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
“RESEARCH RCH ON This This is to cert certif ify y that that I have have comp comple lete ted d a proj projec ectt titl titled ed “RESEA Under the MANPOWER MANPOWER MANAGEMEN MANAGEMENT T IN LARSEN LARSEN & TOUBRO” TOUBRO” Under guidance of Mr. A.K. SHRIVASTAV in the partial fulfillment of the requirement for the award award of Bachel Bachelors ors of Busine Business ss Admini Administr stratio ation n from from Bharat Bharatii Vidyap Vidyapeeth eeth 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
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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.
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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 farflung 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 10
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 r esurfacing.
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 trialrun 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, precommissioning 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 integrat ion.
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-OperateTransfer (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 tollcollection started from November 2000. 4
Watrack Bridge: This Project, near Ahmedabad on NH-8, consists of
construction of a new bridge and approach road, in addition to maintaining an existing bridge and its 10-km approach road. The total concession period of 128 months, included a construction period of 24 months.
Construction was
completed in December 2000
PLANT & MACHINERY Plant & Machinery Business Unit, which is part of Restheirces & Supply Chain Management function, has India's largest fleet of Construction Equipment worth around Rs.770 Crore and numbering more than 12,000 pieces of equipment. The fleet comprises of a wide range of sophisticated and specialized equipment for achieving speed, quality and cost-effective construction. The asset base includes Heavy Duty Cranes, Heavy Earthmovers, Asphalt, Batching & Crushing Plants, Asphalt & Concrete Pavers, Vibratory Compactors, Concrete Pumps, Booms Placers, Drilling Jumbos, Rock bolting / Shotcreting machines, On /
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Offshore Hydraulic Drilling Rigs, Core Drilling Machines, Winders, Compressors, D.G.Sets and Mobile Crushing units.
MATERIALS MANAGEMENT Materials Management Department, which is the most important link in Supply Chain Management, supports global operations of ECC by catering to the needs of all the projects, factories and offices by constantly enhancing input efficiency for their operations. The function of Materials Management Department includes procurement from both indigenous and overseas markets, storage, logistics, inventory management at regional stores, disposal etc. the overall operations of Material Management Department are monitored from ECC's Headquarters in Chennai.
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SWOT ANALYSIS STRENGTHS ⇒
Right products, quality and reliability performance vs. competitors.
⇒
Brand Image
⇒
Products have required accreditations.
⇒
High degree of customer satisfaction.
⇒
Good place to work
⇒
Lower response time with efficient and effective service.
⇒
Dedicated workforce aiming at making a long-term career in the field.
WEAKNESSES ⇒
Some gaps in range for certain sectors.
⇒
Superior product Not very popular in the international market
⇒
Delivery-staff need training.
⇒
Customer service staff need training.
⇒
Processes and systems, etc
⇒
Management cover insufficient.
⇒
Sectoral growth is constrained by low unemployment levels.
OPPORTUNITIES ⇒
Profit margins will be good.
⇒
End-users respond to new ideas.
⇒
Could extend to overseasbroadly.
⇒ New ⇒
specialist applications.
Could seek better supplier deals.
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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.
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CHAPTER –3 CONCEPTUAL DESCRIPTION
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LITERATURE REVIEW
INFORMATION SYSTEMS Information Systems applications enhance internal efficiency of Business Process by eliminating redundant process nodes, optimizing productivity and reducing business costs. costs. This This Departm Department ent takes takes care of compan company's y's IT requir requireme ements nts Inform Informati ation, on, Planning & Organization, Acquisition & Implementation, Delivery & Support and maintenance. maintenance. It also takes care of IT restheirces restheirces e.g., people people application application system, technology, facilities and data. Constr Construct uction ion Enterp Enterpris risee Manage Managemen mentt (CeMA) (CeMA) / EIP - the Enterp Enterpris risee Inform Informati ation on 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. priority. The Occupational Occupational Safety, Safety, Health and Enviro Environme nment nt Policy Policy enunci enunciate ated d by the Corpo Corporate rate Manage Managemen mentt lays lays emphas emphasis is on Safety, Health and Environment through a structured approach and a well defined organization organization.. systems systems and procedures have been established established for implementin implementing g the requisites of safety at all stages of construction and in respect of plant machinery and materials.
QUALITY MANAGEMENT Good Good quality quality produ products cts and custom customer er satisf satisfacti action on are two basic basic requir requireme ements nts of business. Well-structured quality management systems systems ensure good good quality, safety, reliability and controlled cost at every stage of construction with a view to enhancing customer customer satisfaction satisfaction and adding adding to stakeholde stakeholderr value. value. ECC's ECC's quality management management programme, initiated in its early days was given a further thrust when it was brought under ISO certification during early '90s.
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CORPORATE COMMUNICATIONS ECC's Corporate Communications Department disseminates vital information of the Division, its products and services for internal and external customers. ECC's in -house magazine "ECC News" is a people-oriented magazine offering insight on the spectrum of ECC's management philosophy and employee's achievements including their family members. "ECC Concord", A customer-specific quarterly jtheirnal, is meant for the external public. The department produces corporate films and project capsules, handles media relations for the company and provides marketing communication support through print public and other electronic media.
PERSONNEL & HUMAN RESTHEIRCES DEPARTMENT Just as ECC has been the story of shaping an institution that stands today for the highest standards of quality, innovation and service to the customers across the globe, its Personnel abd Human Restheirces Department has been a chronicle of attracting, holding and moulding the finest talent in India. A strategic business partner, P&HR department, has been key to delivering the business advantage. The focus areas of Recruitment and Training ensure the induction and grooming of talent, supported ably with a robust Performance Management System that helps nurture a culture of meritocracy. The system wing of P&HR department, which has pioneered many indigenous IT solutions, has been the backbone of all HR activities.
FINANCE, ACCOUNTS AND ADMINISTRATION Finance, Accounts and Administration Department administers the finance and accounts related policies of the Company at all their establishments - Headquarters, Regional / Zonal Offices and Project Sites. Besides this, the department manages the working capital for the Division through effective funds management, monitoring of receivables and vendor financing.
It also ensures compliance of statutory
requirements and internal controls at Regional Offices and project sites.
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THE INTERNAL RECRUITMENT Company believes in offering opportunities for growth and career progression to its employees; thus each time a requirement arises, internal recruitment will be a preferred mode. For every vacancy arises below. ……Level, an option of filling the post initially will be considered. HR will place an advertisement on the intranet. The advertisement will contain the following details: •
Job Profile
•
Educational qualifications, Skills, Experience
•
Last date of receiving Applications
•
Contact person in HR
All Applications will be screened for the eligibility against pre-determined criteria for the vacancy. HR will prepare a list of eligible applicants and seek approval from the respective Reporting Manager and Departmental Head. If approval is given, HR will send a notification to the eligible candidates via email. Applicants who are not found eligible will also be notified via email. If no suitable applicants apply within one week from the date of posting the advertisement, external recruitment is initiated. ⇒
Eligible candidates will undergo a panel interview.
⇒
Travel for Interview: As per eligibility in current grade .
Compensation fitment: Wherever the employee is moving to a higher value job,
compensation will be undertaken as if the individual is a new hire. Handover period: Before the employee takes over his/her new position, there will be
a handover period of one month. However this maybe reduced at the discretion of the current Reporting Manager. Relocation: If the employee needs to relocate to a different city to take up the new
position, the company will reimburse as per the relocation policy.
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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 twoway 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
Strongly agree
:
56%
Moderately agree :
44%
MODERATELY AGREE
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% Strongly Agree
20%
Moderately agree 15%
Strongly disagree Moderately disagree
10% 5% 0% Strongly Agree
37%
Moderately agree
48%
Strongly disagree
0%
Moderately disagree
15%
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 promotion
70%
Employee Referrals
20%
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 interview
50%
Advertisement
25%
Online job banks
6%
Walk –in interviews
4%
Agencies/Consul
15%
Employment Exchange
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
Internal
66%
External
32%
External
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 Knowledge/Intelligence
5%
Aptitude Attainments
0% Experience
15%
Skills
25%
Process Knowledge/Intelli gence
25%
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 Agree
30%
Strongly Disagree
10%
Moderately Disagree
20%
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 10years and above
20%
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 Dissatisfied
7%
Very Dissatisfied
11%
Very Satisfied
67%
Extremely Satisfied
15%
CONCLUSIONS A large majority (82%) of the employees expressed their satisfaction with the company. Which is a great morale victory on the part of the management..
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 Dissatisfied
16%
Very Dissatisfied
20%
Very Satisfied
14%
Extremely Satisfied
50%
CONCLUSIONS Almost 2/3rd of the employees expressed their dissatisfaction over the salary structure being offered currently.
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 subordinates and managers.
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with
the colleagues,
Q5.
Are
you
happy
with
the
work
conditions
(facilities
/
physical
environment) of your company? Very Satisfied-------------------------------------
56%
Extremely------------------------------------------
44%
60%
50%
56%
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%
29%
30%
Strongly Agree Moderately Agree
20%
Strongly Disagree 11% 10%
Moderately Disagree
9%
0% Strongly Agree
11%
Moderately Agree
51%
Strongly Disagree
9%
Moderately Disagree
29%
CONCLUSIONS Only 62% of the employees actually believe that their career will flourish with the company.
Q7.
Do you find yourself growing in the organization? Strongly Agree-------------------------------------- 29%
65
Moderately Agree----------------------------------
60%
Strongly Disagree---------------------------------
07%
Moderately Disagree------------------------------- 04%
60%
60%
50%
40%
30%
29% Strongly Agree Moderately Agree
20%
Strongly Disagree Moderately Disagree 10%
7% 4%
0% Strongly Agree
29%
Moderately Agree
60%
Strongly Disagree
7%
Moderately Disagree
4%
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 Moderately Agree
20%
Strongly Disagree
13%
Moderately Disagree 10% 5% 0% Strongly Agree
31%
Moderately Agree
51%
Strongly Disagree
13%
Moderately Disagree
5%
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 Disagree
30%
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% Strongly Agree
20%
Moderately Agree 15%
Strongly Disagree 9%
10% 5%
Moderately Disagree
4%
0% Strongly Agree
40%
Moderately Agree
47%
Strongly Disagree
4%
Moderately Disagree
9%
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% Strongly Agree
20%
Moderately Agree 15%
Strongly Disagree Moderately Disagree
10% 5%
5% 0% Strongly Agree
24%
Moderately Agree
47%
Strongly Disagree
24%
Moderately Disagree
5%
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%
Benefits & Salary
27% 25%
Better job Opportunity elsewhere
20% 15%
15%
conflict with coworkers/higher authority/management
10%
10% 6% 5%
Working conditions
2% 0% Benefits & Salary
27%
Better job Opportunity elsewhere
40%
conflict with coworkers/higher authority/management
6%
Working conditions
2%
Job Expectation/Challenges /Growth
15%
Poor Performance Evaluation
10%
Job Expectation/Challenges/Grow th Poor Performance Evaluation
CONCLUSIONS a big majority of the employees leave their job because of :-benefits and salary and -better job opportunity elsewhere
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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 Very Low
30%
High Very High
20% 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.
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CHAPTER – 6 CONCLUSIONS
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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.
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CHAPTER – 7 RECOMMENDATIONS
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RECOMMENDATIONS Better salary packages should be offered and periodic salary reviews should be made by the management to keep pace with the changes in the corporate world salary and working condition should be brought best global standard. Salary difference in same grade should not be more than 10 to 15 percent. Clear and faster growth path should be planned to keep every one interested. Job rotation should be practiced to keep the work environment interesting and untiring. Pain areas like getting an email id, reimbursements of mobile and other expenses are very time consuming and this should be eliminated to keep employees motivated. Challenging assignment should be offered to the employees so as to avoid the job –dullness. Better performance appraisal procedures should be applied to assess the true worth of an employee. An efficient employee should always be promoted and awarded accordingly. Mediclaim benefit with cashless card scheme should be provided to the employees. Balance between personal life and work through programs and policies should always be distinguished. Better communication within the organization should always be enctheiraged and enabled for a better working environment. The working theirs should be restricted to 8 hrs per day to keep the employees fresh and efficient. Enhanced limit of mobile phones usage should be allowed.
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CHAPTER – 8 BIBLIOGRAPHY
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BIBLIOGRAPHY BOOKS & NEWSPAPERS: 1
Ersonnel management by K.V Mishra, Aditya publishing house Madras, 1992.
2
CHHABRA T.N, Princlples & practices of management, Dhanpat Rai and co. (p) Ltd, Delhi, 2000.
3
Practice of Human Restheirce by Danny Shield.
4
Manuals from the organization.
INTERNET LINKS: 1. www.kdsgroup.com. 2. www.LarsenToubro.com 3. www.yahoosearch.com
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CHAPTER – 9 Annexure
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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 jobanalysis 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
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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
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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.
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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
environment) of ytheir company?
Extremely Dissatisfied Very Dissatisfied 83
(facilities
/
physical
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
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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……………………………………….
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