A PROJECT REPORT

ON
“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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2
 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 – 2
INDUSTRY
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.

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HARBTHEIRS
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

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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
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.

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WATER & UTILITIES
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,

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electrical and instrumentation works for petrochemical and refinery, chemical,
fertilizer including oil & gas projects and cross-country pipelines.

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 /

23
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.

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⇒ Fast-track career development opportunities on an industry-wide basis.
⇒ An applied research centre to create opportunities for developing techniques.

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.

26
CHAPTER –3
CONCEPTUAL
DESCRIPTION

27
 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.

29
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.

30
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.

31
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.

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.

32
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
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.

33
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.

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)

34
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.

35
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

36
⇒ 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.)

37
 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.

38
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

39
⇒ 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

40
 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.’

41
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.

42
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.

43
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.

44
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.

45
 CHAPTER – 4

Research Objective
And
Methodology

46
 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.

47
 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.

48
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.

49
 CHAPTER – 5
FINDINGS AND ANALYSIS

50
 DATA ANALYSIS

Q1. IS THERE A WELL DEFINED RECRUITMENT POLICY IN YOUR

ORGANIZATION?

44%

56%

STRONGLY AGREE MODERATELY AGREE

⇒ 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.

51
Q2. PRINCIPLE OF RIGHT MAN ON THE RIGHT JOB IS STRICTLY
FOLLOWED/A DETAILED JOB-ANALYSIS IS DONE PRIOR
RECUIREMENT?

50%

45%

40%

35%

30%

25%

20% Strongly Agree

Moderately agree
15% Strongly disagree
Moderately disagree
10%

5%

0%

Strongly Agree 37%

Moderately agree 48%
Strongly disagree 0%
Moderately 15%
disagree

CONCLUSION
⇒ A good majority of the employees feel that the need for the manpower planning is
being given due onsideration.

52
Q3. WHICH INTERNAL SOURCE OF RECRUITMENT IS FOLLOWED
BY THE COMPANY AND GIVEN MORE PRIORITY?

70%

60%

50%

40%

30%
Internal promotion
20% Employee Referrals
Transfer
10%

0%

Internal 70%
promotion
Employee 20%
Referrals
Transfer 10%

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.

53
Q4. Which external source of recruitment is followed by the company and
given more priority?

50%
45%
40%
35%
30%
25%
20%
Campus interview
15%
Advertisement
10%
Online job banks
5%
Walk –in interviews
0%
Agencies/Consultancies
Campus 50% Employment Exchange
interview
Advertisement 25%
Online job banks 6%
Walk –in 4%
interviews
Agencies/Consul 15%
tancies

CONCLUSION
⇒ Campus selection and the recruitment through advertisements are the two most
popular methods of recruitment which are currently being employed the company.

54
Q5. Which source of recruitment is relied upon when immediate requirement
arises?

32

66

Internal External

⇒ 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?

55
  Strongly Agree 36%
 Moderately agree 52%
 Strongly disagree 12%
 Moderately disagree ------
 Can’t say ------

0
12
36

52

Strongly Agree Moderately agree

Strongly disagree Moderately disagree

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.

56
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%

25%

20%

15%
Experience

10% Skills

Process
5% Knowledge/Intelligence
Aptitude

0% Attainments

Experience 15%
Skills 25%
Process 25%
Knowledge/Intelli
gence
Aptitude 25%
Attainments 10%

CONCLUSIONS
⇒ The key parameters of performance evaluation are

57
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%

40%

35%

30%

25%

20%

15%
Strongly Agree
10% Moderately Agree
Strongly Disagree
5%
Moderately Disagree
0% Can't say

Strongly Agree 36%

Moderately 30%
Agree
Strongly 10%
Disagree
Moderately 20%
Disagree
Can't say 4%

CONCLUSION
⇒ Psychological testing has been voted as the best technique to evaluate the
employees capabilities and aptitude by most of the employees

58
Q9. What type of interview is taken while selection?
 Patterned-----------------------------20%
 Stress--------------------------------- 12%
 Depth---------------------------------60%
 Others-------------------------------- 0%

60%

50%

40%

30%
Patterned
Stress
20% Depth
Others

10%

0%

Patterned 20%
Stress 12%
Depth 60%
Others 8%

CONCLUSIONS

⇒ More than half of the people questioned, admitted that they had to face in-depth
interviews at the time of selection.

59
 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%

60%

50%

40%

30%
1-4 years
4-10years
20% 10years and above

10%

0%

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 .

60
Q2. Are you overall satisfied with the company?
 Extremely Dissatisfied----------------------------- 07%
 Very Dissatisfied------------------------------------ 11%
 Very Satisfied--------------------------------------- 67%
 Extremely Satisfied--------------------------------- 15%

70%

60%

50%

40%

30%
Extremely Dissatisfied
Very Dissatisfied
20%
Very Satisfied
Extremely Satisfied
10%

0%

Extremely 7%
Dissatisfied
Very Dissatisfied 11%
Very Satisfied 67%
Extremely 15%
Satisfied

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..

61
Q3. Are you satisfied with the salary structure prevailing in your company?
 Extremely Dissatisfied----------------------------- 16%
 Very Dissatisfied------------------------------------ 20%
 Very Satisfied--------------------------------------- 14%
 Extremely Satisfied--------------------------------- 50%

50%
45%
40%
35%
30%
25%
20%
Extremely Dissatisfied
15% Very Dissatisfied
10% Very Satisfied
Extremely Satisfied
5%
0%

Extremely 16%
Dissatisfied
Very Dissatisfied 20%
Very Satisfied 14%
Extremely 50%
Satisfied

CONCLUSIONS
⇒ Almost 2/3rd of the employees expressed their dissatisfaction over the salary
structure being offered currently.

62
Q4. How are your interpersonal relations with your colleagues, subordinates
and managers?
 Good ------------------------------------------70%
 Bad ------------------------------------------- 05%
 Fine ------------------------------------------- 25%

70%

60%

50%

40%

Good
30%
Bad
Fine
20%

10%

0%

Good 70%
Bad 5%
Fine 25%

CONCLUSIONS
⇒ The employees are enjoying good inter personal with the colleagues,
subordinates and managers.

63
Q5. Are you happy with the work conditions (facilities / physical
environment) of your company?
 Very Satisfied------------------------------------- 56%
 Extremely------------------------------------------ 44%

60% 56%

50%
44%

40%

30%
Very Satisfied
Extremely
20%

10%

0%

Very Satisfied 56%

Extremely 44%

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

64
Q6. Do you have a clear path of Career Advancement?
 Strongly Agree-------------------------------------- 11%
 Moderately Agree---------------------------------- 51%
 Strongly Disagree--------------------------------- 9%
 Moderately Disagree------------------------------- 29%

60%

51%
50%

40%

30% 29%

Strongly Agree
20% Moderately Agree
Strongly Disagree
11% Moderately Disagree
10% 9%

0%

Strongly Agree 11%

Moderately Agree 51%
Strongly Disagree 9%
Moderately 29%
Disagree

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?

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

65
  Moderately Agree---------------------------------- 60%
 Strongly Disagree--------------------------------- 07%
 Moderately Disagree------------------------------- 04%

60%
60%

50%

40%

29%
30%

Strongly Agree
20% Moderately Agree
Strongly Disagree
Moderately Disagree
10% 7%
4%

0%

Strongly Agree 29%

Moderately Agree 60%
Strongly Disagree 7%
Moderately 4%
Disagree

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

Q8. Are achievements recognized and are they awarded in your company?
 Strongly Agree-------------------------------------- 31%

66
  Moderately Agree---------------------------------- 51%
 Strongly Disagree--------------------------------- 13%
 Moderately Disagree------------------------------- 05%

60%

51%
50%

40%

31%
30%

Strongly Agree
20% Moderately Agree
Strongly Disagree
13%
Moderately Disagree
10%
5%

0%

Strongly Agree 31%

Moderately Agree 51%
Strongly Disagree 13%
Moderately 5%
Disagree

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

67
Q9. Are you happy with your position at this company?
 Strongly Agree-------------------------------------- 18%
 Moderately Agree---------------------------------- 36%
 Strongly Disagree--------------------------------- 16%
 Moderately Disagree------------------------------- 30%

40%
36%
35%

30%
30%

25%

20% 18%
16%
Strongly Agree
15%
Moderately Agree
Strongly Disagree
10%
Moderately Disagree
5%

0%

Strongly Agree 18%

Moderately Agree 36%
Strongly Disagree 16%
Moderately 30%
Disagree

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

68
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%

50%
47%
45%
40%
40%

35%

30%

25%

20% Strongly Agree

Moderately Agree
15%
Strongly Disagree
10% 9% Moderately Disagree

5% 4%

0%

Strongly Agree 40%

Moderately Agree 47%
Strongly Disagree 4%
Moderately 9%
Disagree

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.

69
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%

50%
47%
45%

40%

35%

30%

25% 24% 24%

20% Strongly Agree

Moderately Agree
15%
Strongly Disagree
10% Moderately Disagree
5%
5%

0%

Strongly Agree 24%

Moderately Agree 47%
Strongly Disagree 24%
Moderately 5%
Disagree

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

70
  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%

40% 40%

35%

30%
27% Benefits & Salary
25%

20% Better job Opportunity

elsewhere
15% 15%
conflict with co-
10% 10%
workers/higher
6% authority/management
5% Working conditions
2%
0%

Benefits & Salary 27% Job

Better job Opportunity 40%
Expectation/Challenges/Grow
elsewhere th
conflict with co- 6% Poor Performance Evaluation
workers/higher
authority/management
Working conditions 2%
Job 15%
Expectation/Challenges
/Growth
P oor Performance 10%
Evaluation

CONCLUSIONS
a big majority of the employees leave their job because of :-
⇒ -benefits and salary and
⇒ -better job opportunity elsewhere

71
Q13. How would you rate the MORALE in your company?
 Low--------------------------------- 13%
 Very Low--------------------------- 2%
 High--------------------------------- 76%
 Very High--------------------------- 9%

80% 76%

70%

60%

50%

40%
Low
30% Very Low
High
20% Very High
13%
9%
10%
2%
0%

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.

72
 CHAPTER – 6
CONCLUSIONS

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 – 7
RECOMMENDATIONS

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.

76
 CHAPTER – 8
BIBLIOGRAPHY

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

78
CHAPTER – 9
Annexure

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

80
 ⇒ Online job banks
⇒ 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

81
 ⇒ Strongly disagree
⇒ Moderately disagree
⇒ Can’t say
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

83
 ⇒ Very Satisfied
⇒ Extremely Satisfied
Q6) Do you have a clear path of Career Advancement?
⇒ Strongly Agree
⇒ Moderately agree
⇒ 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

84
 ⇒ Moderately disgree

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

supervisors and subordinates?
⇒ Strongly Agree
⇒ 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
86