Sonalika Tractors, manufactured by International Tractors Limited, is a prominent player in the agricultural machinery industry, producing tractors, implements and allied equipment. Headquartered in Hoshiarpur, Punjab, the company develops a range of...
People who have worked at Sonalika Tractors often speak in a straightforward, practical way. Many employees say working at Sonalika Tractors is rewarding because you can see tangible results — tractors leave the shop floor and reach farmers. You will hear stories like “you learn fast here” and “the shop floor mentors are generous with time.” Some testimonials highlight friendly teams, especially in manufacturing and after-sales, and many junior hires say they felt supported in their first year.
Not every story is rosy. A number of employees mention busy seasons where you will work long days, and occasional communication gaps between plant and corporate. Overall, testimonials paint a picture of a hands-on employer where working at Sonalika Tractors gives you solid experience and pride in the product.
The company culture at Sonalika Tractors is practical, outcome-oriented, and rooted in manufacturing pride. There is a strong sense of getting things done; teams value reliability and operational efficiency. People describe the environment as respectful and somewhat traditional, with a focus on discipline in production and quality standards. Innovation is encouraged, but process adherence often comes first.
Culturally, there is an emphasis on serving rural customers and understanding field realities. That customer-first mindset filters into daily work. If you are looking for a culture that blends manufacturing rigor with a community ethos, this is a good fit.
Work-life balance at Sonalika Tractors depends a lot on your role. In corporate or engineering functions you will generally have standard office hours and some flexibility. In production, maintenance, and field roles you will have to adapt to shift patterns and peak-season demands.
During harvest and busy sales quarters you will find longer hours and weekend calls. The company does try to compensate with time-off and shift rotations, but you should expect periods of intensity. If you value predictable schedules, read role descriptions carefully; work-life balance at Sonalika Tractors varies by department.
Job security is reasonably strong at Sonalika Tractors. The company operates in the agricultural equipment sector, which is tied to seasonal demand but also considered essential. There are safeguards like provident fund and formal HR policies that provide stability.
There will be fluctuations linked to market cycles and economic conditions. Restructuring has happened occasionally in the past, but large-scale layoffs are not a frequent pattern. Overall, one will find decent long-term security, especially in core manufacturing, service, and R&D roles.
Leadership is pragmatic and focused on operational excellence. Senior management sets clear production and quality targets and expects managers to deliver. Strategy is often aligned to market realities — for example, they prioritize dealer relationships and product reliability.
Communication from top leadership is formal and results-driven. You will find clarity on objectives but less on long-term career narratives. The leadership style rewards execution and problem-solving more than long-term experimentation.
Managers at Sonalika Tractors are typically experienced engineers or domain leaders who know the business well. Many employees praise managers for mentorship, technical guidance, and hands-on problem solving. Some managers can be demanding and detail-oriented, reflecting the manufacturing mindset.
There are occasional complaints about variability in managerial style — some managers are collaborative while others are directive. Overall, manager quality depends on the unit; centralized teams tend to have more structured HR support.
The company places emphasis on practical training. There are in-house workshops, technical trainings, and on-the-job learning programs. New hires receive induction and safety training; technicians and field staff get product-specific modules. R&D teams have access to domain conferences and upskilling budgets.
Formal corporate learning is improving, but there is room for growth in structured leadership programs and digital learning platforms. If you learn by doing, you will grow quickly here.
Promotions are available and often based on demonstrated performance and tenure. Technical experts and high-performing shop-floor staff can rise into supervisory and managerial roles. Corporate functions tend to have clearer promotion bands, while production promotions rely heavily on performance and seniority.
There may be some delays during busy business cycles, but motivated employees who deliver results will find upward mobility.
Salaries are competitive for the manufacturing sector. Entry-level positions in manufacturing and service typically start around INR 2.5–4.0 LPA. Mid-level engineers and sales executives commonly earn INR 4–10 LPA. Senior managers and specialized roles can range from INR 12–30 LPA or higher, depending on responsibility and location.
Compensation varies by function, location, and years of experience. Salaries in corporate offices are generally higher than plant-level pay.
Bonuses are performance-linked and often tied to production targets, sales performance, and individual KPIs. Sales teams benefit from commission structures, while plant teams may receive productivity incentives. There are also annual bonuses and festival bonuses in many units. Incentive payouts can be meaningful during strong market years.
Health benefits include group medical insurance, provident fund contributions, and standard statutory benefits. Some locations offer additional healthcare support and wellness initiatives. Coverage levels vary by band; senior employees usually receive higher cover. The company follows statutory compliance for employee welfare.
Employee engagement includes annual day celebrations, sports events, family days, and local festivals. Plants organize cultural programs and team-building activities. There is a sense of community, especially in long-standing manufacturing hubs. Engagement is practical and family-friendly.
Remote work support is limited for shop-floor roles. Corporate and administrative teams have adopted hybrid models where feasible, but the default is on-site for manufacturing, sales fieldwork, and service roles. The company provides necessary tools for remote collaboration in eligible functions.
Average working hours depend on role. Office functions typically see 8–9 hours per day. Production shifts can be 8–12 hours, including overtime during peak seasons. Expect longer stretches during product launches, harvest season, or when fulfilling large orders.
Attrition is moderate; blue-collar turnover can be higher due to seasonal work and local labor markets, while white-collar attrition is lower. The company has not had frequent mass layoffs; past reductions were targeted and tied to specific restructuring or market downturns. Overall, attrition is within industry norms.
Overall, Sonalika Tractors scores around 3.8 out of 5. It is a solid employer for those seeking hands-on manufacturing experience, a stable work environment, and pride in producing tangible products. There are areas for improvement in structured learning and manager consistency, but the company offers reliable job security, practical benefits, and meaningful incentives. If you care about being part of an essential manufacturing business and want growth through execution, this is a good place to consider.
Read authentic experiences from current and former employees at Sonalika Tractors
Hands-on projects, access to modern test rigs and practical exposure to vehicle dynamics.
Slow decision-making from higher management and limited salary hikes over years.
Attractive incentives, good dealer network.
Targets can be aggressive during festival season.
Good shop-floor training, supportive shift leaders and clear SOPs for production.
Sometimes long OT during peak season; paperwork and approvals can be slow.
Supportive leadership, transparent policies, and focus on employee safety. Good benefits and stable work environment.
Learning programs exist but are not very frequent.
