A Report on Summer Project in

Ford India Private Limited

Submitted by
G.B.Annasurya Devi
40709631002

Under the guidance of

Miss. Rooprekha.J

Submitted in partial fulfillment of the

Requirements for the Degree of

Master of Business Administration

Anna University, Chennai

DEPARTMENT OF MANAGEMENT STUDIES

G.K.M COLLEGE OF ENGINEERING & TECHNOLOGY
CHENNAI – 600 063
AUGUST 2010

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 BONAFIDE CERTIFICATE

This is to certify that this Internship Training Programme undergone in Ford India

Private Limited, done by G.B.Annasurya Devi during the period 6.7.2010 to 30.7.2010

is a bonafide work done under my guidance. To the best of my knowledge, this is the

original effort of him.

GUIDE HOD – MBA

DEPARTMENT OF MANAGEMENT STUDIES

G.K.M COLLEGE OF ENGINEERING & TECHNOLOGY
CHENNAI – 600 063
AUGUST 2010

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 ACKNOWLEDGEMENT

I express my sincere gratitude to our CEO Mrs. B. SUJATHA BALASUBRAMANIAN

and our Director Dr. K. P. JAGANNATHAN and our Principal Dr. N. RAMARAJ who
have been a great inspiration for all the students of G. K. M College of Engineering &
Technology.

I have a great pleasure in expressing my sincere and profound thanks to Mr. J. VIGNESH
SHANKAR, Head of the Department of Management Studies for his continuous
motivation throughout the training period.

I express my sincere thanks to my guide Miss. J. Rooprekha Lecturer, for her

encouragement and suggestions that have made this training valuable.

My sincere thanks to Company General Manager Mr.Dhanancheyan Nair and my guide

Mrs. Raadha SM, HR Training Lead, Ford India Private Limited, Maraimalai Nagar for
the timely help, encouragement, motivating making suggestions to achieve this training
in a successful manner.

And finally I would like to thank God, My Parents and My Friends for being with me at
all times without letting me down, without those help this study would not have been
possible.

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 INTRODUCTION

Perfect is the famous saying and when a person gets practical experience under the
guidance of experts of the respective field, the knowledge gained is priceless. An
organizational study refers to the complete understanding of an organization in all
dimensions.

The company selected hereby for the summer project is FORD INDIA PVT LTD,
CHENNAI which is a well known global automobile manufacturing company. The
summer project entitled “An overall study of an organization -FIPL” explains in detail
about, the evolution of one of the fast growing Automotive Industry in India, which is
established in 1903 by Mr. Hendry Ford, at Dearborn, USA. FIPL believes that its
historical success and future prospects are directly related to combination of strengths.

The study includes the brief study of the core departments of FIPL, Chennai. Different
officials working in various departments have provided very important data in this report.
Every effort has been made to understand the functions and activities of various
departments as well as the manufacturing process.

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 INDUSTRY PROFILE

INTRODUCTION TO AUTOMOBILE INDUSTRY

One of the fastest growing industries in the world is automobile industry. This
automobile industries even has its influence on the Indian market. Probably automobile
industries occupy a large market share in the worlds market as well as in the Indian
market. Nearly 18% of the total national income is being incurred from the automobile
industry. From this we can estimate how important is the automobile industry in the
improvement of GDP of a country. In India automobile industry has a growth rate is at
the average of 10-12%.

INDIAN AUTOMOBILE INDUSTRY SINCE 1947:

It’s fascinating drive through history, which begins as a story of isolation and
missed opportunities to one of huge potential and phenomenal growth. India’s fixation
with socialism and planned economies had a crippling impact on the automotive industry
in its formative years. The goal at that time for independent India was self-sufficiency.
Issues like quality and efficiency were simply not considered. Dependence of foreign
technology was banned and manufacturers were forced to localize their products; import
substitution became the order of the day. Though we learnt to localize, the cars we made
were all outdated designs with little or not improvements for decades. The automotive
industry stagnated under the government’s stifling restrictions and the Indian car buyer
was saddled with cars of appalling quality and even then there was a waiting list that at
one point stretched to eight years!

This attempt at self-reliance failed miserably because of the industry’s isolation

from the best technology. The Japanese and later Korean auto industries were also highly
protected in their formative years but they never shut the door on technology. Instead,
they relentlessly tapped the best talent pools in the world to absorb the know-how to
produce good cars.

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 One of the most important chapters in the Indian automotive industry’s history
was written by Maruti. It marked the Indian government getting into the far business in
the early 1980’s, a radical shift in thinking after decades of treating cars with disdain. The
Maruti 800 went on to become the staple car of India and put a nation on wheels. This
little car set a benchmark for price, size and quality and structured India as small car
market.

It wasn’t till 1993 that things really started to change for the Indian car buyer.
With the liberalization of the economy, a host of international carmakers rushed in. But
most of them were in for a shock as Indian customers rejected their product. Indian
customers refused to allow the glitter of prestigious brands blind them to the outdated and
overpriced products they were offered. The Indian consumer wanted super value, and
rewarded the brands that delivered it, handsomely. Hyundai and Maruthi delivered, and
profited.

The period also saw the emergence of the Indian players like Tata Motors and
Mahindra & Mahindra. They rose to the challenge of the MNC’s and responded
brilliantly with the Indica and the Scorpio. This was ironically due to the license raj that
forced Indian [9] carmakers to be innovative and develop products frugally. India’s frugal
engineering skill has now caught the world’s imagination, and an increasing number of
carmakers are preparing to setup major capacities here. India’s changing And changing
fast. It’s moving forward. India’s largest-selling car is not its cheapest car, the 800. It is
the Alto. People’s aspirations are rising and so are their mistakes, have got their finger on
the pulse of the market. Get the right product and the rewards are handsome.

The Indian auto industry is today bubbling with promise and confidence. It’s been
a long journey but to see where the Indian car industry is going. We have to see where it
has been further.

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AUTOMOBILE INDUSTRY IN PRE-INDEPENDENCE:

The first motorcar on the streets of India was seen in 1898, Bombayhad it first
taxicabs by the turn of the century. In 1903, an American company began a public taxi
service with afleet of 50 cars. For about 50 years after car arrived in India, cars were
directly imported.
Before World War I, around 40,000 motor vehicles were imported. During the
years between the wars, a small start for an automobile industry was made when
assembly plant were established in Bombay, Calcutta and Madras.
The import/assembly of vehicles grew consistently after the 1920s, crossing
30,000 units by 1930. It was during the end of the war that the importance of establishing
an indigenous automobile in India was realized. Premier Motors, Hindustan Motors and
Mahindra & Mahindra set up factories in the 1940s for progressive manufacture rather
than assembly from imported components. The cars they chose to make were the latest in
the world when they were introduced in India in the formative years of the industry.

POST- INDEPENDENCE:
The government clamped down on imports and foreign investments. Companies
like GM and Ford packed their bags and left. India’s clock, thereafter, stood still while
the world raced on ahead. It would take nearly 50 years before the Indian auto industry
could catch up with the rest of the world again.

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 Ford Motor Company

“A good company delivers excellent products and services. A great one delivers
excellent products and services, and strives to make the world a better place to live”.
-Bill Ford,Chaitman

Type Public (NYSE: F ) Founded June 17, 1903 Founder Henry Ford
Headquarters Dearborn, Michigan, USA Area served worldwide William Clay Ford, Jr-
Executive Key people Chairman Alan Mulally- President, CEO Industry Automotive
Products Automotive goods and services RevenueUS$120.1 billion (2006)[1] [19]
Operating income US$-15.0 billion (2006)[1] Net income US$-12.6 billion (2006)[1]
Employees283,000( 2007)[2 ] Ford Credit Ford division Divisions Lincoln Mercury
Premier Automotive Group Automotive Components Holdings Jaguar.

Subsidiaries Slogan Land Rover Volvo (cars only) Bold Moves have you driven a
Ford lately? Built Ford Tough Built for Life in Canada Feel the difference Make
Everyday Exciting Websitewww.ford.com Ford Motor Company is an American
multinational corporation and the world's third largest auto maker based on worldwide
vehicle sales. In 2006, Ford was the second-ranked automaker in the US with a 17.5%
market share, behind General Motors (24.6%) but ahead of Toyota (15.4%) and Daimler
Chrysler (14.4%). Ford was also the seventh-ranked American-based company in the
2007Fortune 500 list, based on global revenues of $160.1 billion. In 2006, Ford produced
about 6.6 million automobiles, and employed about 280,000 employees at about 100
plants and facilities worldwide.

In 2007, Ford had more quality awards from J.D Power than any other
automaker. Based in Dearborn, Michigan, a suburb of Detroit, the automaker was
founded by Henry Ford and incorporated in June 16, 1903. Ford now encompasses many
global brands, including Lincoln and Mercury of the US, Jaguar and Land Rover of the
UK, and Volvo of Sweden. Ford also owns a one-third controlling interest in Mazda.
Ford has been one of the world's ten largest corporations by revenue and in 1999 ranked
as one of the world's most profitable corporations, and the number two automaker
worldwide.

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 Ford introduced methods for large-scale manufacturing of cars and large-scale
management of an industrial workforce, especially elaborately engineered manufacturing
sequences typified by moving assembly lines. Henry Ford's combination of highly
efficient factories, highly paid workers, and low prices revolutionized manufacturing and
came to be known around the world as Ford in 1914.

History Henry Ford (ca.1919) Ford was launched in a converted factory in 1903
with $28,000 in cash from twelve investors, most notably John Francis Dodge and
Horace Elgin Dodge who would later found the Dodge Brothers Motor Vehicle
Company. During its early years, the company produced just a few Model T's a day at its
factory on Mack Avenue in Detroit, Michigan. Groups of two or three men worked on
each car from components made to order by other companies. Henry Ford was 40 years
old when he founded the Ford Motor Company, which would go on to become one of the
largest and most profitable companies in the world, as well as being one of the few to
survive the Great Depression. The largest family-controlled company in the world, the
Ford Motor Company has been in continuous family control for over 100 years.

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 HISTORY

A global automotive industry leader based in Dearborn, Michigan, U.S. One of

the largest producers of cars and trucks with active Manufacturing, assembly and sales
operations.

Bill Ford- Chairman- Ford Motor Company

Alan Mulally- President & CEO- Ford Motor Company

President and Managing Director

Ford India-MICHAEL BONEHAM

Vision
To become the world’s leading Consumer Company for automotive products and services

Mission
We are a global, diverse family with a proud heritage passionately committed to
providing heritage passionately committed to providing outstanding products and
services that improve people’s lives.

Global values
The customer is job 1. We do the right thing for our customers, our people, our
environment and our society. By improving everything we do, we provide superior
returns to our share holders.

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 Core values
Diversity:
 Respect, treat and value all employees equally.
 Ensure zero tolerance to harassment of any individual on basis orf gender, age,
caste, religion, language etc.
 Develop an inclusive culture

Integrity:
 Behave with honour and dignity.
 Demand the truth all times and therefore hold yourself and others to highest
standards.
 Doing the right thing for the organization.

Safety:
 Ensure a safe working environment for self and others.
 Think proactively to avoid injuries & accidents

Quality:
 Consistent & sustainable approach towards improving quality.
 Customers is no.1 priority
 Apply six sigma mindset.

Culture:
 Culture (from the Latin cultura stemming from colere, meaning “to cultivate”).
 A highly developed state of perfection; having a flawless or impeccable quality;
“they performed with great polish”;
 “I admired the exquisite refinement of his prose”; “almost an inspiration which
gives to all work that finish is almost art”.

-Joseph Conrad.

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 Ford Culture

Zero % discrimination
• Equal opportunity employer
• Openness
• Strong system
• Un biased
• Honesty
• Respect for others
• Kaizen
• Skip level meetings
• NWG meetings
• Empowerment
• Training & Development
• Measurable & Metrics
• Motivation
• Environment to work peacefully
• Work life balance
• Career Growth for all
• Brand image
• Best employee care
• Clear bottom up approach

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 THE JOURNEY – FORD IN INDIA

1907 First ford vehicle, a Model A, was sold.

1926 Ford India was established by Ford of Canada.
1954 Ford India ceased operations.
1995 We partnered with Mahindra & Mahindra in a 50/50 joint venture.
1996 First Indian – built Ford Escort rolled off the assembly line (Nasik).
Ford Manufacturing facility established at Maraimalai Nagar
1999 Ikon- flagship model of Ford India rolls out.
2002 Mondeo-premium luxury car launched.
2003 Endeavour- the all conquering SUV scorched Indian roads.
2004 Launch of Fusion-Urban Activity Vehicle
2005 Ford India became wholly owned subsidiary of FNC 100,000th Ford Ikon car
rolled out launch of Ford Fiesta.
2006 Ford Fiesta was awarded the “Best Midsize” car of the year by Car India and
NDTV Profit Awards.
2010 Launched of Ford Figo.

Quick Facts
 4 major factors for FORD to establish manufacturing plant in Maraimalai
nagar.
 Work-Force
 Infra Structure
 Suppliers
 Government Commitments
 Over 2000 employees
 Investment of Rs.1700 crores
 Capacity – up to 100,000 vehicles per annum.

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 STATE-OF-ART FACILITY SPREAD ACROSS 350 ACRES
• Used Acres --- 179 Acres
• Supplier Part & Visteon --- 71 Acres
• Future Use --- 100 Acres

Ford India – Organization Chart

President
Michael Boneham

ED –Department ED-Marketing, Sales

Sandip Sanyal Service
Nigel E.Wark

Manufacturing-VP Product Supply-VP Finance Human Resource Sales-VP

Tom Development- VP Kan Kuljit Rana Vairamani Timothy Tucker
John Lonsdale Calherine Pandiyan

Quality & Environment Policy

 Produce excellence and innovation
 Setting periodic objectives and targets
 Doing things rights, first time & every time.
 Developing a world class supplier base & dealer network.
 Complying with the applicable legal & other requirements to which Ford India
Subscribes
 3R (Reduces, Reuse, Recycle) of Waste.
 Involvement and development of the people for and on behalf of the organization

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 ACHIEVEMENTS OF FORD INDIA

1) FORD INDIA Ranked No: 5 on the Sales Satisfaction Index (SSI) Survey
conducted by J.D. Power (Showing highest improvement over 2006).

2) FORD INDIA Ranked No:1 on the Customer Satisfaction Index Survey

(CSI) conducted by Business World

3) FORD INDIA Ranked No: 3 “ Most respected company survey”2006 by

Business World.

4) FORD INDIA has been ranked 17th in the list of Top 25 “ Best employers in
India” by the Economic Times-Hewitt Associates study.

5) FORD INDIA awarded prestigious ISO/TS 16949: 2002 certification from

TUV South Asia Pvt. Ltd

6) FORD INDIA Rated among Top 25 Best Employers in India.

7) FORD INDIA certificated TS16949 & ISO 14001.

8) FORD INDIA wins 20009 APA Environmental leadership AwardF.

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 ONE FORD
ONE TEAM. ONE PLAN. ONE GOAL

One Team Expected Behaviors

Foster Functional &

People working together as a team, global Technical Excellence

enterprise for automotive leadership as Know and have passion for our business and

measured by: our customers.

Customer, Employee, Dealer, Investor, Supplier, Demonstrate and build functional and technical

Union/Council, & Community Satisfaction excellence.

One Plan Ensure process discipline

Aggressively restructure to operate profitably at Own Working Together

the current demand and changing model mix. Believe skilled and motivated people working
Accelerate development of new products, together.

our customers wants and value. Include everyone respect listen to help and

Finance our plan and improve our Balance sheet appreciate others.

Work together efficiently as one team. Build strong relationships be a learn player,

develop ourselves and others.

One Goal Role model ford values

An exciting viable Ford delivering profitable growth for all. Show initiative, courage integrity and
good corporate citizenship
Improve quality, safety and best
reliability.
Have a can do , find a way and
emotional response.

Delivers results
Deals positively with our business relationship, develop
compelling and comprehensive plans, while looping and
enterprise view.
Set high expectations and inspire others.
Making Sound Decision using facts and data.
Hold ourselves and others responsible and accountable
16 for delivering results and satisfying our customers.
 ORGANISATION CHART OF FORD

FORD INDIA

FIPL FTSC FBSC

FORD INDIA PRIVATE LIMITED (FIPL)

It is a state of art facility spread across 350 acres, of which 179 acres are used, 71 acres
for supplier part and Visteon and 100 acres are for future use. There are nearly 3800
employees. The investment is approximately Rs.1700 cores with the capacity of
producing 100000 vehicles per annum. FIPL has 164 dealership facilities in 97 cities.
Ford investment in Chennai gears it for the eco-friendly volume production and position.
Ford India is to become a major export producer.

FORD TECHNOLOGY SERVICE INDIA (FTSC)

It is a center of excellence in Asia pacific Africa(APA) region designed to capitalize on
Inia’s IT skilled manpower and low cost. It is delivers affordable best in class IT and call
center technology solution for Ford APA as well as the extended Ford enterprise. It is
partnered with Lovan systems, Satyam and Third ware to provide the appropriate
solutions.

FORD BUSINESS SERVICE CENTER (FBSC)

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It was established in 1998 to provide accounting, finance and operational services. More
than 100 qualified salaries employees are working in FBSC. A 24*5 service center
supporting Ford operations across US, Europe, Asia pacific and 130 different IT systems.

ORGANISATION STRUCTURE OF FIPL

MANAGING DIRECTOR

VICE PRESIDENT

GENERAL MANAGER / AREA

MANAGER

MANAGERS

ENGINEERS / ASSOCIATES

WORKERS / PRODUCTION
ASSOCIATES

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 FORD PATNERS
 Microsoft
 Sony
 Sirius Satellite Radio
 Roush
 BP
 Eddie Barer
 Sea world
 Aquatica
 Discovery cove Florida
 Busc-Garderns
 Adventure Island
 Water country USA
 Sesame Place

COMPETITORS
 Maruti- Suzuki
 Hyundai
 Tata
 Honda
 Toyota
 Mahindra & Mahindra
 Chevrolet

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 FUNCTIONAL DEPARTMENTS

1. Human Resources Department

2. Finance Department

3. Marketing & Sales Department

4. Purchase Department

5. Production Department

6. Health & Safety Department

GENERAL RESOURCES

1. Audio conferencing services

2. Recruiting resources

3. Look & Style Arena

4. Competitive product intelligence

5. Global Information Management (GIM)

6. Creative design + Usability

7. Innovation

8. IT Strategic Research & Advisory Services (SRS)

9. Telecommunication

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 Industries we cover

• Automobile Industry
• Aviation Industry
• Aluminum Industry
• Banking Industry
• Cement Industry
• Communications Industry
• Dairy Industry
• Fertilizer Industry
• Investment Industry
• Insurance Industry
• IT Industry
• Jute Industry
• Pharmaceutical Industry
• Petrochemical Industry
• Polymers Industry
• Steel Industry
• Software Industry
• Sugar Industry
• Telecom Industry

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 PRODUCTION

Production is the process of manufacturing the Good/ Services. Ford India

the Maraimalai Nagar plant is now geared to achieve production efficiency and
quality ranking with the world's best. This is important for consumers, who expect
high-quality products which are price-competitive with major Indian brands.

Ford is already conducting pre-production test building of its new car in the plant
facility and will be gearing up in the fourth quarter 2009 toward the start of volume
production in the new year.

Construction work has been painstakingly conducted throughout the expansion

project to avoid disruption of existing production at the plant. Although that was a
key challenge, Ford believed it was the best policy to redevelop its existing plant
complex rather than building a "green field" plant requiring additional land.

Ford has yet to reveal details about the new small car to debut as the expanded plant's
first new product.

"The wait is almost over," Boneham said. "We are on target and this is a quantum
leap for Ford India."

Ford is targeting the heart of the Indian car market and expanding its production
capacities accordingly - with output potential of 200,000 vehicles annually.

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The production process are

Blanking

Stamping

Body Shop

Paint shop

TCF (Trim-Chase-Final)

Quality

Engine Plant

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BLANKING
In blanking process raw materials are converted into blank sheets through
various steps.

STAMPING
 Semi-automatic press line moulds blank sheets into various body parts.
 Here two types of process is running Press line-1 & Press line-2
 Press line-1 is the semi-automatic process
 Press line- is fully automatic process
 Thorough checks for perfection in dimensions and surface quality.

BODY SHOP
 In Body shop assembling the parts to make a body of the car.
 Three process are there in body shop.
 Underbody
 Framing
 Closure
 70-80 Robos are working to make a body of the car for welding the parts.
 Entire shell checked with military precision for dimensions
 Subjected to stresses to check quality of welding. .

PAINT SHOP
 Cutting-edge technology creates a finish that's unaffected by rain or sunshine.
 Painting so complete that even underside gets full PVC coating for corrosion
protection.
 Baking done to Ford's global paint specifications.

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TCF (Trim-Chassis-Final)
• Interior taken care of before doors and seats come on in Trim zone
• In chasis area, professionals use high power tools to fit in engine, front suspension,
bumpers etc.
Once nuts and bolts are tightened to perfection, the car gets its wheels.
• Rolls into final line for remaining parts and filling of fluids.

ENGINE PLANT
In engine pant the car engine is fitted and checks the engine through the
testing methods.

QUALITY TESTING
• Stringent testing ensures every car is at its best, even in trying conditions.

PDI (PRE DELIVERY INSPECTION):

Testing of vehicle on real road conditions
The following are the various tests done to test the vehicle:
a. Speed test
b. Acceleration test
c. Vibration test
d. Oil level and water level checking
e. Electrical components checking
f. Air leakage test
g. Grease level checking
h. Road test

All Ford cars complies with Bharat III emission standards, notified by the Government of
India.
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 Two main department in production
 MP&L (Material Planning & Logistics)
 Product Development

MATERIAL PLANNING & LOGISTICS

Material planning is the scientific way of determining the requirements of raw materials,
components, spares and the other items that go into meeting the production needs within
economic investment policies.

Here two departments plays vital role to supply the products to the production process
Materia Line supply.
This is used to supply the raw materials in the production line. For right time the right
material to carry out the production process without any stoppage.
Supply Chain Managemnt.
Supply chain managent is carry out the process of how to get parts into the Plant.

Product Development
Product development is the one of the most important for the company.
It introduces the new product for a recent trends.
Altering existing product by adding more features.

PRODUCTION MANAGEMENT STRATEGIES

Long range strategies
• Effective management of technology.
• Innovation in product management and process technology.
• Globalization in industry.
• Goodwill inside and outside the organization.

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 • An aggressive marketing strategy and risk taking ability.

Short range strategies

• Location and layout.
• Product selection and technology.
• Capital selection and investment.
• Flexible strategy of production.
• Standardization of design.
• Economy of size and variety.

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FINANCE

Finance is considered as the life blood of business. This is because in the modern money-
oriented economy, finance is one of the basic foundations of all kinds of economic
activities. Finance function may be defined as the procurement of funds and their
effective utilization.

• Located in all 11 markets

• 570 people
• Primary function
 provide strong business leadership to provide results
 ensure effective & efficient controls
 provide high quality financial information
 provide high quality analysis to support the business & improve
shareholder value
 partner with operating management- Business& strategic Advisors with
corporate view
 optimize funding.

• Functional Objective/vision
 to inspire and enable our business partners to achieve our objectives
while building pride, capability and leadership in our people.
 by providing timely appropriately accurate information and sound
business analysis and advice
 so that our customers are completely satisfied & our shareholders and
employees prosper.

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 Structure of Finance Department

FIPL FINANCE

Manager

Marketing Sales &

Profit Analysis Treasury Product Taxation Accounting Variable cost
Services
Development

ROLE OF FINANCE:
• Recorder (accounting) of all Financial Transactions
• Reporting of Financial Performance
• Arranging long and short term funds – Capital and Debt
• Working Capital Management
• Compliance of tax and other corporate laws
• Risk Management
• Controllership function
• Audit coordination
• Investor Relations

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 RESPONSIBILITIES OF FINANCE DEPARTMENT:

• The pricing department is responsible for the fixing of prices for sales of the
vehicles and for buying of raw materials and semi finished goods.
• Treasury section is responsible for all kinds of funding managements such as
investments.
• Taxation section is responsible for remittance of tax, filing of returns, handling of
litigations etc..,
• Costing and Budgeting department is responsible for the unit costing of each
product in particular, such as spare parts and a vehicle as whole.
• The FSG (Finance account Service Group) deals with the payables and
receivables at offices.
• The Explore finance department deals with the FSG exporting of items.

PROCESS & ACTIVITIES OF FINANCE

1.Profit Analysis
In profit analysis section manages
⇒ Report Analysis
⇒ Forecast
⇒ Budget
⇒ Business Planning
⇒ Cost Control

Costing Method Folowed in FORD

 Standard Costing Method(BOM)
The financial statements are prepared under the historical cost

30
Convention, on an accrual basis, in accordance with the generally
Accepted Accounting Principles and applicable Accounting Standards as
Notified under the Companies (Accounting Standards) Rules 2006.

2.Treasury
It deals with
⇒ Fund Management
⇒ Forex Payments/receipts

 Fund Management
Funds Management includes managing collections and outflows and surplus/deficit
management. Closer working with Marketing and Units is vital.
Surplus management includes investment in Fixed Deposits, Mutual Funds, etc.Direct
investment in equity avoided.

 Forex management
Forex management – unforeseen volatility in major currencies; particularly important
with forex loans.
Debt Servicing includes repayment of principal and payment of interest on due dates and
ensuring that commitments made are adhered to.
Risk Management is vital since organization is exposed to both currency as well interest
rate risks. Risks offer both threats and opportunities (can increase income or reduce
expenditure). Results depend on how well they are managed

3.Taxation
It deals with Direct and Indirect Tax
 Compliance with Direct (Income Tax Act, Wealth Tax) & Indirect Taxes (Excise,
Customs, Service Tax, Sales tax etc).
 In sales tax deals both VAT & CAT
 Tax planning is an important component of business decisions.

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 Current tax is determined as the tax payable in respect of taxable
income for the year and is computed in accordance with relevant tax
regulations.

 Deferred tax is recognized for all timing differences

between accounting income and taxable income and is quantified using
substantively enacted tax rates as at the balance sheet date.
 Deferred tax assets are recognized where realization is reasonably certain
whereas in case of existence of carried forward losses or unabsorbed
depreciation, deferred tax assets are recognized only if there is a
virtual certainty of realization backed by convincing evidence.
Deferred tax assets are reviewed for the appropriateness of their
respective comparative values at each Balance Sheet date.

4.Marketing Sales & Services

It deals with
⇒ Sales Price Fixing
⇒ Variable Marketing
⇒ Fixed Marketing
⇒ Customer Service Operation

 Sales Price Fixing

 Strategic pricing of products, quotes for various tenders.
 Special pricing for export contracts.
 Monitoring of cost of production of various models and for make or buy
decisions
 Project evaluations for optimization and for making commitment decisions

 Fixed Marketing

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  Mainly it focus on advertisement

 Cost Service Operation

 Warehouse maintaining
 Parts distribution centre

5. Product Development
 New Project
 New launches

6. Accounting
 Maintain Fixed Asset Register
 Maintain chart of Accounts
 Maintain Audit Statutory

7.Variable cost
 Incentive programs to dealers
 Discount and commission are managing by this department

STRATEGIC GOALS:
• Achieve optimum funding mix / restructuring of companies to minimize the cost
of rising of funds.
• Maximize tax efficiencies to improve cost competitiveness of products and
improve viability of projects.
• Bench mark financial processes to the best in the world and improve the bar;
maintain high standards of financial discipline.
• Maintain excellent relations with international investor community through
effective communication for international offerings.

33
 Annual Report of Ford India

January 1, 2009 to January 1, 2008 to

December 31, 2009 December 31,2008
Rupees Rupees

Turnover (Net) 1,947,003,231 1,867,443,266

Profit before tax for

the period amounted to 223,183,676 315,899,813

Profit after tax for the

period amounted to 136,974,771 197,271,326

Tax Adjustments for prior years -

Balance in Profit and

Loss Account 196,810,526 23,474,810

Amount available for

appropriation 331,447,730 220,746,136

Out of which the following

sums have been appropriated:

Proposed Dividend 17,550,000 7,800,000

Corporate Tax on Dividend 2,982,623 1,325,610

General Reserve 13,500,000 14,810,000

Balance carried to
Balance Sheet 297,415,107 196,810,526

34
 HUMAN RESOURCE MANAGEMENT

Human Resource Management is the process of employing people, developing their

resource, utilizing, maintaining and compensating their services in tune with the job
and organizational requirements with a view to contribute to the goals of the
organization, individual and the society.

Departments:
Recruitment
Training
Employee Relations
Payroll
Structure of Human Resource

Human Resource Manager

Vairamani Pandiyan

General Manager- General Manager-ER

Admin Manager-HR
HR

Manager-HR Associates-HR Manager-ER

HR-Business Officers
Senior Ass-HR

Senior Ass-HR Associates-HR

35
RECRUITMENT
It is the process searching for prospective candidates & stimulating them to apply for jobs
in the organization.
Purpose & objective:
Recruitment helps to attract and retain the best talent available in the market by using
best recruitment strategies to as to meet the business need. Recruitment function helps the
organisation to develop a pool of prospective human resources.
Philosophy:
 Ford Motor Company is an equal opportunity to employer.

 We hire for attitude and train for skills.

 Selecting the right person for the right job at the right time.

Employee Referral Program:

It is launched effective on 1st Oct 2006 to harness employee support in sourcing right
talent because each employee knows ford better! Also employees can earn a lucrative
reward for making a valid referral. Reward range from Rs.4000/- to based 15000/- based
on the position and subject to income tax payable in two installments through payroll.

Assessment Capture :
An Assessment centre is not a place, it is an assessment process. They are important and
integral to the recruitment process a Ford India. It is an objectively designed process
where the job applicants are assessed both individually and in groups by multiple

36
assessors using multiple techniques. It involves a combination of several measures and
techniques for assessing 6 to 12 people attend a given Assessment Centre ‘Day’. The
group may be split for particular exercise, e.g. Group discussions, written test and role
play.

Ford India Assessment Centre Process

ARRIVAL OF CANDIDATES

BRIEFING OF PROCESS & SCHEDULE

ATTTENDANCE SHEET

CANDIDATE NUMBER ALLOTEMENT

FILLING BLANK APPLICATION FORM

WRITTEN TEST/CASE STUDIES

GD/ROLE PLAY

STRUCTUTED INTERVIEW

FUNCTIONAL INTERVIEW

ANNOUNCEMENT OF RESULT

37
 DEPARTURE OF CANDIDATES

Apprentice Recruitment Process:

• Candidates apply for the apprenticeship training program by seeing advertisement

in newspapers, radio and also through the reference of the existing stags in FIPL.

• Those who applied for the specific AA training program called for interview.

• Aptitude test for 20 marks is conducted. Those who clear this aptitude test are
taken to the next well of interview and others are rejected

• Nest test is personnel assessment test. This is conducted to know about the
apprentice candidates communications, confidence level, self awareness, team
work, problem solving ability and his/her analytical thinking.

• Manual dexterity test is conducted. This is know whether he will stay in the
company or jumps to others if he gets a good offer.

• If the candidate get through in these entire test. They are asked to fill the
application form. This is mainly to maintain details of the candidates and update
in masters.

• Date is being given to them for attending medical check up to test whether they
are physically fit and also match the requirements of the organisation in height
and other criteria if any.

38
• Those who attend all these tests and cleared are awarded with appointment letter
with the date when they must appear again.

• With reference to the appointment letter, candidates come on the, mentioned date
and fill the apprenticeship contract registration card and affix their photo,
declaration, new employee information sheet standards of business contract and
furnish their provisional certificate 10th and 12th mark sheets.

39
 TRAINING

L&D Function:
L&D is the learning and development or the training department
that handles the various learning and development initiatives and process in the
organization of HR and operations.

L&D primarily care of

• On – boarding
• Training (in coordination with department representatives fir training-
Training PIT)
• Development initiatives
• GET/MT program
• EPGDBM-MBA course (Handled bf HR)
• Summer/Internship/in plant Training
• Developmental projects for technicians (handled by PDC 6)
• Others based on business need.

40
 GM-HR

MGR-HR

TRAINING LPWR

TRAINING DY.MANAGE
ENGINEER
LEAD R

TRAINING
TRAINING COORDINATO PSG
COORDINATO R PSG
R

Duration of training:

The period of training shall be one year (in the case of sandwich
students the period of training shall be stipulated in curriculum).

Note:
Apprentice will be indulged for a period of one year.

In the first day training is the induction training program and

they been trained regarding the functions of individual department at FORD INDIA
PRIVATE LIMITED. Values, safety measures, what are they expected to do, what
should they perform will be clearly explained to every Apprentice candidate.

41
 Apprentice are being divided in batch and indulged in training.
Each batch will undergo the same process mentioned below. In the first weak they
will be trained about the basics regarding Hydraulics and Pneumatics in order to
recollect what they had learnt in their Diploma course and the importance, advantages
everything is being taught with professional trainers.

Those who attended the classes are being indulged in the next
level of training, which is the supreme level. Each Apprentice are being allotted with
department and asked to report their respective department and on the job training
starts from there Apprentices for a period of one year including those two weeks
training.

LEVELS OF TRAINING:
Training programme in FORD INDIA PRIVATE LIMITED is
one of the best programmers which are complied with all the features in it.

Ford India Private limited is the only company which spends a

lot and provides training to the apprentices.

There are no Level 1, 2 type of training are being followed (i.e)

from first month to second month to third month, certain kind of training, no such
kind of training is given. Simple procedures which can give effective and eminent
results from the Apprentices candidates are being followed at Ford.

As mentioned above, the training programme plays a vital role

which gives a clear idea to the apprentice that what has to be done by them. Those
two week training programme is coordinate and Conducted by the trainers of the
Human Resource Department and the credit goes to all of them who has been a part
of the training team.

42
 The training team analyses the capabilities if individual
apprentices and what they lack and move the training programme according to that.
This motivates and also brings confidence in individual
apprentice, moreover staffs who work in training team are very friendly and move
closer with apprentice and make sure that they train the apprentice in an efficient
way.

RECOGNITION FOR TRANING PROGRAMME:

Each and every car industry is providing apprenticeship training

to the fresh candidate who has completed their graduation or diploma courses in any
field of engineering like mechanical, electrical, electronical and robotics. But main
preference is being given to candidates who are qualified in the mechanical field.

Recognition of training programme is at its best in all ways.

Some companies after the completion of training programme due to surplus of
employees sent the apprentices who are at the lower level (i.e) who didn’t perform
well. But these candidates who completed their training programme in ford will be
taken in the competitor car manufacturing company not as a trainee but in the next
level. There are many chances for this to happen and its happening right now. So
recognition for the apprenticeship training programme is there everywhere in each
and every car industry itself.
Some companies due to the efficient performance in the
apprentice programme by the candidate who joined and an apprentice, they access
him and feel that he have all the stuff and capacity to still perform well if he is
obtained and motivated then they keep him in ford and give him the needed training
which will transform him to the next level. By making such talented apprentice in the
organization, the employer is benefited.

So recognition is vast to the training programme overall.

43
 A candidate who undergoes apprenticeship training programme
at FORD will be recognized there itself if he performs well. His standards will be raised,
his positions will be lifted, and apprentice trainee rotation is as follows,
Enter into FORD as APPRENTICE

High performance TA (Temporary Trainee)

(For a period of 6 months)

Shows interest further on the job given and performs well

COA1 (Contract of Apprentice)
(For a period of 6 months)

COA2 (Contract of Apprentice)

(For a period of 6 months)

PROBATION

CONFIRMATION AS STAFF

It is not that he or she will be getting the same pay; pay differs
when he reached the next level as a temporary trainee. When an apprentice or a
candidate becomes confirmed and in a post staff he could attend more assessment and
develop his career in FORD INDIA by applying for various positions. A candidate

44
 could not attend the personnel development program or attend aptitude functional
tests conducted by the employer.

Ford India has every right to dismiss an apprentice or a

candidate out if the organization that is in the probation period after coming through all
the position like temporary trainee and content of apprentice 1 & 2 , no one could raise
any questions as it is part of the contract. So it must performance alone makes a person
stay inside the firm.

DEPARTMENT WHERE APPRENTICE ARE INVOLVED:

After two weeks of training, one week at SRM or CRESENT
and one week at FORD. Those apprentice candidates are being allotted departments
and they are sent to the respective departments days of training takes place which
clearly picturizes everything and what work they are going to perform and what are
going to deal with.

Department in which apprentice are indulged are as follows:

• Stamping
• Body Shop
• Engine Plant
• TCF
• Paint
• Launch
• Quality
• MP & L

45
BENEFITS TO FORD DUE TO TRAINING:
 Avoids reworks
 Maintain Quality
 Helps to manage and overcome conflicts
 To develop good relationship and mutual understanding
among employer and the employee.
 To improve and raise the standards
 To develop an inclusive culture.

46
 EMPLOYEE RELATION

Employee relation team in ford India caters to the end requirements of technicians
and administrative controls. The prime objective of the ER team is to sustain a
harmonious industrial relations scenario, take lead in employee engagement and
motivation through various events, forums. ER teams combine into 3 major functions

1) Industrial Relations:

A team of employee relation holds critical responsibility in maintaining cordial

industrial relations with employee at large. We have representatives for each
department who liaise with department heads for solving people related issues,
ensuring smooth functioning of plant, coordinating for on performance appraisal
completion. IR covers statutory compliance. It champions employee welfare and
engagement activities including events like family visit, launch events, Ayudha pooja
celebration, sports and culture events.

EMPLOYEE
ENGAGEMENT
DEVELOPMENT

WORKFORCE MANAGEMENT
AND DISCIPLINE

LEGAL & STATUTORY COMPLIANCE

47
2) Administrative:

Administrative takes care of all aspects of company transport, canteen and

security. There are teams that monitor the performance of transport and canteen.
Administration leads route champion meeting (transport related issues resolution)
canteen committee meeting and overall security at site.
This team manager employee car scheme (LL6 & above), auctioning of old and
used cars too at site. There are currently about 1674 technicians working in various
departments in manufacturer and support functions. Technicians can be classified in 3
major categories. They are:-
• Production technicians-Employees with a minimal educational
Qualification of 10th or 12th, who are involved directly in production.
• Craftsman-Employees with a minimal educational Qualification of
diploma in engineering, who are involved in maintenance, quality,
inspection and measurement functions.
• Die Craftsman-Employees with a minimal qualification of diploma in
tool and die, which are involved in maintenance of tool and die.

Ford Employee Works Committee (FEWC):

FEWC is the representative forum of technician employees in Ford India. It was

formed in the year 2001 and it has been effectively functioning for the past 7 years. The
FEWC consist of representatives from each shop and they are elected through a secret
ballot system. They hold their office for 2 years.
The representatives collect inputs and grievances from employee and those are
discussed with, during their monthly meeting.

48
 EMPLOYEE

FEWC REPRESENTATIVE

MANAGEMENT REVIEW

FEEDBACK TO EMPLOYEE

Personnel development Committee-6 (PDC6):

One of the excellent initiatives by HR is to form PDC 6. It was formed in the year
2003 and it comprises of a cross functional team of GRS’s (Staff employees at salary
grade) representing all departments. The PDC 6 works on works projects to provide
career opportunities for technicians and develops in house programs to hone their
knowledge and skills to attain high levels. There are about 3 programs that are run by the
PDC 6 which are career Development program (CDP) to groom technicians to level of
staff and craftsman. PDC 6 also provides opportunities for technicians with relevant
qualification and skills to achieve higher position through a robust assessment process.

Salary Grades:

Provide a structure of framework to decide compensation and benefits for

employees. Its is used to determine relative worth to the company of work perform. Key
part of the framework is to determine market comparison and individual salaries.

49
Categories of Grade:

• General Salaries Roll (GSR) Level starts from SG01-SGo8

• Leadership levels starts from LL06 onwards to LL01

Base Salary:

Each salaried employee will receive a monthly base salary. The position/grade
and base income is determined when the employee is hired. Company makes contribution
towards the PF/Gratuity/Superannuation from the base salary.

• PF-12%
• Gratuity-4081%
• Superannuation -15%

Flexible Benefits Account (FBA):

It is payable to salaried employees. The employees can claim this a/c through
various menus towards tax planning.

Base Pay:

• House rent allowance

• Company leased allowance
• Conveyance allowance
• Medical reimbursement
• Telephone reimbursement

50
 • Supplementary allowance

PAY ROLL

Employee Benefits:

Provident Fund:

• The aim of the act is to provide social security to the employees on his/her
retirement and for the benefit of the dependents in case of members death
• All permanent salaries and employees are required to employee from the
join.
• Contribution:
-The contribution period for this fund March 1st to Feb 28/29th.
- Employee contribution: 12% of base salary.
- Employer contribution: 12& of employees base salary. This is split into 2
schemes.
They are
Pension Scheme (8.33% or Rs.541 whichever is less)
PF Scheme (3.67% or the remaining amount after deducting Rs.541)

Forms:
# Form 2- Nomination Form
# Form 3A – Resignation
# Form 5- Addition
# Form 6A – Existing Employee
# Form 10 – Deletion
# Form 12A - Monthly contribution
# Form 13 – Transfer
# Form 19 &10C – Form for withdrawal

51
# Form 20 & 10D – Death Claim
# Form 31 – Loans and Advances

PF Trust:

They will calculate for 3.67% and 8.33% will be kept within themselves.
Company chooses either 12% or ceiling of Rs.6500.

Gratuity:

• It covers both salaries and permanent hourly employees.

• Employees’ contribution 4.81% of the basic salary towards gratuity for all
salaried and permanent hourly employees.
• All employees fill the nomination form at the time of joining. He may in
his nomination, distribute the amount of gratuity payable to more than one
nominee.
• In case of any change in the nomination the same should be intimated to
HR immediately.
• Employees who have completed 5 years or continuous service in the
company or have achieved the age of retirement are eligible for the
gratuity payment.
• In case of death or retirement or payment disablement due to accident, the
year of service served criteria does not apply.
• Gratuity is calculated.
Calculation:
Last drawn base *(15/26) Number of years of service.

Retirement Age Calculation:

Last drawn base *(15/26) * (Age – Retirement age)

52
Forms:
Form F – Nomination
Form I – Request letter

Superannuation:
• Applicable only for salaried employees
• Employees’ contribution 15% of the base salary towards superannuation each
month.
• All employees fill the nomination form at the time of joining. Her may in this
nomination, distribute the amount of gratuity payable to more than one nominee
• In case of any change in the nomination the same should be intimated to HR
immediately.
• This payment is paid in 2 ways. They are
o Party as lump sum, if employee desires
o As pension fill his life time and the remaining amount is
paid to the nominee.
o In case will start from the third month of resignation or as
desired by employee(depends upon the payment chosen by
the employee whether monthly/ quarterly/ half yearly/
annually)
o A yearly statement is issued to the employees starting the
balance as on 28/29th Feb of each year.

ESI:
ESI is employee state Insurance Corporation. 6.5% totally paid from company
(employer). ESI is calculated from Gross. 15000 Gross /CTS all are eligible is under ESI.
Above 15000 ESI will not be deducted. In this 6.5%, 4.75% is paid by employer and the
remaining 1.75% by employee. ESI contribution period April to September, October to
March.

53
 HEALTH AND SAFETY

Organization Chart:

RISK ASSESSOR
SAFETY FBSC, FITSI
ENGINEER OFFICES

SAFETY
ENGINEER RISK ASSESSORS

HEALTH
MEDICAL
& OFFICERS
SAFETY
STAFF NURSE
(F/M)
CHIEF MEDICAL
OFFICER
EMERHENCY
ARAUMA CARE
TECHNICIANS

WARD
TECHNICIAN

Safety of employees is paramount importance at Ford. Safety team holds key

responsibility to keep employees at plant safe. Most of their approaches are pro-active
that include site wide auditing, Safe Behavior Index, PMHV Audit, Inter lock Audits,
Safety review of the layout, processes, non- standards jobs, work sequence, safety
risk analysis ect. This team do buy-off of all ensure that equipments, tools for new
programs along with manufacturing to ensure that equipments and tools comply with

54
 Ford safety requirements. Safety Department closely monitors First Time
Occupational Visit (FTOV), near misses, incidents that are happening onsite. Safety
along with Medical Center organizes ergonomic studies at various points of
production operations and suggests ways to handle.

MARKETING

Marketing is concerned with the people and the activities involved in the flow of goods
and services from the producer to the consumer.
Ford India has been offering world class products to millions of customers to 11 countries
across the world.

Exports
FIPL currently exports vehicles in small quantity to countries in South
America and Africa.

11 MARKETING COUNTRIES

• Australia
• China
• India
• Indonesia
• Japan
• Newzealand
• Philippines
• South Africa
• Taiwan

55
• Thailand
• Vietnam

FORD DISTRIBUTION NETWORK

PLANT

MARKETING

REGIONAL
CUSTOMER SALES OFFICE
GROUP

DEALERSHIP

CUSTOMER

56
MARKETING PROCESS:

DELIVERING
Sales UNDERSTANDING
Service Customer /Markets
Network Planning Marketing Initiatives

CUSTOMER

SUPPORTING
Parts
AMC
Used Vehicles
Transport
Exchange

57
MARKETING STRATEGIES AND PLANS OF FORD

New Product Launches

The company is expected to launch a slew of new products in the markets which is
expected to propel the demand for its products.

Increasing Global Footprint

The company is now targeting new strategic markets with increased thrust on the Foreign
countries.

Plans to meet the growing needs of the market

The company is constantly reviewing their strategies. They are moving into higher value
added jobs because it becomes very important to engage workmen fully and also their
efficient utilization.
Acheieve atleast 5% Market Share and 250,000 Units of Production by 2015

Increased affordability is key driver for growth. Rising income and falling
car prices will grow small car market in rapidly developing economies.

58
 PRODUCT PROFILE OF FORD

Models

Ford Ikon (Launched 1999)

Ford Endeavour (Launched 2004)

59
Ford Fiesta (Launched 2005)

Ford Fusion (2004–2010)

60
Ford Figo (Launched 2010)

FORD IKON
Ford Ikon comes in following 2 versions with 2 engine and 1 transmission options.
Version Ex-Showroom Price
Ikon1.3 Rocam Rs. 4,97,207
1297cc Petrol, Manual, 10 kpl On-Road Price

Ikon1.4 DuraTorq TDCi Rs. 5,58,899

1399cc Diesel, Manual, 13.76 kpl On-Road Price

FORD ENDEAVOUR
Ford Endeavour comes in following 2 versions with 2 engine and transmission options
Version Ex-Showroom Price

Endeavour 2.5L 4x2 Rs.16,48,970

2499cc Diesel, Manual, kpl On-Road Price

Endeavour 3.0L 4x4 Rs.19,03,745

2953cc Diesel, Automatic, kpl On-Road Price

61
FORD FIESTA
Ford Fiesta comes in following 8 versions with 2 engine and 2 transmission options
Version Ex-Showroom Price
Fiesta 1.6 Duratec Exi Limited Rs. 5,76,742
1596cc Petrol, Manual, kpl On-Road Price

Fiesta 1.6 EXi Rs. 6,46,112

1596cc Petrol, Manual, 11.44kpl n-Road Price

Fiesta 1.6 ZXi Rs. 6,76,843

1596cc Petrol, Manual, 11.44kpl On-Road Price

Fiesta 1.4 EXi TDCi Rs. 7,27,472

1399cc Diesel, Manual, 14.18 kpl On-Road Price

Fiesta 1.6 SXi ABS Rs. 7,40,372

1596cc Petrol, Manual, 11.44 kpl On-Road Price

Fiesta 1.6 S Rs. 7,42,125

1596cc Petrol, Manual, 11.44 kpl On-Road Price

Fiesta 1.4 ZXi TDCi Rs. 7,74,731

1399cc Diesel, Manual, 14.18 kpl On-Road Price

Fiesta 1.4 SXi TDCi ABS Rs. 8,38,233

1399cc Diesel, Manual, 14.18 kpl On-Road Price

62
FORD FIGO
Ford Figo in following 8 versions with 2 engine and 1 transmission options.
Version Ex-Showroom Price
Figo 1.2 Duratec Petrol LXI Rs. 3,57,797
1196cc Petrol, Manual,kpl On-Road Price

Figo 1.2 Duratec Petrol EXI Rs. 3,90,176

1196cc Petrol, Manual,kpl On-Road Price

Figo 1.2 Duratec Petrol ZXI Rs. 4,08,389

1196cc Petrol, Manual,kpl On-Road Price

Figo 1.2 Duratec Diesel Titanium Rs. 4,51,899

1196cc Diesel, Manual,kpl On-Road Price

Figo 1.4 Duratorq Diesel LXI Rs. 4,56,957

1399cc Diesel, Manual,kpl On-Road Price

Figo 1.4 Duratorq Diesel EXI Rs. 4,79,982

1399cc Diesel, Manual,kpl On-Road Price

Figo 1.4 Duratorq Diesel ZXI Rs. 5,04,266

1399cc Diesel, Manual,kpl On-Road Price

Figo 1.4 Duratorq DieselTitanium Rs. 5,37,657

1399cc Diesel, Manual,kpl On-Road Price

63
 DEALERS OF FORD INDIA

Ford sells cars through 131 dealerships in 85 cities across India.

Chennai Ford
Address:S F 267/2 ,Poonamalee Bye Pass Road Poonamalle,
Chennai, Tamil Nadu, 600056.
Phone: 044-26274198.
Fax: 044-26494425.
Email: [email protected] [email protected]

Chennai Ford
Address:423,Poonamallee High Raod Arumbakkam,
Chennai, Tamil Nadu, 600 106.
Phone: 044 2379 1100-06,
Fax: 044 2475 7555
Email: [email protected]

Chennai Ford,
Address:S P 112, Ambattur Indl Est,
Chennai, Tamil Nadu, 600058.
Phone: 9840060114.

MPL Ford
Address:Opp. Cosmopoliton Golf Club CIT nagar, Nandanam,
Chennai, Tamil Nadu, 600035.
Phone: 91-44-24337520-23;
Fax: 91-44-24333353.
Email: [email protected]

64
MPL Ford.
Address:No.22,Arcot Road Bharani Studio Complex,, Industrial Estate, Saligramam,
Chennai, Tamil Nadu, 600093.
Phone: 044-23727340.
Fax: 044-23750016.

MPL Ford;
Address:27, Kavingar Bharathidasan Salai Alwarpet (Land mark :- Near SIET College),
Chennai, Tamil Nadu, 600018.
Phone: 044-24341222-4.
Email: [email protected] [email protected]

Other Ford Dealers/ Showrooms In India

• Andra Pradesh
• Chatishgarh
• Gujarat
• Jammu & Kashmir
• Kerala
• Orrisa
• Rajastan
• Uttaranjal
• Delhi
• Haryana
• Madhya Pradesh
• Pondychery
• West Bengal
• Chandigarh
• Goa
• Himachal Pradesh

65
Sales and Service Network
As of March 2010, FIPL has 165 dealerships in 97 cities across India. The company plans
to expand to 200 dealerships by the end of 2010.

Sales Performance
In the year 2009, FIPL recorded sales of 29,499 vehicles against 30,563 vehicles sold
during the year 2008 and registered a sales growth of 3%.

66
 Ford India Offices

Ford India P Ltd

S.P. Koil Post
Ford Plant and Corporate
Chengalpattu - 603204
Office
Phone : 91 44 27454375
Fax : 91 44 27455177
Ford India P Ltd
Tower A, Ground Floor
Unitech Cyber Park,
Regional Office – North
Sector 39
Phone : 91 0124 6743000
Fax : 91 0124 6743075
Ford India P Ltd
301, Central Plaza
CST Road, Kalina
Regional Office - West Santacruz (E)
Mumbai - 400098
Phone : 91 22 67024300
Fax : 91 22 67024305
Ford India P Ltd
Block - 1B, 1st Floor
RMZ Millenia Business Park
Regional Office – South 143, Dr MGR Road, (E)
Perungudi, Chennai - 600 096
Phone : 91 44 24551500
Fax : 91 44 24559965
Ford India P Ltd
55/55/1, Chowringhee Road,
Chowringhee Court,
Regional Office – East
Unit 33, Second Floor,
Kolkata - 500 071
Phone : 91 33 40073930 – 34

67
 CORPORATE SOCIAL RESPONSIBILITY

 HIV AIDS Awareness

• Awareness among Ford Employees and positive enthusiasm to
participate in disseminating information to their networks.
• Basic knowledge about HIV among vendors.
• Involving Ford employees in a joint social responsibility initiative that
will adequately provide information, counseling services and referrals to
communities around Ford Factory.

 Educational Project
• Ford India in Partnership with CII Launched the “Educational project”
in two Government-aided schools in Maraimalai Nagar.
• The three-pronjed method of elevating students is a novel and unique
CSR Initiative.

 Sanjeevi Primary Health care centre-Maraimailai Nagar,to provide free

treatment for the needy.
 Tsunami rehabilitation work at PPK village.
 Endowments of two ambulances for use of Trauma care Consortium,
Chennai which provides emergency care to accident victims

68
 FACILITIES

1. Bank & ATM:

 IOB extension counter, ATM of ICICI, salary account in ICICI.

2. Transport:

 Routes to most part of Chennai.

 Travel desk run by AMEX to support all business travel requirements.

3. Concierge:

 Any ticket bookings/ bill payments and other sundry activities- pay and
use services.

4. Crèche:

 FIPL provides a spacious, clean, crèche for the benefit of the employees
for the use of their children, below the age of six.

5. Mail Room:

 Mail room will receive and distribute mail three times a day.

6. Kiosk:

69
  The kiosk opposite to the canteen offers refreshment at a cost.

SWOT ANALYSIS

Strength:
 One of the largest producers of cars and trucks with the active
manufacturing, assembly and the sales operations.
 Ford presents more than 100 years.
 +70% of global growth in the auto industry.
 Focus on launching high volume products at India.
 Recruit, train and retain best local sources.
 “One Ford” culture is followed throughout the organization.

Weakness:
 The quality of the sun proof coating is used of very low quality.
 Comparatively service centre are very less in numbers.
 People doesn’t see or find much of Ford car advertisements in television.
 Most of the car is not up to the expectations of the customers while
comparing with other companies.

Opportunities:
 Innovative cost reduction approach.
 Motivated team, focused on appealing at low cost.
 Efficient suppliers and service providers.
 Expand low-cost sourcing for vehicles, components and service parts.
 Potentially utilize China partner technology.

Threats:
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 Potential product gap in 2011 and 2012.
 Financial challenges due to lack of product and low margins.
 Suzuki-Maruti may dominate the industry with multiple small car entries.

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