AN INTERNSHIP REPORT

ON

“ORGANIZATIONAL STUDY OF AMANA TOYOTA”

SUBMITTED BY
KAVYA M
REG NO:203431361138

UNDER THE VALUABLE GUIDANCE OF

MS DEEPA NAYAK P
ASSISTANT PROFESSOR

SDM COLLEGE OF BUSINESS MANAGEMENT POST GRADUATE

CENTRE FOR MANAGEMENT STUDIES AND RESEARCH,
MANGALURU-575003

2021-2022

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 DECLARATION

I hereby declare that the Internship report titled “ORGANIZATIONAL

STUDY OF AMANA TOYOTA” has been prepared by me during the
academic year 2021-2022 under the valuable guidance and supervision of MS
Deepa Nayak P, Assistant Professor, SDM College of Business Management
Post Graduate Centre For Management Studies And Research, Mangalore,
affiliated to Mangalore University during the academic year 2021-22.

Place: Mangalore KAVYA M

Date:

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 SDM COLLEGE OF BUSINESS MANAGEMENT
POST GRADUATE CENTRE FOR MANAGEMENT
STUDIES AND RESEARCH, MANGALURU-575003

CERTIFICATE

This is to certify that KAVYA.M has successfully completed the Internship

titled “ ORGANISATIONAL STUDY OF AMANA TOYOTA” under the
valuable guidance and supervision of MS.DEEPA NAYAK P, Assistant
Professor SDM College of Business Management Post Graduate Centre For
Management Studies And Research, Mangalore, affiliated to Mangalore
University during the academic year 2021-22.

ACCEPTED & RECOMMENDED TO THE DIRECTOR FOR APPROVAL

PLACE: MANGALORE Mrs. Deepa Nayak P.

DATE: INTERNSHIP GUIDE

___________________________________________________________________________

PLACE: MANGALORE DR. SEEMA S. SHENOY

DATE: ……… DIRECTOR

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 ACKNOWLEDGEMENT

“Feeling gratitude and not expressing it is like wrapping a gift and not
giving it”.

With regard to the Internship Report titled “AMANA TOYOTA” I would like
to thank each and everyone who have helped me by offering their guidance and
all the required help provided to me in the process of my study.

It is my privilege to express my profound gratitude to our beloved director

Dr.Seema S. Shenoy for granting permission to do the Internship which gave
me the exposure to the practical world.

Sincere gratitude to my Internship guide MS DEEPA NAYAK P, Assistant.

Professor SDM College of Business Management Post Graduate Centre for
Management Studies and Research, Mangalore for her excellent guidance,
timely suggestions and support.

I am deeply indebted to SAMAN K, HR MANAGER, AMANA TOYOTA

and other staff of the company. I appreciate the patience and whole hearted co-
operation they have rendered out of their busy schedule.

Last but not the least I would like to express my gratitude to all the people who
have directly or indirectly helped in completion of my Internship.

KAVYA M

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LIST OF CONTENTS

CHAPTER.NO List of content Page No

DECLARATION

COMPANY CERTIFICATE

COLLEGE CERTIFICATE

ACKNOWLEDGMENT

1 CHAPTER 1- INTRODUCTION

2 CHAPTER 2 - INDUSTRY PROFILE

3 CHAPTER 3 - COMPANY PROFILE, SWOT

ANALYSIS
4 CHAPTER4 – MCKINSEY 7S MODEL,
ORGANISATION STRUCTURE
5 CHAPTER 5 - LEARNING EXPERIENCE
& CONCLUSION

BIBLIOGRAPHY

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 CHAPTER-1
INTRODUCTION

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 INTRODUCTION

Organizational study is "the examination of how individuals construct organizational

structures, processes, and practices and how these, in turn shape social relations and
create institutions that ultimately influence people". It is the understanding of policy,
process, structure and methodology of an organization.

Organizational study refers to the study of organization as a whole and getting adequate
knowledge with various departments in the organization.

SCOPE OF STUDY

The organizational study is conducted to understand structure, function and process of

various departments.

OBJECTIVES OF THE STUDY

• To understand the structure and functioning of the organization.

• To find out the ways to improve the existing working conditions of this
showroom.
• To provide suggestions or recommendations to the showroom.
• To conduct a SWOT analysis of the organization.

PERIOD OF THE STUDY

This study was conducted during the month of October and November a period of 3
weeks.

SOURCES OF STUDY

Both primary and secondary data were used.

(a) Primary data

Primary data are those data which are collected fresh for the first time. These data are
collected through personal interview with manager, salesman, cashier, serviceman etc.
of this showroom.

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 (b) Secondary data

Secondary data are second hand data. These are collected from the registers,
reports, internet, records etc.

LIMITATIONS OF THE STUDY

• An in-depth study of the company could not be carried out due to shortage of
time.
• There were difficulties in obtaining data from executives and managers due to
their busy work schedule.
• Conditions prevailing in the country due to pandemic was a major challenge.

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 CHAPTER 2

INDUSTRY PROFILE

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The Indian automobile industry is the 10th largest in the world with an annual production
of approximately 2 million units, Indian automobile industry promises to become the
major automative industry in the industry experts are hopeful it will touch 10 million unit
mark.

Indian automobile industry is involved in design, development, manufacture, marketing

and sale of motor vehicles. There are number of global automative giants that are upbeat
about the expansion plans and collaboration with domestic companies to produce
automobiles in India.

The major car manufactures in India are Maruthi udyog, Hundai motors India ltd, General
motor India ltd, Honda seed car ltd, Toyota kiloskar, Hindusthan motors etc.

The two wheeler manufactures in India are Honda motors cycle and Scooter India private
ltd, TVS, Hero Honda, Yamaha, Bajaj etc. The heavy motors including buses, trucks, auto
rickshaw and multi utility vehicles are manufactured by Tata Talco eicher motors, Bajaj
Mahindra and Mahindra.

Quick facts;

 1st Indian to own a car in India was Jamshedji Tata

 1st women to drive a car in India was Mrs. Suzannie R D Tata
 The passenger car and motor cycle segments in the Indian motor industry is grow
in by 8-9%
 Commercial vehicle will grow up by 5.2%

HISTORY

The Toyota motor company was first established in 1939.As a spin of Toyota Automatic
loom World‟s one of the leading manufacturers of weaving machinery. The Toyota
Automatic loom World‟s was headed by the japans „king of inventors‟ Sakhi-Chi Toyota.
The pattend right of one of his machine had been sold to Plate Brothers and also provided
the seed money for the development and trust building of the Toyota first automobiles
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August 1997 marked 60th anniversary of TMC. The fledging company founded by
Kichro, Sakhi-Chi son, has since blossomed into the leader that is today.

In 1950 the company experienced its one and only strike, labour and management emerged
from this stoppage firmly committed to the principles of mutual trust and dependence, and
the corporate philosophy still guides our growth today.

Production system were improved in the late 1950‟s , became known as TPS in 1970 but
was established must earlier by TAICHI OHNO. Based on the principles JIDOKO, just in
time and kaizen, the system is a major factor in the reduction of inventories and defects in
the plans of Toyota believes in localizing its operations to provide customers with the
products they need were they need them. This philosophy builds mutually beneficial
relationship with local suppliers and helps the company fulfill its commitments to local
labour. Over and above manufacturing, Toyota also has a global network of design and
„Research and Development‟ facilities, embracing the three major car markets of Japan,
North America and Europe.

In every community in which the company operates, Toyota strives to be responsible

corporate citizens, close relationship with people and organizations‟ In the local
community are essential contributors to mutual prosperity across the world. Toyota
participates enthusiastically in community activities ranging from the sponsors of
educational and cultural programmers to international exchange and research.

CHALLENGES

Some of the key challenges that Toyota is likely to face going forward are as: Toyota's
Sales in its home market are going through a phase of stagnation. Any weakness in the
Japanese yen provides a competitive advantage to Toyota's overseas business.

Main Challenges are:

• Car manufacturers are facing growing political and consumer group pressure to produce
cars that are more fuel-efficient and reduce emissions.

• Saturation, over supply in the developed world, has led manufacturers to look to China,
India and emerging markets where population, income and demand is growing. However,
these countries have national brands which are growing in popularity.

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• Oil prices - affecting the price of fuel. Fluctuating economic and political conditions
those markets.

• Consumer‟s usage of cars is decreasing. Faced with increased running costs, consumers
are reported to be using their vehicles less to save on household costs. Businesses are
utilizing technology more than ever before, with less face to face meetings. Governments
across Europe are encouraging carshare and alternative forms of transport. These factors
are affecting the demand for new cars.

• Changing demographics. The size of families has been decreasing. This has reduced the
demand for larger cars, and an upswing in demand for fuel efficient smaller cars. Will
Toyota recover from this crisis? Time will tell, but a betting person would take the bet
with the understanding that the culture of Toyota is what made them one of the best global
companies in the world and will likely be what returns them to good standing with
consumers in the future.

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 CHAPTER THREE

COMPANY PROFILE, SWOT ANALYSIS

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 AN INTRODUCTION TO THE ORGANISATION

Amana Toyota, exclusive dealership of globally renowned Toyota for North

Kerala was started on 21st December 2001 under the dynamic leadership of Mr.V.P.K
Abdulla at Calicut. The command area of Amana Toyota including 6 district of north
Kerala via, Palakad, Malapuram, Calicut, Wayanad, Kannur, Kasaragod. It was the vision
of the management and the relentless efforts put in by the committed employees that
enabled the organization to distinguish itself in the region.

Amana Toyota employees-partners in our success-vigoursly uphold our mission statement

of every assignment. Our customers have responded tremendously to our commitment and
their support has enabled Amana Toyota to offer unmatched service in 6 districts across
North Kerala.

Fig 3.1 Amana Toyota Showroom, Kasaragod

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MISSION AND VISION

Vision, mission and values form the ground for building the strategic foundation of the
organization. Successful organizations ensure that their goals and objectives are always in
synergy with their vision and mission and consider this as the basis for all strategic
planning and decision making.

MISSION STATEMENT

“At Amana Toyota we pledge to provide distinguish quality and unparalleled

customer service as we strive to gain the respect and trust of our customer, well-wishers,
and above all our team-members.”

VISION

•Become the most admired and respected company in India by following the Toyota Way

•Be a core company in global Toyota operations.

•Ensure growth to be a major player in the Indian auto industry and contribute to the
Indian economy by evolving all stakeholders.

•Delight our customer through innovative products by utilizing advanced technologies and
services.

MOST POPULAR CARS IN TOYOTA

Glanza, Fortuner, Camry, Land Cruiser Prado, Vellfire

Innova Crysta, Yaris, Etios, Corolla Altis, Etios Liva

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 Fig 3.2 Symbol of Toyota

MAIN BRANCHES OF AMANA TOYOTA

Calicut, Kannur, Malappuram, Palakkad, Vadakara, Wayanad, Kasaragod

MAJOR ACHIEVEMENTS AND RECOGNITIONS OF AMANA TOYOTA

 All India Best Dealer 2003 “C” categories.

 Mr. Aji service advisor emerged National champion in the 1st National
championship for service advisor category 2003.
 Winner-Best TDMS Award 2003&2004.
 Customer service performance Award 2004 „single star‟
 1st runner-up of the TSM kaizen marathon conference 2004.
 Winner Highest sales satisfaction Award 2004.
 Certified with 150 1400, since March 2004.
 Dealer principle Mr.VPK Abdulla received the „Nehru Award‟ from Nehru peace
foundation.
 Customer service dept recognized with TSM basic certification in year 2005.
 Superior award for customer satisfaction for 2005.
 Mr.Raju Body& paint Technician emerged 2nd runner up in the 1st National
championship for body & paint Technician category 2005.
 Platinum Award for becoming “All India best Dealer” in the year 2006.
 Best New Dealership award for the year 2006.
 Customer service performance Award “3 star” in the year 2006.

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  Business performance award for sales, in 2006 on achieving Nenkei targets.
 Sales satisfaction award for the year 2006.
 Mr.Shaji (paint technician) emerged champion in the south zone skill contest.
 Won vice chairman‟s Award for becoming 2nd best Toyota Dealer in India for
performance in 2007.
 3 star Award for Calicut and Kannur dealership, for customer service performance
in 2007.
 Best sales infrastructure award for 2007.
 Triple crown Award 2008(Calicut).
 Triple crown Award 2008(Kannur).
 Consistent performance Award 2008.
 Gold award for the 2nd best Toyota Dealer in India 2008.
 Customer satisfaction achievement award B category runner up (Calicut) 2008.
 Sales target achievement (B category) winner 2008 (Calicut).
 Sales target achievement (C category) runner up 2008(Kannur).
 Toyota Kirloskar Motor Quality month Best Dealer (2008 09).
 Distinction in sales award for the year 2009(Calicut).
 Double crown Award for Distinction in sales, customer service and customer
relations for the year 2009 (Calicut).
 Triple crown award (Calicut), best dealer gold award (Calicut), and All India
Winner in Customer Service activities (A Category) and we will make strides
together for more achievements.

SWOT ANALYSIS OF AMANA TOYOTA

Strengths
 Global organisation, with a strong international position in 170 countries
worldwide.
 Strong brand image based on quality, environment friendly, customized
range.
 Industry in manufacturing and production. Maximizes profit through
efficient lean manufacturing approaches and IT manufacturing and first
mover in car research and development.

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  Excellent penetration in key markers (US, China, EMEA) and now the
second largest car manufacture in the world, surpassing ford.
Weakness
 Japanese car manufacture seen as a foreign importer.
 Production capacity. Toyota produces most of its cars in US and Japan
whereas competitors may be more strategically located worldwide to take
advantage of global efficiency gains.
 Some criticism has been made due to large-scale re-call made in 2005,
quality issues.

Opportunities
 Innovation-first to develop commercial mass-produced hybrid gas-electric
vehicles e.g., Prius model. Based on advanced technologies and R&D
activity. With oil price a an all-time high-this investment and widening of
product portfolio fits consumers looking to alternative source of fuels away
from gas guzzling cars.
 To expand more aggressively into new segments of the market. The launch
of Aygo model by Toyota is intended to take market share in your market.
 To produce car which are more fuel efficient, have greater performance
and less impact on the environment.
 Continued global expansion especially in the emerging markets e.g., China
and India, Russia, where population and demand is accelerating.
Threats
 Saturation and increased completion, institution, intense marketing
campaigns increasing competitive pressure.
 Shifts in exchange rates affecting profits and costs of raw materials.
 Charging demographics e.g., number of large families is declining.
Undermining the demand for large family cars.
 Changing usage-families using the cars less for taking children to schools,
home deliveries and Business-restricting business level.

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 CHAPTER FOUR

MCKINSEY 7S MODEL, ORGANISATION

STRUCTURE

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MCKINSEY 7S MODEL OF AMANA TOYOTA

The 7s frame work for management analysis was developed by McKinsey‟s and company,
7s model provides an effective way of analysing an organization in terms of dynamic
relationships among 7 key elements namely structure, system, strategy, style, staff, shared
values and skills.

Structure

Business needs to be organized in a specific form of shape that is generally referred to as

organizational structure. Organizations are structured in a variety of ways, dependent on
their objectives and culture. The structure of the company often dictates the way it
operates and performs. At Amana Toyota, the organization starts with top level along with
Board of Management, Chairman, CEO of, Administration, finance and sales executives
under whom the middle level and lower level staff work.

Systems

Every organization has some systems or internal processes to support and implement the
strategy and run day-to-day affairs. This company follows a particular process for
recruitment. These processes are normally strictly followed and are designed to achieve
maximum effectiveness. One of the organization systems which is followed in the
dealership company, the orders or the rules come from the top level to managers and
managers to the staff.

Shared values

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All members of the organization share some common fundamental ideas or guiding
concepts around which the business is built. This may be to make money or to achieve
excellence in a particular field. These values and common goals keep the employees
working towards a common destination as a coherent team and are important to keep the
team spirit alive. The organizations with weak values and common goals often find their
employees following their own personal goals that may be different or even in conflict
with those of the organization or their fellow colleagues. The company values enhance the
customers as well as staffs performance, while utilizing best suggestions from customers.

Style

All organizations have their own distinct culture and management style. It includes the
dominant values, beliefs and norms which develop over time and become relatively enduring
features of the organizational life. The company has democratic style of leadership, unlike
autocratic leadership. It allows its employees in decision making and they are free to given
suggestions in interest of company. One of the style followed by the company is providing
training for staff in a regular basis to update the knowledge of staffs.

Staff

Organizations are made up of humans and it's the people who make the real difference to
the success of the organization in the increasingly knowledge-based society. The
importance of human resources has thus got the central position in the strategy of the
organization, away from the traditional model of capital and land. At Amana Toyota, the
manpower planning is done according to the department need and the staffs are trained,
motivated and rewarded according to their performance.

Skills

The strongest skills represented within the team are unity. At Amana Toyota, every
employees of the company is ready to do any task. The company required the skills for
differant levels like sales department,financial department,service department,marketing
department and customer relation skill. State-of the-art equipment manned with skilled
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personnel, a pool of experienced sales executives, trained management team and
technicians etc fall under this.

ORGANIZATION STRUCTURE

AMANA TOYOTA, VPK MOTORS PVT, LIMITED

ORGANISATION FUNCTIONS

Amana Toyota has mainly 6 departments

1. Sales department
2. Customer service department
3. HR & Admin department
4. Customer relation department
5. Accounts department
6. General maintenance departments

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 Sales department

Sales department of any corporation or business is the catalyst of how well the products
are introduced in the market place. A business cannot last long without sales of its goods
and service. This makes the sales department the most important part of supply and
demand of a product. Because of this sales department has several duties and
responsibilities within the company. In Amana Toyota have a good team to carry out the
sales activities.

Sales Manager
( Biju P K )

Assistant Sales
Manager

New Car Marketing Accessories U Trust

(Ahammad Fawas) (Jayapalan) (Mohammad Shahid)

Roles

 Client identification
 Communication duties
 Develop new business
 Value creation of product

Customer service department

The automative industry has undergone tremendous modification and development in the
20th century and so far there is no stopping to it since the rolling out of the very first
automobile, the automobile industry news report a steep rise in sales, as far more and a lot
more cars are becoming produced in a recent time with so significant economic

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liberalization. Attractive finance schemes and tax benefit laws and with enhance in the
income in nearby folks, car sales have been hitting in new highs.

Amana Toyota provides a better quality service to their customers. They arrange pick and
draw facilities as per customer need in order to produce customer difficulties. The main
service feature of Amana Toyota is EM60 (Express maintenance). EM means service
activities which completed during the period of 1 hour.

24 hour road assistant another services provided for customer who fae an accident or
emergency while running the car. Best washing service also being provided to the
customers.

GM Service (Chandra Selaram)

Service Manager (Sathyanath)

Body & paints AM Job Controller Parts Washing

(Sidhiq)

(Manu Lal) (Vinod, Rajesh)

Floor Supervisor (Saharajan)

CGT

GT

Stipend Train

Customer relation department

Amana Toyota mainly focused on customer satisfaction. Customer satisfaction and

employee satisfaction are the two pillers of Amana Toyota. Good customer satisfactions
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only maintain a consistent business. Here customer satisfaction team managed by Saneesh
K V with the help of two customer relation officer named as Prameela C and Sukanya.

Accounts department

In every organisation one of the important department is accounts department. Finance is

considered as the life blood of business. So it should be manage with care. Here Mr.
Viswanathan is the accounts manager and two account named Vinaya and Riyas. Cash
controlled by Mr. Khabeer.

General maintenance department

General maintenance department headed by Sreejith and two assistant named Arjun and
Anoop. General Service department helped other departments to carry out functions very
smooth precisely.

HR & Admin department

Human aspect of resource within an organisation contributes approximately 80% of

organisation value. This implies that if people are not managed properly the organisation
will face a serious chance of falling apart. HR department‟s main objective is to bring out
the best in their employees and thus contribute to the success of the company. Here the HR
department is headed by Mr. Saman and other HR staffs. The main HR functions of
Amana Toyota are;

 Recruitment of employees
 Compensation package
 Planning in the organisation
 Training and internship
 Improving organisation culture

1. Recruitment of employees

This is one of the fundamental roles of HR department. This is because this function
ensures that the company under consideration selects the most skillful competent person
from a sea of applicants at the time. In Amana Toyota the recruitment starts with
manpower requisition form. It should be filled by departments and signed by departmental

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heads. It tells the vacancy, the qualification, experience required for a particular job. After
receipt manpower requisition form the HR department communicate with the departmental
heads and management. After that recruitment activities are started.

 Sorting the received application which meets with manpower requisition form
 Calling for interview:- First round interview with HR and second round is
technical interview
 In HR round interview, HR ask about personal details, family, previous working
company, salary details etc. after finishes the HR interview the candidate move to
technical round. In technical round the department heads ask technical questions
that include written test, practical and other technical questions. Cleared candidates
are move to director round in Amana Toyota. After that takeover by HR and moves
to selection.

2. Improvement of compensation package

One of the major function of HR department is to motivate employees. This can be done
through rewards especially for those who have done well. The HR department needs to
evaluate performance of employees and those who have exceeded expectations should be
compensated for their action.

Compensation package come in the following ways;

Holiday office, yearly bonus, incentives, transparent promotion scheme and carrier
development etc. If the HR department includes these incentives then it will ensure that
employees are satisfied with the company. It will also contribute towards good staff
retention rates. This will also crucial in increasing stability within the organisation. It also
makes employees identifies within the firm and install essence of loyalty.

3. Planning in the organisation

HR department is placed with the responsibility of ensuring that it plans adequately for all
the organisation future engagements that will involve people. One important aspect is
planning the employees in the organisation. It is important in the organisation ensures that
the all employees under its wings are just enough to increase value of the organisation.

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4. Training and internship

Provide training and development to the employees as per the requirements. Two type of
training are as follows;

 In house training
 TKM training

In house training;

Training activities are carried out by Toyota

TKM training;

Training carryout by Toyota at their office the training programs are carried as per the
training calendar.

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 CHAPTER FIVE

LEARNING EXPERIENCE AND

CONCLUSION

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LEARNING EXPERIENCE

The Internship is an integral platform for anyone to gain experience in an actual

workplace. I have decided to take the internship course to grab the golden opportunities to
apply theories and knowledge that I have in real working settings. Through learning in
Universities, I learned about theories but by doing internships, I learned the practical
approach on dealing with the real world. By working in such an organization like Amana
Toyota, I got lots of experience. My internship taught me more than I could have
imagined. All the Internship guidelines are given by the HR Manager of Amana Toyota
Mr.Saman.K.

The 3 week of my internship experience in Amana Toyota, provide me with the soft
skills needed in the workplace and in leadership positions. I understood that soft skills
being more important than technical skills, such as communication, leadership problem
solving and teamwork can all be learned from an internship. This internship has allowed
me to understand the overall working in the human resource department. Amana Toyota
aims to develop highly skilled staff that can work and can achieve Toyota standards
through continuous training which intern will ensure Toyota brand image and become
NO.1 in customer service and sales.

First I introduced myself and the Hr give brief introduction about the company.HR
Manager taught me about the attendance, maintenance and leaves calculations. Amana
Toyota maintains attendance in the punching facility and in register also. Hr Manager
given the attendance register for calculating the attendance and it is a very interesting task
I got at the beginning of the internship. There are two types of leave provided by the
company. For ESI leave it is marked as “E” .Some of the staff failed to submit the leave
letter I found as absent.

Some of the important things that I have learned from my Internship are:

• Salary Calculation

Salary statements are prepared every 25th of the month. The salary is distributed on the
last day of the month. Salaries can be divided into four sections. That is
Basic,DA,HRA,and Conveyancs.As per Kerala Labour Law minimum Basic + DA should
be 9500.

• Employee State Insurance(ESI)

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ESI is a statutory benefit given to the employee. The main objective of ESI is serving the
staff whose income less than 21000 INR .0.75% is deducted from the payment made to
the employee and 3.25% additionally contributed by the employer side.The ESI
contribution remitted every 15th of next month. Company have their own user ID and
password to login and to make contribution, addition, deletion can be done through online.

• Employee Provident Fund (EPF)

EPF is a statutory benefit in every organization. In EPF 12% amount collected from the
staff salary and 12% amount added by the company.The minimum 6 month period said by
employee provident fund to make the withdraws.The EPF payment made on every 15th of
the next month.The man aim of EPF of making the employee financially stronger, keeping
reserve for future. The employee can withdraw the advance while the working time. The
final withdrawal permitted only after the resignation ,the period of 60 days.

• Bonus

Bonus of festival allowance that will be paid in a year in Amana Toyota the bonus
disbursement at the period of Onam. The ratio of bonus fixed by annual general meeting
of the company. The bonus period starts from last year April to current march. It
calculated on the basis of BASIC+DA

• Gratuity

Gratuity is a statutory payment which is given to the employee at resignation time who
completed a minimum 5 years in the organisation.The gratuity calculation is on the basis
of BASIC+DA and number of years.

• Fringe benefits

Fringe benefits are non monetary benefits given to the employee apart from statutory and
non statutory benefits. Amana Toyota providing yearly tour packages, medical checkup,
canteen, Tea and snacks, birthday function ,family get together etc. This makes employees
feel happy and motivated.

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CONCLUSION

It was an absolute worthwhile experience working at the Amana Toyota

Kasaragod. The friendly welcoming staffs and the space they have created for a intern
allowed me with ample opportunities to learn and know myself as a worker. This
experience brought out my strength and also the areas I needed to improvise. The primary
objective of an internship is to gather a real life working experience and put their
theoretical knowledge in practise. I am grateful to the entire team of HR department of the
company for their support to make my working experience truly rewarding. Especially
working this department made me realise 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 resource and the role of HR manager, training executive,
HR senior supervisor in the organisation.

As an intern, through I had limited space to work, I still managed to grab

plentiful of my experiences. I made my the best of every opportunity I was given and
made the utmost use of my abilities and knowledge to fulfil all my responsibilities. I could
implement my academic skills into practise and my effort were highly acknowledged.
There is however some gap between our theoretical knowledge and real life practice.

Hence I can sum up by saying that my internship experience was a

milestone to my academic career. I thoroughly enjoyed the competencies and challenges
that came along every single day. These lessons that I have learned will be a valuable one
for my future endeavours as well.

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 BIBLIOGRAPHY

www.wikipedia.com

https://www.amanatoyota.com

The History of Toyota - At A Glance https://www.toyotabharat.com/toyota-in-

india/history/

https://global.toyota/

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