Internship Report
On
SUZUKI SOUTH PUNJAB MOTORS.
Session: 2019-23
Submitted by:
Muhammad Wasif Bashir
BPA-E-04
BS Public Administration
Department of Political Science.
Bahauddin Zakariya University
Multan, Pakistan
Approval Sheet
INTERNSHIP
IN
SUZUKI SOUTH PUNJAB (MULTAN)
Coordinator:
Signature :
Name :
Designation :
External Examiner :
Signature :
Name :
Designation :
Head of Department:
Signature :
Name :
TABLE OF CONTENT
Aknowledge………………………………………………………
Executive Summary…………………………………………………
CHAPTERNo.1 INTRODUCTION OF THE REPORT…………………
1.1 Background…………………………………………………….
1.2 Purpose…………………………………………………………
1.3 Data Collection…………………………………………………
1.4 Scope……………………………………………………………
CHAPTER No.2 OVERVIEW OF THE ORGANIZATION .........................................
2.1
History of Pak Suzuki Company . ......................................................................................
2.2
Introduction: .......................................................................................................................
2.3
Nature of business: .............................................................................................................
2.4
Company Vision:................................................................................................................
2.5
Company Mission: .............................................................................................................
2.6
Company Hierarchy: ..........................................................................................................
2.7
Company Structure:............................................................................................................
2.8
Company Products: ............................................................................................................
2.8.1
New Cars. ...........................................................................................................................
2.8.2
Motorbikes . .......................................................................................................................
2.8.3
Used Company Certified Cars .......................................................................................... .
2.8.4
Car Finance. .......................................................................................................................
2.8.5
Suzuki Genuinen Oil (SGO) ............................................................................................. .
2.8.6
Body Parts ......................................................................................................................... .
Chapter No.3 What I have Learned .................................................................................
3.1 Week 1: .......................................................................................................................................
3.2 Week 2: .......................................................................................................................................
3.3 Week 3: .......................................................................................................................................
3.4 Week 4: .......................................................................................................................................
3.5 Week 5: .......................................................................................................................................
3.6 Week 6: .......................................................................................................................................
CHAPTER No. 4 SWOT ANALYSIS .............................................................................
CHAPTER No. 5 ..................................................................................................................
5.1 Conclusions .................................................................................................................................
5.2 Reccomendations ........................................................................................................................
REFRENCES: .................................................................................................................................
Appendix : ......................................................................................................................................
ACKNOWLEDGEMENT
First, I would like to express my gratitude to Allah almighty who blessed me at every
step of life. Wherever I’m today and all the things I have achieved are only because of his
help. My parents and siblings have always supported me and encouraged me toward growth.
I’m thankful to the head of the Department of Political Science, Prof. Dr Shahid Hussain
Bukhari who is a great support for the students. I am also grateful to Assistant Professor Dr.
Zermina Tasleem who is not only a good teacher but has always guided us.
Wasif Bashir
Exceutive Summary
It is safe to say that Suzuki South Punjab has accomplished a great deal in terms of correctly
managing all of its departments. My primary areas of responsibility comprised the sales,
service, and parts divisions of the automobile dealership where I worked. This company has
had to contend with a very competitive market despite being recognized as having one of the
most successful and profitable Suzuki distributions in the entire Multan region. Because of
the intense level of competition, we were able to build a top management team that is highly
competent in all aspects of running the company. During the time that I spent completing my
internship, I was able to improve my skills in relation to the theoretical study that I had been
instructed in throughout my academic career. In order to achieve a high level of profitability
and to serve as a model for the other distributors in the South Punjab region, Suzuki South
Punjab Motors has established rigorous criteria for the efficient operation of each and every
department. These criteria have led to an increase in profitability.
Chapter NO 1
Introduction of the Report
1.1 Background
I choose to do my Internship at Suzuki South Punjab for their prestigious reputation in
southern Punjab. It is one of the largest manufacturers, sellers, and distributors of
Automobiles , one of the world's most recognized consumer brands since 1983. I believe
doing an internship at the company which is highly expanded and have a success rate since its
establishment would expose me to multiple dimensions of working, and thinking. I would beable to practice and polish my skills and abilities. And at the end of the internship,it proved
that my decision was right for selecting Suzuki South Punjab for gaining the internship
experience.
The period of my internship is of eight weeks from Feb 2023, to Mar 2023. I was selected
for this internship by the company after a brief interview. And my Interview went very well. I
am grateful that because of my teachers, I had enough knowledge to perform well in my
Interview. This period was full of leanings and experiences.
I did my internship for eight periods in various departments of the company. Although I
visited all departments. But I worked in the departments most relevant to my field. I worked
in HR, Marketing, Account, finance, and Sales department. About one to two weeks, I spent
in each department. First, I learned the working of each department then I polished and
practice the skills I learned there.
1.2 Purpose
Being a student of administrative sciences, I have studied courses in Management, HRM,
Accounting, and Marketing. In each course, we have been through the theories and concepts,
but to understand the practical implications of these courses I was very enthusiastic to go into
the field and gain the actual learnings. So, I decided to start my internship and my parents and
teachers suggested to choose an organization where I would be able to gain the skills I was
looking for. So, I choose a few options, and Suzuki South Punjab were my top priority. And
finally, I got the opportunity of doing an internship in it.
The internship is a compulsory requirement for a Bachelor of Public Administration in
Pakistan as per HEC criteria. To fill this compulsory requirement, I was also supposed to do
an internship. So, my enthusiasm and the criteria of my degree both were there to do this
internship.
Not only doing an internship but writing a brief report on an internship is also a compulsory
requirement. So, I did most of the report writing while doing my internship.
1.4 Data Collection
There are two methods used for data collection. One is Primary data and the other is
secondary
data. Primary data refers to the first-hand data gathered by the researcher himself. Secondary
data means data collected by someone else earlier.
So, for my report, I have used a mixed approach. The data relating to the company’s
historical background and overview has been collected from secondary sources including the
company’s profile on Google and LinkedIn. But on the other hand, my work, company
analysis, and departmental jobs have been directly experienced by me. So, this information is
primary data.
1.4 Scope
The major focus of my internship was on Human Resource Management, Marketing,
and sales activities, and the work of the accounting department. As finance is not
directly relevant to my degree so I only learned the necessary things there, relevant to
administration.
_____________________________________________
Chapter No 2
Overview Of the Organization
2.1 History of Pak Suzuki Company.
The shares of Pak Suzuki Motor Business Limited (PSMCL) are traded on the Pakistan
Stock Exchange. PSMCL is a public limited company. In August of 1983, the company
was initially established. In accordance with the provisions of the agreement
establishing a joint venture between Pakistan Automobile Corporation Limited and
Suzuki Motor Corporation (SMC), Japan The initial stake of SMC was 12.5%, and it
was gradually increased to 73.09% over the course of several years. Pak Suzuki was a
pioneer in the automotive industry, and the company currently has the most and the
largest number of assembling offices in Pakistan. Additionally, the company produces
150,000 automobiles each year.
Pak Suzuki has the largest Dealers offering 7S (sales, service, spare parts, exchange,
certified used, insurance, and auto financing) offices all over Pakistan. The 7S acronym
stands for sales, service, exchange, certified used, and insurance. protecting and
preserving the natural world. With the combined efforts of a large number of merchants,
sellers, and Pak Suzuki representatives, Pak Suzuki makes its own efforts to promote
the healthy development of the general public by fostering increased mechanization,
industrialization, and the creation of work, thereby raising the general public's
expectations for the day-to-day luxuries they are entitled to.
2.2 Introduction
The SUZUKI SOUTH PUNJAB (SMC) PVT LTD is situated in the populated and easy
approachable location (Main Road) and growing with its satisfied customers. In the southern
portion of the Punjab, there is a persistent feeling that there is a need for a workshop where
residents may leave their automobiles and motorcycles without worry, as well as obtain
services ranging from sales to maintenance and repairs under a single roof.
Since 1994, our family has worked in the field of automotive sales and repair. SUZUKI
SOUTH was founded in the year 2001 in the city of KARACHI. We are also authorized
dealers of PAK SUZUKU MOTOR CO.LTD. Auto industries, Karachi (the manufacturers of
SUZUKI vehicles in Pakistan), in the Multan division since the year 2017. This partnership
allows us to provide Sales, Service, and Spare Parts of the Complete Range of SUZUKI
Vehicles. This partnership is growing with high skilled and professional workmanship. The
Chief Executive Officer, Directors, and Managers are fully aware of such scenarios, and they
are aware of how to properly manage Multan. In this manner, they organize a conference in
which senior workers and all directors contribute and make their views regarding what
method or a system that should be taken in or by talking about the issues with one another
after an overall planned arrangement has been made.
2.3Nature of Business
Many people in Pakistan believe Pak Suzuki to be the country's automotive industry's
pioneer. Cars, Small Vans, Pickups, and Motorcycles are all among the kind of Vehicles
that are Produced by the Company. The establishment of a strong vendor base in
Pakistan has been significantly aided by the contributions of the company.
2.4 Company Vision
Through quality assurance and ongoing improvement, to attain complete and utter
contentment on the part of our patrons, as well as their continued patronage. To
cultivate warm and loving relationships with customers via committed, professional,
and competent craftsmanship delivered within an environment that is encouraging and
supportive of workers at all levels.
The application of ethical principles to all facets of a business helps to ensure that it will
continue to thrive and grow in order to fulfill the requirements of its clientele
2.5 Company Mission
There is more to quality than just the end result. At SUZUKI SOUTH PUNJAB (SMC)
PVT LTD, we make it an integral part of all we do. Beginning with the careful selection
of the most qualified individuals to perform the sketching of a car and continuing
through the procurement of materials, the construction process, and the final delivery of
the vehicle. And it continues indefinitely. since this is the only way to guarantee that
you will always have an excellent experience.
In order to become the most well-respected and successful business, you must provide
your clients with an extensive selection of products and solutions related to the
automotive sector using the most talented individuals and cutting-edge technology.
2.6 Company Hierarchy:
C.E.O(Owner)
Director
General Manager
Sales Manager
Accounts
Manager
2.7 Company Structure
Service Manager
Parts Manager
HR Manager
There are more than hundred number of workers in the Suzuki South Punjab and has set up
five offices which are as under
•
Sales division
•
Accounts division
•
HR division
•
Service division
•
Spare parts division
In Suzuki South Punjab Motors, there are very nearly one hundred or more productive
workers, and the company has established four offices, including a sales office, an accounts
division, a benefit office, and an auto save parts office. In the office that handles sales and
deals, there are approximately 15 representatives; in the accounts division, there are
approximately 16 representatives; in the human resources office, there are approximately 5
representatives; in the office that handles services, there are approximately 60
representatives; and in the office that handles spare parts, there are approximately 15
representatives.
 Sales division ( MR. Naeem)

Accounts division (Mr. Hafeez)
 HR DIVISION (Mr. M Asad)

Service division (Mr. M Nadeem)

Spare parts division
2.8 Company Products
2.8.1 New Cars:
There are eight distinct models of compact cars, sedans, sport utility vehicles, and sport
utility vehicles that Suzuki offers. ALTO, WAGON-R, CULTUS, SWIFT, RAVI,
BOLAN, AVP, and JIMNY are all included in this group. These will revolutionize
everything, from its daring style to its All-Grip 4WD, its superior fuel efficiency to its safety
features. It is the assembler and distributor of automobiles manufactured by Suzuki, as well
as its subsidiaries and international divisions, in the Pakistani market. At the moment, Pak
Suzuki is the most important automobile manufacturer in Pakistan. There are an average of
150 cars sold by Suzuki South Punjab every single month. The Suzuki South Punjab
dealership is taking reservations for both sorts of automobiles and also accepting open papers.
You are able to make a reservation for your vehicle based on the required available colors
and variants. You also have the option to purchase the many car models that are stocked at
the warehouse house or showroom. Suzuki South Punjab is the top dealer in terms of sales in
the Multan region, and they came in third position overall among dealers in Pakistan.
2.8.2 Motorbikes
Pak Suzuki is represented in full at Suzuki South Punjab, which sells all available models. In
Pakistan, these motorcycles offer the highest level of both safety and dependability. These
bicycles are offered in a variety of horsepower capacities as well as colour schemes.
Motorcycles are offered in both 110CC and 150CC displacements.
Suzuki GD-110S
Suzuki GS-150/150SE
Suzuki GR-150
Suzuki Gixxer
2.8.3 Used Company Certified Cars
 Certified by Pak Suzuki Engineer
 Fair and Transparent Deals.
 Up to One Warranty
 Genuineness of Documents.
 Available in showroom.
 Used car gala after every 3-4 months.
2.8.4 Cars Finance
Getting a car loan through the Suzuki Finance Arrangement Program is the easiest and most
stress-free way to finance a vehicle. Pak Suzuki, the most successful automobile
manufacturer in Pakistan, and Bank Alfalah Ltd., the most successful auto financing bank in
Pakistan, have joined forces to provide an innovative financing solution that has multiple
value added benefits. This move is being made to keep up with the age of digital
transformation and to take a customer-centric approach. This programme can be accessed
online, as well as at all authorised Pak Suzuki dealerships and Bank Alfalah limited branches
located throughout Pakistan. In comparison to any other Auto Financing programme, this one
provides enticing features in addition to advantageous advantages that are unparalleled.
What are the benefits of obtaining financing for your automobile through the Suzuki Finance
Arrangement Program?
The following are :
•
Fast & Hassle-free Processing
•
Down Payment According to Your Affordability
•
Comprehensive Insurance at Lowest Rates
•
Priority Deliveries
•
Peace of Mind with Free Third Year Extended Warranty
•
Best Competitive & Affordable Rates
•
No Hidden Fees
•
Transparent Deals
2.8.5 Suzuki Genuinen Oil (SGO)

Best for Suzuki automobile engines

Advanced additive technology

Exceptional cold starting ability

Reduced friction losses in the engine

Recommended for petrol & CNG Engines

Enhance engine oil

Available in API SM &SG grades
2.8.6 Body Parts
Ensure: SGP mark at the header of the label. Bar Code and Part Number in the center of the
label. Suzuki’s name at the footer of the label
Chapter No.3
What I have Learned
3.1 WEEK 1: learning Hiring Process
My internship at Suzuki South Punjab PVT started on Feb 6, 2023, which was the first day of
the month. My meeting with Mr. M. Abdullah, the director, went well. He is the kindest,
most motivated, and most cooperative guy I've ever met. He took the time to introduce me to
the other members of the showroom's staff and encouraged me to give my task my complete
attention. Everyone on staff was incredibly kind and willing to help in any way they could.
The atmosphere of the showroom was one that was really friendly and inviting. After that, I
had a meeting with Mr. M. Asad, who is the HR manager. He is both an attentive listener and
an effective educator. He taught me a lot, including how important it is to be truthful in one's
work and to put one's whole heart into whatever endeavour one does in life, giving it one's
best effort. During the time I spent interning, he served as my inspiration.
On the very first day, the Human Resources Manager took the time to brief me on all of the
various departments of the showroom, including the Account office, the Spare Parts office,
the Human Resources office, and the Sales department. In 2017, it was first established. The
building that houses the operations of Suzuki South Punjab Motors is two stories tall. The
office of the Chief Executive Officer and the Account Division are located on the second
level, while the remaining offices, which deal with administration and additional sections, are
on the ground floor. However, all of the offices are co-appointed. Following that, I sat down
with the HR manager and witnessed the HR process in its entirety. They discussed the
significant accomplishments that they had accomplished in the past with me.
On the second day of my new job, the human resources manager and her four assistants gave
me a comprehensive lecture on the hiring process and informed me of the fundamental
requirements involved in the hiring procedure. They tasked me with gathering information on
"steps for recruiting procedure is SSP and when the hiring is require?" I am responsible for
this.
When the Hiring is required?
There are numerous accurate methods and procedures for identifying and meeting
employment requirements. It is essential to be devoted, analytical, and practical while
deducing employment requirements. The most effective method for achieving employment
objectives is to start from scratch.
1. What do you require? Ensure that you develop accurate requirements.
2. Write an appropriate job description
3. Consider the available money for the vacant position and conduct research.
4. Evaluate your present needs, the team's available skills, and the gaps you must fill.
5. Define your short- and long-term hiring strategies and requirements
6. Educate your current personnel and invest in their professional development.
This was my project, which I completed on the second day, to the delight of my
manager who appreciated my dedication to the job. He encourages and commends me
to do my best in the future.
My manager lectured me on work description and job specification on the third day of
employment. They gave me a lengthy lesson on the topic. They informed me of the essential
requirements for the position. Organization seeks Front Desk Receptionist. Both men and
women are qualified for this position.

Job description
Job title: Front Desk Receptionist
Job Location: Floor of the Showroom
Reporting to: He/she report to the service manager and they are directly linked with the
general manager of the office.
Job Summary:
•
Direct the customer to the appropriate department based on their needs.
•
Accept calls and route them to the appropriate department
•
Work to resolve the customer's complaint as soon as feasible.

Job Specification
Qualification: Must be Intermediate
Experience: 2 year Minimum
Training:One week of training before Hiring
Skills: Must be known about Work, Excel, Powerpoint and all basic information about
computer.
After completing these steps, this post was published on all social media platforms, including
Facebook, Instagram, several Whatsapp groups, and linked-in. Additionally, the company
accepts resumes dropped off during business hours.
Short listing the CVs for interview
People who have a passion for performance excellence, enjoy taking on new challenges,
embrace innovation, and are always looking for innovative and original solutions to problems
are always exciting for us to meet. a person who is adaptive, flexible, and who keeps their
commitments. Someone who has a curious mind and a desire to advance their knowledge
with us. Someone who is always on the verge of process improvement and innovation, as
well as someone who enjoys learning and contributing individually while working in a team
environment.
Within their organization, Suzuki South Punjab utilized the walk in interview method. They
have the ability to receive CVs through their official email account as well as in their office.
After reviewing about 50 different CVs. The HR manager and their HR executive look over
all of the CVs and create a short list of candidates based on the experience and skills listed in
their resumes. The HR staff has narrowed the pool down to eight candidates for the interview.
Requirement/Arrangement for interview

Date for interview

Time for interview

Availability of meeting hall

Questionnaire

Available of director for meeting

Available of sales and service manager for meeting

Available of interviewer

Arranging a waiting area for interviewer
Date for interview: The interviewing date of feb 8 was chosen by the HR manager after
taking into account the current circumstances and the accessibility of all relevant resources.
The executive from human resources contacted the person who would be conducting the
interview.
Time for interview: Time during of the interview was 10Am to 1Pm.
Interview area: Meeting hall on the 1st floor was selected for the interview.
Questionnaire: Hr manager produced a questionnaire which had 10 various types of
questions. In addition, the situation dictated which questions were chosen at random to be
asked.
THE MERIT PRINCIPLE
At 5th day my manager gave me lecture and training on what merit are given by Top
management of the company.
Merit base
The HRD is committed to the merit-based selection concept, which stipulates that the best
available candidate will be appointed to any advertised/unadvertised post. Selection on the
basis of merit refers to the correspondence between a candidate's job-related qualities and
those truly required for performance in a given position. Analysis of the job identifies job
needs, which are then converted into selection criteria. A merit-based selection method
focuses on the applicants' skills, experience, qualifications, and abilities that are necessary to
attain the expected outcomes of effective job performance.
Selection Committee
The Board of Directors will appoint a selection committee to evaluate every
recommendation. The goal of a selection committee is to evaluate the relative worth of each
candidate and suggest the most qualified candidate for the position. The confidentiality of the
selecting committee's deliberations must always be maintained.
3.2 Week 2
Safety and Health Benefits
Suzuki South Punjab adheres to all of the established health and safety protocols, thereby
ensuring that both their workforce and the surrounding environment are free from risk at all
times. There are specialized preventative safeguards in place across the organization, each
one tailored to the requirements of a particular department. In addition, employees of the
organization are eligible for a wide variety of health benefits, both within and outside of the
office.
3.3 Week 3
Training Criteria of Employees
In the third grade, we learn about employee training and the requirements for employee
training. The manager explained to me the various training methods that can be utilised,
depending on the circumstance, employee, and company demand, as well as the resources
that are now available. There is a discussion of a variety of approaches and points, each with
accompanying details.
1. Performance Incentives
2. Employee Development
3. Process Improvement
4. Technology Innovation
5. Job Rotation
6. Job mentoring
 3.4 Week 4 Training process
In the fourth week, the HR manager educated me on the process of training, and they
provided me with the opportunity to see the training of the service staff according to
the demands of the company. The core tenet of the Suzuki school of thought is the
conviction that education is possible for almost anyone given the correct opportunities
and conditions.
7 Steps to an Effective Employee Training Program
1: Assess Training Needs and Opportunities.
2: Outline the Learning Objectives.
3: Design Training Programs.
4: Develop Training Programs.
5: Implement and Promote Your Programs.
6: Monitor Performance and Success.
7: Evaluate and Review
3.5 Week 5
Commission & incentives:
Our employees are eligible for a variety of commission and incentive programs, each of
which is paid out to them at a predetermined proportion.
 Sales department.
Sales executives are eligible to get a commission on the sale of vehicles, registration, and
insurance based on the number of sales they make. The amount of commission earned is
contingent on the total number of vehicles sold by each sales employee.
 1to10 cars in single month same commission rate is same.
 11to25 cars in single month same commission rate.
 25+ cars in single month same commission rate.
 Service department

Commission on sales of parts paid to service advisor on the total amount of sales.

Commission on the amount of labor paid to technicians and mechanics for their
services.
Commission by Pak Suzuki Company

Performance commission paid to employees semi-annually by Pak Suzuki.

Semi-annually commission on the base of BSC (balance scorecard.)Performance.

Categories of BSC performance
1. Diamond (top)
2. Platinum
3. Gold
4. Sliver
 Parts department.

Commission paid to body shop employees on the amount of revenue they generate in
month sales.

Commission paid to CRO(customer reporting officer)for resolving enquiries issues
and recover lost customers.

Company paid reward to employees on their performance on yearly basis.
 BSC Performance
Pak Suzuki tallied the points earned by each dealership by basing their totals on their
performance over the course of two years. It took into account how well each
department performed as well as the level of trust and happiness that customers had in
the dealership.
In the period beginning in January 2022 and ending in June 2022, Suzuki South Punjab
achieved the third place overall in Pakistan.
3.6 week 6
Performance Appraisal
The human resources manager gave me a lecture during the sixth and final week of the month
on the performance evaluation system of the company as well as the annually bounce method
used by the organization. The phrase "performance appraisal" refers to the periodic
examination of an employee's contribution to a company in terms of both their job
performance and their overall contribution. An employee's abilities, achievements, and
growth—or lack thereof, depending on the results—are analyzed during a performance
assessment, which is also known as a yearly review, performance review or evaluation, or
employee appraisal.
Objectives of the performance appraisal process
The following is the goal of the performance appraisal process.

Identifying an employee's strengths and weaknesses

Opening lines of communication between employees and managers

Strengthening the employee's relationship with his boss

Clarifying expectations and organizational goals

Rewarding superior performance

Assess an employee's potential for growth and development.

Determine if additional training is required; encourage employees to participate in
coaching; provide constructive feedback to employees; advise average and poor
performers.

Identify performance gaps, if any; and obtain the necessary information to assist the
company in the distribution of organizational rewards, compensation packages, salary
increases, and salary structure.

Assistance with workforce planning

Improving overall organizational efficiency
 Reducing employee dissatisfaction
Performance Appraisal Form.
Managers and other members of the human resources department use something called an
appraisal form in order to evaluate the performance of their staff members. Frequently, the
form will include ratings as well as space for comments regarding performance. On an
appraisal form, managers will keep a record of an employee's accomplishments and the
contributions they've made throughout a particular time period.
CHAPTERNO.4ANALYSIS
4.1 SWOT Analysis
A SWOT (strengths, weaknesses, opportunities and threats) analysis is a planning process
that helps your company overcome challenges and determined what new leads to pursue. The
primary objective of a SWOT analysis is to help organizations develop a full awareness of all
the factors involved in making a business decision. It is impossible to accurately map out a
small business’s future without first evaluating it from all angles, which includes an
exhaustive look at all internal and external resources and threats.
Strengths
 Corporate capabilities to serve the clients
 Unique assets (Advanced Equipment in the service Department)
 Employee's abilities, specialties, and culture
 Data bank of clients
 DMIS and other propelled IT resources
 Strong hierarchical culture in which all representatives have clear comprehension
about their association by which Managers can without much of a problem pass on to
new representatives the Association’s experience capabilities and qualities.
 High morality
 Loyalty of the customers
 No workers union
 Beautiful building and effortlessly can be reached by the people on Northern Bypass
Road
 Clear set of working responsibilities and particular everyone being equal
 Low Price of Vehicles
 Easy access of auto parts.
Weaknesses
The organization does not have a research and development department, creativity isn't
encouraged to the same extent, there is less attention on constant change and advancement,
there isn't an adequate training program for employees, there isn't enough space for
employees to work, and there aren't any corporate clients.
Opportunities
Company is financially stable as shown by financial proportion analysis and articulations
Expansion can be a superior option in opening new doors for proprietor Dealerships can be
opened in various territories of city Reduced cost by assembling vehicles in Pakistan might
be an advantage in expanded offer of vehicles Dealerships can be opened in various
territories of city Reduced cost by assembling vehicles in Pakistan might be an advantage in
expanded offer of vehicles
a robust and very much overseen corporate repute; growing demand for automobiles; an
effective EFI motor; a large market size in which to operate; a global market for automobile
parts.
Threats
 Emerging and developing markets for both new and pre-owned automobiles
 Increasing prices of fuel could result in a decline in the demand for automobiles.
 Dangers posed by potential new players
 Delay in selecting any mechanical change, which increases the likelihood that the
existing hardware may become obsolete
 An increase in commitments and expenses can result in an increase in the costs of the
car.
 Neighborhood Rivals Such as Toyota and Honda
 Investment from Overseas Institutions in Domestic Businesses

Smuggling of automobile parts’ high inflation rate ‘burdensome taxation intense
competition from foreign automobiles.
CHAPTER NO.5
CONCLUSION AND RECOMMENDATIONS
5.1 Conclusion
Field trips to other institutions, in addition to traditional classroom instruction, are an
important component of a well-rounded education that should not be overlooked by
educational establishments. Things like this are always useful in real life because they open a
hole in the minds of students, which not only encourages them to study ethics but also to
think more creatively and effectively. I had a wonderful internship with one of the most wellknown and respected automobile companies in Pakistan, and I picked up a lot of valuable
experience there. I came to the realization that books are not the be all and end all. Because
no other object can nurture you in the way that we can, we also need to be as practical as
possible. In addition to this, it extends the scope of your business knowledge while
simultaneously honing your talents. Even though I've only been working at the Suzuki
dealership for a month, I already feel like I've improved my skills and have gained a lot of
knowledge about the company and its products.
Recommendations
5.2
(for
improvement
of
the
organization’s
performance)

The establishment of a distinct "Training Department" within the organization

The launch of a Research and Development department

The launch of a call centre within the premises

The provision of a website that is accessible around the clock

The recording of promotion events that were unavailable to some individuals or
customers

Since the Customer Care Manager and the information Technology coordinator are
two distinct roles that are typically delegated to the same individual, these
responsibilities ought to be split up by the recruitment of a new employee.

The issue of equal opportunity providers ought to be addressed by the department of
human resources;

The establishment ought to be outfitted with a cafeteria that is well-organized

It is recommended that promotions be given to the staff members.
REFERENCE
https://www.suzukipakistan.com/
https://suzukisouthpunjab.com/
https://www.indeed.com/recruitment/c/info/performance-appraisal-forms
Appendix A
Fig. 1
Fig 2