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ACKNOWLEDGEMENT

First of all I acknowledge my gratitude to Mrs. DEEPA, HR MANAGER, for giving

me an opportunity to do the project at Sarathy Auto cars , Kollam and providing me with all

necessary resources.

I am also grateful to all staffs and officers of Sarathy Auto cars kollam for spending

their valuable time for me and for their co-operation.

Last but not the least I am grateful to my parents whose love and prayers had been a

source of inspiration, courage and strength to undertake studies in pursuit of knowledge and

face the vicissitudes of an eventful life.

ANZA.A.S

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PART 1

INTRODUCTION

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1.1 INTRODUCTION

An internship is a short-term experience in which you receive training and can build

skills in a specific field or career area. An internship can be paid or unpaid and can vary in

hours and length. The important element that distinguishes an internship from a short-term

job or community service is the intentional “learning agenda” that the intern brings to the

experience.

Consider doing an internship to gain career related experience during your studies or

upon graduation. Generally, an internship consists of exchange of services for experience

between the student and an organization. Students can also use in internship to determine if

they have an interest in a particular career, Crete a network of contacts or gain school credit.

Some interns find permanent, paid employment with the organization for which they worked.

This can be a significant benefit to the employer and experienced interns often need little or

no training when they begin regular employment.

Maruti has a good market share in the Indian Auto car market. Sarathy auto cars is

one of the leading maruti dealers in Kerala. They have good reputation in Kollam this study

was conducted to find out the customer perception about the pricing of Sarathy Auto Cars in

Kollam. Kollam showroom is one of the main showrooms of Maruti in Kerala.

Price is the monitory value of a product. It is one of the important factors determining

the purchase decision. Price influence the sales volume, so in a competitive market a

manufacture makes the price decisions with due care. The price has a special relation to

promotion, so indentifying the customer perception about pricing is very important. A

favorable perception towards too price of a product, can be created to familiar advertisement.

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1.2 OBJECTIVES OF THE STUDY

1. Know the customer perception towards features of their of their auto cars and price of

auto cars.

2. Find out whether the two wheeler provided by sarathy is worth the price demanded by

them.

3. The different factors affecting the buying decision of the customer

4. The objective of the study is to find out the consumer behavior of automobile products in

terms of their buying decision.

5. To study the customer preferences & tastes about four wheeler products.

6. To study consumer awareness in the range of available products

7. To study the utility aspect of four wheeler segment in consumer point of view.

1.3 SCOPE OF THE STUDY

This study helps to know the customer perception of Sarathy Auto Cars in Kollam

District. Identifying the customer perception helps to know about the reason for buying habit

of customers.

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1.4 RESEARCH METHODOLOGY

Under this study exploratory research design is applied. The topic under the study is a

new phenomenon, so it is not a formalized study. Exploratory research design is applied to

get an idea about the problem. The methodology of the study is designed as follows:

Research Design

The study is a descriptive one descriptive research studies are those studies, which

are concerned with describing the characteristics of a particular individual, or a group. It

is a guideline for a researcher to enable him to keep trade of his action and determine

whether he is going in the right direction to achieve his goal.

Research Approach

The research approach used for the study is survey method.

Research Instrument

The researcher used a structured questionnaire for this study.

Research Period

The time period allowed for the research was one month.

1.5 DATA COLLECTION

The study was based on both primary and secondary data. Primary data were

collected from customers of Maruti Cars Services provided by Sarathy Auto Cars in Kollam.

The secondary data means data that are already available. They were collected from

company records, brouchers, books, journals and from electronic sources.

1.6 LIMITATIONS OF THE STUDY

Finding and suggestions provided in the study are mainly based on the primary data.

As primary data may suffer a number of limitations, the results of analysis derived there from

are subjected to some limitations. The time available for the study was too short.

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COMPANY PROFILE

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1.7 COMPANY PROFILE

Mr.D.Somanathan, Proprietor of SarathyAutocars was in employee of Bajaj

Automobiles. He realized the possibilities of setting up a four wheeler dealership in Kollam.

Now it is one of the leading Maruti Dealership in Kerala and only authorized dealers for

MarutiUdyog Ltd in Kollam District.

Sarathy own an authorized service centre and true value shop. It has started separate

Maruti department for four wheeler’s accessories and spare parts. The sale and services in

the firm is in such a way that it would suffice the needs of customers.

Slowly the firm has been able to make mark of itself on the dealership map of Maruti

in India by its remarkable enviable and miraculous feats of achievements.

The firm was established in the year 1999 and since then the firm has shown its

willingness to reach the top. Today Sarathy Automobile Dealers in Kollam District. All the

staff of the firm is committed to their work and they are doing their best to achieve the goal.

The SarathyAutocars is one of the fastest growing automobile dealers in Kollam

District. Ever since SarathyAutocars has got the certificate entitled the authorized dealer of

Maruti Suzuki India Ltd, the firm worked more efficiency as if it had got more energy to

work.

SarathyAutocars in innovative, cost effective and quality conscious in automobile

sales and servicing. The main objective of the organization is to give priority to their

employees, their clients and business partners. They keep business transparency and ethical

business practices; sharing of wealth with their employees, investors and business partners.

They also show responsibility towards our environment and society. The main objective of

SarathyAutocars is to increase the sales with maximum customer satisfaction.

1.7.1 MANAGEMENT AND DEPARTMENTS

Under the General Manager there are six departments. They are:

1. HR Department

2. Customer Care Department

3. Accounts Department

4. Spare Parts Development

5. Service Department

6. Sales Department

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1.7.2 AWARDS OF SARATHY AUTOCARS

1. The best new workshop award from MarutiUdyog Ltd in 1999-2000.

2. All Indian best workshop award, 2000

3. Excellence in sale award from Maruti Suzuki of India Ltd in 2000-2001

4. Best PDI workshop award in 2002-2003

5. Highest MGA off take per vehicle award in 2002-2003

6. Best young entrepreneur award from Maruti Suzuki India Ltd in 2004-2005

7. Highest MGA off take per vehicle from Maruti Suzuki India Ltd in 2004-2005

8. Highest MGA Maruti Insurance customer retention award from Maruti Suzuki India

Ltd in 2004-2005

9. Ranked 8th

and global category in balance score yard by 6 Maruti Suzuki India Ltd for

the year 2004-2005

10. Best young entrepreneur award in 2004-2005

11. Highest Maruti Insurance customer relation award in 2004-2005

12. Best consistent of advertising throughout the year from Maruti Suzuki India Ltd in

2005-2006

13. Best human resources practices from Maruti Suzuki India Ltd in 2005-2006

14. Best MGA off take per vehicle award in 2006

15. All India best human resources performance in 2006

16. Best exchange penetration award in 2007-2008

17. Best performance in customer satisfaction in 2008-2009

18. Highest exchange penetration in 2009-2010

19. CBH award in 2010-2011

20. Highest true value sales in 2010-2011

21. Highest sale of category B cars in 2011-2011

22. Highest exchange penetration in 2010-2011

23. Highest sale of Wagon R in 2011-2012

24. Highest sale of Alto in 2011-2012

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1.8 INDUSTRY PROFILE

Maruti has a good market share in the Indian Auto car market. Sarathy auto cars is

one of the leading maruti dealers in Kerala.

Maruti Suzuki India Limited (/maruti suzuki/) formerly known as Maruti Udyog Limited,

is an automobile manufacturer in india. It is a subsidiary of Japanese automobile and

motorcycle manufacturer Suzuki. As of November 2012, it had a market share of 37% of the

Indian passenger car markets.Maruti Suzuki manufactures and sells a complete range of cars

from the entry level Maruthi800 (discontinued),alto, to the hatchback Ritz, Celerio,swift ,

wagon,Zen and sedans DZire, Ciaz, kizashi and SX4, in the 'C' segment Eeco ,omni, Multi

Purpose vehicle Suzuki Ertigaand Sports Utility vehicle Grand Vitara

History

Maruti Udyog Limited was established in February 1981, though the actual

production commenced only in 1983. It started with Maruti 800, based on the Suzuki Alto kei

car which at the time was the only modern car available in India. Its only competitors were

Hindustan Ambassador and Premier Padmini. Originally, 74% of the company was owned by

the Indian government, and 26% by Suzuki of Japan. As of May 2007, the government of

India sold its complete share to Indian financial institutions and no longer has any stake in

Maruti Udyog.

Beginnings

Maruti's history begins in 1970, when a private limited company named 'Maruti

technical services private limited' (MTSPL) is launched on November 16, 1970. The stated

purpose of this company was to provide technical know-how for the design, manufacture and

assembly of "a wholly indigenous motor car". In June 1971, a company called 'Maruti

limited' was incorporated under the Companies Act and Sanjay Gandhi became its first

managing director. "Maruti Limited" goes into liquidation in 1977. On 23 June 1980 Sanjay

Gandhi dies when a private test plane he was flying crashes. A year after his death, and at the

behest of Indira Gandhi, the Indian Central government salvages Maruti Limited and starts

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looking for an active collaborator for a new company. Maruti Udyog Ltd is incorporated in

the same year. Suzuki enters

In 1982, a license & Joint Venture Agreement (JVA) is signed between Maruti Udyog

Ltd. and Suzuki of Japan. At first, Maruti Suzuki was mainly an importer of cars. In India's

closed market, Maruti received the right to import 40,000 fully built-up Suzukis in the first

two years, and even after that the early goal was to use only 33% indigenous parts. This upset

the local manufacturers considerably. There were also some concerns that the Indian market

was too small to absorb the comparatively large production planned by Maruti Suzuki, with

the government even considering adjusting the petrol tax and lowering the excise duty in

order to boost sales. Finally, in 1983, the Maruti 800 is released. This 796 cc hatchback is

based on the SS80 Suzuki Alto and is India’s first affordable car. Initial product plan is 40%

saloons, and 60% Maruti Van. Local production commences in December 1983. In 1984 the

Maruti Van, with the same three-cylinder engine as the 800, is released. Installed capacity of

the plant in Gurgaon, reaches 40,000 units.

In 1985 the Suzuki SJ410-based Gypsy, a 970 cc 4WD off-road vehicle, is launched.

In 1986 the original 800 is replaced by an all-new model of the 796 cc hatchback Suzuki

Alto/Fronte. This is also when the 100,000th vehicle is produced by the company. follows the

company's first export to the West, when a lot of 500 cars were sent to Hungary. Maruti

products had been exported to certain neighboring countries already. By 1988, the capacity of

the Gurgaon plant is increased to 100,000 units per annum.

Market liberalisation

In 1989 the Maruti 1000 is presented after having been shown earlier. This 970 cc,

three-box is India’s first contemporary sedan. By 1991 65 percent of the components, for all

vehicles produced, are indigenised. Meanwhile, the liberalisation of the Indian economy

opens new opportunities but also brings more competition to the segments in which Maruti

operates. In 1992 Suzuki increases its stake in Maruti to 50 percent, making the company a

50-50 JV with the Government of India the other stake holder.A flow of new models begin in

the early nineties. In 1993 the Zen, a modern 993 cc, hatchback which is later exported

globally as the Suzuki Alto. In 1994 the 1298 cc Esteem appears, a more luxurious

redesigned Maruti 1000. This and other Marutis begin appearing in a plethora of different

equipment levels, to better suit India's increasingly discerning consumers. A Zen Automatic

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arrives in 1996, as does the Gypsy King, a 1.3 liter version of the compact off-roader, and a

minibus version of the Omni (the Omni E).

In 1994 Maruti Suzuki produces its 1 millionth vehicle since the commencement of

production, being the first company in India to do so. This is still not enough in a booming

market and the next year Maruti's second plant is opened, with annual capacity reaching

200,000 units. Maruti also launches a 24-hour emergency on-road vehicle service, the first of

its kind in the country. In 1996 the United Front government is formed, with Murasoli Maran

new Industries Minister. On 27 August the following year the government nominates Mr.

S.S.L.N. Bhaskarudu as the Managing Director, as the then current Managing director R.C.

Bhargava, was completing his tenure. This creates a conflict with Suzuki, discussed closer in

the Joint venture related issues section.

In 1998 the new Maruti 800 is released, the first change in design since 1986. This is

simply a facelift of the existing model, to ensure steady sales. Also, the two millionth vehicle

is produced. Other news include the Zen D, a 1527 cc diesel hatchback and Maruti's first

diesel vehicle. The Omni van and microbus is also redesigned. The next year the Omni bus

arrives in a high roof version, the Omni XL. The 1.6 litre Maruti Baleno three-box saloon,

advertised as the 'Maruti Suzuki Baleno', also appears. This is Maruti's biggest car yet.

Finally, in what is a very busy year, the Wagon R is launched.

In 2000 Maruti becomes the first car company in India to launch a Call Center for

internal and customer services. The new Alto model is also released, somewhat larger and

more modern than the 800. The estate Baleno Altura is also shown, while IDTR (Institute of

Driving Training and Research) is launched jointly with the Delhi government to promote

safe driving habits. In 2001 Maruti True Value, selling and buying used Maruti Suzukis, is

launched in Bangalore and Delhi, later in Mumbai and elsewhere. In October of the same

year the Maruti Versa sees the day, a bigger engined and more luxurious microbus than the

Omni. It never catches on in the market and is discontinued by late 2009, only to be replaced

by a cheaper, stripped-down version called Eeco. Customer information centers are also

launched in Hyderabad, Bangalore and Chennai. In 2002 the Esteem Diesel appears, as does

Maruti Insurance. Two new subsidiaries are also started: Maruti Insurance Distributor

Services and Maruti Insurance Brokers Limited. Suzuki Motor Corporation increases its stake

in Maruti to 54.2 percent.

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In 2003 the new Suzuki Grand Vitara XL-7 appears, while the Zen and the Wagon R

are upgraded and redesigned. The four millionth Maruti vehicle is built and they enter into a

partnership with the State Bank of India. Maruti Udyog Ltd is Listed on BSE and NSE after a

public issue, which is oversubscribed tenfold. In 2004 the Alto becomes India's new best

selling car, overtaking the Maruti 800 which had been number one for nearly two decades.

The five-seater Versa 5-seater, a new variant, is created while the Esteem undergoes cosmetic

changes and is re-launched with a price cut. Maruti Udyog closed the financial year 2003-04

with an annual sale of 472,122 units, the highest ever since the company began operations 20

years earlier, and the fiftieth lakh (5 millionth) car rolls out in April, 2005, with overall sales

growing by 15.8%. The 1.3 L Suzuki Swift five-door hatchback also appears. 2004-05

marked another record year (487,402 domestic sales) and exports reached 48,899 cars to

about fifty different countries. The United Kingdom took the lion's share, with 10,623

deliveries. In 2006 Suzuki and Maruti set up another joint venture, "Maruti Suzuki

Automobiles India", to build two new manufacturing plants, one for vehicles and one for

engines. Cleaner cars were also introduced, with several new models meeting the new

"Bharat Stage III" standards. In February 2012, Maruti Suzuki sold its ten millionth vehicle in

India. For the Month of July 2014, it has a Market share of >45 %.

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PART 2

DEPARTMENTS OF THE COMPANY

AND

ORGANIZATION CHART

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2 DEPARTMENTS OF THE COMPANY

HUMAN RESOURCE DEPARTMENT

Human resource management involves personnel management personnel

administration, employee welfare, manpower planning and industrial relations etc. Human

resource department is headed by General Manager. SARATHY does pro-active approach to

managing people in the organization. It constitutes a series of integrated decisions that helps

to consolidate the employment relationship and believes that their quality contributes to the

efficiency of the organization and helps the employees to achieve their objectives.

CUSTOMER CARE DEPARTMENT

Customer service is the provision of service to customers before, during and after a

purchase. Accordingly, it may vary by product, service, industry and individual customer.

The perception of success of such interactions is dependent on employees “who can adjust

themselves to the personality of the guest”. Customer service is also often referred to when

describing the culture of the organization. It concerns the priority an organization assigns to

customer service relative to components such as product innovation and pricing. In this

sense, an organization that values good customer service may spend more money in training

employees than the average organization or may proactively interview customers for

feedback.

ACCOUNTS DEPARTMENT

An accounting department provides accounting services and financial support to the

organization it belongs to. The department records accounts payable and receivable,

inventory, payroll, fixed assets and all other financial elements. The department’s

accountants review the records of each department to determine the company’s financial

position and any changes required to run the organization cost effectively.

SPARE PARTS DEPARTMENT

Spare Parts Department is responsible for ensuring that the store has the sufficient

inventory level of Spare Parts to meet demand for servicing, repairs and sales to customers.

By maintaining an efficient parts stock and operation, the department is making an important

contribution to productivity, profitability and customer satisfaction.

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SALES DEPARTMENT

Sales manager is the typical title of someone whose role is sales management. The

role typically involves talent development and leadership.

Sales management is a business discipline which is focused on the practical

application of sales techniques and the management of a firm’s sales operations. It is an

important business function as net sales through the sale of products and services and

resulting profit drive mot commercial business. These are also typically the goals and

performance indicators of sales management.

SERVICE DEPARTMENT

Service customers can be really hard to please sometimes. Despite the best efforts of

dedicated dealership fixed-ops professionals, auto-repair-related issues are traditionally

among the most commonly-cited consumer complaints. Although many of these grievances

may be the result of customer misunderstandings, the accusations may result in significant

legal liability and reputation damage. Fortunately, these issues can often be avoided by

establishing processes for better communicating with customers and managing their

expectations.

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2.1 ORGANISATION CHART

The Sarathy Group is a leader in the organized automobile retailing sector with a

strong presence in the 2, 3 four wheeler segments.

Sarathy Motors are situated at Pallimukku, Kollam. Sales, services and selling of

spares parts of two and three wheelers are the main activities in Sarathy Motors. The

company has to branches, one at Kottarakkara and other at Karunagapally.

CEO

EDP Manager HR Manager Sales Manager AccountsManager Customer care

Manager

EDP Manager HROfficers Account Sales

Managers Accounts Officer

Team Leaders

Senior Sales Officer

Junior Sales Officer

CCE Tele Callers

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3 WORKING DEPARTMENT

HR Vision

To attain organizational excellence by developing and inspiring the true potential; by

providing opportunities for growth, innovation and enrichment.

HR Mission

To create a value based organization by inculcating a culture of learning, creativity &

team work and aligning business priorities with the aspiration of our people leading to

development of an empowered, responsive and competent human capital.

HR Objectives

To foster a climate of creativity, innovation and enthusiasm

To develop and sustain core values and organizational mission and vision in the staff

To provide opportunities for growth and development

To inculcate a spirit of learning and enjoying challenges

To demonstrate fairness, equality of opportunity and respect to all

To formulate and implement sound HR practices and system

SERVICES PROVIDE

Manpower planning and forecasting

Recruitment and selection procedures

Training and development

Employee welfare services

Exit interviews

Performance appraisal

Compensation management

Attendance monitoring

Grievance Handling

Legal and Statutory Compliance

Labor and Industrial Relations

Communication and Implementation of Management Directives

Separation Procedures

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DUTIES AND RESPONSIBILITIES

HR Manager

1. Responsible for the smooth functioning of the HR Department

2. To arrange manpower/sourcing of manpower

3. To find out the man power requirement from various section and report to top

management

4. To do advertisement follows UPS for recruitment

5. To monitor and maintain the records, files and registers in the department

6. To prepare and send interview call letter through telephonic/E-main/Post/Courier etc.

7. To arrange interview board for conducting interviews

8. To verify personal data of the candidates.

9. To do necessary recommendation regarding salary scale of the employees

10. To complete joining formalities with selected candidate

HR Executive/Asst:

1. To assist in the smooth functioning of the HR Department

2. To collect bio-data and arrangement in an orderly manner

3. To prepare and send interview call letter through telephonic/e-mail/post/courier etc

4. To verify personal data of the candidates

5. To complete joining formalities with selected candidate

6. To prepare personal file of selected staff

7. To arrange seal, visitors card, stationery, ID cards etc, to new employee

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TRAINING AND DEVELOPMENT POLICY

The training of employees is an ongoing continuous process and the needs are

identified periodically. The HR Department collects the training needs of personnel as

identified by the respective department heads.

Training Plan

A training plan for the next one year is prepared by nursing and non nursing

departments except doctors. As per the plan a training calendar is prepared by HRD and HR

Manager approved training calendar is maintained in the HR Department as well as in the

concerned department. The HR Department also enumerates the training needs based on the

performance appraisal system. The training needs based on the performance appraisal

system. The training plan is prepared by the department in-charges based on which training

period is finalized. The training schedule is sent to the respective department and the HOD is

asked to nominate the personnel for training. Training also occurs when new job

responsibilities or new equipment is introduced. If new job responsibilities are given, they

become aware of what they need to do and a copy of their responsibilities will be filed in the

personnel file with their signature. Training is given for risk management within the

organization. Risk management includes fire and non fire emergency, needle stick injury etc.

it is done by Safety Officer. The training attendance form is get from HR by the department

at the time of training. After the programme it is filed in the HR Department.

Training Feed Back

After the training program a feedback regarding the training program is collected

from the trainees who attended the program. It is done through a training feed back form.

The filing of the training program is done with the HR Department. The training record of all

trained personnel in respect to each training programme is maintained. A training attendance

register and training feedback form file is maintained in the HR Department. In the training

attendance register the details of the training program, topic discussed, the trainer and the

trainees who attended the training program are recorded. In the feedback form the quality of

the trainer and the topic is assessed.

Training Evaluation

The effectiveness of training programme is assessed through a Training Evaluation

Form which is being done within six months after the training. On the job training

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programmes are learning job on the work floor and being on the job for a prolonged length of

time will equip the employee with exposure and skill needed to perform the job rather than a

training session. The in charges can evaluate and give the feedback regarding an individual.

Induction Training

All newly joined employees are inducted to PMF Family through a formal induction

and socialization process with sessions on organization’s mission, vision, policies, rules,

regulations, procedures, services of the organization etc. the induction training program is

conducted in a systematic manner, so that employee acquires requisite knowledge, skill,

attitude and to create a basic awareness about quality.

SWOT ANALYSIS OF SARATHY MOTORS

STRENGTH

High quality standards

Early delivery to remote area

Better after sales service

WEAKNESS

Increasing price in fuel affects sales

Lack of quick delivery of products

Low labour productivity compared to countries like Japan and Korea

OPPORTUNITIES

Export quality products

New technology

Un explored rural markets

THREATS

Hike in fuel prices

Change in technology

Competition, price war and heavy trade discounts

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PART 3

DETAILS OF WORK ASSIGNED

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3.1 DETAILS OF WORK ASSIGNED

The interns are required to complete the one month of internship as the part of the

course curriculum program. I got an opportunity to work in the HR Department of Sarathy

Group. We the interns are assigned by the department to work 5 hours a day (10 am – 3 pm).

Among the 30 days of internship 26 are working days and four days are holidays (Sunday)

and we have an attendance register at the security department in order to monitor the entry

and leave out details.

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LONG BOOK DETAILS

Internship – Long Book

Date : Time in :

Work Location :

Task/Duties Assigned :

Achievement of Task :

Remarks and Signature of the

guide/Supervisor :

Time out :

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Date : Time in :

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guide/Supervisor :

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Internship – Long Book

Date : Time in :

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Internship – Long Book

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Internship – Long Book

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Internship – Long Book

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Internship – Long Book

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Date : Time in :

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Date : Time in :

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Date : Time in :

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Date : Time in :

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Date : Time in :

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Date : Time in :

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3.2 LEARNING SUMMARIZATION

It was an absolute worth while experience in working at the SARATHYAUTOCARS,

KOLLAM. The friendly welcoming staff and the space they have created for an Intern

allowed me with ample opportunities to learn and know myself as a worker. This experience

brought out my strength and it added more confidence to my professional approach, built a

stronger positive attitude and taught me how to work in team as a player. The primary

objective of an internship is to gather a real life working experience and put the theoretical

knowledge in practice. I am grateful to the entire team of HRD of the company for their

unprecedented support to make my working experience truly rewarding. Especially the

Welfare Forum made me realize my competencies and level of understanding regarding the

human resources. On completion of this internship period, I came to know about the

importance of human resources and the role of HR Manager, Training Executives, HR Senior

Supervisors and HR Senior Assistants in an organization. As an intern, though I had limited

space to work, I still managed to grab plentiful of experiences. I made the best of every

opportunity I was given and made the utmost use of my responsibilities. There is however

some gap between our theoretical knowledge and real life practice, yet the managerial level

staff members is quite open towards upgrading current approach, which was extremely

motivating. Hence, I can sum up by saying that my internship experience was milestone to

my academic and professional experience. I thoroughly enjoyed the challenges that came

along every single day. These lessons that I have learned will be a valuable one for my future

endeavors as well.

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CONCLUSION

Sarathy Auto Cars are innovative, cost effective and quality conscious in automobile

sales and servicing. The main objective of the organization is to give priority to their

employees, their clients and business partners. They keep business transparency and ethical

business practices. The organization believes in creating wealth through ethical business

practices; sharing of wealth with their employees, investors and business partners. They also

show responsibility towards our environment and society. The main objective of Sarathy

Auto Cars is to increase the sales with maximum customer satisfaction.

The internship programme conducted at this firm made me to understand the frame

work of an organization. It has given an outlook on the various problems faced by the

organization including organizational relations. There is a wide scope for automobile

industry and the company should utilize it. For me my internship programme was an

unforgettable experience and I am so happy to comprehend that I am not what I used to be,

more preciously now I am what I wanted to be, a few weeks in SARATHY has shaped a

better person of me. apart from other private sector units, there is a vibrant organization

atmosphere prevailing at SARATHY. In SARATHY we cannot see the individuals but team,

together everyone achieves more….

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ANNUXURE

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BIBLIOGRAPHY