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Maruti Suzuki India Limited (MSIL), a subsidiary of Suzuki Motor Corporation (SMC), Japan, is the leader in passenger cars

(PCs) and multipurpose vehicles (MPVs) in India, accounting for nearly 50 per cent of the total industry sales. In 2009-10, the Company sold 1,018,365 vehicles. This comprised 870,790 vehicles in the domestic market and 147,575 vehicles in export markets. Cumulatively, it has produced and sold over 8 million cars. The total income of the Company for 2009-10 stood at Rs.301,198 million. Maruti Suzuki has a strong balance sheet with reserves and surplus of Rs. 116.9 billion and debt equity ratio of 0.07 as on 31st March, 2010. MSIL is a public limited company and is listed on Bombay Stock Exchange Limited and National Stock Exchange of India Limited. SMC is the majority shareholder with 54.21% equity stake in the Company MSIL has two manufacturing facilities in Gurgaon and Manesar, Haryana, India, with a combined manufacturing capacity of over 1 million cars per annum. In terms of number of cars produced and

sold worldwide, the Company is the largest subsidiary of SMC, Japan. Gurgaon Plant Spread over an area of 20,300 square meters with a capacity to produce over 500,000 engines per annum, the Gurgaon facility houses three fully integrated plants having a combined manufacturing capacity of over 700,000 vehicles per annum and a state-of-the-art K-series casting engine plant which employs global manufacturing best practices to ensure high quality standards. Manesar Plant Manesar is the Company's latest car assembly plant which was started in February, 2007. This plant has a capacity to produce over 300,000 units per annum with an additional capacity of 250,000 cars per annum, the operation of which began in 200910. R & D Test Course In 2009-10, 700 acres of land in Rohtak, Haryana have been procured by the company for setting up a world-class test course for R & D. MSIL provides its customers with "one-stop-shop" experience such as Automobile Finance, Automobile Insurance, Maruti Genuine Parts and Accessories, Extended Warranty and Maruti Certified pre-owned cars. The Company had 341 pre-owned car outlets in 198 cities as on 31st March, 2010. MSIL has the largest sales and service network amongst car manufacturers in India. It had 802 sales outlets in 555 cities and 2740 service workshops in 1335 cities as on 31st March, 2010. The service network of the Company includes Dealer Workshops, Maruti Authorised Service Stations (MASSs), Maruti Service Masters (MSM) and Maruti Service Zones (MSZ). Export sales of the company touched 147,575 units, its highest ever. This is a 111% growth over the previous year's total of 70,023 units. Europe has accounted for over 75% of the sales. On a cumulative basis, the exports crossed 700,000 units. Currently

the company is exporting to 98 countries in Europe, Asia, Latin America, Africa and Oceania. In 2009-10, the Company sold 1,018,365 vehicles. This comprised 870,790 vehicles in the domestic market and 147,575 vehicles in export markets. Cumulatively, it has produced and sold over 8 million cars. The total income of the Company for 2009-10 stood at Rs. 29,623 billion. Maruti Suzuki has a strong balance sheet with reserves and surplus of Rs. 116.9 billion and debt equity ratio of 0.07 as on 31st March, 2010. MSIL is a public limited company and SMC is the majority shareholder with 54.21% equity stake in the Company.

Case study Maruti Suzuki India Limited (MSIL), formerly Maruti Udyog Limited, a subsidiary of Suzuki Motor Corporation of Japan, is Indias largest passenger car company. Maruti Suzuki accounts for around 50 percent of the car market in India. That represents a yearly turnover of $6 billion, one million+ cars sold annually and more than 800 sales dealerships in 555 cities. The company offers 14 brands and more than 80 variants of these brands. Its product line extends from practical to powerful and from hatchback to SUV. With its corporate office in New Delhi and 16 regional offices across India, production facilities in Gurgaon and Manesar, and more than 7,000 employees, Maruti Suzuki faced a number of imminent business challenges. The company was experiencing increasing pressure to introduce new models in a shorter time frame. There was also growing

pressure to improve quality and reduce costs. To complicate matters, customer needs and perceptions were no longer gradually evolving, but now rapidly changing. More specifically, certain product development domains represented the greatest opportunity to address these key challenges. These included reducing new tooling development time, reducing die design time, reducing costs by substantially decreasing the need for rework, and improving quality. Our die design process clearly represented and still represents one of the most important opportunities for reducing overall die development time and thereby accelerating car-to-market time, says Mayank Varma, assistant general manager, Tool and Die Shop, Maruti Suzuki.

Hia Munali, For example if CTC of a candidate is Rs 321120 per annum then the salary stru be Monthly ctc = 26760 (321120/12) Basic = 13380 ( 50 % of basic) HRA = 5352 ( 40 % of basic) PF = 780 ( 12 % of basic but most of companies wil treat basic as 6500 RS for PF) Education allw =800 Transport allo =800 Spl allow = 5648 basic+hra+edu allo+ trans allo+pf- mnthly ctc) Total = 26760 these are earnings and PT, IT LOPs if any and advances are the deductions Monthly ctc = 26760 (321120/12) Basic = 13380 ( 50 % of basic) HRA = 5352 ( 40 % of basic) PF = 780 ( 12 % of basic but most of companies wil treat basic as

6500 RS for PF) Education allw =800 Transport allo =800 Spl allow = 5648 basic+hra+edu allo+ trans allo+pf- mnthly ctc) Total = 26760 these are earnings and PT, IT LOPs if any and advances are the deductions sunder.p.vijay

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salary break-up sheet & salary slip

Facebook Page Twitter Follow Linkedin Network RSS Reader Email Newsletter This Community KnowledgeBase Reads Beyond This Page - Stay Updated Easily. Access years of such problem discussion data and business material at your finger tips. Fostering a community spirit all resources created by our members over years are available to everyone at no cost. Join Cite.Communities deepalidurga - Member Since: May 2009 Subject - salary break-up sheet & salary slip I need to prepare salary break-up for the employees, in which i need to change the present basic & other allowances & i want it in the percentage from & format of the salary sheet ucankarthik - Member Since: Sep 2008 Subject - Re: salary break-up sheet & salary slip hi durga , salary structure is generally 1.basic 2.da 3.hra these are the basic things of salary structure, but defends upon the company this ill be distinguised for ex our company structure is S i m i l a r T o p i c s S a l a r

y 1.basic 2.Da 3.hra 4.conveyance 5.special allowance 6.other allowance u asking abt % of Basic , da this ill be different by type of industry, if u want know abt that u refer the book Rates of Minimum wages Act, current edition author R.S.Sharma. selvamurugan - Member Since: Sep 2008 s t r u c t u r e o r

b r e Subject - Re: salary break-up sheet & salary slip a pls send the break up for basic, hra and other allowance because k u it may be different from one to another, pls tell me p sussan_unicorn - Member Since: Jan 2010 H Subject - Re: salary break-up sheet & salary slip i I want salry break up sheet e govind.pawar - Member Since: Mar 2010 v e Subject - Re: salary break-up sheet & salary slip r Hi Durga, y o This is Govind. If you have any query plese speak to me on n e 9850679122. Regards, Govind Pawar I w

Attached Files Salary Break Up.xls (28.5 KB, 3020 views) marutikalal - Member Since: Nov 2010 Subject - Re: salary break-up sheet & salary slip Hi everyone,

a n t t o k n o w t h e l a t e s t

i just join MNC company and i m facing lots of problem for making Salary breakup and exemtion in that salary if anyone idea then please share with me and help me

My contact number is 9967214515

Maruti bebosrk89 - Member Since: Nov 2010 Subject - Re: salary break-up sheet & salary slip

s a l up letter as i am working as Placement Manager. i have formate a but i am littile confuse with so please send me both formate on r y my email adress. please send me proper salary brakup formate and company tie sarthaksingh - Member Since: Nov 2010 Subject - Re: salary break-up sheet & salary slip Hi Durga, Salary break-up should be as follows: 1.Name of the Employee: Emp.No.: s t r u c t u r

Designation: Department: Date of Joining: PAN No:

e o r b r e a k u p o f s a l a r y i n d e t a i l s . . p l

2.Leaves: Working Days: LWP(leave without pay)Days: Leaves: Leave Arrear:

3.Earning: (suppose) Basic:13500 Personal Allowance: 9500 HRA: 5400 Uniform Washing: 1000 Conv.Allowance: 1200 Pocket Allowance: 5000 Spl.Allowance: 1000 Bonus: 2700 TOTAL EARNING : RS.38300.00

4.Deduction: PF : should be 12% on Basic 1848.00 advanc (if any): 1413 Income Tax: 6500.00 TOTAL DEDUCTION :rs.8489.00

net total = RS.29811.00

further confusion,then mail me in

Regards, Sarthak

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krishna-agr... Teacher Graduate School Valedictorian, Teaching Assistant, Debater, Tutor, Educator When people work for a company, they expect to receive from the company something in return for their efforts. Employee remuneration refers the Compensation and reward given by companies to their employees. The remuneration to employees can be broadly divided in two types. The first is the pay, which they can spend as they please. The second is the job facilities provided to them to improve their effectiveness and comfort on the job. These can be provides in physical form such as company car, or as payment of expenses like travel, lodging, dining and entertaining incurred while performing company work.] Companies also provide to their employees fringe benefits which combines the features of pay as well as on the job facilities. Employeees also expect to derive job satisfaction from their work this is the feeling of satisfaction and enjoyment they feel in the

process of performing their work, and not something given in return for their work. The amount of the remuneration as well as the form and way in which it is paid has major implication on employee performance and cost. The pay can have two components. A fixed pay independent of the performance levels of individual or groups of employee, and a variable pay linked to the performance levels. Fixed amount is to satisfy need for income stability, and the variable component is to stimulate and reward greater effort. The fixed pay may be paid in several different forms and under different names like basic salary, dearness allowance, city compensatory allowance, and house rent allowance. Here it will be useful to clarify that although dearness allowance varies with the price index, it forms part of fixed component of employees earning as it is not linked to on the job performance. The variable pay is also paid by companies under different names like incentive, commission, and bonus. To simplify our discussion here we will use the term incentive to include all types of variable components monetary compensation. The incentives can be of different types, and can be linked to the performance in different ways. Methods of remuneration Remuneration consists of the rewards that employees receive from their work. Employees that work for modern companies and other major UK companies will receive a range of money based and other rewards ranging from discounts on company products, to subsidised company pension schemes. There are various ways of rewarding employees, including the following. 1. Basic pay for standard hours. An employee works to a set contract e.g. x per hour for a 30 hour week, of a salary of y per month. This scheme alone does not provide an incentive to work harder, but if the rewards are good relative to those offered for similar work then this will act as a motivating factor in itself. 2. Additional hours rewards. Employees are usually paid extra for working unsocial hours (e.g. a night shift) or for working longer hours (overtime rates).

3. Commission. Sales staff are typically paid on a commission basis. The commission rate depends on their success rate so acts as an incentive to employ effective selling techniques. 4. Bonuses are another form of incentive to meet particular targets. Typically these will be used to encourage and motivate employees to work harder when required, e.g; offering football players an incentive bonus to win an important game. 5. Performance related pay. Many companies operate some form of performance related pay scheme. Pay is then related to the achievement of objectives and targets. The performance that is measured may be at company wide level, plant level, team level or individual level. 6. Profits related pay. Employees pay and bonuses may be related directly to the profits that a company makes. 7. Payment by results. This is a similar form of incentive scheme to profit related pay. The results measured will be key results areas for a company such as sales. 8. Piece rate reward systems relate to paying employees according to their level of output. Where such a scheme operates it is essential that there is a good quality checking procedure to make sure that the 'pieces' are of the required standard. Human resource management Wages received on a regular basis, usually weekly, bi-weekly, or monthly. Sometimes the term is used to include other benefits, including insurance and a retirement plan.