CAREER DEVELOPMENT PLAN

FOR

THE GRADUATE ENGINEER TRAINEES OF

LARSEN & TOUBRO

HYDROCARBONS CONSTRUCTION& PIPELINES

POST GRADUATION DIPLOMA IN MANAGEMENT

(Approved by AICTE, Govt. of India)

ACADEMIC SESSION 2011 -2013

Submitted By:Kavita Kumari

Dm- 11182011-2013

External Supervisor: Internal Supervisor:Mr.MANISH SHARAN Dr. SARJUE PANDITA Regional Head HR Professor,HRL&T,NRO AKGIMDELHI Ghaziabad

AJAY KUMAR GARG INSTITUTE OF MANAGEMENT

27Km Stone, Delhi-Hapur Bypass Road,

P.O. Adhyatmik Nagar, Ghaziabad-201009

LARSEN &TOUBRO

CAREER DEVELOPMENT

PLAN FOR THE GRADUATE

ENGINEER TRAINEES OF

L&T ,HCP

2

SUBMITTED BY:-

Kavita kumari

PGDM AJAY KUMAR GARG INSTITUTE OF

MANAGEMENT

2011-13

CERTIFICATE OF THE COMPANY

3

CONTENTS

SERIAL NO ……………………………………………….. PAGE NO. DECLARATION 5

ACKNOLEDEGMENT 6

EXECUTIVE SUMMARY 7

ABOUT THE COMPANY 8-21

CAREER DEFINITIONS 22

OBJECTIVE 23

INTRODUCTION

1)Background of the problem 24

2)Scope of study 24-26

RESEARCH METHODOLOGY 27

CAREER DEVELOPMENT PLAN IN L&T 28-33

DATA ANALYSIS 34-56

GAP ANALYSIS 57-58

REFERENCES 60

ANNEXURE 61-63

4

DECLARATION

I Kavita Kumari, doing my summer internsip in LARSEN & TOUBRO hereby declare

that the project titled “CAREER DEVELOPMENT PLAN FOR THE GRADUATE

ENGINEER TRAINEES OF L&T” submitted to Ajay Kumar Garg Institute of

Management, Ghaziabad in partial fulfillment of the requirement for the award of the degree

of Post Graduate Diploma Of Management is a record of original work done by me under the

guidance of Dr. SARJUE PANDITA, Professor HR, AKGIM,

KAVITA KUMARI

5

ACKNOWLEDEGMENT

It takes immense pleasure for me to express my sincere gratitude to all the helping hands who

have guided me in the completion of this project. It was a great learning experience for me to

work on my report for in such a charged and highly motivated organization.

I am deeply indebted to my faculty guide Dr. SARJUE PANDITA and Mr.MANISH

SHARAN who has supported me immensely throughout the project through discussions and

by always showing me the right course to pursue. The information and suggestions provided

by her proved to be most valuable.

I owe special thanks to the managers of LARSEN & TOUBRO, for their support during

report making.

Last but not least, my effort will remain incomplete if I do not express my indebtedness to my

teachers, friends and family members for their love and blessings and whose assistance and

support are instrumental in the successful completion of the project.

KAVITA KUMARI

6

EXECUTIVE SUMMARY

I did my summer internship in LARSEN & TOUBRO ,HCP,Hydrocarbons Construction &

pipelines.

My project was to develop CAREER DEVELOPMENT PLAN FOR THE GETs for ,i.e Graduate

engineer trainee .They after campus recruitment undergo a training of 11 months in

different department like planning, execution, safety, quality ,plant & machinery & other

departments quarterly as a part of job rotation plan in L&T .Also there is quarterly filling of

feedback form by the trainees & also by project manager & by their immediate superior to

make the training more effective.

I analysed the feedback forms & tried to find out what type of training the trainees want to

know, what problems they are facing during training,the responses of their senior etc.

Also ,I made a questionnaire to carry out skill gap analysis based on some attributes like

innovation, technological skill, commercial awarness, team worker ,timeliness, meeting of

deadlines ,hardworking nature, active listening and few more attributes.

So based on the result of the feedback form I gave recommendations to make the career

development plan for the trainees.

7

About the company

LARSEN& TOUBRO

LARSEN & TOUBRO is an Indian largest technology,engineering,manufacturing and

construction organization with a record of 70 years.L&T construction is the largest

construction organization in the country.It has played a important role in Indias several

projects across length and breath of the country and abroad.

The company was founded in 1938 in mumbai by two Danish scientist, Mr.Henning Holck-

Larsen and Mr.SorenKristian Toubro.

8

Henning Holck-Larsen Soren Kristian Toubro

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.

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.

9

In response to changing market dynamics, L&T has gone through a phased process of

redefining its organisation model that facilitates growth through greater levels of

empowerment. The new structure is built around multiple businesses designated ‘Independent

Companies’ or ‘ICs’. They are:-

1)Heavy Engineering

2)Hydrocarbon

3)L&T Construction

4)Power

5)Electrical & Automation

6)Machinery & industrial products

7)Information Technology

8)Shipbuilding

9)Financial services

10)Railway Projects

A M NAIK,Chairman & managing director of L&T

10

ABOUT HYDROCARBONS

L&T's Hydrocarbon Business delivers 'design to build' world-class engineering and

construction solutions on turnkey basis in oil & gas, petroleum refining, chemicals &

petrochemicals and fertiliser sectors. In-house expertise and experience, synergised with

strategic partnerships enables it to deliver single point solution for every phase of a project –

right from the front end design through engineering, fabrication, project management,

construction and installation up to commissioning. The key aspects of business philosophy

are: on-time delivery, cost competitiveness, and high quality standards with focus on best in

class HSE practices. Integrated strengths coupled with experienced highly-skilled engineers

and workmen, are the key enablers in delivering critical and complex projects in India and in

select countries overseas.

Design & Engineering Services: L&T Hydrocarbon is equipped with qualified &

experienced engineering talent, in-house engineering centres with latest technology,

software, world class office facilities & robust IT infrastructure. Services are further

complemented by specialised support from engineering partners like L&T-Valdel

Engineering Limited, L&T-Chiyoda Limited, L&T-Gulf Private Limited. Engineering teams

are located at various strategic locations: Mumbai, Faridabad, Vadodara, Bangalore,

Chennai & Sharjah.

Fabrication Capability: Modular fabrication facility in India over the years has

11

provided cost competitive advantage. Located at Hazira, it is one of the largest of its kind in

South Asia. Hazira Modular Fabrication Facility meets international quality standards and is

capable of meeting compressed delivery schedules. A new Modular Fabrication Yard at

Oman is an all-weather yard augmenting capability to fabricate and supply a range of large

size complex modules. The Yard has facilities for heavy fabrication, sophisticated

equipment for testing and load-out facility.

 

Installation Capability: To cater to offshore requirement, a state-of-the-art heavy

lift-cum-pipe lay vessel, referred to as ‘LTS-3000’ has been developed in Joint Venture with

Sapura Crest Petroleum Berhad (Sapura Crest) of Malaysia. It has capability of lifting 3000

ST & laying 6”-60” of sub-sea pipelines.

 

International Business: L&T Hydrocarbon has consolidated its presence in

international market, establishing as an emerging player in Middle East & South-East Asia.

It has set up manufacturing and project execution capabilities in select geographies and

offices in UAE (Abu Dhabi & Sharjah) & Qatar (Doha). JV companies have been set up

with reputed local partners in Oman, Kuwait and Saudi Arabia to tap opportunities available

in these countries. Branch offices have also been registered in Libya and Brazil to further

strengthen the range of services across the international market.

 

In addition to the above advantages, which are critical to the success and provide

competitive advantage, L&T Hydrocarbon is able to deliver sustainable & successful

services on account of its ability in:

 

12

Attracting and retaining high quality professionals.

Having multi-locational engineering, technology and innovation centres.

Adopting stringent quality control parameters designed to minimise cost, ensure

adherence to predetermined project parameters and reduced delivery time.

Compliance to highest standards of health, safety, environment and information security.

Usage of web enabled technology in the complete cycle of execution of EPC projects.

Capitalising on knowledge management system for providing solutions.

Providing professional project management for accelerating delivery time of large

projects.

 

L&T HYDROCARBON   CONSISTS OF THE FOLLOWING STRATEGIC

BUSINESS GROUPS:

 

 Hydrocarbon Upstream

 

 Hydrocarbon Mid & Downstream

 

 Hydrocarbon Construction & Pipelines

13

Hydrocarbons upstream

Hydrocarbon Upstream Business provides turnkey solutions to the upstream hydrocarbon

sector, encompassing oil & gas exploration as well as production, processing and

transportation facilities. It has in-house capabilities in engineering, project management,

procurement, fabrication, installation, hook-up and commissioning.

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 offshore.

Hydrocarbon Upstream business delivers services of a 1,500 strong professional group

dedicated to Engineering, Procurement, Fabrication / Construction, Installation and

Commissioning (EPIC) services for the upstream offshore E&P industry, through the

Strategic Business units, subsidiary and  JV company.

Hydrocarbons Mid & Downstream

Hydrocarbon Mid & Downstream SBG provides a wide range of EPC solutions for turnkey

projects – green fuel / fuel quality up-gradation, residue upgradation; cracker complex, 

polyolefins & aromatics projects for petrochemical industry; hydrogen, fertilisers, gas

14

processing, reformers & cracking furnaces; cross-country oil & gas pipelines, gas gathering

stations and crude oil terminals.

Hydrocarbon Mid & Downstream SBG provides a wide range of EPC solutions for turnkey

projects – green fuel / fuel quality up-gradation, residue upgradation; cracker complex, 

polyolefins & aromatics projects for petrochemical industry; hydrogen, fertilisers, gas

processing, reformers & cracking furnaces; cross-country oil & gas pipelines, gas gathering

stations and crude oil terminals.

Hydrocarbons construction & pipelines

HCP Strategic Business Group is one of three SBGs of Hydrocarbon Business of L&T. HCP

undertakes turnkey construction of Refinery, Petrochemicals, Chemical Plants, Fertilisers,

Gas Gathering stations, Underground Cavern storage system under Process Plant

Construction Business Unit and EPC/ turnkey construction of Oil and Gas Cross-country

Pipelines & Terminals under Pipelines BU.

STRENGTH AND KEY CAPABILITIES OF HCP :

HCP’s major capabilities include :-

Engineering Design & Research Centre (EDRC), Chennai

This centre caters to all construction engineering for civil / structural / and piping works of

HCP.

15

L&T Gulf Engineering, Faridabad

With a focus of tapping the EPC market, L&T has formed a Joint Venture with M/s. Gulf

Interstate, Houston, USA to provide world class engineering for cross-country pipelines.

Cairn’s Barmer-Salaya pipeline project has proven L&T’s capability to meet the global

standards in pipeline construction on EPC basis.

Heavy Lift Competency Centre

Possesses vast experience in heavy lifts & super heavy lifts and provides tailor-made

solutions in heavy lifting including erection schemes & support.

Construction Methods Cell

Provides solution for construction methodology & schemes.

Formwork Competency Centre

Offers all formwork materials including methods and schemes for the execution of

construction works at site.

• Technology & Capacity Building:

HCP has augmented resources in line with its growth. Along the lines of business volume, a

fleet of strategic equipment has been added to the plant and machinery of HCP. Adopting

new technologies and automation in various processes with high regard to safety and

environment have always been HCP’s focus. The state-of-the-art piping automation shop at

Hindustan Mittal Energy Ltd (HMEL), Bhatinda, GPS aided surveys, PUF-insulated joint

coating for pipeline projects are some of the measures successfully adopted across various

project sites.

16

There are slew of automation and IT enablement initiatives under implementation for HCP: 

1. Automation of pipe spool fabrication equipped with CNC Pipe profile cutting machines

(Muller m/c), Orbital Welding & Induction pipe bending for spool fabrication.

2. Automated Rebar service centres.

3. Implementation of e-ALPS (e-Activity Level Planning System) –  an in-house developed

IT tool has significantly improved the productivity of pipe spool fabrication by reducing

percentage of part spool fabrication.

4. Quantity Estimation & Survey (another IT tool developed by in-house engineers) are now

integral part of L&T project sites. This has resulted in benefits such as scope /front study

analysis, micro level resource planning and timely billing cycle with minimal manual

interface.

• Track Record

Over the years, HCP has been executing major hydrocarbon projects across the globe and

received numerous accolades from its customers for world class project execution

capabilities.

RECENT LANDMARK PROJECTS BY L&T

• World’s longest and India’s first- 592 km heated & insulated Crude Oil Pipeline from

Cairn’s terminal at Barmer to Salaya in Gujarat.

• World's longest LPG pipeline from Jamnagar to  Loni, 1270 Km

• World’s largest Refinery Complex at Jamnagar (60 MMTPA Phase-I and Phase-II put

together)

17

• India’s largest state-of-the-art Onshore Gas Processing Terminal at RIL, Kakinada

• India’s largest Onshore Oil Processing Terminal for Cairn Energy at Barmer, Rajasthan

• India’s largest dia (48”) Reliance East West gas pipeline.

• Facilities for Underground LPG Storage Cavern at Vizag for SALPG.

MAJOR ON-GOING PROJECTS

Some of the major ongoing projects under execution by HCP are :-

1. 9 MMTPA greenfield refinery complex at Bhatinda by HPCL-Mittal Energy Limited

(HMEL)

        i) Hydrogen Generation Unit (HGU)on EPC mode and

        ii) Composite construction package for all Mechanical and E&I works of seven process

units of the refinery.

2. Fertilizer Projects at Panipat and Bhatinda for National Fertilizers Limited and one at

Bharuch for Gujarat Narmada Valley Fertilizers Company Ltd.

3. Gas Processing Plants at Uran and Hazira for ONGC.

4. Reactor Regenerator Package and Delayed Coker Unit for IOCL Paradip.

5. Four projects in Mangalore – DHDT, HGU, RR and OMPL.

Operati onal Efficiency provement (Project “DISHA” and “SANKALP”):

18

CONSTRUCTION OF REFINARIES AT SITE

19

Refinaries at night

20

REFINARY

AWARDS & ACCOLADES TO L&T

Considered to be the "bellwether of India's engineering sector",

L&T was recognized as the Company of the Year in 2010.

L&T has featured four times in Forbes Fab 50 list of the best public companies in the

Asia-Pacific region.

The company ranked #14 in the 2011 Fortune India 500 list of the largest Indian

companies by total revenues.

The Economic Times named Mr. A.M. Naik "Business Leader of the Year" for 2008.[36]

21

L&T is among the top 100 Most Trusted brands of India as published in The Brand Trust

Report.

Mr. A.M. Naik was also awarded the Padma Bhushan by the President of India in 2009.[37]

L&T Won Best Innovation in Logistics-Transportation award on 20 May 2011 from

India International Logistics Forum[38]

L&T Won The Financial Express-EVI Green Business Leadership Award for 2010-

11. The award was received from Dr.A.P.J. Abdul Kalam [39]

22

DEFINITION OF CAREER

A Career has been defined as the sequence of a person's experiences on different jobs

over the period of time. It is viewed as fundamentally a relationship between one or

more organizations and the individual. To some a career is a carefully worked out plans for

self advancement to others it is a calling-life role to others it is a voyage to self discovery

and to still others it is life worklife

CAREER DEVELOPMENT

Career development, both as a concept and a concern is of recent origin. The reason for this

lack of concern regarding career development for a long time, has been the careless

unrealistic assumption about employees functioning smoothly along the right lines, and the

 belief that the employees guide themselves in their careers. Since the employees are

Educated, trained for the job, and appraised, it is felt that the development fund on is over.

Modern personnel administration has to be futuristic, it has to look beyond the present tasks,

since neither the requirements of the organization nor the attitudes and abilities of employees

are constant. It is too costly to leave 'career' to the tyranny of time and casualty

of circumstances for it is something which requires to be handled carefully through

systematization and professional promoting. Fortunately, there has lately been some

appreciation of the value of career planning and acceptance of validity of career

developments a major input in organizational development.

Career development refers to set of programs designed to match an individual’s

needs,abilities, and career goals with current and future opportunities in the organization.

23

OBJECTIVE OF STUDY

My research objective is to develop a career path or career planning for the graduate engineer trainees (GET) of the L&T .

will help the employees to have a clear picture of the way their career is going to

advance in the organisation.

it will help the employees to access the skills they need to acquire and will also

facilitate the way to acquire that skill.

To groom the employees along with the organisation

To execute the employee development programme in a systematic manner

INTRODUCTION

BACKGROUND OF THE PROBLEM OR TASK UNDERTAKEN

24

As employees are no longer considered as liability but as assets in most of the organizations

I selected this project to plot a career development plan for the graduate engineer trainees of

L&T, popularly as called GETs here,they are the trainees who are undergoing training after

campus recruitment.

I had to carry out skill gap analysis and develop a career plan or modify the existing plan to

make it more effective for them so as to develop the employees in a systematic manner and

most effectively according to the organization need while in the mean time the personal goals

of employees should also be taken care of .

SCOPE OF STUDY

This topic is of great relevance for employees,managers and to the organisaton in the

following way:-

FOR THE MANAGERS

1)Increased skill in careers.

2)Greator retention of valued employees

3)Better communication(downward)

4)More realistic staff development .

5) Productive performance appraisal

6)Greator understanding of the organization

7)Higher reputation as a people developer

FOR THE EMPLOYEES

25

1)Higher assistance with career decisions.

2)Enrichment of present job and increased job satisfaction.

3)Better upward communication

4)More realistic goal planning and expectation.

5)Better feedback on performance .

6)Current information on the firm and its future.

7)Greator personnel responsibilty

FOR THE ORGANISATION

1)Better use of own employee’s skill.

2)Dissemination of information at all levels of organization.

3)Better communication within the whole organization .

4)Greator retention of valued employees.

5)Public image as HR developer.

6)Increased effectivness of personnel system.

7)Greator clarification of the goals of the organization.

RESEARCH METHODOLOGY

Research comprises defining and redefining problems, formulating, hypothesis or suggested

26

Solutions, collecting ,organizing ,evaluating data,making deductions & at last carefully

testing the conclusion to determine whether they fit the formulating hypothesis or not.

Research is an important pre-requisite for a dynamic organization. it is a written plan for

conducting research .it may be understood as a science of studying .in it the various steps are

defined that are described that are adopted by a researcher in studying his

research problems.

Area of study

The units selected for the purpose of study are trainees of L&T.

Research design

A sample design

is a definite plan for obtaining a sample from a given population. The sample of 30

employees is taken

II. Sampling Unit

Individual graduate engineer trainees of L&T from different sites.

III. Sample Size

This refers to the some chosen units out of whole population. Although large samples are

more reliable but due to shortage of time other constraints I chose a sample of 30 trainees

from different sites of L&T

STEPS OF METHODOLOGY USED

27

1.Collection of data

2.Organisation of data

3.Presentation of data

4.Analysis of data.

Data types:

Primary source:The primary source is the questionnaire which was prepared by me based on

few attributes .

Secondary source:-The secondary source is the HR manual OF l&T,internet,various book

and magzines,

28

29

CAREER DEVELOPMENT PLAN FOR THE GET’s

30

31

The journey of career development path of a GET starts as soon as he becomes a part of L&T .It is divided in 3 stages.

EXPLORATION

This is actually the training period of 11 months.

GET, after joining is subjected to an orientation plan at HQ in Chennai. In this an overview

of the company is given, new joinnes are made familiar with the

Different strategic business units of l&t,of diffirent department they have to work or interact

with. They are also involved in various recreational activities ,various teamwork activities

and role play etc .so the days start with fun and enjoyment along with the process of getting

familiar with L&T .

After that the induction process begins which last for 15-20 days where detailed functioning

of various competencies of BU/SBG of L&T is discussed with the GET .they are also given

very brief training of the different departments.Apart from the functional training they are

also given training in communications ,motivations sessions and other softskill training.

32

After this the real training begins where the GETs are sent at site according to the

requirement of the project and that is decided by the project manager in consultation with

other senior managers.

They are given on the job training where they work on the site and guided by the immediate

superior, they are given individual responsibilities and learn while doing that.

They are rotated in different departments like planning and execution quality,safety,plant &

machinery etc. They are trained for more weeks in planning and execution followed by other

departments as can be shown in rotation plan shown below.

Then there is quarterly review of the get rotation plan. A feedback form is made to be filled

by both the GET and the project manger and also the regional HR head. this form inquire all

about what all benefits they are getting from training, what are the other field they want to get

trained in,what are their suggestions and also the response of the seniors that in which field

individual should be developed or what are the things they are lacking and what are the things

they are good at.

So quarterly this feedback form is filled and possible modifications are done to make the

training a successful one .

After the training is over after 11 months the get and their seniors recognise their area of

interest and competency and accordingly they are sent in that respective department .

ESTABLISHMNT

After a get has spent about 2 yrs they are they are given some other challenging jobs and also

the opportunities to pursue higher education .they are given the opportunity to appear in

Build India scholarship to get into IIT DELHI AND IIT MADRAS.

33

If they are able to qualify that then they go for M Tech but if they are not able to go for M

Tech then they are assigned some mentor and developed in different specific area and

managerial skills through workshops and through counseling by their immediate superior and

the HR etc and this is done by 180 feedback .

Then more higher responsibilities are given and made independent section incharges of

different projects.

Special monetary benefits like ESOP/ECAL is given based on performance.

LEADER IN MAKING

This basically starts at the time the employee has already spent 5-6 years in the company and

so they are knowing about the company in a much better way.

So this is step towards succession planning. The attempt is made to develop

them as leader for future.

They are sent for various leadership programmes like MANAGMENT DEVELOPMENT

PROGRAMME(MDP)FIRST LEVEL PROGRAMME(FLP).

They are also assigned as mentors to new GET so as to develop them as coach .Also

authority is given to take project challenge as independent incharge for better co-ordination.

Those GET who are able to develop as successful mentors are subjected to other challenging

programmes like LDP i.e Leadership Development programmes.

34

Question in the feedback form & the results & analysis of the feedback

form

1. What is the necessary data requirement to start a project ? Please give your preference

priorities between 1-4.

a) Market trends.

b) Competitor’s strategy

c) Local administration contract

d) Rate analysis of the product/material

35

17% 0%

48%

35%

d)

1

2

3

4

Interpretation:-From the piechart we can see that most of the GET have given highest rating

for rate analysis and market trends .so I can interpret that they are having good analytical skill

but still there is scope for mprovement.

2.Do you keep information about your competitor’s strategy /market trends in other construction

industry ?

a)Always

b)Often

c)Sometimes`

d)Never

e)Can’t say

36

Interpretation:-only 14 % trainees always keep information aboutr market trends ,while 40

don’t,often do it and anothher 40 % sometimes do it.So there shoud be greator need of

awarness of market trends

3. Do you take interest in knowing about details of the on going project of L&T or overall

business of the company?

a)Always

b)Often

c)Sometimes`

d)Never

e)Can’t say

Interpretation :- Equal proportion of people i.e 40% agree for sometimes and always and

20% agree that they are often familiar with the internal business of L&T.so the trainees are

37

Not satisfactorily having the commercial awareness.

4. Do you often upgrade yourself with the new technologies /skills related to your field ?

a)Always

b)Often

c)Sometimes

d)Never

e)Cant ‘say

Interpretation :-Most of the employees keep upgrading themselves with the new

technologies /skills related to their work.

5. Are you compatible with the existing technologies /softwares/systems being used in the

projects?

a)Always

38

b)Often

c)Sometimes

d)Never

e)Can’t say

Interpretation:-Most of the employees are compatible with the existing technology which is

again a very positive thing for the company and also for the employees.

6. How often you take initiative & its implementation during the project?

a) Always

b) Often

c) Sometimes

d) Never

e) Can’t say

39

Interpretation:-Most of the trainees seems to take keen intererst in taking initiative which

is a very positive thing.

7. Do you share information/important data with your teammates?

a) Always

b) Often

c) Sometimes

d) Never

e) Can’t say

40

Interpretation:-Most of the trainees are good team members.

8. Do you agree that working in team increases the efficiency?

a) Always

b) Often

c) Sometimes

d) Never

e) Can’t say

41

Interpretation:-Most of the employees seems to be a good teamplayer.

9. What are the necessary steps you take to build customer relation?

a) Personal meeting

b) Group meeting on call

c) Meeting with only concerned person

d) Continual relation with your customer

e) Feedback from customers

42

Interpretation:- As the option ( d) & (e) are the most important to build better customer

relation so maximum trainees seems to have a attitude in right direction to build customer

relation .

10.You set a good example for others in the company by following all the laid rules and

regulations of the company.

a) Always

b) Often

c) Sometimes

d) Never

e) Can’t say

43

Interpretation :-Most of the trainees seems to follows the rules and regulations of the

company i.e 50% agrees for always while 32% for often while only 18 % for sometime. so

this shows the good professional attitude of trainees .

11. What are the factors which motivate you, while working in the organisation? Prioritise

Following between 1-7

Lowest -1 & highest -7

a) Working conditions

b) Monetary factors & benefits

c) Career growth opportunities

d) Brand name of the company

e ) Job security

f) Challenging job & higher responsibilities

44

g) Rewards & Recognition

Interpretation:-what I interpreted from the questionnaire is that career growth opportunity

challenging job and higher responsibilities and job security are the primary motivating

factors.

12. You complete your task assignment before deadline

a)Always

45

b)Often

c)Sometimes

d)Never

e)Cant”say

Interpretation:-55% trainees are able to complete on while 27% are always able to do it

while only 18 % agrees for sometimes.so this shows that trainees do their best and complete

work before deadline .

13. Completing task /assignment on deadline is a cumbersome job.Do you agree?

a)Always

b)Often

c)Sometimes

46

d)Never

e)Can’t say

Interpretation:-Although trainees complete the work before deadline but still most of them

almost 55% agrees that completing task on deadline is a cumbersome job while 34%

completely agrees that its difficult while very few trainees are agreeing that its not difficult

task.but still as most of the trainees find it difficult to complete task on deadline so they need

to learn proper time management .

14. What are methods you followed to complete the task?

a) Always follows QMS/SOP.

b) Takes initiative to complete job systematically.

47

c) Takes initiative to bring modification in QMS if genuinely

required.

d) Dependent on others to do the job

INTERPRETATION :- From the pie chart we can see that most of the trainees are keen to

give high standard of output by either doing the job systematically or by following QMS or

by taking initiative to bring modification if required .

15.Have you aligned your personal goals with the strategic goals of L&T ?Please answer in

yes/no giving reason.

48

16.You prefer to communicate with seniors/customers/vendors through....

a) Always through mail .

b) Mostly through mail but sometimes through phone/personal meeting.

c) Only sometimes mail & mostly through phone or other means.

d) Never through mails.

49

Interpretation:- 55% of the trainees agrees that mail is the most common mode to

communicate while another big percentage of trainees i.e 45% agrees that they sometimes

communicate by mailing but through other means.

17.Have you undergone Job rotation during your tenure and how often?

50

Interpretation:-Most of the GETs agree that they often undergo job rotation, so this is quite

good from the perspective of their career growth.

19.What training or experiences you think would be required to help you to perform other

jobs in the organization?

Ans.The answer of this question is quite varied and they wanted training in different

softwares like PRIMEVERA ,AUTOCAD,also training in chimney

design ,drawings,fabrication,erection and others.

20..Have you got an opportunity to implement any new technology /idea/process in the

company.If YES please mention it.

Interpretation:- 67% OF THE GET’s agree that they get the opportunity to implement new

ideas ,so there is scope of innovative ideas in the company.

51

21. You easily accept other’s views or ideas if it is in the favour of the company yet it is

different from yours.

a) Always

b) Often

c) Sometimes

d) Never

Interpretation:- Most of the trainees often accept ideas and suggestions if it in favour of

company while very few i.e 4 % of people do not accept it. so its very good thing that the

employees have acceptance for different views if it is in company favour.

22. Choose from the following:-

a) I often feel that my work load is too heavy to cope up with.

52

b) I have just the right amount of time & workload to do my work within time constraint

but get no time to think about wider organization issues.

c) I manage to get my work done within time constraint and in planned way and able to

get little time for other relevant issues of company.

d) I always have the time to get my work done on time and involve in long term issues of

the company.

Interpretation-50% trainees agree that they are able to do work on time but get very little

time to think about other issue of company ,while 32% agrees that they did not get any time

to think about other organization issues,14% trainees find their work load is too heavy

While only 4% trainees are able to take part in wider organization issues .so again most of

53

the trainees need to work upon time management so as so take part in other organization issue

as this is very important for their growth or from company’s perspective.

23. You find it difficult to plan your task ahead so as to complete it before deadline?

a) Always

b) Often

c) Sometimes

d) Never

e) Can’t say

54

Interpretation:-60% of trainees sometimes find it difficult to plan the task ,while 23%

often find it often difficult ,while those who always find it difficult and never find it

difficult are equal in percentage i.e 9%.so also the trainees need proper planning skills to

bring more effectiveness .

25. If due to some technical difficulties the task delayed and it to complete you may have to

work 20 hours a day .what will you do?

a) Will ask the client to extend the date.

b) Will work for 20 hours to complete the project.

c)Will ask for more manpower/resources to complete the task.

55

Interpretation:-About 60 % trainees seems to be quite hardworking and 32% are dedicated

to complete on time yet with the help of some additional resources while only 9% prefer to

extend the date .

26. While talking to a person, if silence follows for a while,

what would you do ?

a) Will accept the silence and would wait for the other

person to proceed

b) Will prompt the other person to speak.

c) Will ask lot of questions to clear your confusions.

56

Interpretation:- Almost equal percent of trainees agrees for accepting the silence of other

person during conversation i.e 36-37% while 27% agrees that they will prompt the other

person to initiate conversation . So very few trainees seems to be good listener while rest

have to work upon their listening skill.

57

COMPARISON OF THE GAP ANALYSIS

Attribute Desired Actual Gap

Commercial awarness 90 58 32

Technological orientation 90 67 23

Innovation 90 67 23

Customer relation 90 81 9

Obedience 90 82 8

Standard of work 90 74 16

Strategic vision 90 55 35

Written communication 90 45 45

Timeliness 90 62 28

Hardworker 90 59 31

Active listener 90 37 53

58

0102030405060708090

100

Comm

erci

al aw

arne

ss

Tech

nolog

i cal

orie

ntat

ion

Inno

vatio

n

Custo

mer

rela

tion

Obedie

nce

Stand

ard

of w

ork

Strate

gic v

ision

Writ

ten

com

mun

icatio

n

Tim

eline

ss

hard

worke

r

Active

listn

er

Desired

Actual

gap

RECOMMENDATIONS:-

My questionnaires is basically to carry out GAP analysis. It was to check some attributes like

commercial awareness, technological orientation ,teamwork, hardworking nature, listening

skills ,timeliness, analytical skills ,strategic vision, motivation, customer relation and high

standard of output. what I analyzed through my questionnaire .on the basis of which I am

giving the recommendations:-

1)For better analytical skills, there should be more workshops where business simulation

games should be organized .Also brainstorming sessions should be instutionalised and should

be started from the training period only and should be awarded properly. If possible these

sessions should be attended by seniors most managers .This will help in infusing both better

analytical skills and also make them more innovative.

59

2)For better commercial awareness ,there should be proper library with latest

magazines ,journal .Internet facility should be provided to them and quizzes can be conducted

based on businesses on week ends and prizes or certificates can be provided.

3)Also if its possible demo/virtual construction sites of the different sites of the world should

be demonstrated or discussed .This would help GET feel more confident and motivated.

As I have found from my analysis GET find it difficult to plan their their task ahead or they

feel that completing task on deadline is difficult. So this suggest that they need to learn

better time management ,also they need to plan their work better to complete on time. For this

they need to better interpersonal skills so that they can arrange material manpower easily the

help of administration, client etc. this would help them to complete task on deadline. They

also need to learn planning irrespective of the department they belong to. They should also be

trained for proper negotiation skills .

4)A practice can be encouraged where people from supervisor level to the CEO level can

share their unique experiences of different sites or any new experiences which can help in

value addition ,on the company internal website.

5)For bridging the gap of technological skill ,more training on latest software’s should be

provided. like those who are in planning should be well versed in PRIMVERA, those who

are in cilvil should be provided latest knowledge of chimney designs, softwares for drawings

etc.

6)For better strategic development ,vision ,mission and strategic goals of the company should

Be clear .Infact the strategic goals of the company should be aligned with the personal

goals of the trainees. This would ensure better motivation level in trainees.

7)Those who are good in written communication should be assigned mentors to their

60

Peers.this is cost effective way to enhance written communication ,they can be divided in

Groups and some competition for essays ,etc can be encouraged.

CONCLUSION

While doing my summer internship in L&T ,hydrocarbons construction & pipelines, on

career planning ,I came to know that nowadays companies are very keen to develop their

employees and include their development plan in their strategic goal.

Through my analysis of the feedback form ,I came to know that the existing career

development plan for the L&T is quite good ,still through my questionnaire I came to know

that skill gap exists between the desired and the actual attributes and it need to be bridged by

different trainings ,workshops on soft skills, communication, and more interaction between

the top in hierarchy to the trainees.

61

REFERENCES:-

BOOKS;-

1)BERGER.A.B.LANCE,The Talent Mamagment Handbook,TATA MC GRAW

HILLS.

2)MICHAEL V.P,,Human resource Management,Himalaya publishing house

WEBSITES:-

1)www.citehr.com

2)www.lntecc.com

.

ANNEXURE

62

QUESTIONNAIRRE ON CAREER DEVELOPMENT

DISCLAIMER:-This is for my research purpose only and is not for any official use.

1. What is the necessary data requirement to start a project? Please give your preference &

Priorities between 1-4.

Lowest-1 & Highest-4

a) Market trends

b) Competitor’s strategy

c) Local administration contract

d)Rate analysis of the product/material

2. Do you keep information about your competitor’s strategy/market trends in other construction

Industry?

a) Always

b) Often

c) Sometimes

d) Never

e) Cant ‘say

What do you do to keep yourself updated about market trends? Please provide details.

.........................................................................................................................................

3. Do you take interest in knowing about details of the on-going project of L&T or overall business of the company?

a) Always

b) Often

63

c) Sometimes

d) Never

e) Can’t say

4. Do you often upgrade yourself with the new technologies/skills related to your field?

a) Always

b) Often

c) Sometimes

d) Never

e) Can’t say

Please mention the things you do to keep yourself updated if any...................................................................................................................................................

5. Are you compatible with the existing technologies/software/systems being used in the project?

a) Always

b) Often

c) Sometimes

d) Never

e) Can’t say

6. How often you take initiative & its implementation during the project?

a) Always

b) Often

c) Sometimes

d) Never

e) Can’t say

Mention if taken any initiative..............................................................................................

...............................................................................................................................................

64

7. Do you share information/important data with your teammates?

a) Always

b) Often

c) Sometimes

d) Never

e) Can’t say

8. Do you agree that working in team increases the efficiency?

a) Always

b) Often

c) Sometimes

d) Never

e) Can’t say

9. What are the necessary steps you take to build customer relation?

a) Personal meeting

b) Group meeting on call

c) Meeting with only concerned person

d) Continual relation with your customer

e) Feedback from customers

10.You set a good example for others in the company by following all the laid rules and regulations of the company.

a) Always

b) Often

c) Sometimes

d) Never

e) Can’t say

11. What are the factors which motivate you, while working in the organisation? Prioritise

65

Following between 1-7

Lowest -1 & highest -7

a) Working conditions

b) Monetary factors & benefits

c) Career growth opportunities

d) Brand name of the company

e ) Job security

f) Challenging job & higher responsibilities

g) Rewards & Recognition

12. You complete your task/assignment before deadline.

a) Always

b) Often

c) Sometimes

d) Never

e) Can’t say

13. Completing task/assignment on deadline is a cumbersome job. Do you agree?

a) Always

b) Often

c) Sometime

d) Never

e) Can’t say

14. What are methods you followed to complete the task?

a) Always follows QMS/SOP.

b) Takes initiative to complete job systematically.

c) Takes initiative to bring modification in QMS if genuinely required.

d) Dependent on others to do the job

66

15. Have you aligned your personal goal with the strategic goals of the L&T? Please answer in

YES/NO giving reason.

....................................................................................................................................................

.........

....................................................................................................................................................

..........

16.You prefer to communicate with seniors/customers/vendors through....

a) Always through mail .

b) Mostly through mail but sometimes through phone/personal meeting.

c) Only sometimes mail & mostly through phone or other means.

d) Never through mails.

17. Have you undergone job rotation during your tenure and how often?

18. Factors affecting you to enhance your skills pertaining to your job. Prioritise following between

1-4.

Lowest -1 & Highest -4

a) Working conditions

b) Training

c) Challenging assignments

d) Job rotation

State if some other factor in 1-2 line......................................................................................

...............................................................................................................................................

19. What training or experiences you think would be required to help you to perform other Jobs in

the organisation?

67

20. Have you got an opportunity to implement any new technology /idea/process in the Company?

If yes, please mention it .

21. You easily accept other’s views or ideas if it is in the favour of the company yet it is different

from yours.

a) Always

b) Often

c) Sometimes

d) Never

22. Choose from the following:-

a) I often feel that my work load is too heavy to cope up with.

b) I have just the right amount of time & workload to do my work within time constraint but

get no time to think about wider organisation issues.

c) I manage to get my work done within time constraint and in planned way and able to get

little time for other relevant issues of company.

d) I always have the time to get my work done on time and involve in long term issues of the

company.

23. You find it difficult to plan your task ahead so as to complete it before deadline?

a) Always

b) Often

c) Sometimes

68

d) Never

e) Can’t say

Please state the reason if any.........................................................................................

........................................................................................................................................

24. Given an opportunity to learn & grow within your organisation & other challenging job in

Other organisation, which one will you prefer to choose and why?

25. If due to some technical difficulties the task delayed and to complete it you may have to

work 20 hours a day .what will you do?

a) Will ask the client to extend the date.

b) Will work for 20 hours to complete the project.

c)Will ask for more manpower/resources to complete the task.

26. While talking to a person, if silence follows for a while, what would you do ?

a) Will accept the silence and would wait for the other person to proceed.

b) Will prompt the other person to speak.

c) Will ask lot of questions to clear your confusions.

27. Whenever you are attending some lecture or talking to someone, what do you do to get the

maximum benefit out of it.

a) You listen the person very attentively and would not let your previous knowledge about

the subject to interfere with it.

b) You try to listen & focus key points & key words only.

c) You don’t listen with proper attention as you find listening to others exhaustive and little

boring.

d) Depends on the topic being discussed.

69

70