaving in the first place. Dont assume they all want the same things, such as more pay or promotions
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14.RESEARCH METHODOLOGY
Data Collection:
Research Design
My sample design is Primary Research. I have chosen my sample data as per the requirement of research. As my topic is absenteeism, I have asked for the list of frequently absent workers to the concern department. Then I have started to work on it. I have arranged meeting with them. I have gone to their departments to meet them, interact with them and to fill my questionnaire. I held counseling session to get fair result.
My Sample Size is of 98 employees, out of 250 of all Departments. I have covered various departments like, Sales Department, account Mgt Dept., R.T.O department, Accessories department, Customer care department, Workshop, purchase department. , true value, cashier department,etc.
Sample Method
The method of data collection in Primary data should be accurate. As it is a question of findings. There are several methods like Observation method, Interview method, through questionnaire, through schedules and other methods can be applicable. However, for my survey I have chosen
Questionnaire Counseling method and Observation Method
Mode of Collection:
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The mode of collection of my data is through Personal meeting and counseling. For that, I have gone to all the departments in which frequent absentees are working. I have mentioned my questionnaire as annexure.
Structure of Questionnaire:
For the purpose of survey, I have made a structured questionnaire.
Definite Concrete Predetermined

Form of Questions:
Open Ended Close Ended

Question Formulation and Wordings:
I have used simple words for my Questionnaire. It is impartial

I have used multiple Choice Questions and Open-ended Questions.
From top level-1 employee Rest from middle and lower level employees.
15. INTERPRETATION OF STAY INTERVIEW:
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48
49
50
51
52
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16.INTERPRETATION OF EXIT INTERVIEW:
Sum of Manpower left Month Apr-10
Reasons Better Prospect Further Study Poor Perfrmance Shifted out Side the Ahmedabad Terminate Shifted out Side the Ahmedabad Social Terminate Further Study Opened the Bisuness Poor Perfrmence Shifted out Side the Ahmedabad
Total 4 3 12 8 1 28 10 9 8 27 11 12 23 13 14 27 105
Apr-10 Total Jul-10
Jul-10 Total Aug-10 Aug-10 Total Feb-11 Feb-11 Total Grand Total
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17.Limitations of Study:
During my study on Stay interview I have try my best to put my good efforts that can be useful for MAL. Nevertheless, because of certain limitation of study I cannot reach at Pinnacle with satisfaction level of my study. Here I have mentioned some limitations of my study, which was not in my hand to tackle:
Findings and the study are based on the assumption that the respondents have given correct information. Not all the respondents could fill their questionnaire on their own due to English language illiteracy. From my side, I am not having much experience to handle this type of research. So, it might affect on the research. Some of the employees were not cooperative. Almost all employees got bored as the questionnaire was lengthy.
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18.Findings of Research:
During my research and as a result I found certain things which I would like to mentioned here:
Some persons feel that there is not enough training given to us them. There is a lack of co-ordination between departments. Not all but some employees wants to reduce working hours as they complete their work before time and they sit idle. I found that employees are too much dedicated to their work but they feel that in comparison to their work done they dont receive enough motivation and appreciation.
The employees are not happy with the companys rules and policies.
The employees are quit happy with company but they expect better work culture.
The employee doesnt have that much knowledge of English There is more requirement of training.
Also employees dont receive sufficient feedback of his/her performance. expect some monthly celebrations and picnics.
There is no monthly or periodically celebrations so employee feels bored they There is lack of discipline in the organization. Some employees are afraid of top levels to share their problems. In some department there are internal problems among employees.
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19.RECOMMENDATIONS:
Arrange motivational lectures or sessions for employees for increasing the productivity of employees. Introduce the concept of mentorship and arrange a mentorship programme for the employees as they are unaware of this concept.
Make the working process smooth and easy.
Provide feedback for the employees performance. Take some measures to improve employees communication skills.
Make the top level and middle level relationship friendly.
Provide more and more knowledge about the work done by the employees. Give some new tasks to the employees as they are bored of doing the same job.
Increase employees salary as they feel that their salaries are low as per the work done by them.
Reduce working hours and also provide half day on Saturdays. Appraisal from the top management should be given to the employees.
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20 BIBLIOGRAPHY
Books: Human Resource Management GARY DESSLER 11TH Edition Web Site: www.citeHR.com Search engines: www.google.com
21. ANNEXURE OF QUESTIONNAIRE

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MANAN AUTO LINK PVT. LTD. RESEARCH STUDY ON STAY INTERVIEW AND EXIT INTERVIEW
Name:-
Address:-
Contact Details: - (Mob)
(Res)
Designation: -
Age: -
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Gender: -
Male
Female (
Year of Experience:-
Working Department:-
Job Position:-
1 A B C D
What do you like about your work? Working Condition Support from Subordinates Cooperative environment Enjoyable work E. Support from immediate superior
2 A B C
What would make you stay here? Salary Fringe benefits Challenging work
Improving Skills & Performance
What makes a great day at work? 60
A B C D
Achieving targets before due time Appraisal from top management Reward for the outstanding performance Allowing a half day work once in a week
Is there anything you would like to change about your job? Yes If Yes what? No
5 A B C D
How about your team or department? Good Average Excellent Poor
Do you feel that your talent is used properly? Yes No
7 A B C D E
What would make your job more satisfying and rewarding? Motivation Performance Appraisal & Awards Increment Promotion Team Leadership
Do you feel you are supported in your career goals by the top management? Yes No
Do you feel you have improved your knowledge & skills on day to day basis? Yes No 61
1 0 A B C D E
On What motivation you will stay on the job?
Salary package Incentive Package Challenging Goals Job Profile Organizations Culture
1 1
Are you satisfied with your current salary?
Yes
No
1 2
Do you receive incentive, benefits up to your expectations of work done by you?
Yes
No
1 3
Do you receive timely increments as per the efforts & work done by you?
Yes
No
1 4
Do you think you will stay in the organization for longer period?
Yes
No
1 5 A B
How much is the time duration of joining the organization?
Less than 6 months 1 year 62
C D E
2 year 3 year 4 & plus year
1 6 A B C
If you had a magic wand, what you would like to change in your organization?
Working hours Dress code Other facilities like canteen, drinking facility, personal cabins etc. D. Any change in Department & Process. E. Any rules F. any person in Management.
1 7 A B C D
Why you accepted this position?
Feels recognized Enjoyable work Having more knowledge & Experience Way to improve skills in this field. E. Salary Growth
1 8
Are you satisfied with your designation as compare to your work?
Yes
No
1 9 A
What can we do to keep you stay here for a longer period of time?
Promotion
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B C D E F G
Higher salary package More training to improve your skills Changing the work culture Team Leadership Reduce Working Hours Timely Incentive H. Recognition of your efforts.
2 0
Are you enjoying the work you are currently performing?
Yes
No
2 1
Rate your overall performance & Satisfaction in the organization?
1 to 5
1 is Least 5 is highest
Performance
1 2 3 4 5
satisfaction
1 2 3 4 5
2 2
Do you receive sufficient on the job & off the job training to do job & feedback about your performance? Yes No Partially
2 3 A
What you think you need to learn more about the work to perform better & deliver the best to stay in the organization? More training
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B C D
Improving communication skills Gathering In depth knowledge & apply Improve from the negative feedback of the performance
2 4 A B C D E F
What would make you leave the organization?
Low salary Poor working Process. No change in the job profile Less incentives No increments Any other specify
2 5 A B C D E
If there is no reason from the above option then what other reason can be?
Family problems leaving in other city Fired Other better prospect Poor policy of Management Working at the same position for longer period of time F. Shifted to other place. G. To pursue higher study
26. Why you have joined this organization? A. Well Known B. Location Benefit
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C. Quality of dealership D. Great Management
27. After Joining the Organization, did your expectation match which you dreamt off? Yes No
28. Do you match the targets given to you by your Immediate superiors?
Yes
No
29. Do you receive sufficient support from your immediate Superior?
Yes
No
30. How much time do you spend for productive work? A. 2 to 4 hours B. 4 to 6 hours C. 6 to 8 hours D. 8 to 10 hours
31. Have you heard about mentorship concept? 66
Yes
No
32. You feel that there is requirement of a mentor for you for any purpose like (Personal, Social, Official, and Financial)?
Yes
No
33. Suggest any special name for you who can become mentor for you (other Department Person on superior level)?
Name_____________________
Thank You for Your Response
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Final Project

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STAY INTERVIEW AND EXIT INTERVIEW

A SUMMER INTERNSHIP REPORT ON

STAY INTERVIEW AND EXIT INTERVIEW AT

Submitted to L.J. Institute of Management studies

Submitted on: 16th July 2011

RITIKA SINGH 107290592102 Batch No.: 2010-2012

STAY INTERVIEW AND EXIT INTERVIEW

STAY INTERVIEW AND EXIT INTERVIEW

Date: Place: Signature of the student

Date: Place: Signature of the faculty guide

STAY INTERVIEW AND EXIT INTERVIEW

STAY INTERVIEW AND EXIT INTERVIEW

STAY INTERVIEW AND EXIT INTERVIEW

STAY INTERVIEW AND EXIT INTERVIEW

STAY INTERVIEW AND EXIT INTERVIEW

STAY INTERVIEW AND EXIT INTERVIEW

STAY INTERVIEW AND EXIT INTERVIEW

STAY INTERVIEW AND EXIT INTERVIEW

STAY INTERVIEW AND EXIT INTERVIEW

STAY INTERVIEW AND EXIT INTERVIEW

Public BSE: 532500 NSE: MARUTI Automotive 1981

Industry Founded Headquart ers

New Delhi, India

Employees 6,903 Parent Website

Suzuki Motor Corporation MarutiSuzuki.com

Maruti Suzuki India Limited

STAY INTERVIEW AND EXIT INTERVIEW

EXPORTED CARS Suzuki Grand Vitara

Discontinued car models

STAY INTERVIEW AND EXIT INTERVIEW

5. Zen Estilo (20062009) 6. Versa (20012010)

STAY INTERVIEW AND EXIT INTERVIEW

3. INTRODUCTION OF MANAN AUTOMOBILE

STAY INTERVIEW AND EXIT INTERVIEW

3.1Brief overview of manan group of company

STAY INTERVIEW AND EXIT INTERVIEW

STAY INTERVIEW AND EXIT INTERVIEW

STAY INTERVIEW AND EXIT INTERVIEW

STAY INTERVIEW AND EXIT INTERVIEW

3.3Market position of manan auto link

3: Manan auto link Pvt. LTD

KINDS OF CARS MANAN SELLS

STAY INTERVIEW AND EXIT INTERVIEW

STAY INTERVIEW AND EXIT INTERVIEW

3.5 Vision & Mission

STAY INTERVIEW AND EXIT INTERVIEW

STAY INTERVIEW AND EXIT INTERVIEW

STAY INTERVIEW AND EXIT INTERVIEW

STAY INTERVIEW AND EXIT INTERVIEW

STAY INTERVIEW AND EXIT INTERVIEW

SERVE THE BEST SERVICES, WHICH CREATES CUSTOMER DELIGHT

STAY INTERVIEW AND EXIT INTERVIEW

4. Human resource department

STAY INTERVIEW AND EXIT INTERVIEW

STAY INTERVIEW AND EXIT INTERVIEW

6.GENERAL INFORMATION OF MANAN AUTOLINK

6.1 NUMBER OF BRANCHES AND NUMBER OF EMPLOYEES IN EACH

STAY INTERVIEW AND EXIT INTERVIEW

7.HUMAN RESOURCE ACTIVITIES:

8.MANAN AUTOLINK HR ACTIVITIES

STAY INTERVIEW AND EXIT INTERVIEW

8.1 MANANS BEST HR ACTIVITIES

Introducing Rolling Trophy along with Attractive Gifts. Sept-10