A PROJECT REPORTON

“RESEARCH ON MANPOWER MANAGEMENT IN LARSEN & TOUBRO”

SUBMITTED IN THE PARTIAL FULFILLMENT OF THE REQUIREMENT

OF BACHELOR OF BUSINESS ADMINISTRATION (BBA)

2007-2010

SUBMITTED BY: UNDER THE GIUDANCE OF:

MAYANK MATTA Mr. A.K. SHRIVASTAV

BHARATI VIDYAPEETH UNIVERSITY

INSTITUTE OF MANAGEMENT & RESEARCH

PASCHIM VIHAR, NEW DELHI

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DECLARATION

This is to certify that I have completed a project titled “RESEARCH ON

MANPOWER MANAGEMENT IN LARSEN & TOUBRO” Under the

guidance of Mr. A.K. SHRIVASTAV in the partial fulfillment of the requirement

for the award of Bachelors of Business Administration from Bharati Vidyapeeth

University, Pune. This is an original piece of work & I have not submitted it earlier

elsewhere.

MAYANK MATTA

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ACKNOWLEDGEMENT

I have prepared this study paper for the “Research on Manpower Management in

Larsen & Toubro”. Quite frankly, I have derived the contents and approach of this

study paper through discussions with colleagues and other persons who are also the

students of this course as well as with the help of various Books, Magazines and

Newspapers etc.

I would like to thank to my Research Guide Mr. A.K. SHRIVASTAV. I would also

like to give my sincere thanks to a host of friends and the teachers who, through their

guidance, enthusiasm and counseling helped me enormously. I think there will be

always need of improvement. Apart from this, I hope this study paper would stimulate

the need of thinking and discussion on the topics like this one.

MAYANK MATTA

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PREFACE

Management is essentially flair for approaching and tackling with a high degree of

sensitivity, sophistication and style.

To work, learn and to feel the pulse of corporate world and its interface with the

environment setting, management student are required to undertake LIVE

PROJECTS. The projects give the students an opportunity to use their conceptual

and practical skills.

I deem it as a privilege to the project. The study was undertaken with the view to get

closer view of the market conditions & analyzing the situation.

In the following project an attempt has been made to analyze the existing market

behavior and competition level and highlight all the important areas along with the

recommendations and strategies for considerations.

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CONTENTS

CHAPTER 1: EXECUTIVE SUMMARY 06

CAHPTER 2: INDUSTRY PROFILE 07

CHAPTER 3: CONCEPTUAL DESCRIPTION 25

CHAPTER 4: RESEARCH METHODOLOGY 44

CHAPTER 5: FINDINGS AND ANALYSIS 48

CHAPTER 6: CONCLUSION 71

CHAPTER 7: RECOMMENDATIONS 73

CHAPTER 8: BIBLOGRAPHY 75

CHAPTER 9: ANNEXURE 77

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EXECUTIVE SUMMARY

Organisations are becoming large & complex with progressive industrialisation.

Human Restheirce Department hence becomes the prime department in all concerns

whether small or large & its Importance can be never ever estimated. The basic

concept of summer training is to give students a new insight of practical applications

of Human Restheirce Department of the organisation.

In this modern world all human being thrive to become more skilled & hence they all

work hard to achieve the predetermined goals with their wholehearted 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 organisation, this help in the development of

a sense of responsibility & a sense of belongingness amongst the employees. Hence

the need for development of human restheirce was felt. The Human Restheirce of the

organisation should be prepared in such a way that they help the employee to perform

efficiently.

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CHAPTER – 2INDUSTRY PROFILE

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INTRODUCTION

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 the economy, L&T has pioneered

spectacular achievements in Indian industry. Many of the engineering and

construction projects 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 proactively created the necessary infrastructure for its

global initiative with office locations in USA, Europe, Middle East and Japan. The

Engineering & Construction Division made significant progress during the year in

increasing its presence in the overseas markets. The Division secured orders from

international clients located at Malaysia, USA, UK, Brazil, Saudi Arabia, UAE, Qatar,

Bangladesh, Sri Lanka, etc. The export earnings of the Division amounted to Rs.

24600 million during the year 2005-06.

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CORPORATE VISION

1 L&T shall be a professionally-managed Indianmultinational, committed to total

customer satisfaction and enhancing shareholder value.

2 L&T-ites shall be an innovative, entrepreneurial and empowered team

constantly creating value and attaining global benchmarks.

3 L&T shall foster a culture of caring, trust and continuous learning while meeting

expectations of employees, stakeholders and society.

THE BUSINESS SECTOR

L&T's Engineering & Construction Division provides 'design-build' or 'turnkey' EPC

solutions in all major engineering disciplines, including civil / structural, plant

design / mechanical, electrical and process control / automation, playing a critical role

in the core sectors of Industry and Infrastructure areas. We provide services right from

the earliest stages of pre-project development through to start-up and bring expertise

to the industries that we serve while applying core competencies and skills to all their

work.

BUILDINGS AND FACTORIES SECTOR

Institutional and Commercial Buildings ECC undertakes turnkey construction of

institutional and commercial buildings. The range covers IT/Theme Parks,

international class hotels, super-speciality hospitals, office complexes and public

buildings including mass construction of primary education and health centres in far-

flung areas on a state-wide basis. 

ECC's capability encompasses design and construction of structural framework

including finishing items of works and electro-mechanical services like: heating,

ventilation and air-conditioning (HVAC), electrification, laundry, kitchen, building

automation, vertical transportation, telecommunication networks, surveillance and

security systems, plumbing and sanitary, fire protection, medical equipment,

water/effluent treatment, and landscaping and horticulture.

ECC specialises in construction of houses of worship, sports complexes like indoor

and outdoor stadia and preserving 'heritage' structures. System Housing & Industrial

Projects

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HOUSING  

ECC offers design and construction of industrial system housing using mass

production techniques like heated tunnel forms, large area wall panel forms and

slipform techniques of continuous construction. Using these high speed construction

technology, ECC builds the reinforced walls and floor slabs in a continuous single

ptheir. These technology cuts construction time and costs and enables mass

production of flats. Adopting these techniques, ECC has successfully built one flat per

day. 

INDUSTRIAL STRUCTURES  

ECC's expertise covers design and construction of all types of industrial and storage

structures. Special features include: 

Complicated industrial structures using long-span prefabricated roofing structures

in steel and concrete, and column-free factory and workshop structures 

Massive industrial estates using prefabricated modular construction techniques 

Long-span storage silos and warehouses 

Textile mills and weaving sheds 

Precast conveyors, piperacks 

CEMENT PLANTS  

ECC carries out turnkey construction of cement plants from concept to

commissioning, involving comprehensive engineering services. Expertise covers: 

Construction of large-diameter silos, including self- supporting, structural steel

space frame roofs for storage silos erected in single piece 

Precast, prestressed roofing arrangements for large-span horizontal storage

structures 

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TRANSPORTATION & INFRASTRUCTURE SECTOR

Hydropower and irrigation 

Head works, dams, weirs, underground structures like tunnels, caverns, pressure

shaft, power house and other appurtenant structures. 

Hydro-mechanical and electro-mechanical works. 

Refurbishment of old hydro plants. 

Canals, aqueducts and lift irrigation. 

ROADS AND EXPRESSWAYS  

ECC constructs roads, highways and expressways using bitumen as well as concrete,

conforming to international standards. Strengthening and widening of roads are

undertaken using sophisticated equipment.

ECC constructs race tracks/test tracks for high-speed motor sports requiring precision

and specialised surface treatments. ECC also undertakes maintenance of national and

state highways, using sophisticated equipment for resurfacing. 

BRIDGES 

ECC builds bridges of many types in various span ranges. Bridgework undertaken

includes: 

Precast, RCC and prestressed concrete girders launched in position Precast and

prestressed concrete truss bridges Continuous span bridges in steel, concrete and

in-situ composite construction Box girder construction using advanced shoring

systems. Balanced cantilever PSC box girder with form traveller Single-cell

continuous-span box girder by incremental launching Precast segmental

construction Cable-stayed construction.

ECC has the expertise to design special launching and erection techniques,

including special systems formwork for concrete deck on top of steel and concrete

structures. Jackdown systems are used for accelerated well-sinking. 

HARBTHEIRS

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Complete design and execution of all types of maritime structures, like:

Docks 

Container Terminals 

Wharves 

Jetties 

Breakwaters (in both, protected waters and open sea) 

INDUSTRIAL PROJECTS AND UTILITIES SECTOR

Minerals, Metals and Bulk Handling

This business unit undertakes EPC projects, turnkey construction services and

engineered project services in the area of minerals and metals. ECC builds plant and

equipment for iron, steel and other metallurgical industries as a greenfield installation,

brownfield installation as well as retrofit. This Unit caters to the following focus

areas: 

CAPABILITIES  

Engineering, procurement, manufacturing, supply of plant and equipment. Civil,

structural, mechanical, piping, electrical and instrumentation works, including trial-

run and commissioning of projects. Fabrication and erection of heavy structures. 

COMPREHENSIVE PACKAGES  

Dismantling sponge iron plants and blast furnaces abroad and re-erecting them in

India 

Modernisation and refurbishing of blast-furnaces 

Supply, manufacture and erection of corex plants. 

Continuous casting plants - slab casters and billet casters, hot strip mills, cod rolling

mills - pickling line and tandem cold mill, bar and rod mills, converter shops, blast

furnaces, sintering plants, lime calcining plants, reheating furnaces, electric arc

furnaces, basic oxygen furnaces, coke oven by-product plants.  Aluminium smelters,

alumina refineries, zinc smelter…. Rock phosphate beneficiation plant, lead-zinc

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beneficiation plant, graphite beneficiation plant, chrome ore beneficiation plant. ECC

caters to the bulk material handling needs of major industries like power, port,

cement, steel, alumina and mining. This Business Unit offers engineering solutions

from concept to commissioning for bulk material handling system on turnkey basis

for green field as well as renovation and modernisation projects.

ECC undertakes detailed design and engineering, manufacture, procurement,

inspection, testing, complete civil and structural work, mechanical, electrical and

instrumentation work; erection and commissioning, performance guarantee tests,

trouble shooting, operation and maintenance of: 

Coal and ash handling plants in power stations including installation of track

hoppers, wagon marshalling system, bucket-wheel stacker-reclaimers, ash

disposal systems, conveyor system etc. 

Material handling system like belt conveyors, stockyard equipment such as barrel

reclaimer, twin boom stacker, bridge on bucket wheel reclaimer, transfer car for

steel and cement plants. 

Cross-country conveyors with horizontal and vertical curves 

Pipe conveyors for specialised applications 

Port equipment like ship loaders, gantry type grab unloaders, electric level luffing

cranes etc. including material conveying system in ports. 

Material handling systems including specialised surface mining equipment like

spreader, mobile transfer conveyor, shiftable conveyors for various sectors, viz.

power, cement, steel, mines, port etc. 

Grain handling system 

Passenger and material ropeway systems.

WATER & UTILITIES

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ECC undertakes turnkey construction services involving civil, mechanical, electrical

and instrumentation works with single-point responsibility, including engineering,

design, procurement and commissioning works, covering water transmission and

distribution systems; water treatment plants; industrial effluent treatment plants; waste

water treatment and disposal; and rehabilitation of pipelines. 

This Business Unit operates through two product lines - Water Transmission &

Supply and Water/Waste Water/Effluent Treatment. Large-scale projects are

undertaken, including the complicated work of leak-detection and rectification. 

ECC has been retained as the 'Total Solution Provider' for consulting and execution of

revamping of old pipelines in Maharashtra. ECC undertakes operation and

maintenance of water supply schemes, treatment plants and solid waste composting

plants. 

CONSTRUCTION WORKS

L&T-ECC Workshops, an ISO 9002 certified shop is located at Neervalur near

Kancheepuram in Tamil Nadu. Situated on a 68 acre land, it has 9200 sq.m area of

covered shed, 12,000 sq.m area of open gantry yard, trial assembly yard with

EOT/gantry/crawler cranes and sant/grit blasting and painting facilities for fabrication

of power plant structures; steel bridges; windmill towers; material handling

equipment; paint shop structures for automobile industry; space frames and spatial

frames for building roofs; pressure vessels, tanks (mild steel and stainless steel),

filters and scrubbers; aero-bridges and jack-up platforms; reformer structures; hydel

projects --gates and stop logs; monopole towers; and steel plant structures and

equipment. 

HYDRO CARBON AND POWER SECTOR

Hydrocarbon Construction & Pipeline

In association with other divisions of L&T, ECC offers detailed engineering,

procurement, comprehensive construction and erection services in civil, mechanical,

electrical and instrumentation works for petrochemical and refinery, chemical,

fertilizer including oil & gas projects and cross-country pipelines.

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Turnkey packages are undertaken for fire protection systems, HVAC, floating and

fixed roof tankages, cooling towers, cooling water treatment plant, fired heaters,

effluent and water treatment plants. Turnkey construction services, including detailed

design for LNG and LPG terminals, are also undertaken. 

PETROCHEMICALS AND REFINERIES

Complete civil and structural works, intricate process plant piping, erection of

stationary and rotating equipment, erection of very heavy and tall columns, vessels,

underground piping network inside and outside battery limits, erection and testing of

column internals, viz. valve trays, chimney trays, tower packing. Fabrication and

erection of fired heaters, storage tanks, Horton spheres, shutdown maintenance and

revamping works including electrical system design, project electrification, control

and automation systems are also undertaken.

OIL & GAS AND CROSS-COUNTRY PIPELINES

Execution of cross-country pipeline projects involving laying, testing, pre-

commissioning and commissioning of pipelines; civil, mechanical, electrical and

instrumentation including design, engineering and procurement for composite station

works, cathodic protection system for pipelines/stations, OFC laying, testing and

commissioning, Horizontal Directional Drilling (HDD) works for perennial river

crossings. 

FERTILISERS AND CHEMICALS  

Design and construction of urea prill towers by slipform technique, precast 

prestressed storage silos up to 60 m span and equipment foundations.  Complete civil,

mechanical, electrical and instrumentation works for fertiliser plants, viz., ammonia,

urea and phosphatic fertilisers. Fabrication and erection of primary reformer and other

related equipment including heavy lifts. Prefabrication of underground piping

including coating and wrapping and above-ground process piping in CS, LTCS, AS,

SS and inconel materials. 

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THERMAL & NON-CONVENTIONAL POWER

ECC has extensive experience in construction of power plants - thermal, gas-

based open/combined cycle, diesel, cogeneration, solar and other non-conventional

plants. ECC offers: 

Turnkey construction of power plants including civil, mechanical, electrical,

instrumentation works 

Associated detailed engineering, procurement and other related services. Deals

with fossil fuel stations - coal, liquid, gas and non-conventional. 

CONSTRUCTION AND ERECTION SERVICES INCLUDE:  

Survey and soil investigation

Site development works - levelling and grading, compound wall and fencing, roads

and drains, railway siding, ash ponds, greenbelt and landscaping Equipment

foundations 

Powerhouse building  

River/seawater intake works, CW system, plant reservoirs and pump houses 

Erection of SG, TG, GTG, HRSG and all other main equipment and BOP equipment 

Piping and ducting - fabrication and erection, including insulation 

Installation of electrical equipment 

Cabling work 

Assistance in testing and commissioning 

Plant and non-plant buildings 

Township and facilities 

Port clearances, inland transportation, stores management, etc. 

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Turnkey services are offered for natural and induced draft cooling towers, chimneys,

coal- and ash-handling systems, water and effluent treatment systems, compressed

air/fire protection/HVAC systems, complete plant electrification, instrumentation,

switchyards and transmission lines. ECC, complemented by the strengths of L&T's

other Divisions, provides EPC services in the power sector.

POWER TRANSMISSION & DISTRIBUTION SECTOR

Transmission Line & Railway Electrification and TLT Works: Turnkey

construction of EHV transmission line works is a major area of operation for ECC.

With ISO certified tower manufacturing facilities in Pondicherry and Pithampur,

ECC's transmission line construction works have gone beyond Indian shores. Today,

it has established niche markets in West Asia, South East Asia and SAARC countries

with high quality products and services. ECC leads the way in railway electrification

works in the country. 

TRANSMISSION LINES  

ECC undertakes design, survey, supply, erection testing and commissioning of

transmission lines up to 400 kV.

Services include:  

Design and testing of transmission line towers up to 400 kV single and multi circuits 

Manufacture of transmission line towers and wind turbine towers  Stheircing,

selection, inspection and supply of all line materials like conductors, insulators,

hardware, etc. 

Construction of lines up to 400 kV including survey, foundation, erection, stringing,

testing and commissioning.

RAILWAY ELECTRIFICATION  

ECC undertakes route survey, design and engineering, equipment stheircing, supply,

erection, testing and commissioning of traction overhead system, switching stations,

trackside transformer stations and grid sub-stations. ECC's clientele includes Central

Organisation for Railway Electrification (CORE), Allahahad and Zonal Railways, as

well as private clients for railway siding electrification. Services offered include: 

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Manufacture and supply of galvanised steel structures, portals and masts for overhead

equipment. Supply, installation, testing and commissioning of overhead equipment,

booster transformer stations, stringing of catenary and contact wires for 25 kV AC

railway traction systems 

Complete design, equipment stheircing, erection, testing and commissioning of 25 kV

and 2 x 25 kV AC traction substation involving SCOTT connected and V- connected

transformer. 

TLT FACTORY

ECC has ISO 9001-certified tower manufacturing facilities at Pondicherry and

Pithampur, with an installed capacity of 24,000 tpa and 18,000 tpa respectively. 

Both plants are incorporated with the latest CNC line for fabrication of towers and

microprocessor-based temperature controlled eco-friendly systems for galvanization

of tower members. A 40,000 tpa rolling mill at Pondicherry, also ISO-certified,

produces angles and rebars, providing backward integration.

HYDEL & NUCLEAR SECTOR

ECC has the capability to construct critical and complex structures for Nuclear Power.

It has the distinction of having executed almost all the Nuclear Power Plants in the

country including heavy water plants. ECC also offers comprehensive construction

services for building hydro power and irrigation structures. 

NUCLEAR POWER PROJECTS

ECC has experience in construction of: 

Prestressed reactor containment structures

Turbine buildings 

Cooling water systems 

Intake and outfall structures 

Fast-breeder test reactors (FBTR) 

Radio metallurgical and radio chemistry laboratories 

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Ventilation stacks and other auxiliary structures apart from complete HVAC and

various piping systems 

BUILDING PRODUCTS

ECC also manufactures and supplies building materials. In technical collaboration

with Doka of Austria, ECC manufactures 'system formwork' components in steel and

timber. ECC supplies and places in position 'Ready Mix Concrete' - the high quality

concrete of various grades to meet individual customer requirements at their

premises. 

Formwork   / Doka Formwork  

ECC undertakes design, fabrication and supply of formwork systems for various

applications. In technical collaboration with Doka Formwork and Scaffolding

Company of Austria, ECC manufactures and markets these formwork components in

India and neighbtheiring countries. ECC also offers project consultancy services, and

provides experts for on-site training. Systems marketed include large-area wall

formwork, column formwork, flex system for RC floors upto 4.5 m, heavy-duty

towers for heavy and tall floors above 5m in height, automatic climbing formwork

system and advanced formwork systems, like Frami, used for casting RC walls and

columns. 

ECC's state-of-the-art plant at Pondicherry manufactures H-16/H-20 timber beams

with a capacity of about 6 lakh running metres per annum. A production plant for

manufacture of steel components up to 5000 tpa is also a part of the formwork unit.

Formwork Department is ISO 9002 certified for manufacture and marketing of

formwork systems; technical training services to the customers and slipform site

operations. 

Slipform  

Slipform means a continuously moving form, moving at such a speed that the

concrete when exposed has already achieved enough strength to support the vertical

pressure from concrete still in the form as well as to withstand nominal lateral forces.

This system is more suitable for structures with uniform cross-sections or uniformly

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varying cross-sections. Slipform technique of continuous construction is used for

cores of multi-storeyed structures, tall chimneys, vertical silos and RCC pylons...... 

TUNNEL FORM  

With the help of tunnel forms, room size walls and slabs can be cast together like a

portal in a single ptheir of concrete. To facilitate removal of the form, block work or

precast walls are provided for the facade. Generally these forms are made of steel

components and results in high productivity by repeated usage. This is ideally used

for construction of mass system housing. 

READY MIX CONCRETE  

L&T Concrete is produced at Ready-Mix-Concrete (RMC) plants at Mumbai,

Chennai, Coimbatore, Madurai, Delhi, Bangalore and Hyderabad. RMC comprises

cement, aggregates, water and other ingredients which are weightbatched at these

centrally-located plants. It is then delivered to the construction site in L&T transit

mixers. The key to the effectiveness of L&T Concrete lies in the technology used at

all stages from mixing to delivery. L&T's experience in the cement industry - both as

a leading manufacturer and major consumer for all its own projects - ensures that

technology used and the quality of concrete are on par with international standards. 

DEVELOPMENT PROJECTS

India's changing economic landscape is transforming patterns of business, and offers

new perspectives in setting up of major infrastructural projects.  ECC's

Developmental Projects Business Unit is geared to meet these emerging opportunities

The target segments are projects which will be executed on the Build-Own-Operate-

Transfer (BOOT), Build-Operate-Transfer (BOT), Build-Own-Lease-and-Transfer

(BOLT) principles, and other variants.

These projects could typically be promoted by entrepreneurs/consortiums comprising

private and public sector companies, financial institutions and multinationals.

ECC seeks to play a key role in a scenario where BOOT and BOT projects will

constitute a dominant share of all major new projects. The Development Projects

Business Unit draws on ECC's traditional strengths and wide-ranging experience in

executing projects on EPC basis.

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PROJECTS EXECUTED

1 HITEC City:  The first phase of project - 'CYBER TOWERS', promoted by L&T

Infocity Limited and Andhra Pradesh Industrial Investment corporation (APIIC) -

has been completed in a record time of 12 months.  some of the world's leading

software companies have already taken space in this landmark tower at

Hyderabad.

2 Coimbatore bypass, the first road privatisation project in South India, this  BOT

road project in South India, was opened to traffic in January 2000.  Construction

of this landmark project was achieved using mechanised and innovative

construction methods to meet international quality and safety standards.

3 Second Narmada Bridge:  The scope of this project is design, construction,

maintenance and operation of the second Narmada bridge at Zadeshwar Bharuch. 

The scope of the project includes construction of 1.4 km - long bridge and 4.8 km

of approach roads.  Construction was completed in October 2000, and toll-

collection started from November 2000.

4 Watrack Bridge: This Project, near Ahmedabad on NH-8, consists of

construction of a new bridge and approach road, in addition to maintaining an

existing bridge and its 10-km approach road.  The total concession period of 128

months, included a construction period of 24 months.  Construction was

completed in December 2000

PLANT & MACHINERY

Plant & Machinery Business Unit, which is part of Restheirces & Supply Chain

Management function, has India's largest fleet of Construction Equipment worth

around Rs.770 Crore and numbering more than 12,000 pieces of equipment.  The fleet

comprises of a wide range of sophisticated and specialized equipment for achieving

speed, quality and cost-effective construction.

The asset base includes Heavy Duty Cranes, Heavy Earthmovers, Asphalt, Batching

& Crushing Plants, Asphalt & Concrete Pavers, Vibratory Compactors, Concrete

Pumps, Booms Placers, Drilling Jumbos, Rock bolting / Shotcreting machines, On /

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Offshore Hydraulic Drilling Rigs, Core Drilling Machines, Winders, Compressors,

D.G.Sets and Mobile Crushing units.

MATERIALS MANAGEMENT

Materials Management Department, which is the most important link in Supply Chain

Management, supports global operations of ECC by catering to the needs of all the

projects, factories and offices by constantly enhancing input efficiency for their

operations.  The function of Materials Management Department includes procurement

from both indigenous and overseas markets, storage, logistics, inventory management

at regional stores, disposal etc.  the overall operations of Material Management

Department are monitored from ECC's Headquarters in Chennai.

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SWOT ANALYSIS

STRENGTHS

Right products, quality and reliability performance vs. competitors.

Brand Image

Products have required accreditations.

High degree of customer satisfaction.

Good place to work

Lower response time with efficient and effective service.

Dedicated workforce aiming at making a long-term career in the field.

WEAKNESSES

Some gaps in range for certain sectors.

Superior product Not very popular in the international market

Delivery-staff need training.

Customer service staff need training.

Processes and systems, etc

Management cover insufficient.

Sectoral growth is constrained by low unemployment levels.

OPPORTUNITIES

Profit margins will be good.

End-users respond to new ideas.

Could extend to overseasbroadly.

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 for developing techniques.

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THREATS

Legislation could impact.

Existing core business distribution risk.

Vulnerable to reactive attack by major competitors.

Lack of infrastructure in rural areas could constrain investment.

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CHAPTER –3 CONCEPTUALDESCRIPTION

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LITERATURE REVIEW

INFORMATION SYSTEMS

Information Systems applications enhance internal efficiency of Business Process by

eliminating redundant process nodes, optimizing productivity and reducing business

costs. This Department takes care of company's IT requirements Information,

Planning & Organization, Acquisition & Implementation, Delivery & Support and

maintenance.  It also takes care of IT restheirces e.g., people application system,

technology, facilities and data.

Construction Enterprise Management (CeMA) / EIP - the Enterprise Information

Portal (EIP) of ECC is a web-enabled Project Management System, developed and

optimised internally on a 24 X 7 VPN network infrastructure.

CORPORATE SERVICES

HEALTH, SAFETY & ENVIRONMENT

At ECC, safety is given the highest priority.  The Occupational Safety, Health and

Environment Policy enunciated by the Corporate Management lays emphasis on

Safety, Health and Environment through a structured approach and a well defined

organization.  systems and procedures have been established for implementing the

requisites of safety at all stages of construction and in respect of plant machinery and

materials.

QUALITY MANAGEMENT

Good quality products and customer satisfaction are two basic requirements of

business.  Well-structured quality management systems ensure good quality, safety,

reliability and controlled cost at every stage of construction with a view to enhancing

customer satisfaction and adding to stakeholder value.  ECC's quality management

programme, initiated in its early days was given a further thrust when it was brought

under ISO certification during early '90s.

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CORPORATE COMMUNICATIONS

ECC's Corporate Communications Department disseminates vital information of the

Division, its products and services for internal and external customers.  ECC's in -

house magazine "ECC News"  is a people-oriented magazine offering insight on the

spectrum of ECC's management philosophy and employee's achievements including

their family members.  "ECC Concord", A customer-specific quarterly jtheirnal, is

meant for the external public.  The department produces corporate films and project

capsules, handles media relations for the company and provides marketing

communication support through print public and other electronic media.

PERSONNEL & HUMAN RESTHEIRCES DEPARTMENT

Just as ECC has been the story of shaping an institution that stands today for the

highest standards of quality, innovation and service to the customers across the globe,

its Personnel abd Human Restheirces Department has been a chronicle of attracting,

holding and moulding the finest talent in India.

A strategic business partner, P&HR department, has been key to delivering the

business advantage.  The focus areas of Recruitment and Training ensure the

induction and grooming of talent, supported ably with a robust Performance

Management System that helps nurture a culture of meritocracy.   The system wing of

P&HR department, which has pioneered many indigenous IT solutions, has been the

backbone of all HR activities.

FINANCE, ACCOUNTS AND ADMINISTRATION

Finance, Accounts and Administration Department administers the finance and

accounts related policies of the Company at all their establishments - Headquarters,

Regional / Zonal Offices and Project Sites.  Besides this, the department manages the

working capital for the Division through effective funds management, monitoring of

receivables and vendor financing.  It also ensures compliance of statutory

requirements and internal controls at Regional Offices and project sites.

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THE INTERNAL RECRUITMENT

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 intranet. The

advertisement will contain the following details:

Job Profile

Educational qualifications, Skills, Experience

Last date of receiving Applications

Contact person in HR

All Applications will be screened for the eligibility against pre-determined criteria for

the vacancy. HR will prepare a list of eligible 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/her new position, there will be

a handover period of one month. However this maybe 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.

29

EXTERNAL RECRUITMENT

Entry Level Recruitment Entry-level recruitment is used for fresh 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 Schemes

Management Trainees

Depending upon the requirements projected in the manpower plan, the company will

recruit Management Trainees from Management institutes in the country.

Stheircing of Trainees

Management trainees will be stheirced from Management Institutes across the

country. The selection criteria for Institutes are described below:

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 and 15th ranks.

Recruitment days given: The company will give preference to the Institutes who are

willing to give either day 0, 1 or 2

Campus Specialization: Relevance of ctheirses offered to the company’s business.

Campus Relationship: The Company will develop close relationships with targeted

campus by hiring large numbers, conducting events, taking summer trainees, sending

senior managers for lectures etc.

An attempt will be made to include a cross – section of Institutes 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.

30

Positioning of trainees selected trainees will be positioned at the following

grades:

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.

Experience: Student with relevant work experience of 1 – 3 years will be given

weight age but will be taken as Management Trainee. Any candidate with more than

three years of work experience will be considered a lateral recruit and appropriate

fitment will be done.

RECRUITMENT PROCESS

The recruitment process for the Management trainees will be as follows:

HR will initiate the campus recruitment process by sending the company’s 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 short listed Institutes and schedule Pre

Placement talks.

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:

Brochures or company literature containing information about the company, job

profiles and the remuneration package.

Application blanks.

Number of job openings.

SCREENING OF APPLICATION BLANKS

The Placement Coordinator/Administrative offices will short list candidates on the

basis of predetermined eligibility criteria and send the list of short listed students to

31

the company at least one week before the date of campus interviews. 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

All eligible candidates will undergo the following 2 – step selection process:

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 Observation Form and compared for a final

rating at the end of the Group Discussion. Topics will be a mix of economics,

business and general awareness.

Candidates who are selected after the Group discussion will be called for a personal

interview. Interview Observation Forms will be used to evaluate the candidate’s

performance during the interview.

SUGGESTED 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:

Academics – Focus on students who have consistently done exceptionally well

Extra and Co curricular activities – Focus on Leadership, Initiative

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 handover the same to the Placement

Officer. An announcement can also be made to inform students at the same time.

OFFER 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

32

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.

RECRUITMENT PROCESS

The recruitment process for the Management trainees will be as follows:

HR will initiate the campus recruitment process by sending the company’s 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 short listed 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:

Brochures or company literature containing information about the company, job

profiles and the remuneration package.

Application blanks

Number of job openings

ELIGIBILITY CRITERIA

A consistent academic record of 60% and above in all years of graduation in

engineering. Projects undertaken at the summer trainee/internship level (if any, in

applied ctheirses)

33

Screening of Application Blanks

The Placement Coordinator/Administrative offices will short list 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 interviews. 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 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 Observation Form and compared for a final rating at the end

of the Group Discussion. Topics will be a mix of economics, business and general

awareness.

CANDIDATES

Who are selected after the Group discussion will be called for a personal interview.

Interview Observation Forms will be used to evaluate the candidate’s performance

during the interview. At the end of the selection process, the Campus Recruitment

Team will compile a list of selected candidates and handover the same to the

Placement Officer. An announcement can also be made to inform students at the same

time.

OFFER 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.

34

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 PROGRAM:

The training period will last for one year. Selected Management Trainees will be

confirmed at …..level

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 months 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

either recommend a confirmation or separation as per the trainee’s performance. Upon

receiving the evaluation and recommendation, HR will issue a confirmation letter to

the trainee confirming him/her at …..Level.

The separation process will be initiated for trainees whose performance is not found

to be satisfactory.

Trainee Scheme Summary Table

35

Executive Trainees Management Trainees

Travel

Executive trainees will be provided with fare from their Institute/ 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 trainee’s stipend.

Executive Trainees Management Trainees

Training program

The Training program for both trainees will last for one year

The 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.)

36

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 recruitment available are Database Hiring, Internet 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 candidate’s resume, career history and

interview observation form.

37

Travel Reimbursement:

Travel reimbursement will be done as per details in Appendix III.

Outstation candidates will be given 5 working day’s notice and local candidates

will be given 3 working day’s 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 enctheiraged 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 stheirce (KDS Steel Division employees)

HR will advertise the vacancy on the company’s 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

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 Company

38

Brief on Job Responsibilities

Employee profile- Age, experience, educational qualifications

Locations

Email 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 candidate’s 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 prior to 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 interview

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EMPLOYEE RETENTION PRACTICSE AT L & T

What is engagement?

It is a positive attitude held by the employee towards the organisation and its values.

An engaged employee is aware of business context, and works with colleagues to

improve performance within the job for the benefit of the organisation. The

organisation must work to develop and nurture engagement, which requires a two-

way relationship between employer and employee.’

40

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 employee’s 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 company’s 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.

Tracking voluntary turnover by department then focus efforts on the problem areas.

Providing incentives 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.

for people to remain with the organization - these are not always financial.

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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

While cash may get workers in the door, culture will keep them

Create a kind of “feel good about work” culture for their employees. 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 staff know that

you are pursuing a common purpose, which is mutually beneficial. their goal is to

frequently let staff know that this is “why I need you” and this is “why you are

important.”

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.

42

Instead of job match, this result in job mismatch, which causes the job and individual

to suffer, limiting the company’s productivity.

Provide good incentives and recognition: The biggest motivation to the staff is

recognition and every day pat instantly when ever they do good work goes along way.

Whenever sales happen, all the members stand and clap for achievement and at the

end of the day each one will be appreciated for the good sales. A letter of appreciation

for quality work, good dinner with the team members is always appreciated by the

agents.

Good relationship with supervisors: Many times, employees seek greener pastures

because they are unhappy with their supervisors.

43

The supervisors and trainers have an important role of giving feed back on both

strengths and weaknesses, which will help them to do better. Some staff do have

initial problem of getting 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.

COACHING AND CAREER PATHING: Coaching is employee development.

Their only cost is time. Time means you care. And remember their 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 enctheirage 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 for them, 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.

44

CHAPTER – 4

Research Objective And

Methodology

45

RESEARCH OBJECTIVE

Primary Objectives(s):

The primary objective is to study, understand and analyse various aspects

related to recruitment and retention procedure at Larsen & Tourbro.

SCOPE OF THE STUDY

I will foccus my study on Larsen & Toubro and based my study primarily on

the recruitment and retention procedure at Larsen & Toubro.

46

RESEARCH METHODOLOGY

A Research Methodology defines the purpose of the research, how it proceeds,

how to measure progress and what constitute success with respect to the

objectives determined for carrying out the research study.

The appropriate research design formulated is detailed below.

Exploratory research: this kind of research has the primary objective of

development of insights into the problem. It studies the main area where the

problem lies and also tries to evaluate some appropriate ctheirses of action.

The research methodology for the present study has been adopted to reflect these

realties and help reach the logical conclusion in an objective and scientific

manner.

Research Design: Descriptive research design has been used in this project.

Data Structures: “Systemized Method to gain knowledge”. The technique deployed

to analyze and interpret the data for the purpose of hitting the target objective plays a

crucial role. The effective research technique has a significant contribution for

effective objective achievement.

NATURE OF DATA:

Primary data: Data which is collected through direct interviews and by raising

questionnaires.

Secondary data: secondary data that is already available and published .it could be

internal and external stheirce of data.

Internal stheirce: which originates from the specific field or area where research is

carried out e.g. publish broachers, official reports etc. The secondary data has been

collected from various books, magzines, jtheirnals, information brochures and

internet web sites.

47

DATA COLLECTION:

Primary data:

The primary data will be collected by raising a questionnaire at the L & T with a

sample size of 45.

While one questionnaire will be based on the evaluation of Recruitment

procedure, the other one will be based on the evaluation of retention policies of

the company.

Secondary data:

The secondary data will be collected from various books, magzines, journals,

iformation brochures and internet web sites.

48

CHAPTER – 5FINDINGS AND ANALYSIS

49

DATA ANALYSIS

Q1. IS THERE A WELL DEFINED RECRUITMENT POLICY IN YOUR

ORGANIZATION?

Strongly agree : 56%

Moderately agree : 44%

CONCLUSION

The general feeling among the employees of Escorts is, that the company has a

well defined and clear recruitment policy.

50

Q2. PRINCIPLE OF RIGHT MAN ON THE RIGHT JOB IS STRICTLY

FOLLOWED/A DETAILED JOB-ANALYSIS IS DONE PRIOR

RECUIREMENT?

CONCLUSION

A good majority of the employees feel that the need for the manpower planning is

being given due onsideration.

51

Q3. WHICH INTERNAL SOURCE OF RECRUITMENT IS FOLLOWED

BY THE COMPANY AND GIVEN MORE PRIORITY?

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.

52

Q4. Which external source of recruitment is followed by the company and

given more priority?

CONCLUSION

Campus selection and the recruitment through advertisements are the two most

popular methods of recruitment which are currently being employed the company.

53

Q5. Which source of recruitment is relied upon when immediate requirement

arises?

Internal 66%

External 32%

CONCLUSION

In the case of immediate requirement the company heavily relies on the internal

recruitment method.

Q6. The sorting of candidate applications is done by some preset criteria?

54

Strongly Agree 36%

Moderately agree 52%

Strongly disagree 12%

Moderately disagree ------

Can’t say ------

CONCLUSIONS

The employees are of the strong belief that the selection of the candidates is being

made on the basis of some pre set criteria.

55

Q7. Which are the paramenters on which candidates are evaluated (give ratings

out of 100)?

Experience--------------------------------- 15%

Skills---------------------------------------- 25%

Process Knowledge/Intelligence-------- 25%

Aptitude------------------------------------ 25%

Attainments--------------------------------- 10%

CONCLUSIONS

The key parameters of performance evaluation are

56

Q8. To identify the employee's capabilities and aptitude, psychological testing

is done. Do you think it is an useful technique?

Strongly Agree----------------------36%

Moderately agree------------------- 30%

Strongly disagree-------------------10%

Moderately disagree--------------- 20%

Can’t say---------------------------- 04%

CONCLUSION

Psychological testing has been voted as the best technique to evaluate the

employees capabilities and aptitude by most of the employees

57

Q9. What type of interview is taken while selection?

Patterned-----------------------------20%

Stress---------------------------------12%

Depth---------------------------------60%

Others-------------------------------- 0%

CONCLUSIONS

More than half of the people questioned, admitted that they had to face in-depth

interviews at the time of selection.

58

QUESTIONAIRE COVERING RETENTION ASPECT

Q1. How long have you been associated with the company?

1-4 years--------------------------------- 31%

4-10years--------------------------------- 11%

10years and above----------------------- 58%

CONCLUSIONS

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 .

59

Q2. Are you overall satisfied with the company?

Extremely Dissatisfied----------------------------- 07%

Very Dissatisfied------------------------------------ 11%

Very Satisfied--------------------------------------- 67%

Extremely Satisfied--------------------------------- 15%

CONCLUSIONS

A large majority (82%) of the employees expressed their satisfaction with the

company. Which is a great morale victory on the part of the management..

60

Q3. Are you satisfied with the salary structure prevailing in your company?

Extremely Dissatisfied----------------------------- 16%

Very Dissatisfied------------------------------------ 20%

Very Satisfied--------------------------------------- 14%

Extremely Satisfied--------------------------------- 50%

CONCLUSIONS

Almost 2/3rd of the employees expressed their dissatisfaction over the salary

structure being offered currently.

61

Q4. How are your interpersonal relations with your colleagues, subordinates

and managers?

Good ------------------------------------------70%

Bad ------------------------------------------- 05%

Fine ------------------------------------------- 25%

CONCLUSIONS

The employees are enjoying good inter personal with the colleagues,

subordinates and managers.

62

Q5. Are you happy with the work conditions (facilities / physical

environment) of your company?

Very Satisfied------------------------------------- 56%

Extremely------------------------------------------ 44%

CONCLUSIONS

The employees are actually divided over the working conditions of the company.

63

Q6. Do you have a clear path of Career Advancement?

Strongly Agree-------------------------------------- 11%

Moderately Agree---------------------------------- 51%

Strongly Disagree--------------------------------- 9%

Moderately Disagree------------------------------- 29%

CONCLUSIONS

Only 62% of the employees actually believe that their career will flourish with

the company.

Q7. Do you find yourself growing in the organization?

64

Strongly Agree-------------------------------------- 29%

Moderately Agree---------------------------------- 60%

Strongly Disagree--------------------------------- 07%

Moderately Disagree------------------------------- 04%

CONCLUSIONS

Almost all the employees are confidenrt about their growth in the company.

Q8. Are achievements recognized and are they awarded in your company?

65

Strongly Agree-------------------------------------- 31%

Moderately Agree---------------------------------- 51%

Strongly Disagree--------------------------------- 13%

Moderately Disagree------------------------------- 05%

CONCLUSIONS

Almost all the employees are confidenrt about their growth in the company.

66

Q9. Are you happy with your position at this company?

Strongly Agree-------------------------------------- 18%

Moderately Agree---------------------------------- 36%

Strongly Disagree--------------------------------- 16%

Moderately Disagree------------------------------- 30%

CONCLUSIONS

Almost all the employees are confidenrt about their growth in the company.

67

Q10. The organization provides you ample resources and opportunities at work

to learn and grow?

Strongly Agree-------------------------------------- 40%

Moderately Agree---------------------------------- 47%

Strongly Disagree--------------------------------- 04%

Moderately Disagree------------------------------- 09%

CONCLUSIONS

A majority of the employees confided that there are ample opportunities and

resources available for them to grow and excel in their respective fields.

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Q11. There is a free flow of communication and good coordination among

supervisors and subordinates?

Strongly Agree-------------------------------------- 24%

Moderately Agree---------------------------------- 47%

Strongly Disagree--------------------------------- 24%

Moderately Disagree------------------------------- 05%

CONCLUSIONS

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

organisation.

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Q12. What would be your primary reasons for leaving the company?

Benefits & Salary -------------------------------------------- 27%

Better job Opportunity elsewhere -------------------------- 40%

conflict with co-workers/higher authority/management- 6%

Working conditions------------------------------------------- 2%

Job Expectation/Challenges/Growth----------------------- 15%

Poor Performance Evaluation------------------------------- 10%

CONCLUSIONS

a big majority of the employees leave their job because of :-

-benefits and salary and

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-better job opportunity elsewhere

Q13. How would you rate the MORALE in your company?

Low--------------------------------- 13%

Very Low--------------------------- 2%

High--------------------------------- 76%

Very High--------------------------- 9%

CONCLUSIONS

The morale of the employees of the company is very high which is a sign of good

management policies of the company.

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72

CHAPTER – 6CONCLUSIONS

73

CONCLUSION

The basic concept of summer training is to give students a new insight of practical

applications of Human Restheirce Department of the organisation.

In this modern world all human being thrive to become more skilled & hence they all

work hard to achieve the predetermined goals with their wholehearted 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 organisation, this help in the

development of a sense of responsibility & a sense of belongingness amongst the

employees. Hence the need for development of human restheirce was felt.

The Human Restheirce of the organisation should be prepared in such a way that

they help the employee to perform efficiently.

Organisations are becoming large & complex with progressive industrialisation.

Human Restheirce Department hence becomes the prime department in all

concerns whether small or large & its Importance can be never ever estimated.

74

CHAPTER – 7RECOMMENDATIONS

75

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 standard. Salary difference in same

grade should not be more than 10 to 15 percent. Clear and faster growth path should

be planned to keep every one interested. Job rotation should be practiced to keep the

work environment interesting and untiring. Pain areas like getting an email id,

reimbursements of mobile and other expenses are very time consuming and this

should be eliminated to keep employees motivated. Challenging assignment should be

offered to the employees so as to avoid the job –dullness. Better performance

appraisal procedures should be applied to assess the true worth of an employee. An

efficient 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

enctheiraged and enabled for a better working environment. The working theirs

should be restricted to 8 hrs per day to keep the employees fresh and efficient.

Enhanced limit of mobile phones usage should be allowed.

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CHAPTER – 8BIBLIOGRAPHY

77

BIBLIOGRAPHY

BOOKS & NEWSPAPERS:

1 Ersonnel management by K.V Mishra, Aditya publishing house Madras, 1992.

2 CHHABRA T.N, Princlples & practices of management, Dhanpat Rai and co.

(p) Ltd, Delhi, 2000.

3 Practice of Human Restheirce by Danny Shield.

4 Manuals from the organization.

INTERNET LINKS:

1. www.kdsgroup.com.

2. www.LarsenToubro.com

3. www.yahoosearch.com

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CHAPTER – 9Annexure

79

ANNEXURE

SAMPLE SIZE-25

QUESTIONNAIRE

Q1) Is there a well defined recruitment policy in ytheir organization?

Strongly Agree

Moderately agree

Strongly disagree

Moderately disagree

Can’t say

Q2) Principle of right man on the right job is strictly followed/a detailed job-

analysis is done prior recruitment?

Strongly Agree

Moderately agree

Strongly disagree

Moderately disagree

Can’t say

Q3) Which internal source of recruitment is followed by the company and

given more priority?

Internal promotion

Employee Referrals

Transfer

Q4) Which external source of recruitment is followed by the company and

given more priority?

Campus interview

Advertisement

Online job banks

80

Walk –in interviews

Agencies/Consultancies

Employement exchange

Q5) Which source of recruitment is relied upon when immediate requirement

arises?

Internal

External

Q6) The sorting of candidate applications is done by some preset criteria?

Strongly Agree

Moderately agree

Strongly disagree

Moderately disagree

Can’t say

Q7) Which are the parameters on which candidates are evaluated (give ratings out of 100)?

Experience

Skills

Process Knowledge/Intelligence

Aptitude

Attainments

Q8) To identify the employee’s capabilities and aptitude, psychological testing

is done. Do you think it is an useful technique?

Strongly Agree

Moderately agree

Strongly disagree

Moderately disagree

Can’t say

81

Q9) What type of interview is taken while selection?

Patterned

Stress

Depth

Others

PERSONAL DETAILS:

NAME………………………………………

DEPARTMENT……………………………………....

DESIGNATION ………………………………………

QUALLIFICATION……………………………………….

Thank you for ytheir cooperation.

82

QUESTIONNAIRE

SAMPLE SIZE- 45

Q1) How long have you been associated with the company?

1 – 4years

4 – 10years

10years and above

Q2) Are you overall satisfied with the company?

Extremely Dissatisfied

Very Dissatisfied

Very Satisfied

Extremely Satisfied

Q3) Are you satisfied with the salary structure prevailing in ytheir company?

Extremely Dissatisfied

Very Dissatisfied

Very Satisfied

Extremely Satisfied

Q4) How are your interpersonal relations with your colleagues, subordinates

and managers?

Good

Bad

Fine

Q5) Are you happy with the work conditions (facilities / physical

environment) of ytheir company?

Extremely Dissatisfied

Very Dissatisfied

Very Satisfied

Extremely Satisfied

Q6) Do you have a clear path of Career Advancement?

Strongly Agree

Moderately agree

83

Strongly disagree

Moderately disagree

Q7) Do you find yourself growing in the organization?

Strongly Agree

Moderately agree

Strongly disagree

Moderately disagree

disagree

Q8) Are achievements recognized and are they awarded in ytheir company?

Strongly Agree

Moderately agree

Strongly disagree

Moderately

Q9) Are you happy with ytheir position at this company?

Strongly Agree

Moderately agree

Strongly disagree

Moderately disagree

Q10) The organization provides you ample restheirces and opportunities at

work to learn and grow?

Strongly Agree

Moderately agree

Strongly disagree

Moderately disgree

Q11) There is a free flow of communication and good coordination among

supervisors and subordinates?

Strongly Agree

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Moderately agree

Strongly disagree

Moderately disagree

Q12) What would be your primary reasons for leaving the company?

Benefits & Salary

Better Job Opportunity elsewhere

Conflict with co-workers/higher authority/management

Working conditions

Job Expectation/Challenges/Growth

Poor Performance Evaluation

Q13) How would you rate the MORALE in ytheir company?

Low

Very Low

High

Very high

Personal Details:

NAME(Optional)………………………………………

DEPARTMENT……………………………………....

DESIGNATION ………………………………………

QUALIFICATION……………………………………….

85