Summer Training ReportOn Study on Recruitment andSelection
Process
LARSEN & TOUBRO LIMITED
Submitted In Partial Fulfillment Of the Requirement Of Pgdm
Training Supervisor Submitted ByName: Farhan alam Monika vats
Ebs id- 0131pg066 Submitted to Era business school Dwarka , New
Delhi
DECLARATION
BONAFIDE CERTIFICATE
This is to certify that as per best of my belief the project
entitled Recruitment & Selection Process is the bonafide
research work carried out by Aanchal Tyagi student of BBA, BCIPS,
Dwarka, New Delhi during June-July 2012, in partial fulfillment of
the requirements for the Summer Training Project of the Degree of
Bachelor of Business Administration. She has worked under my
guidance.
--------------------Name : Mrs. Rekha Dhaiya Project Guide
(Internal) Date:
Counter signed by -------------Name : Dr. Satish Taneja Director
Date:
ACKNOWLEDGEMENT
At the very outset, I would like to take golden opportunity of
thanking those persons without whose guidance, co-operation,
inspiration and suggestion it would have been impossible for me to
accomplish the project successfully.
I also take this opportunity to extend my heartfelt gratitude to
others who directly of indirectly helped me, by providing me
necessary information required for successful completion of the
project.
Aanchal Tyagi
TABLE OF CONTENTS
Chapter No.Subject
Ch.-1.0Introduction..
Ch.-2.0Research Methodology.
Ch.-3.0Critical Review of Literature
Ch.-4.0Company Profile4.1Industrial Profile4.2Swot Analysis.
Ch.-5.0Data Analysis
Ch.-6.0Findings ... Ch. 7.0 Conclusion
Ch.-8.0Recommendations.
Ch.-9.0Bibliography..
Ch.-10.0Questionnaire
INTRODUCTION
Organizations are becoming large & complex with progressive
industrialization. Human Resource Department hence becomes the
prime department in all concerns whether small or large & its
Importance can be never everestimated. The basic concept of summer
training is to give students a new insight of practical
applications of Human Resource Department of the organization.
In this modern world all human being thrive to become more
skilled & hence they all work hard to achieve the predetermined
goals with their whole hearted dedication towards their jobs
assigned. They always try to be close to perfection for this they
need to be properly trained in their respective fields so that the
unskilled workforce sharpens their skills & the skilled
workforce move closer to their goals.
Also each of the employees should be properly motivated so that
he/she develops a will to work & fell that he is a part of the
organization, this help in the development of a sense of
responsibility & a sense of belongingness amongst the
employees. Hence the need for development of human resource was
felt. The Human Resource of the organization should be prepared in
such a way that they help the employee to perform efficiently.
Have made an effort through this research study to understand
and analyze various aspects related to Human Resource strategy of
Larsen and Toubro (L & T) with special reference to recruitment
and selection procedure at L & T
Larsen & Toubro (L&T) is Indias largest technology,
engineering, manufacturing and construction organization with a
record of over 70 years. L&T is also adjudged Indias best
managed and most respected company on various attributes of
customer delight and shareholder value. It is a technology-driven
USD 12.8 billion company that infuses engineering with imagination.
We offer a wide range of advanced solutions, services and
products
The evolution of L&T into the country's largest engineering
and construction organization is among the most remarkable success
stories in Indian industry.Operating Divisions
1. Engineering and Construction Projects:-
L&Ts engineering and construction track record consists of
implementation of turnkey projects in major core and infrastructure
sectors of the Indian industry.L&T has successfully delivered
EPIC services for many projects in the upstream hydrocarbon sector
over the last two decades, in India, Middle East, Africa,
South-East Asia and Australia to reputed international companies
like ONGC, British Gas, Songas, Qatar Petroleum, GASCO, PETRONAS,
Shell, MODEC, Technip, Maersk Oil and Bunduq. The Company has
successfully completed mega projects dealing in production of
platforms, process facilities, subsea pipelines, offshore &
onshore pre-assembled modules and large topsides suitable for FPSOs
and offshoreL&T has formed a joint venture with Sapura Crest
Petroleum Berhad, Malaysia for providing services to offshore
construction industry worldwide.The joint venture will own and
operate the LTS 3000, a Heavy Lift cum Pipelay Vessel. L&T has
more than 38000 employees in India.2. L & T Power :-
L&T has set up an organization focused on opportunities in
coal-based, gas-based and nuclear power projects. This business
provides turnkey solutions for setting up utility power plants as
well as co-generation and captive power plants on an EPC basis. It
also provides power plant engineering services through L&T
Sargent & Lundy, a joint venture of L&T and Sargent &
Lundy, USA. L&T has formed two joint ventures with Mitsubishi
Heavy Industries, Japan to manufacture super critical boilers and
steam turbine generators. In 200809, significant progress was made
in setting up manufacturing facilities for super critical boilers
and turbines at Hazira, on India's west coast. L&T has also
signed a technical collaboration with Clyde Bergmann for
Electrostatic Precipitators, a crucial BOP item in coal based
thermal power plants.L&T Power offers turnkey solutions for
large i.e. up to 1000 MW coal-based power plant projects based on
supercritical standards and also offers the same capability in
gas-based power plants. Similarly, the firm has the capability of
executing balance of plant packages for both subcritical and
supercritical thermal projects on an EPC basis.3. Heavy
engineering
L&T is claimed to be among the top five fabrication
companies in the world. The Heavy engineering division manufactures
and supplies custom designed and engineered critical equipment and
systems to the needs of core-sector industries and the defence
sector. It is the preferred supplier of equipment for a select
range of products, globally.L&T has a shipyard capable of
constructing vessels of up to 150 meters long and displacement of
20,000 tons at its heavy engineering complex at Hazira. The
shipyard is geared up to take up construction of niche vessels such
as specialized Heavy lift Cargo Vessels, CNG carriers, Chemical
tankers, defence & Para military vessels and other role
specific vessels.Construction of specialized mid-size vessels is
being undertaken and capacity is being augmented by additional
infrastructure such as ship lift system and additional outfitting
workshops to extend the activities to ship repairs.The focus will
be on construction of commercial vessels, warships for the navy and
the coast guard. 4. Construction
ECC Engineering, Construction & Contracts Division of
L&T is the major contributor of L&T's share market.
Currently, it is also listed as Indias largest construction
organization. L&T covers varied disciplines of
constructioncivil, mechanical, electrical and instrumentation.The
design wing of L&T ECC is called EDRC (Engineering Design and
Research Centre). EDRC provides consultancy, design and total
engineering solutions to customers. It carries out basic and
detailed design for both residential and commercial
projects.L&T has expanded its focus to the Middle East, South
East Asia, Russia, CIS, Mauritius, African and SAARC countries. It
also has keen interest in the markets of Indian Ocean rim
countries, Africa and Latin America. 5. Electrical and
electronics
L&T is an international manufacturer of a wide range of
electrical and electronic products and systems. L&T also
manufactures custom-engineered switchboards for industrial sectors
like power, refineries, petrochemicals and cement. In the
electronic segment, L&T offers a range of meters and provides
control and automation systems for industries. Medical Equipment.6.
Information technology :-
L&T InfoTech focuses on information technology and software
services. Its clients include industry leaders like Marsh &
McLennan, Standard Life, Travellers, Chevron, Free scale, Hitachi,
Ingram Micro, Infineon, Sanyo, Lafarge, ABSA, P&G, Johnson and
Johnson, HD Supply, Citi Group, Barclays, corpus, Marathon, Texas
Instruments, Qualcomm, LG and Samsung among others. It offers
services and solutions for the following industries: banking and
financial services, insurance, energy and petrochemicals,
manufacturing.Larsen & Toubro InfoTech Limited, a 100 per cent
subsidiary of the L&T, offers software and services with a
focus on Manufacturing, BFSI and Communications and Embedded
Systems. It also provides services in the embedded intelligence and
e Engineering space.7. L&T Machinery & Industrial
Products
L&T manufactures markets and provides service support for
critical construction and mining machinery surface miners,
hydraulic excavators, aggregate crushers, loader backhoes and
vibratory compactors; supplies a wide range of rubber processing
machinery and injection moulding machines; and manufactures and
markets industrial valves and allied products and a range of
sophisticated application-engineered welding alloys.
L&T was founded in Bombay (Mumbai) in 1938 by two Danish
engineers, Henning Holck-Larsen and Soren Kristian Toubro. Both of
them were strongly committed to developing India's engineering
capabilities to meet the demands of industry.
Henning Holck Larsen Soren Kristian Toubro (4.7.1907 -
27.7.2003) (27.02.1906 4.3.1982) Larsen & Toubro Limited
(L&T) is a technology, engineering, construction and
manufacturing company. It is one of the largest and most respected
companies in India's private sector. More than seven decades of a
strong, customer-focused approach and the continuous quest for
world-class quality have enabled it to attain and sustain
leadership in all its major lines of business. L&T has an
international presence, with a global spread of offices. A thrust
on international business has seen overseas earnings grow
significantly. It continues to grow its overseas manufacturing
footprint, with facilities in China and the Gulf region. The
company's businesses are supported by a wide marketing and
distribution network, and have established a reputation for strong
customer support. L&T believes that progress must be achieved
in harmony with the environment. A commitment to community welfare
and environmental protection are an integral part of the corporate
vision. Beginning with the import of machinery from Europe, L&T
rapidly took on engineering and construction assignments of
increasing sophistication. Today, the company sets global
engineering benchmarks in terms of scale and complexity.Henning
Holck-Larsen and Soren Kristian Toubro, school-mates in Denmark,
would not have dreamt, as they were learning about India in history
classes that they would, one day, create history in that land. In
1938, the two friends decided to forgo the comforts of working in
Europe, and started their own operation in India. All they had was
a dream and the courage to dare. Their first office in Mumbai
(Bombay) was so small that only one of the partners could use the
office at a time. In the early years, they represented Danish
manufacturers of dairy equipment for a modest retainer. But with
the start of the Second World War in 1939, imports were restricted,
compelling them to start a small work-shop to undertake jobs and
provide service facilities. Germany's invasion of Denmark in 1940
stopped supplies of Danish products. This crisis forced the
partners to stand on their own feet and innovate. They started
manufacturing dairy equipment indigenously. These products proved
to be a success, and L&T came to be recognised as a reliable
fabricator with high standards. The war-time need to repair and
refit ships offered L&T an opportunity, and led to the
formation of a new company, Hilda Ltd., to handle these operations.
L&T also started two repair and fabrication shops - the Company
had begun to expand.Again, the sudden internment of German
engineers (because of the War) who were to put up a soda ash plant
for the Tatas, gave L&T a chance to enter the field of
installation - an area where their capability became well
respected.
A.M.NAIK
Chairman & Managing Director
K. Venkataramanan
Chief Executive Officer & Managing Director
V. K. Magapu
Whole-time Director & President (IT, Eng. Services &
Corporate Initiatives)
M. V. Kotwal
Whole-time Director & President(Heavy Engineering)
Ravi Uppal
Whole-time Director & President(Power)
S. N. Subrahmanyan
Whole-time Director & Sr. EVP (Construction)
R. Shankar Raman
Whole-time Director & Chief Financial Officer
Shailendra Roy
Whole-time Director & Sr. Executive Vice President
HENNING HOLCK LARSEN
Mr. Holck-Larsen was a visionary. It is our ability to
anticipate the future. He once said, and react accordingly that
will determine our Success. Once, when asked what he would define
as the single most important ingredient of his success as an
Industrialist in a developing country, Mr. Holck-Larsen replied: If
you want to belong to a country which becomes a nation, you have to
keep the economy growing by creating jobs, And you can only do that
by investing in Tomorrow, and tomorrow is made by people. So
strongly are the company and its achievements, which its Tagline
reads We make the things that make India Proud.SOREN KRISTIAN
TOUBRO
Qualified Civil Engineer from Denmark, Mr. Toubro was a director
of L&T from 1946 till March 27, 1981. From 1946 to 1956, Mr.
Toubro was Chairman of L&Ts Board of Directors every alternate
Year. Mr. Toubro was also a Director of several companies in
L&T Group. Mr. Toubro was a highly dedicated, serious minded
person having a keen sense of duty. He was a perfectionist and
would not tolerate anything not well done. His Tenacity doggedness
and determination to succeed played an important role in L&Ts
Growth and success. He induced people to work hard by setting an
example himself.
INTRODUCTION:- L&T Construction is the largest construction
organization in the country. It figures among the Worlds 77th Top
Contractors and ranks 29th in global ranking as per the survey
conducted by the reputed international construction magazine
Engineering News Record, USA (August 2011). L&T Constructions
cutting edge capabilities cover every discipline of construction
civil, mechanical, and electrical and instrumentation engineering
and services extend to large industrial and infrastructure projects
from concept to commissioning. L&T Construction has played a
prominent role in Indias industrial and infrastructure development
by executing several projects across length and breadth of the
country and abroad. For ease of operations and better project
management, in-depth technology and business development as well as
to focus attention on domestic and international project execution,
entire operations of L&T Construction are structured into four
Independent Companies.Buildings & Factories (B&F)
Infrastructure (Infra)
Metallurgical & Material Handling (MMH)
Power Transmission & Distribution (PT&D)
Buildings & Factories (B&F) :-
The Buildings & Factories Independent Company is equipped
with the domain knowledge, requisite expertise and wide-ranging
experience to undertake Engineering, Procurement and Construction
(EPC) of all types of building and factory structures.I. Commercial
Buildings & AirportsII. Residential Buildings &
Factories
I. Commercial Buildings & Airports L&T undertakes
engineering, design and turnkey construction of Institutional and
Commercial Buildings. Projects are executed using the cutting edge
technology,sophisticated construction equipment and project
management tools for quality, safety and speed.1) Airports :- This
Business Unit (BU) undertakes end to end responsibilities in design
and turnkey construction of major airports including all associated
airport facilities.2) IT and Institutional space :- This BU
provides concept to commissioning solutions for IT Parks, office
space including high rise towers and green buildings. It also
undertakes design and construction of educational institutions,
metro stations, sports stadiums, exhibition / convention centers
and other public buildings.3) Health and Leisure :- Health &
Leisure BU undertakes design and build type hospital projects
including procurement, installation and commissioning of medical
equipment. In Leisure segment, it undertakes turnkey construction
of international class hotels, entertainment canters, serviced
apartments, commercial malls and mixed use developments.I.
Residential Buildings & Factories :- L&T undertakes turnkey
construction of a wide range of residential buildings and factory
structures. Projects are executed using the cutting edge
technology, sophisticated construction equipment and project
management tools for quality, safety and speed.1) Residential
Building :- L&Ts expertise in residential buildings cover
design and construction of large townships and high rise apartments
through two business units - Elite Housing and Affordable &
Mass Housing. L&T offers turnkey design and construction
solutions including complete infrastructure with modern
state-of-the Art amenities. L&T provides solution right from
concept to completion addressing different customer needs with its
unique strength in construction methodology in economical way. Mass
production techniques like heated tunnel forms, large area wall
panel forms and aluminium formwork are used in design and
construction of system housing projects. L&T also provides
complete Pre-cast construction solutions thereby offering
production line quality to projects. Using these high-speed
construction technologies, reinforced walls and floor slabs are
cast in a continuous single pour, reducing construction time and
cost.Construction excellence coupled with experience and expertise
gained over several decades has made L&T to offer premium
high-rise residential addresses across the country and abroad.2)
Factories :- L&T offers design and turnkey construction of
heavy and light factories, cement & plants including Defence
Projects using the latest construction technology, with a focus on
Quality, Safety and Speed. The spectrum covers Heavy & Light
Factories (HLF) Automobile & Ancillary Factories, Glass plants,
Food processing Factories, Pharmaceutical plants, Warehouses &
Logistics Parks, Workshop Complexes, Solar thin film manufacturing
units, etc. Cement & Plants (C&P) Cement Plants, Sugar
Plants, Distillery Plants, and Food Grain storage structures, Pulp
& Paper Mills, Textile Mills etc. Defence Construction of
Manufacturing Facilities and Warehouse Facilities for Defence.
Infrastructure (Infra) :-The Infrastructure Independent Company
undertakes construction of heavy civil projects meeting
international standards of quality. EPC services are offered for
transportation infrastructure projects like roads, runways,
bridges, metros, ports as well as hydel and nuclear power
projects.a. Road, Runways and Elevated Corridorsb. Metros, Ports
and Special Bridges c. Railway Construction d. Hydele. Nuclear
Construction
Metallurgical & Material Handling (MMH) :- This Independent
Company undertakes EPC (Engineering, Procurement &
Construction) Projects in the field of Minerals & Metals, Bulk
Material Handling and Water Supply & Treatment plants and is a
market leader in all the areas of operations. It has a
well-established structural steel fabrication Unit L&T ECC
Workshops at Kancheepuram, near Chennai to meet the customized
needs of its customers.I. Minerals & MetalsII. Bulk Material
HandlingIII. Water Effluent Treatment
Power Transmission & Distribution (PT&D) :- The Power
Transmission & Distribution Independent Company offers
comprehensive engineering and construction services for power
transmission and distribution projects in the domestic and
international markets. It is an established contractor of choice in
the area of industrial project electrification, instrumentation,
and control systems including communication projects. Other areas
of L&Ts expertise include solar energy projects and turnkey
construction of composite works for railway construction.I.
Substations II. Industrial Electrification III. Transmission Line
IV. Solar Energy
RESEARCH METHODOLOGY
Research MethodologyResearch Design:- Research design used was
descriptive. Descriptive research describes data and
characteristics about the population or phenomenon being studied.
Descriptive research answers the questions who, what, where, when
and how. Although the data description is factual, accurate and
systematic, the research cannot describe what caused a situation.
Thus, Descriptive research cannot be used to create a causal
relationship, where one variable affects another. In other words,
descriptive research can be said to have a low requirement for
internal validity.Descriptive research can be either quantitative
or qualitative. It can involve collections of quantitative
information that can be tabulated along a continuum in numerical
form, such as scores on a test or the number of times a person
chooses to use a-certain feature of a multimedia program, or it can
describe categories of information such as gender or patterns of
interaction when using technology in a group situation. Descriptive
research involves gathering data that describe events and then
organizes, tabulates, depicts, and describes the data collection
(Glass & Hopkins, 1984). It often uses visual aids such as
graphs and charts to aid the reader in understanding the data
distribution.TYPES OF DATA COLLECTED:- Data collected included both
primary and secondary data.PRIMARY DATA:-Primary data is that kind
of data which is collected by the investigator himself for the
purpose of the specific study. The data such collected is original
in character. The advantage of third method of collection is the
authenticity. SECONDARY DATA:-When an investigator uses the data
that has been already collected by others is called secondary data.
The secondary data could be collected from Journals, Reports and
Various Publications. The advantages of secondary data can be
economical, both in the term of money and time spent. The
researcher of the reporter also did the same and collected
secondary from various internet sites like Google.com. The
researchers of the reporter also visited various libraries for
collection of the introduction part.Sources of Data collection:-
Primary Data Collection: - Primary data was collected directly from
the executives and employees of the company chosen.Secondary Data
Collection:- Secondary data was collected with the help of books,
magazine, internet and company brochures.TOOLS OF DATA COLLECTION:
- The popular ways to collect primary data consist of surveys,
interviews and focus groups, which show that direct relationship
between potential customers and the companies.Interview method was
used in the study and the tool used was the questionnaire.
Interview: - Interview is a research instrument consisting of a
series of questions and other prompts for the purpose of gathering
information from respondents. SAMPLING:- Sampling is the process of
selecting units (e.g., people, organizations) from a population of
interest so that by studying the sample we may fairly generalize
our results back to the population from which they were chosen.
Sampling was done on the basis of criteria that the company should
have more than 100 employees.Sampling Design: - Sampling design
used was non-probability sampling that include convenience and
judgmental sampling.Non- probability sampling:-Non-probability
sampling is a sampling technique where the samples are gathered in
a process that does not give all the individuals in the population
equal chances of being selected.Convenience sampling is probably
the most common of all sampling techniques. With convenience
sampling, the samples are selected because they are accessible to
the researcher. Subjects are chosen simply because they are easy to
recruit. This technique is considered easiest, cheapest and least
time consuming.Judgmental sampling is more commonly known as
purposive sampling. In this type of sampling, subjects are chosen
to be part of the sample with a specific purpose in mind. With
judgmental sampling, the researcher believes that some subjects are
fit for the research compared to other individuals. This is the
reason why they are purposively chosen as subjects.Sampling Unit: -
company Sample Size: - 50 Sampling Area: - DelhiData Analysis: -
Data was analyzed with the help of pie-charts, graphs and
tables.
The primary objective is to study , understand and
analysevarious aspects related to recruitment and
retentionprocedure at L & T.HypothesisA Research Methodology
defines the purpose of theresearch, how it proceeds, how to measure
progressand what constitute success with respect to theobjectives
determined for carrying out the researchstudy.12
Research DesignExploratory research: this kind of research has
theprimary objective of development of insights into theproblem. It
studies the main area where the problemlies and also tries to
evaluate some appropriate coursesof action.The research methodology
for the present study hasbeen adopted to reflect these realties and
help reachthe logical conclusion in an objective and
scientificmanner.The present study contemplated
anexploratoryresearch.Nature Of Data:13
CRITICAL REVIEW OF LITERATURE
COMPANY PROFILE :Founded in 1938, Larsen & Toubro Limited
(L&T) is one of Asia's largest vertically integrated
Engineering & Construction conglomerate with additional
interests in Information Technology and electrical business. A
strong, customer-focused approach and the constant quest for
top-class quality have enabled the company to attain and sustain
leadership position for over seven decades. Serving the core
sectors and infrastructure of three companies, L&T has
pioneered spectacular achievements in Indian industry. Many of the
engineering and construction project executed by L&T have set
new benchmarks in terms of scale, sophistication and speed. So do
many buildings, ports, highways, bridges and civil structures
around the country, which are widely regarded as landmarks. L&T
AN INDIAN MULTINATIONAL : In line with its strategy of aligning
capabilities to meet emerging trends, L&T recently initiated a
mega-transformation process, internally to ensure that it emerges,
as a knowledge-based Indian multinational.Over the years the
company has pro-actively created the necessary infrastructure for
its global initiative with office locations in USA, Europe, Middle
East and Japan. THE CUSTOMER PROFILE :The customer profile includes
leading names such as Samsung, Chevron, Bechtel, Kvaerner, Pirelli,
Siam Michelin, Goodyear etc. The electrical and electronics
division too has increase dites thrust on exports and the share of
export revenues during the year ended March 31, 2006 increased to
11% as compared to 8% in the previous year. L&T believes that
progress must necessarily be achieved in harmony with the
environment. A commitment to community welfare and environmental
protection constitute an integral part of the corporate
vision.CORPORATE VISION :L&T shall be a professionally-managed
Indian multinational, committed to total customer satisfaction and
enhancing share holder value.L&T shall be an innovative,
entrepreneurial and empowered team constantly creating value and
attaining global benchmarks.L&T shall foster a culture of
caring, trust and continuous learning while meeting expectations of
employees, stakeholders and society.
RECRUITMENT AND
RETENSION
PRACTICES AND
PROCEDURES AT
L&T
INTERNAL RECRUITMENT :The Company believes in offering
opportunities for growth and career progression to its employees;
thus each time a requirement arises, internal recruitment will be a
preferred mode. For every vacancy arises below. Level, an option of
filling the post initially will be considered. HR will place an
advertisement on the internet. The advertisement will contain the
following details: a. Job Profile b. Educational qualifications,
Skills, Experience. Last date of receiving Applications d. Contact
person in HR All Applications will be screened for the eligibility
against pre-determined criteria for the vacancy. HR will prepare a
list ofeligible applicants and seek approval from the respective
Reporting Manager and Departmental Head. If approval is given, HR
will send a notification to the eligible candidates via email.
Applicants who are not found eligible will also be notified via
email.If no suitable applicants apply within one week from the date
of posting the advertisement, external recruitment is
initiated.Eligible candidates will undergo a panel interview.Travel
for Interview: As per eligibility in current grade.Compensation
fitment: Wherever the employee is moving to a higher value job,
compensation will be undertaken as if the individual is a new hire.
Handover period: Before the employee takes over his/hernew
position, there will be a handover period of one month. However
this may be reduced at the discretion of the current Reporting
Manager.Relocation: If the employee needs to relocate to a
different city to take up the new position, the company will
reimburse as per the relocation policy.
EXTERNAL RECRUITMENT :Entry Level Recruitment Entry-level
recruitment is used forfresh graduates/postgraduates who are taken
as Executive Trainees and Management Trainees or for individuals
joining at entry-level positions in the Company.If candidate
possess less than one year of work experience, he/she will be
treated as a fresh hire (entry-level recruitment).Trainee
SchemesManagement TraineesDepending upon the requirements projected
in the manpower plan, the company will recruit Management Trainees
from Management institutes in the country. Sourcing of
TraineesManagement trainees will be sourced from Management
Institutes across the country. The selection criteria for institute
are described below: -A.Campus rating through publications:HR will
refer to the Campus ratings published in the Business Magazines,
available in the country and arrive at average campus ratings. For
the current year the company will target institutes that are ranked
between 15th and 20th ranks according to the ranking developed. It
is further recommended that by the year 2006-2007. The company
should target campuses that range between 10th to 15th
ranks.B.RECRUITMENT DAYS GIVEN: The company will give preference to
the Institutes who are willing to give either days 0, 1 or
02.C.CAMPUS SPECIALIZATION:Relevance of courses offered to the
companys business.
D.CAMPUS RELATIONSHIP:The Company will develop close
relationships with targeted campus by hiring large numbers,
conducting events, taking summertrainees, sending senior managers
for lectures etc. An attempt will be made to include a cross
section ofInstitutes across the country to ensure diversity in the
campus recruitment process. Additionally, freshly qualified persons
from different areas shall be selected as per the
requirement.E.Positioning of trainees Selected trainees will be
positioned at the following Grades :-a.Fresh Graduates: Student
with a Masters in Business Administration/Chartered Accountants
will be placed at the Management Trainee grades and will get
confirmed in level. After successful completion of the training
period.b.Experience: Student with relevant work experience of1 3
years will be given weight age but will be taken as management
trainee.c.Any candidate with more than three years of work
experience will be considered a lateral recruit and appropriate
fitment will be done.F.RECRUITMENT PROCESS:The recruitment process
for the Management trainees will be as follows : -HR will initiate
the campus recruitment process by sending the companys literature
to the campus, one month before the proposed date of recruitment.
This will contain brochures of the company literature containing
information about the company, the job profile and the remuneration
package.
PRE PLACEMENT TALKS:
HR will coordinate with the Placement Cell of shortlisted
Institutes and schedule Pre Placement Talks (PPT)
The HR head and a senior line Manager will form the Pre
Placement Team. The following information will be carried to the
Pre Placement Talks: -
a.Brochures or company literature containing information about
the company, job profiles and the remuneration
package.b.Application blanksc.Number of job openings
SCREENING OF APPLICATION BLANKS:
The placement coordinator / Administrative offices will
shortlist candidates on the basis of predetermined eligibility
criteria and send the list of short listed students to the company
at least one week before the date of campus interview.HR will then
screen the application blanks that are received and short list them
a second time according to the eligibility criteria. Any deviations
will be highlighted and justified. A final list of candidates
selected for interviews will be sent back to the Institute no later
than one week before the selection process.
SELECTION PROCESS:
Only Institutes where day0, 1or 2 is offered will be accepted.
All eligible candidates will undergo the following 2 step selection
process:
1.Group Discussion This will be the first step of the selection
process. Two members of the Campus Recruitment Team will observe
each group discussion. Observations will be recorded in the Group
Discussion and Observation Form is compared for a final rating at
the end of the Group Discussion. Topics will be a mix ofeconomics,
business and general awareness.
2.Candidates who are selected after the Group discussion will be
called for a personal interview. Interview Observation Forms will
be used to evaluate the candidates performance during the
interview.Panel composition for the interview will be as per
appendix IISUGGESTED SELECTION CRITERIA FOR STUDENTS:
It is imperative to not only recruit those students who do well
academically but also those who possess a winning attitude but may
not have done as well academically. The following selection
criteria can be used as a guide:
a.Academics Focus on students who have consistently done
exceptionally wellb.Extra and Co curricular activities Focus on
Leadership, Initiativec.Personality and Attitude Focus on
Communication, presentation and teamwork.At the end of the
selection process, the Campus Recruitment Team will compile a list
of selected candidates and handoverthe same to the Placement
Officer. An announcement can also be made to inform students at the
same time.
OTHER LETTERS:Offer Letters will be sent to the selected
candidates within 7 days of the selection process at the Campus.
Candidates have to indicate his/her acceptance by signing and
returning the copy of the letter to HR not more than15 days after
receipt of the letter. Where required blank offer letters will be
carried to the Campus and given at the time of placement
itself.
Eligibility criteria for candidates will be given to the
Placement Officer at the end of the PPT.ELIGIBILITY CRITERIA:
a)A consistent academic record of 60% and above in all years of
graduation in engineering or any other course.b)Projects undertaken
at the summer trainee/internship level (if any, in applied
courses)
TRAINEE SCHEME:
Once selected, all trainees will be provided with an HR brochure
that lists the details of the trainee scheme as outlined
below:Travel: Management Trainees will be provided with AC class
Train Fare from home to the company. Conveyance expenses such as
travel (taxi) from the Railway station to the place of posting etc.
will be provided.
TRAINING PROGRAMME:
The training period will last for one year. Selected Management
Trainees will be confirmed at -
Module 1: Induction: A three day induction period will be held
for all trainees by the top Management on the vision, mission and
company policies.
Module 2: On the Job Training: trainees will be given 11 month
of on the job training where they will undertake projects in their
department of choice/specialization according to the
responsibilities accorded to the grade.
PERFORMANCE EVALUATION AND PLACEMENT:
Upon completion of the training period, all trainees will
undergo a performance evaluation.Trainees will be required to
present a report of the projects they have undertaken to the
Department Head at the end of the training period.HR will schedule
a performance interview for every management trainee. The panel for
interview will consist of one cross functional head, Department
head and HR Manager.The trainee will be assessed on the projects
completed and a number of parameters listed in the Trainee
Evaluation Form.The Performance Evaluation Panel will then
eitherrecommend a confirmation or separation as per the trainees
performance. Upon receiving the evaluation and recommendation, HR
will issue a confirmation letter to the trainee.The separation
process will be initiated for trainees whose performance is not
found to be satisfactory.
TRAINEE SCHEME SUMMARY TABLE:
Executive Trainees Management Trainees
TRAVEL:
Executive trainees will be provided with fare from
theirInstitute/ home to the company.Conveyance expenses such as
travel (Taxi) from the Airport/ Railway station to the place of
posting etc will be paid.
ACCOMMODATION:
Outstation trainees will be provided twin sharing accommodation
for one month free of cost. Any cost for further requirement will
be deducted from the trainees stipend will be deducted from the
trainees stipend.
EXECUTIVE TRAINEES MANAGEMENT TRAINEES:
Training program:
The Training program for both trainees will last for one yearThe
program has already been mentioned earlier in the recruitment
process.
Direct Hiring:
Internal Database: In case of requirement of fresh graduates for
any function like sales or recovery, HR will refer to the internal
database of unsolicited resumes (drop in applications, walk-ins
etc.)
Selection Process:
HR will short list candidates as per the pre determined criteria
prescribed for the vacancy. After a Preliminary interview, the
candidate will undergo a panel interview as per the panel
composition in Appendix II. Observations will be recorded in the
interview observation form.
Compensation Fitment: The compensation package will be as per
the compensation grid. The same id decided by the Compensation
Manager, HR and then approved by the HR Head.Offer Letter: An offer
letter will be sent to selected candidates within one week of the
interview.Offer Acceptance: Candidates have to sign a duplicate
copy of the letter as a token of their acceptance and send the same
back within 15 days of the receipt of the letter.
LATERAL RECRUITMENT:
The different modes of recruitments available are database
hiring, internal hiring, employee referrals and advertisements.
Database Hiring: When any recruitment requirement arises, the
internal applicant database will be referred to. Eligible
applicants will be selected by their qualifications, experience and
training.
HR will forward a copy of the candidates list to the requesting
department along with the resumes of the five highest ranked
candidates. Candidates short listed from this list will be called
for an interview.
Employee Referrals:HR will intimate the panel members of the
interview schedule at least 2 days prior to the start of the first
interview.Panel members will be provided in advance with a
Candidate Assessment Folder consisting of the candidates resume,
career history and interview observation form.
Travel Reimbursement:
Travel reimbursement will be done as per details in Appendix
III.Outstation candidates will be given 5 working days notice and
local candidates will be given 3 working days notice to attend the
interview at the given location.Offer Letter: An offer letter will
be sent to selected candidates within 7 days of the panel
interview. Regret letters to be sent to rejected candidates. Once
offer has been made, intimation will be sent to Personnel
Administration with compensation, designation and fitment
details.
Reference Checks:
Selected and offered candidates will be required to furnish 2
Industry based references (one of whom the candidate has worked
with for a minimum period of one year). HR will conduct the
reference check and record observations within 15 days of sending
the offer letter. If the reference check is not satisfactory, offer
will be revoked with immediate effect. Referrals from the employees
must be encouraged as they not only imply a lower recruitment cost
as compared to advertisements or recruitment firm, but the
reliability of candidates is also higher due to fact that they are
coming through a known and trusted source(KDS Steel Division
employees)HR will advertise the vacancy on the companys intranet.
The advertisement will consist of the Job Profile, Employee
Profile, and Last date of application and the name of contact
person in HR.HR will send an acknowledgement to the referee. This
will be done within 2 days of the application.
The Following Schematic Describes the Referral Process:
Inform EmployeeC V ReceivedScreen for EligibilityEmployee
Referral MailNOInform EmployeeSATISFIEDOffer CandidateInform
EmployeeYESReferral ChecksC V InA lot Reference No. ToSelection
Process
Media Advertisement:In case the number of vacancies is large,
advertisements may be released based on recommendation of the HR
head and an approval from the Directors. The advertisement will
adhere to the prescribed standards and will contain the following
details:Brief Profile of the CompanyBrief on Job
ResponsibilitiesEmployee profile- Age, experience, educational
qualifications.LocationsEmail ID/Postal Address for receipt of
Resumes
INTERNET RECRUITMENT FIRMS:Internet recruitment firms such as
naukri.com and jobsahead.com can be used for any level of
recruitment. HR head will be the final contact.
SELECTION PROCESS:
Initial Screening:HR will conduct an initial screening based on
the details provided in the CV, and also the pre determined
criteria. HR will then establish a candidates list using set
priorities when there is more than one qualified applicant
interested in the same position.
Preliminary Interview: A preliminary interview with HR will be
conducted priorto the panel interview. The preliminary interview
may be conducted via telephone if it is a case of an outstation
candidate.Final Interview:HR will intimate the candidate about
interview time, date and venue for the final interviewEMPLOYEE
RETENSION PRACTICES AT L & TLoyal employees in any company
create loyal customers, who in turn create happy share holders. Sir
Richard BransonWhat is engagement? :It is a positive attitude held
by the employee towards the organization and its values. An engaged
employee is aware ofbusiness context, and works with colleagues to
improve performance within the job for the benefit of the
organization. The organization must work to develop and nurture
engagement, which requires a two-way relationship between employer
and employee.
The Three Types of Employees Engaged employees work with passion
and feel a profound connection to their company. They drive
innovation and move the organization forward. Not-engaged employees
are essentially Checked out. Theyre sleepwalking through their
workday, putting timebut not energy or passion into their
work.Actively disengaged employees arent just unhappy at work.
Theyre busy acting out their unhappiness. Every day, these workers
undermine what their engaged coworkers accomplish.
Quality of Life : Physical Work Environment Work/Life Balance
SafetyWork: Intrinsic Motivation Work Tasks Resources
ENGAGEMENT
Procedures: PoliciesH RPeople: Co-workersManagerSenior
Leadership
Compensation: Pay BenefitsOpportunities: Recognition Career
Opportunities
Employees are one of the most important assets, but are
Companies doing everything they can to maximize the potential of
this asset? The best employee attitude studies explore all aspects
of an employees working life with an employer, covering not only
what they do but also what employees think and feel about the
organization. An effectively implemented program of employee
research can become one of the most powerful strategic tools in
helping the company achieve its long-term corporate goals. To
ensure the value of companys investment in employee research, HR
managers have to fully understand the concerns, attitudes and
motivations of their employees. The way it was.....in the past,
jobs were considered desirable and sufficient candidates could be
found to fill most critical jobs. Moreover, once employed, workers
would often spend their entire careers in the same job. In areas
where there was turnover, new employees could be recruited
easily.
The way it is....today there is a high demand for workers. The
supply of qualified workers is limited and good workforce planning
requires a twofold approach of aggressive recruitment and
innovative retention strategies. Retention policies need to focus
on elimination of unwanted turnover.
EMPLOYERS NEED TO DETERMINE WHO THEY SHOULD RETAIN AND HOW THEY
CAN RETAIN THEM. :
Talented employees should be identified early and proactive
steps should be taken to nurture and retain them.Development of
early tracking procedures for promising new hires.Tracking of
reasons for quits, especially among the high potential
workers.On-going employee attitude surveys to provide information
for successful retention strategies and to predict
turnover.Tracking voluntary turnover by department then focus
efforts on the problem areas. Providing incentives for people to
remain with the organization - these are not always financial.
There is no one strategy to ensure successful employee
retention. Generally, a combination of factors influences an
employees decision to stay in a job. Those factors may differ for
an individual depending on his or her age, family situation, the
external job market, or job title. There are some factors, however,
which seem to impact most employees and for which we found some
effective strategies worth sharing.
What People Want???
...People want to feel valued and valuable. They want to belong,
to know that they, their work and their ideas matter. They want a
diversity of challenges, and the ability to make decisions without
excessive red tape. They want to feel connected to upper
management, knowing they can share ideas with company decision
makers.
RETENTION PRACTICES
ORL VE EML SE EM (Employee Retention)1. While cash may get
workers in the door, culture will keep them.Create a kind of feel
good about work culture for youremployees. The staff members who
stay with you the longest do so because they want to, not because
they have to, They will only stay if you create a positive work
culture. Let staffknow that you are pursuing a common purpose,
which is mutually beneficial. Your goal is to frequently let staff
know that this is why I need you and this is why you are
important.2. Stop hiring the wrong people.One place to plug the
leak is to stop hiring the wrong people. A manager needs to
understand what kind of person will be happy in a competitive work
place? It is someone who is dependable, deliberate, hates change,
likes to follow repetitive processes and finishes the job at hand.
Or it could be someone who has a flair for accuracy, thrives in an
environment which has procedures laid down and yet does not seek
variety or change. However, the system breaks down when the
qualified person is put into a position that does not quite fit who
they are. Instead of job match, these results in job mismatch,
which causes the job and individual to suffer, limiting the
companys productivity.3. Provide good incentives and
recognition.The biggest motivation to the staff is recognition and
every day pat instantly whenever they do good work goes along way.
Whenever sales happen, all the members stand and clap
forachievement and at the end of the day each one will be
appreciated for the good sales. A letter of appreciation forquality
work, good dinner with the team members is always appreciated by
the agents.4. Good relationship with supervisors.Many times,
employees seek greener pastures because they are unhappy with
theirsupervisors. The supervisors and trainers have an important
role of giving feedback on both strengths and weaknesses, which
will help them to do better. Some staff do have initial problem
ofgetting adjusted to the office jobs and procedures or they lack
confidence. Reinforcing the confidence that you can do is the
responsibility of supervisors. It is true that staff requires
money, but they always look for actions, which touches their mind
and heart. Let's be honest, bosses management styles have a huge
impact on employee satisfaction.5. Coaching and carrier
pathing.Coaching is employee development. Your only cost is time.
Time means you care. And remember your people don't care how much
you know... until they know how much you care. Whenever the
emphasis is on positive feedback, I make sure to do this coaching
in "public." Whenever you recognize and encourage people in
"public," it acts as a natural stimulant for others who are close
enough to see or hear what's taking place. Employees need to know
what is potentially ahead forthem, what opportunities there are for
growth. This issue is a sometimes forgotten ingredient as to the
importance it plays in the overall motivation of people.
SWOT ANALYSIS
WeaknessesSome gaps in range for certain sectors.Not very
popular in the international marketDelivery-staff need
training.Customer service staff needs training.Processes and
systems, etcManagement cover insufficientSect oral growth is
constrained by low unemployment levels and competition for
staff.StrengthsRight products, quality and reliability.Superior
product performance vs. competitors.Brand ImageProducts have
required accreditationsHigh degree of customer satisfactionGood
place to workLower response time with efficient and effective
service.Dedicated workforce aiming at making a long-term career in
the field.
ThreatsLegislation could impact.Existing core business
distribution risk.Vulnerable to reactive attack by major
competitorsLack of infrastructure in rural areas could constrain
investment.High volume/low cost market is intensely
competitive.OpportunitiesProfit margins will be good.End-users
respond to new ideas.Could extend to overseas broadly New
specialist applications.Could seek better supplier deals.Fast-track
career development opportunities on an industry-wide basis.An
applied research centre to create opportunities fordeveloping
technique to provide added value services.
DATA ANALYSIS
Conclusion :
The general feeling among the employees is that L & T has a
well defined and clear recruitment policy.
Conclusion :The general consent among the employees is that the
principle of right man on the right job is being strictly
followed.
Conclusion :A good majority of the employees feel that the need
for the manpower planning is being given due consideration.
Conclusion :A good majority of the employees are of the view
that internal promotion is the right source of recruitment and the
same should be given the priority.
Conclusion :Campus selection and the recruitment through
advertisements are the two most popular methods of recruitment
which are currently being employed the company.
Conclusion :In the case of immediate recruitment the company
heavily relies on the internal recruitment method.
Conclusion :The key parameters of performance evaluation are:
Skilled Aptitude Process Knowledge and experience
Conclusion : Psychological testing has been voted as the best
technique to evaluate the employees capabilities and aptitude by
most of the employees.
Conclusion :More than half of the people questioned, admitted
that they had to face in-depth interview at the time of
selection
Conclusion :More than half of the employees admit that
association with the company is for more than 10 years while a good
30 % of the employees admitted to have left the company in less
than 4 years.
Conclusion :A large majority (82%) of the employees expressed
their satisfaction with the company. Which is a great morale
victory on the peat of the management .
Conclusion :Almost 2/3rd of the employees expressed their
dissatisfaction over the salary structure being offered
currently.
Conclusion :The employees are enjoying good inter personal with
the colleagues, subordinates and managers.
Conclusion :The employees are actually divided over the working
conditions of the company.
Conclusion :Only 62 % of the employees actually believe that
their career will flourish with the company.
Conclusion :All most all the employees are confident about their
growth in the company.
Conclusion :A large majority of the employees admitted that
their achievements are recognized in the company and thus duly
awarded by the company.
Conclusion :Only half of the respondents were found to be happy
about position in the company. i.e. the other half wants to be
promoted.
Conclusion :Almost 80% of the employees believe that the company
ensures the balance between their work and their personal lives
through various policies and programs.
Conclusion :A majority of the employees confined that there are
ample opportunities and resources available for them to grow and
excel in their respective fields.
Conclusion :A good 70% of the employees believe that there is
free flow of communication among the supervisors and the
subordinates, it is a healthy sign for any organization.
Conclusion :The morale of the employees of the company is very
high which is a sign of good management policies of the
company.
FINDINGS
1. Job Climate:
62.16% of the sample feels that the amount of work is reasonable
according to their job responsibility. 81.08% employees find the
physical working condition to be good. 45.95% of the sample feels
that the management encourages creativity, innovation and
continuous improvement. 64.87% employees are willing to refer a
friend to apply for a job at this company. 56.76% sample response
agrees that enough information is given to do their job well.
72.98% of the sample understands the day-to-day goal of their work
group. Overall, 27.03% of the sample is very dissatisfied with the
job.
2. Boss/ Supervisor:
89.18% of the sample feels their superior is knowledgeable about
their work. 86.46% employee feels that their supervisor listens to
them. 78.38% employees agree that their supervisor gives them fair
reviews. 75.68% sample says their supervisor has reasonable
expectations of their work. 40.54% employee feels that their
supervisor makes sure they undergo training programmes as per their
job profile. 64.86% of the sample feels that they are free to take
decisions under the supervision of their superior.
3. Recruitment & Selection:
54.06% of employees are happy with the L&Ts process of
attracting new employee. 40.54% employees feel that L&T is not
doing good job for retaining high quality employee.
4. Performance Appraisals System:
56% of the sample feels their last Performance Appraisal
accurately reflected my performance.
CONCLUSION
The Human Resource Department of L&T Construction Buildings
and Factories has made its mark globally by adopting best practices
and continuously evolving to satisfactorily meet the employee need.
At L&T Construction Buildings and Factories office these
processes are well implemented and employees are monitored
continuously for improvement.It has been established from the
available internal information and primary data collection that the
HR departments performance in managing its human resources and HR
functions is good and has generally met the needs of the employee
to date.
It is evident that the employees share a great pride in their
work and are glad to be associated with the company.
However, major source of dissatisfaction of employee is found
with the salary reviews and that the HR queries are not timely
sorted out. They strongly feel that the salary is not fair for
their responsibility.
RECOMMENDATIONS
Better salary packages should be offered and periodic salary
reviews should be made by the management to keep pace with the
changes in the corporate world. Salary and working condition should
be brought best global standardSalary difference in same grade
should not be more than 10 to 15 percentClear and faster growth
path should be planned to keep everyone interested.Job rotation
should be practiced to keep the work environment interesting and
untiring.Pain areas like getting an email id, reimbursements
ofmobile and other expenses are very time consuming and this should
be eliminated to keep employees motivatedChallenging assignment
should be offered to the employees so as to avoid the job
-dullnessBetter performance appraisal procedures should be applied
to assess the true worth of an employee. Inefficient employee
should always be promoted and awarded accordingly.Mediclaim benefit
with cashless card scheme should be provided to the
employees.Balance between personal life and work through programs
and policies should always be distinguished. Better communication
within the organization should always be encouraged and enabled for
a better working environment.Enhanced limit of mobile phones usage
should be allowed.
SELECTED
BIBLIOGRAPHY
1. Desseler. G, Human Resource Management 10th Edition, Prentice
Hall of India Pvt. Ltd., 2005.2.
http://www.surveyz.com/showlibrary.do?categoryid=23. Levin. R. I
and Rubin. D. S, Statistics for Management 7th Edition, Prentice
Hall of India Pvt. Ltd., December 1998.4. Phillips. J. J,
Accountability in Human Resource Management, GulfPublishing
Company, 1996.5. www.lntecc.com6. www.google.com
QUESTIONAIRES
Q1) How long have you been associated with the company?1.1
4years2.4 10years3. 10 years and above.
Q2) Are you overall satisfied with the company?1.Extremely
Dissatisfied2.Very Dissatisfied3.Very Satisfied4.Extremely
Satisfied
Q3) Are you satisfied with the salary structure prevailing In
your company?1.Extremely Dissatisfied2.Very Dissatisfied3.Very
Satisfied4.Extremely Satisfied
Q4) How are your interpersonal relations with yourcolleagues,
subordinates and managers?1.Good2.Bad3.Fine
Q5) Are you happy with the work conditions (facilities /physical
environment) of your company?1.Extremely Dissatisfied2. Very
Dissatisfied3. Very Satisfied4. Extremely Satisfied
Q6) Do you have a clear path of Career Advancement?1. Strongly
Agree2. Moderately agree3. Strongly disagree4. Moderately
disagree
Q7) Do you find yourself growing in the organization?1. Strongly
Agree2. Moderately agree3. Strongly disagree4. Moderately
disagree
Q8) Are achievements recognized and are they awarded in your
company ?1. Strongly Agree2. Moderately agree3. Strongly disagree4.
Moderately disagree
Q9) Are you happy with your position at this company?1. Strongly
Agree2. Moderately agree3. Strongly disagree4. Moderately
disagree
Q10) The organization ensures balance between your work and your
personal life through policies, programs, services and attitudes
that are specific to fostering your well being ?1. Strongly Agree2.
Moderately agree3. Strongly disagree4. Moderately disagreeQ11) The
organization provides you ample resources and opportunities at work
to learn and grow ?1. Strongly Agree2. Moderately agree3. Strongly
disagree4. Moderately disagree
Q12) There is a free flow of communication and good coordination
among supervisors and subordinates?1. Strongly Agree2. Moderately
agree3. Strongly disagree4. Moderately disagree
Q13) What would be your primary reasons for leaving the company?
1.Benefits & Salary2.Better Job Opportunity elsewhere3.Conflict
with co-workers/higher authority/management4.Working
conditions5.Job Expectation/Challenges/Growth6.Poor Performance
Evaluation
Q14) How would you rate the MORALE in your company?1.Low2.Very
Low3.High4.Very high
Q15) What additional benefits competitors provide to
theiremployees for retention ?Good perks/ high salaryBetter
position/ promotionESOPCars/ laptopsVarious personnel policies and
good TA & DABetter incentives and awardsLess Income Tax
liabilitiesBetter infrastructure
Personal Details:
NAME(Optional)
DEPARTMENT....
DESIGNATION
QUALLIFICATION
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