Project is based on Employee Motivation and Retention in Maruti Suzuki India Limited

1. Project Presentation
Spring 2016
JULY-AUGUST

2. “A Study on Employee Motivation and Retention in Maruti Suzuki
India Limited”
PRESENTED BY
PRIYA MISHRA
MBA 2ND YEAR

3. Table of content
• Title
• Objective
• Introduction
• Research Methodology
• Findings And Suggestions
• Conclusion
• Recommendation
• Bibliography

4. OBJECTIVE
• To study various factors that motivate the employees and retain them
for long durations.
• To decide about various recruitment and selection schemes.

5. INTRODUCTION
• Maruti Udyog Limited(MUL): established in February 1981,through the actual
production commenced in1983 with the Maruti 800,based on Suzuki alto kei.
• Maruti Udyog Limited was renamed as Maruti Suzuki india limited(17
sept.2007)
• The company’s headquarters are located at “plot no.1 Nelson Mandela Road,
Vasant Kunj, New Delhi-110070. It has two plants for manufacturing facilities-
 Gurgaon Manufacturing facility
 Manesar Manufacturing facility

6. MODLES LAUNCHED IN MSIL
Maruti 800: Launched - 1983
Maruti Omni: Launched - 1984
Maruti Gypsy: Launched - 1985
Maruti Wagon-R: Launched - 2002
Maruti Suzuki Swift: Launched - 2005
Maruti Swift Dzire: Launched - 2008
Maruti Suzuki Ritz: Launched - 2009

7. Latest MODLES LAUNCHED IN MSIL
Maruti Suzuki Celerio-2014
Maruti Suzuki Ciaz-2014
Maruti Suzuki Baleno-2015
Maruti Suzuki S-cross-2015
Maruti Suzuki Vitara Brezza-2016

8. PR
OD
UC
T
P
O
R
T
F
O
LI
O

9. RESEARCH METHODOLOGY

10. VARIOUS SOURCES
 Secondary Data –
Already exists somewhere in documents.
E.g.: newspapers, expert reports, internet and Company’s website, etc.
 Primary Data –
Collected for the first time for a certain investigation.
E.g.: Questionnaire – Structured, Open Ended, Multiple Choice, schedules, etc.
• Personal Interview
• General Discussions
 Sampling Method – Random Sampling & even non-probability

11. FINDINGS AND SUGESSIONS

12. 1) There is a mismatch between the job and person.
2) There is too little coaching and feedback.
3) There are too few growth and advancement opportunities.
4) Employees feel devalued and unrecognized.
5) Employees feel stress from overwork and have a work/life imbalance.
6) There is a loss of trust and confidence in senior leaders.
REASONS WHY AN EMPLOYEE LEAVE THE JOB

13. VARIOUS MOTIVATION & RETENTION PROGRAMS
Orientation
Training and Development
Job Design
Career Paths
Compensation
Benefits
 Management Skills
Employment Policies
Turnover Analysis
Recognition and Reward
Programs

14. THEORIES OF MOTIVATION WHICH CAN BE
FOLLOWED BY MSIL
 Cognitive dissonance theory
 Abraham Maslow’s “Need Hierarchy Theory”
 “Theory X and Theory Y” of Douglas McGregor
 Frederick Herzberg’s motivation-hygiene theory
 Herzberg’s two-factor theory
 Vroom’s Valence x Expectancy theory
 Clayton Alderfer’s ERG Theory
 Equity Theory, etc.

15. INSENTIVE SCHEMES
 Financial
1) Wages and Salaries
2) Bonus recognition
3) Medical
reimbursement
4) Insurance
5) Housing facility
6) Retirement benefits
 Non-Financial
1) Competition
2) Group
3) Job Security
4) Praise
5) Knowledge of result
6) Workers participation

16. RETENTION RATE IN MARUTI SUZUKI
SATISFIED EMPLOYEES
60%
UNSATISFIED EMPLOYEE
27%
UNDECIDED
13%
RETENTION RATE
SATISFIED EMPLOYEES UNSATISFIED EMPLOYEE UNDECIDED

17. CONCLUSION

18. TO GET THE MORE FRUITFUL AND SATISFIED EMPLOYEES
• Training & Mentoring.
• Instil a positive culture.
• Use communication to build credibility.
• Show appreciation via compensation and benefits..
• Coaching/feedback.
• Provide growth opportunities.
• Make employees feel valued.
• Lower stress from overworking and create work/life balance
• Foster trust and confidence in senior leaders.

19. Recommendations
1. Praise and recognition
2. Job security;
3. Opportunity to advance and gain new experiences;
4. Communication-to know where they stand in the eyes of their employers an
5. Involvement making decisions.
6. Job design and work organization
7. Relationships of jobs to satisfy technological and organizational requiremen
8. Personal needs of jobholders.

20. BIBLIOGRAPHY
• Principles Of Management-V.S.P.RAO, V Hari Krishna
• Career Adviser Program Work Book
• Human Resource Management[Text and Cases] S. S. KHANKA [S.
Chand]
• Life Insurance [New Syllabus] S. Balachandran
• Marketing Management-V.S.Ramaswamy, S.Namakumari
• Internet (various sites of maruti)