2.  The TVS group was established in 1911 by
Shri. T. V. Sundaram Iyengar
 The TVS group is today a leading player
in automobile and automotive industry
 The group has 30 companies and
employs more than 45,000 people
 TVS motor company is the largest among
the group companies in terms of size
and turnover

3.  It is India’s third largest two-wheeler
manufacturer and one among the top ten in
the world
 It has 4 manufacturing plants in country
 It has 15 percent market share in the two-
wheeler industry in India
 More than 15 million customer
 Product offerings in all segment of the two-
wheeler industry in India
 Product offerings in three-wheeler industry
in India

4.  Exports to more than 50 countries
 The company entered into a technical
know-how and assistance agreement
with Suzuki Motor Co Ltd of Japan in the
year 1982
 The TVS group and Suzuki Motor
Corporation parted ways from their 15-
year-old joint venture on September 27,
2001

6. Shekhar Arora
Stands for trust, values and services.
 TVS is like one big family which pursues
common goals, shares the good and the
bad times, and stays together.
 The strikes in 1977 and 1992 were
aberrations in an otherwise impeccable
record of good human relations.
 TVS based on mutual understanding and
respect
 "Efficiency and success drive all
goodness“
 TVS management and the workers :
sense of pride, enhanced self esteem and
status in society.
 new-age employees follows 3S`s

7. “I am confident that given the value of
experience and the youthful vibrancy of
the fourth generation entrepreneurs within
the TVS fold, the group will continue to add
new chapters to the ongoing success
story.”
Shekhar Arora is Executive Director
(Human Resources), Ashok Leyland Ltd

9.  A 100-year old group
 Never faced a serious labour problem
 Strike-free record
 Sundaram finance (started in 1954), wheels
india (1962), sundram fasteners (1966) and
sundaram brake linings (1975).
 Companies faced strike- Sundaram
Clayton, Lucas TVS, brakes India.
 Tvs motor co. Shut down for a few days
in1992

10.  shutting down production for three days.
 during the global financial crisis of 2008
 "The company has always stood by us.
We saw this as an opportunity to help it
tide over a temporary crisis," says S
Ramasamy, manager, IT Systems, TVS &
Sons.

11.  Transforming the TVS group from a small
family business running a rural transport
service in the temple town of madurai in
southern tamil nadu into a $4-billion (rs
18,000-crore)
 The group, with 25,000 employees, has
operations spread across india, the
united states, europe, indonesia and
china

12.  Interaction thrice in a year.
 Ahead in providing workers' benefits.
 Provident fund scheme
 Paying gratuity - from mid-1960s
(became statutory from 1975)
 Bonus
 Employee welfare

13.  Relationship with an employee does not
end once he retires
 HR departments of the group helps
-post-retirement finances
-death fund
"We keep asking employees if they are
happy at work," says R. Dinesh, Joint
Managing Director, TVS & SONS.

14.  Medical costs
 Offers scholarships for children
 Attrition levels at the group are low as
well.

15.  A Case In the early 1990s, with Sundaram
Clayton
 action against unproductive or errant
employees
 intangible reasons for employees happiness
 Employees enjoy rights rarely provided
elsewhere
 executives who have worked for four years
or more have the authority to sanction loans
 TVS Group also avoids lateral recruitment at
senior levels

16.  Deming Prize
 prestigious international award for total
quality management
 Sundram Fasteners was a consistent winner
of the best global supplier of the year
award

17.  a familial relationship is getting
increasingly difficult as the group grows
in size.
 The employees of today are different
 Employees expect workplace to be
innovative, attractive and progressive or
else they leave
 large-scale attrition in company's
manufacturing facility in China's
Zhejiang.

18. •World Glass Complex at Sriperumbudur
•Excellent labour relations
• total employee involvement
• ability to develop outstanding engineer
leaders
•well-directed corporate social
responsibility
• harmonious relationship with society
• high ethical norms

19.  Indian society has changed
 employees prefer an accelerated
financial and career growth
 TVS model needs to be tweaked to
manage aspirations and changing
norms
 industrial relations and human resources
development already separated

20. TVS Group companies have been traditionally strong :
-in process discipline
-engineering excellence
- customer centricity
-cost control and
-conservative business judgments
“I am sure it will overcome the present challenges and
move to the next level.”
(B. Santhanam -- President, Flat Glass, South Asia &
Egypt and MD, Saint Gobain Glass India. He is also
chairman, CII National Committee on Human
Resources)