INTERNSHIP REPORT

A STUDY ON TALENT ACQUISITION PRACTICES AT

MONTRA ELECTRIC
Internship training report submitted to the University of Madras

Submitted in Partial Fulfilment of the requirement for the Degree of

MASTER OF BUSINESS ADMINISTRATION

By
SURYA G M
Reg. No: 32323039

Under the guidance of

Dr. P.S. MANJULA, M.Sc., M.B.A, PhD,
Assistant Professor, Department of Management Studies

` DEPARTMENT OF MANAGEMENT STUDIES

UNIVERSITY OF MADRAS
CHEPAUK-5

JULY 2024

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 CERTIFICATE

This is to certify that this internship work on “A STUDY ON TALENT

ACQUISITION PRACTICES AT MONTRA ELECTRIC” is done by
SURYA G M, MBA class of 2023 - 2025 under my supervisions for the partial
fulfilment of MBA program and the report is not submitted to any other
Institute/University.

During this internship, she successfully achieved the target assigned to her. I
wish her all the very best in all of her future endeavours.

Faculty guide,

Dr. P.S. MANJULA M.Sc., M.B.A., Ph.D. Dr.J.KHAJA SHERIFF,M.B.A., M.C.A.,Ph.D

Assistant Professor, Professor & Head
Department of Management Studies, Department of Management Studies,University
University of Madras of Madras

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 DECLARATION

I, SURYA G M , student of the Department of Management Studies of

University of Madras, Chennai hereby declare that this internship titled “A
STUDY ON TALENT ACQUISITION PRACTICES AT MONTRA
ELECTRIC” is my
original work submitted as a partial fulfilment of the requirements for the award
of the degree Master of Business Administration. This summer internship has
not been submitted to any other university or institution for the award of any
Degree/Diploma/Certificate.

Date: Signature

(SURYA G M)
Place: Chennai

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 ACKNOWLEDGEMENT

I convey my deepest and sincere gratitude to Dr. J. Khaja Sherrif,

MCA. MBA, Ph.D., Professor and Head of the department for providing me
this opportunity and I would like to thank Dr. P.S. Manjula, M.Sc., MBA,
Ph.D., Assistant professor of department of Management studies, University of
Madras for providing me the necessary suggestions and support in completing
this project.

I would also to extend my sincere thanks to Mr. Vinu Matthew,Lead Talent

Acquisition, Montra Electric- E3Wheeler for providing this opportunity and
guiding me all through the project.

I am obliged to thank all those who have helped me to finish the project
successfully.

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5
 TABLE OF CONTENTS

S.NO TOPIC PAGE NO.

1 Introduction to the study 7-12

2 Objective of the study 13

3 Scope of the study 14-16

4 B2C in Automotive Industry 17-19

5 Learning at Montra Electric 20-22

6 Company Profile 23-26

7 Conclusion 27

8 Reference 28

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 1. INTRODUCTION TO THE STUDY

In partial fulfilment of the required award of the degree, a summer internship

for a period of one month was undertaken during June-July, 2024.

The fulfilled internship project was in human resource management at a startup

company called MONTRA ELECTRIC. An amateur industry learning is what I
was looking for as I was completely new to this field of management.

Human Resources Management (HRM) is a vital organizational function that

focuses on the effective management of people within an organization to
achieve its strategic goals. HRM involves a range of activities aimed at
enhancing employee performance, ensuring legal compliance, and fostering a
positive workplace culture. This section outlines the key functions of HRM and
their importance in contributing to the overall success of an organization.

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Human Resource management is more than just maintaining human resource, .
It comprises various functions as listed below:

1. Talent Recruitment: One of the most significant responsibilities of HRM is

talent hiring, which entails discovering and choosing eligible applicants for
employment roles. Creating job descriptions, advertising job opportunities,
sourcing people, assessing resumes, conducting interviews, and selecting
candidates are all part of the process. HR managers must guarantee that the
recruitment process is efficient and successful, and that the best candidates for
the job are attracted and hired.

2. Onboarding: The process of welcoming and integrating new employees into

the organization is known as onboarding. Completing new hire paperwork,
delivering orientation, introducing the new employee to the company, and
defining expectations are all part of the process. HR managers must ensure that
new workers feel welcomed and supported during the onboarding process.

3. Training Management: The HRM training management function is critical for

increasing employees' skills and knowledge, which can lead to improved
performance. HR managers are responsible for identifying training needs,
designing and developing training programs, and delivering training sessions.
Human resource managers must ensure that training programs are successful and
suit the needs of employees and the organization.

4. Performance Appraisal: Performance appraisal is the process of reviewing and

delivering feedback to employees. Setting performance goals, holding
performance reviews, and generating performance improvement strategies are all

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part of the process. Human resource managers must ensure that the performance
appraisal process is fair, effective, and connected with the goals of the firm.

5. Workforce Engagement: The HRM task of managing relationships between

workers and companies is known as "workforce engagement." Employee
participation must be encouraged, employee concerns must be addressed, and
management and employee communication must be facilitated. Managers of
human resources must make sure that there is a supportive and appreciated
company culture.

6. Payroll Management: Payroll management is the part of HRM responsible for

overseeing the salaries and benefits of employees. Payroll laws and regulations
must be followed, and HR managers must make sure the payroll process is
accurate, effective, and compliant. Managers of human resources must also make
sure that workers are paid fairly and provided enough benefits.

7. Compliance Management: The role of HRM that ensures that the organization
complies with labor laws, rules, and policies is known as compliance
management. HR managers are responsible for ensuring that the organization has
accurate records, monitors compliance, and addresses compliance issues.

8. Succession Planning: The function of human resource management that

involves identifying and developing possible candidates for leadership roles
within the organization is known as succession planning. HR managers must
build career development plans, provide training and coaching, and assess
employees' suitability for leadership positions. Succession planning contributes
to the organization's robust leadership pipeline.

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9. Diversity and Inclusion: Diversity and inclusion is a function of human
resource management that entails promoting a varied and inclusive workplace
culture. Employee resource groups and diversity training programs are examples
of policies and programs that HR managers must develop and implement to
encourage diversity and inclusion. Human resource managers must ensure that
the workplace culture is friendly and that employees feel appreciated and
included.

10. Employee Wellbeing: Employee wellness is an HRM function that promotes

employee health and well-being. HR managers must develop wellness programs,
provide mental and physical health services, and handle workplace safety
problems. Employee wellness programs can aid in the improvement of employee
health, the reduction of absenteeism, and the growth of productivity.

11. Exit Management: Exit management is the function of human resource

management that deals with the departure of personnel from a company. HR
managers are responsible for conducting exit interviews, managing the
offboarding process, and ensuring legal and ethical compliance. Exit
management is beneficial.

Montra Electric is a OEM company in the electric vehicle industry, focusing on

designing, manufacturing, and selling electric vehicles. The company is
dedicated to providing sustainable and innovative transportation solutions.
Montra Electric aims to reduce carbon emissions and promote eco-friendly
alternatives to traditional vehicles. It likely invests in advanced technologies to
enhance the performance, efficiency, and affordability of its electric vehicles,
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positioning itself as a key player in the transition to greener transportation
options.

The business model of Montra Electric is B2C venture. They don’t produce their
own materials for producing their product, instead they source every type of
commodities which required for manufacturing their products.

What is called as B2C ?

Business-to-Consumer (B2C) is a model where businesses sell products or

services directly to individual consumers. This model encompasses various
settings, including traditional brick-and-mortar stores and online shopping
platforms. B2C transactions are characterized by direct sales, a large customer
base, a short sales cycle, and a high volume of lower-value transactions.
Companies in this sector often focus heavily on marketing and customer
engagement, utilizing digital marketing, social media, and loyalty programs to
attract and retain customers.

Montra Electric operates within the Business-to-Consumer (B2C) market,

focusing on delivering electric vehicles (EVs) directly to individual consumers.
As a company committed to sustainable transportation, Montra Electric targets a
diverse consumer base that values eco-friendly mobility solutions

The core strength of Montra Electric is their Talent Acquisition Process as they
follow E-Recruitment. Under this process the required candidate profiles are
sourced through Naukri & Linkedin websites. Those profiles will be shortlised
and the shortlisted candidates will be conducted interview through video call
with the department heads and atlast offer letter will be produced to the
respective selected candidates whom have been cleared all the rounds.

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E-RECRUITMENT

E-recruitment revolutionizes talent acquisition by leveraging digital platforms

and technology to streamline the hiring process, making it more efficient and
effective. By utilizing online job portals, company websites, and social media,
companies can reach a global audience, significantly expanding their talent pool
beyond the limitations of traditional methods. The use of Applicant Tracking
Systems (ATS) automates resume screening and candidate tracking, reducing the
time-to-hire and enhancing efficiency. E-recruitment is also more cost-effective,
with online job postings and digital tools often being cheaper than print ads and
traditional recruitment agencies. Furthermore, e-recruitment platforms improve
the candidate experience by providing a seamless application process and timely
communication.

In addition, e-recruitment facilitates data-driven decision-making through

advanced analytics and reporting tools, enabling recruiters to refine their
strategies based on insights and trends. It also supports diversity and inclusion
efforts by reaching a wider and more varied pool of candidates, ensuring a more
diverse workforce. The flexibility of e-recruitment allows for remote hiring,
accommodating both recruiters and candidates regardless of geographical
constraints. Moreover, e-recruitment contributes to sustainability by reducing the
need for paper and minimizing travel-related carbon footprints associated with
traditional recruitment methods. Overall, e-recruitment offers companies a faster,
broader, and more economical way to attract and hire top talent while promoting
diversity, flexibility, and sustainability.

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 2. OBJECTIVES OF THE STUDY

The primary object of the study was to understand the recruitment activities
carried on by a B2C Automotive company.

 Evaluate how these practices align with the company’s overall

business objectives and culture
 Determine the factors that contribute to successful talent acquisition
at Montra Electric.
 Understand what makes Montra Electric attractive to potential
employees, including employer branding, company culture, and benefits.
 Assess the effectiveness of various recruitment channels used by
Montra Electric, such as job portals, social media, employee referrals, and
recruitment agencies.
 Evaluate the impact of digital tools and technologies in the
recruitment process.
 Examine the selection methods and criteria used to identify and hire
the best candidates.
 Study the effectiveness of interviews, assessments, and background
checks in ensuring a good fit between the candidate and the company
 Identify the challenges and bottlenecks faced in the talent
acquisition process at Montra Electric.
 Explore common obstacles such as competition for talent, lengthy
hiring processes, and skills gaps

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  Investigate Montra Electric’s efforts to promote diversity and
inclusion within its talent acquisition practices.
 Assess the impact of these initiatives on attracting a diverse pool of
candidates.
 Evaluate the effectiveness of the onboarding process in helping new
hires integrate smoothly into the company.
 Understand how onboarding practices influence employee retention
and satisfaction.
 Based on the findings, offer actionable recommendations to enhance
the talent acquisition practices at Montra Electric.
 Suggestions may include optimizing recruitment channels,
improving the candidate experience, and implementing new technologies
or strategies.

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 3. SCOPE OF THE STUDY

• The term business-to-consumer (B2C) refers to the process of

selling products and services directly between a business and consumers
who are the end-users of its products or services. Most companies that sell
directly to consumers can be referred to as B2C companies.

• B2C became immensely popular during the dotcom boom of the

late 1990s when it was mainly used to refer to online retailers who sold
products and services to consumers through the internet.

As a business model, business-to-consumer differs significantly from

the business-to-business (B2B) model, which refers to commerce between
two or more businesses.

According to eMarketer, global e-commerce sales were projected to reach

$4.9 trillion in 2021 and continue to grow, driven by increasing internet
penetration and consumer preference for online shopping.

•Emerging markets, particularly in Asia-Pacific, Latin America, and

Africa, are experiencing rapid growth in B2C sales. Rising middle-class
populations, urbanization, and improved internet infrastructure contribute to this
trend.

•Businesses are increasingly adopting digital transformation strategies to

enhance their B2C operations. This includes investing in e-commerce platforms,
customer relationship management (CRM) systems, and data analytics to
optimize sales and customer experience.

E-RECRUITMENT:-

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 • Enhanced Reach and Access to Talent:

E-recruitment allows companies to reach a vast and diverse pool of candidates

globally. Traditional recruitment methods are often limited by geographic
constraints, whereas e-recruitment leverages the internet to connect with potential
employees from various locations. This expanded reach increases the likelihood
of finding highly qualified candidates who might not be accessible through
conventional means.

• Cost-Effectiveness:

E-recruitment is generally more cost-effective than traditional recruitment

methods. Posting job vacancies online, whether on job boards, company
websites, or social media platforms, typically incurs lower costs compared to
print advertisements or recruitment agencies. Additionally, e-recruitment reduces
expenses related to organizing physical recruitment events, travel, and
administrative work.

• Speed and Efficiency:

The digital nature of e-recruitment streamlines the hiring process, making it

faster and more efficient. Job postings can be made instantly, applications can be
received in real-time, and automated systems like Applicant Tracking Systems
(ATS) can quickly sort and screen candidates. This speed reduces the time-to-
hire, allowing companies to fill positions more rapidly and maintain operational
continuity.

• Improved Candidate Experience:

E-recruitment platforms provide a more user-friendly and convenient application

process for candidates. Applicants can easily search for job opportunities, submit
their applications online, and track the status of their applications. A positive
candidate experience enhances the company’s reputation and increases the
likelihood of attracting top talent.

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 • Data-Driven Recruitment Decisions:

E-recruitment tools often come with advanced analytics and reporting features.
Recruiters can use these insights to make data-driven decisions, such as
identifying the most effective recruitment channels, understanding candidate
demographics, and tracking key performance indicators (KPIs) related to the
recruitment process. This data helps in optimizing recruitment strategies and
improving overall effectiveness.

• Enhanced Employer Branding:

Maintaining an active online presence through e-recruitment efforts helps in

building and promoting the company’s employer brand. Engaging with potential
candidates on social media, showcasing company culture, and highlighting
employee testimonials create a positive image that attracts high-quality
applicants. A strong employer brand is crucial in a competitive job market.

• Efficiency in Screening and Selection:

Automated screening tools and ATS software improve the efficiency of the
screening process. These systems can filter out unqualified candidates based on
predefined criteria, allowing recruiters to focus their efforts on the most suitable
applicants. This reduces the manual workload and enhances the quality of hires.

• Flexibility and Adaptability:

E-recruitment provides flexibility for both recruiters and candidates. Recruiters

can manage the recruitment process remotely and at any time, while candidates
can apply for jobs from anywhere. This adaptability is particularly valuable in
today’s dynamic work environment, where remote work and global talent
acquisition are becoming increasingly common.

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 • Sustainability:

E-recruitment supports sustainability efforts by reducing the need for physical

materials like paper and minimizing the carbon footprint associated with travel
for interviews and recruitment events. This aligns with the growing emphasis on
corporate social responsibility and environmental sustainability.

4. B2C IN AUTOMOTIVE INDUSTRY

The B2C model in the automotive industry, including both traditional and electric
vehicles, revolves around creating a seamless and engaging customer experience
from marketing to after-sales service. Companies leverage a mix of digital and
traditional marketing strategies to reach a wide audience, using social media,
online ads, and public relations to build brand awareness. Sales channels include
a robust network of dealerships, user-friendly online platforms, and experience
centers where customers can interact with and purchase vehicles. Test drive
programs and virtual showrooms enhance customer engagement, while flexible
financing options and incentives, such as discounts and government subsidies for
electric vehicles, make ownership more accessible. Comprehensive after-sales
services, including regular maintenance, repairs, and customer support, ensure
long-term satisfaction and loyalty.

In the B2C automotive industry, companies are increasingly focusing on

personalized services and customer engagement to differentiate themselves in a
competitive market. Test drive programs and immersive experiences through
virtual reality (VR) or augmented reality (AR) technologies allow potential
buyers to explore vehicle features and capabilities in depth. Personalized

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concierge services guide customers through every step of the buying process,
offering tailored advice and assistance.

Moreover, the expansion of online sales platforms has revolutionized the

purchasing process, enabling consumers to configure, order, and even complete
transactions from the comfort of their homes. This digital shift is complemented
by the strategic placement of physical showrooms and experience centers in
urban locations, providing a tangible touchpoint for consumers who prefer a
hands-on approach.

The integration of advanced technology in vehicles, such as connected car

features, autonomous driving capabilities, and over-the-air software updates, is
also a critical component of the B2C model. These innovations not only enhance
the driving experience but also ensure that vehicles remain up-to-date with the
latest advancements, offering ongoing value to customers.

After-sales service remains a cornerstone of the B2C model, with companies

investing in extensive service networks and customer support systems. Routine
maintenance, repairs, and 24/7 roadside assistance are crucial for ensuring
customer satisfaction and fostering brand loyalty. Additionally, sustainability
initiatives, such as battery recycling programs for electric vehicles, highlight the
industry’s commitment to environmental responsibility, appealing to the growing
segment of eco-conscious consumers.

Overall, the B2C model in the automotive industry is characterized by a holistic

approach that prioritizes customer convenience, innovative technology, and
exceptional service throughout the entire vehicle ownership lifecycle.

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Activities under B2C :-

Here are the key activities under the B2C model in the automotive industry:

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1. Marketing and Branding:

Utilizing digital marketing strategies such as social media campaigns,

search engine optimization (SEO), and online advertisements.Engaging in
traditional marketing through print, TV, radio ads, and billboards,Building
a positive brand image through public relations and participation in auto
shows and public events.

2. Sales Channels:

Establishing a network of dealerships where customers can view, test

drive, and purchase vehicles, Developing user-friendly online sales
platforms for vehicle configuration, ordering, and purchasing.Setting up
physical showrooms and experience centers in key urban areas for hands-
on customer interaction.

3. Customer Engagement and Experience:

Offering extensive test drive programs to provide potential buyers with a

hands-on vehicle experience, Providing virtual showrooms using VR and
AR technologies to allow digital exploration of vehicles. Implementing
personalized concierge services to assist customers throughout the buying
process.

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4. Financing and Incentives:

Collaborating with banks and financial institutions to offer flexible

financing options, including loans, leases, and installment plans.Providing
various incentives such as discounts, trade-in bonuses, and government
subsidies, especially for electric vehicles.

5. Delivery and After-Sales Service:

Offering home delivery options for vehicles to enhance customer

convenience.Establishing a network of service centers for regular
maintenance, repairs, and software updates,Providing comprehensive
customer support, including 24/7 roadside assistance and dedicated
helplines.

6. Charging Infrastructure (for EVs):

Providing home charging solutions as part of the vehicle purchase

package,Collaborating with stakeholders to expand public charging
infrastructure, ensuring easy access to charging stations.

7. Product Diversification and Innovation:

Launching a variety of vehicle models across different price segments to

cater to diverse consumer preferences. Investing in research and
development to improve battery technology, vehicle performance, and
introduce.

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B2C in India Market :-

The Indian B2C electric automotive industry is undergoing significant

transformation driven by several key market trends:

1. Government Policies and Incentives:

The Indian government’s push for electric mobility through schemes like
FAME II (Faster Adoption and Manufacturing of Hybrid and Electric Vehicles)
offers substantial subsidies and tax incentives, making EVs more affordable for
consumers.State-level incentives, such as reduced registration fees and road tax
exemptions, further enhance the financial appeal of electric vehicles.

2. Expansion of Charging Infrastructure:

Rapid development of public charging infrastructure by both government and
private players is alleviating range anxiety and making EV ownership more
convenient. Introduction of fast-charging stations and home charging solutions
is becoming increasingly common, providing greater flexibility for EV owners.

3. Technological Advancements:
Innovations in battery technology, such as lithium-ion and solid-state batteries,
are improving energy density, reducing charging times, and lowering costs.
Integration of connected car technologies, such as telematics, over-the-air
updates, and advanced driver assistance systems (ADAS), is enhancing the
overall driving experience.

4. Rise of Electric Two-Wheelers and Three-Wheelers:

Electric two-wheelers and three-wheelers are gaining significant traction due
to their affordability, lower running costs, and suitability for urban commuting.
Companies like Ather Energy, Ola Electric, and Bajaj are leading the market
with innovative and competitive offerings.

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5. Growing Consumer Awareness and Demand:
Increasing environmental awareness and concern over air pollution are driving
more consumers towards sustainable transportation options like EVs.The
younger, tech-savvy demographic is particularly inclined towards adopting
electric vehicles due to their environmental benefits and advanced technological
features.

6. Local Manufacturing and Supply Chain Development:

The “Make in India” initiative is encouraging domestic manufacturing of EVs
and their components, reducing reliance on imports and fostering local job
creation.Investments in local battery manufacturing and component supply
chains are aimed at lowering costs and ensuring steady production.

7. New Market Entrants and Partnerships:

Entry of new players, both domestic startups and international brands, is
intensifying competition and driving innovation in the Indian EV market.
Strategic partnerships between automotive manufacturers, technology
companies, and energy providers are facilitating the development of
comprehensive EV ecosystems.

8. Flexible Ownership Models:

Introduction of new ownership models like subscription services, battery
leasing, and vehicle leasing is making EVs more accessible and reducing the
financial burden on consumers. These models offer flexibility and convenience,
catering to the diverse needs of urban consumers.

These trends are collectively shaping the future of the B2C electric automotive
industry in India, driving growth, innovation, and increased adoption of electric
vehicles among consumers.

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5. LEARNING AT MONTRA ELECTRIC

My experience at Montra Electric was really fruitful. I had a lot of learning

about the HR Process and the role of talent acquisition in the industry. Being
introduced to a B2C Startup Company was a major kickup to my further studies
and career in Human Resource management.

Responsibilities:-

 Ensure accuracy and completeness of manpower requirements.

 Coordinate with functional and business heads for approval.

 Utilize job portals (Naukri, LinkedIn) to post job openings.

 Engage in referral programs and internal job postings.

 Leverage social media for additional sourcing.

 Collect and review candidate information.

 Schedule and organize interviews with departmental heads,

functional heads, and Business HR heads.

 Ensure smooth communication between candidates and

interviewers.

 Collect necessary documents from selected candidates, including

payslips, CTC breakup, Aadhaar card, and PF statements.

 Verify and organize these documents for further processing.

 Prepare salary breakup structures in line with company standards.

 Communicate salary details to candidates and obtain their

confirmation.

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  Secure approval for the salary structure from the Business HR head.

 Draft and issue the Letter of Intent (LOI) with the finalized salary structure

Learning outcomes:-

During my internship, I gained a comprehensive understanding of the recruitment

process, from issuing Manpower Requirement Forms (MRFs) to finalizing job
offers. I developed insights into various sourcing channels, including job portals,
referrals, internal postings, and social media, which enhanced my ability to
identify and attract suitable candidates. My communication skills improved
significantly as I coordinated interviews with departmental heads, functional
heads, and Business HR heads, ensuring smooth interactions between all parties
involved. I also learned the importance of meticulous document management,
including the collection, verification, and organization of essential candidate
documents. Additionally, I acquired expertise in preparing and presenting salary
structures in accordance with company standards, and I became proficient in
obtaining approvals and drafting formal offer letters. Overall, this experience
enhanced my ability to manage multiple stakeholders and navigate the
complexities of the hiring process effectively.

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 6. COMPANY PROFILE

Montra Electric (Brand Name for TI Clean Mobility Pvt. Ltd.) is a “True Blue”
Clean-Commercial mobility brand under the aegis of “Murugappa Group” India’s
longest serving business conglomerate.

Spanning across first to last mile mobility and farm equipment (Being true to the
“Agrarian” roots of New Bharat), Tl Clean Mobility ventured into Clean
Commercial Mobility through Electric Three-wheeler Portfolio in September
2022 and already has become one of the leading brands in the last mile segment.

Montra Electric is set to revolutionize the automotive segment through cutting

edge product proposition and creating an ecosystem for the EV segment to
flourish.The brand aims to power the dreams and ambitions of a whole new
generation by designing smart, best-in-class mobility solutions that drives
progress and eco-consciousness.

“Make India shine at the global stage when it comes to clean mobility” is at the
heart of all we do here. They have their operations across the nation and soon
will venture out to global aspirations, now a 3000+ work force, 10000 jobs, 4
mobility categories, 10 product/ business solutions, 250+ and growing network,
They aim to be amongst the leading OEMs in the coming years.
They currently have production facilities in Chennai and Manesar.

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Vision statement:-

“In line with the vision of improving quality of life through eco-friendly
mobility solutions, Tl Clean Mobility ventured into Last Mile Mobility through
Electric Three-wheeler Portfolio under ‘Montra Electric’ brand.”

Company details:-
• Legal Name : TI Clean Mobility Private Limited

• Headquarters : Chennai, Tamil Nadu, India

• Business Model : B2C

• Founding Date : 2022

• No. of Employees : 200 - 300

1. Mr. M A M Arunachalam (Executive
• Core team:
Chairman) Tube Investments of India
2. Mr. Vellayan Subbiah Executive Vice
Chairman of Tube Investments of India
3. Mr. Mr Kalyan Kumar Paul Managing
Director of TI Clean Mobility

Products offered:-

• Currently Montra Electric manufactures Last mile mobility Super Autos

which has three specs. These autos are manufactured to
Chennai,Kerla,Mumbai,Bengaluru,Kolkata

• It contains 3 Model includes

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ePV

Features

 Roof Type - Rexin Canopy

 Range - 118 +/-5 km

 Battery Capacity - 7.66 kWh

 Head Lamps - High Power Halogen Lights

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ePV 2.0

Features

 Roof Type - Rexin Canopy

 Range - 160 +/-5 km

 Battery Capacity - 10 kWh

 Head Lamps - High Power Halogen Lights

ePX

Features

 Roof Type - Hard Roof

 Range - 118 +/-5 km

 Battery Capacity - 7.66 kWh

 Head Lamps - Powerful LE

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Major growth plans:-

1. Diversification into Heavy Vehicles:

- Develop and manufacture electric trucks, tractors, and SUVs.

- Target industrial and commercial markets.

2. Color Customization Services:

- Offer personalized color options for business clients.

- Enhance branding and customer satisfaction.

3. Expansion of Manufacturing Facilities:

- Set up new production sites to increase capacity.

- Invest in advanced technology and scalable systems.

4. Strengthening B2B Market Position:

- Position Montra Electric as a leader in electric heavy vehicles.

- Build strong client relationships and provide robust support.

5. Technological Advancements and Sustainability:

- Focus on continuous innovation and eco-friendly practices.

- Improve vehicle performance and manufacturing processes.

2

6. Market Expansion and Strategic Partnerships:

- Explore new geographic markets and form strategic alliances.

- Increase global presence and operational capabilities

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 7. CONCLUSION

The talent acquisition process at Montra Electric plays a crucial role in

supporting the company's growth as it shifts focus towards the B2C automotive
sector. As Montra Electric expands its product offerings to include electric
trucks, tractors, and SUVs for consumer markets, the recruitment process is
essential for attracting top talent with expertise in consumer-focused
automotive design, sales, and service. By issuing detailed Manpower
Requirement Forms (MRFs) and obtaining necessary approvals, Montra
Electric ensures that hiring is aligned with its strategic goals of enhancing
product offerings and customer experience.

Utilizing a diverse range of sourcing methods—including job portals, industry-

specific networks, referrals, and social media—Montra Electric effectively
reaches potential candidates with the skills and experience needed for B2C
roles. The multi-tiered interview process, which involves departmental heads,
functional heads, and HR representatives, allows for a thorough assessment of
candidates' abilities to contribute to customer-centric product development and
service excellence.

The process also emphasizes creating a positive candidate experience, which is

vital for attracting talent in the competitive B2C automotive market. Careful
management of document collection and salary structuring ensures
transparency and fairness, reinforcing the company's commitment to equitable
hiring practices. By focusing on diversity and inclusion, Montra Electric builds
a dynamic workforce that can drive innovation and meet the diverse needs of
its consumer base.

Overall, Montra Electric’s talent acquisition strategy effectively supports its

B2C objectives, ensuring that the company attracts and retains skilled
professionals who are essential for its continued success and growth in the
consumer automotive market

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 .8. REFERENCE

1. The company’s official website - https://www.montraelectric.com//

2. For statistical data – google references
3. For theoretical content and research studies conducted- Google and Safari
4. For recent data – Mordor Intelligence
5. Theoretical content - https://www.investopedia.com/

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