Guru Gobind Singh

Indprastha university


Minor project report

Working conditions in
larsen&toubro

Subm|tted 8y
gourav arora
06S13401710
88A GLN 3


2


CERTFCATE



This is to certify that the project entitled "Study on working
conditions,recruitment and retention poIicies" submitted
by Gourav Arora, Enroll no. 06513401710 has been done
under my guidance and supervision in partial fulfillment of
BacheIor of Business Administration(Gen).


The working analysis mentioned in this report has been
undertaken by the candidate himself and necessary
reference has been recognized and acknowledged in the
text of the report.











Ms.Saina jain Mrs. Astha

ACKNOWLEDGEMENT

"Many taIented peopIe have contributed to the

successfuI compIetion of this work and I wouId Iike to
extend a word of thanks and appreciation to aII of
them."

irst, take this opportunity to acknowledge my institution
ideaI institute of management and technoIogy,
karkardooma where am pursuing my degree BacheIor of
Business Administration(Gen).
Second, empress my thanks to Mrs.astha & Ms. Saina
jain, nternal Project Guide, for her guidance, support and
encouragement which helped me in completing my project.
Above all, would like to thank the Almighty God without
whom this work could never have been completed.

4


TABLE OF CONTENT8

hapter No. Subject Page No.

h.-1.0 Introduction........ 5
h.-2.0 Research MethodoIogy...... 8
1.1 Primary Objective(s)..... 9
1.2 Hypothesis........ 9
1.3 Research Design...... 9
1.4 SampIe Design........ 10
h.-3.0 riticaI Review of Literature..... 11
h.-2 ompany profiIe............................ 12
4.1 IndustriaI ProfiIe ...... 13
h.-5.0 Recruitment and its types....... 15
h.-6.0 SeIection process.......... 28
6.1 Retention Practices............. 34
h.-7.0 Swot anaIysis........ 36
h.-8.0 Data............... 38
8.1 oIIection
8.2 Primary Data
8.3 Secondary Data
h.-10.0 Recommendations...... 52
h.-11.0 BibIiography........... 54
APPENDIX
Questionare
ase study



5







NTRODUCTON

6


NTRODUCTON
rganisations are becoming large & complex with progressive industrialisation.
Human Resource Department hence becomes the prime department in all
concerns whether small or large & its mportance can be never ever estimated.
The basic concept of summer training is to give students a new insight of
practical applications of Human Resource Department of the organisation.

O n 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 sharpen their skills & the skilled workforce move
closer to their goals.

O 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 resource
was felt. The Human Resource of the

O rganisation should be prepared in such a way that they help the employee
to perform efficiently.
O Have made an effort through this research study to understand and analyse
various aspects related to Human Resource strategy of Larsen and Toubro (L
& T) with special reference to recruitment and selection procedure at L & T.


7


n The Process , The Aspects Which Have Been
Looked nto Are

. History of L & T
2. ndustry profile
3. Research problem
4. Research methodology
5. Analysis of facts
6. Conclusions drawn


















8







RE8EARCH
METHODOLOGY











9

RESEARH METHODOLOGY


Primary Objective(s)

The primary objective is to study , understand and analyse various aspects
related to recruitment and retention procedure at L & T.

Research Design
Exploratory research: this kind of research has the primary objective of
development of insights into the problem. t studies the main area where
the problem lies and also tries to evaluate some appropriate courses 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.
The present study contemplated an expIoratory research.






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Nature of Data



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

Secondary data : Secondary data that is already available and published
it could be internal and external source of data. nternal source: which
originates from the specific field or area where research is carried out e.g.
publish broachers, official reports etc.
This originates outside the field of study like books, periodicals, journals,
newspapers and the nternet.











11






CRTCAL
REVEW OF
LTERATURE



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COMPANY PROFILE


O ounded in 38, Larsen & Toubro Limited (L&T) is one of Asia's largest
vertically integrated Engineering & Construction conglomerate with
additional interests in nformation 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.

O Serving the core sectors and infrastructure of the economy, L&T has
pioneered spectacular achievements in ndian 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

O n 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 ndian multinational.

O ver 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,

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Bangladesh, Sri Lanka, etc. The export earnings of the Division amounted
to Rs. 24600 million during the year 2005-06.


THE USTOMER PROFILE

O The customer profile includes leading names such as Samsung, Chevron,
Bechtel, Kvaerner, Pirelli, Siam Michelin, Goodyear, etc.
The Electrical & Electronics Division too has increased its thrust on
exports and the share of export revenues during the year ended March 3,
2006 increased to % as compared to 8% in the previous year.

L&T believes that progress must necessarily be achieved in harmony with
the environment. A commitment to community welfare and environmental
protection constitute an integral part of the Corporate Vision

ORPORATE VISION

O L&T shall be a professionally-managed
ndianmultinational, committed to total customer
satisfaction and enhancing shareholder value.
O L&T-ites shall be an innovative, entrepreneurial and
empowered team constantly creating value and attaining global
benchmarks.
O L&T shall foster a culture of caring, trust and continuous learning while
meeting expectations of employees, stakeholders and society.



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THE BUSINESS SETOR

O 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 ndustry and
nfrastructure 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
our work.
The industries we serve are listed as follows:




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BUILDINGS AND FACTORIES SECTOR
Institutional and Commercial Buildings ECC undertakes turnkey construction oI
institutional and commercial buildings. The range covers IT/Theme Parks, international
class hotels, super-speciality hospitals, oIIice complexes and public buildings including
mass construction oI primary education and health centres in Iar-Ilung areas on a state-
wide basis.
ECC's capability encompasses design and construction oI structural Iramework including
Iinishing items oI works and electro-mechanical services like: heating, ventilation and
air-conditioning (HVAC), electriIication, laundry, kitchen, building automation, vertical
transportation, telecommunication networks, surveillance and security systems, plumbing
and sanitary, Iire protection, medical equipment, water/eIIluent treatment, and
landscaping and horticulture.
ECC specialises in construction oI houses oI worship, sports complexes like indoor and
outdoor stadia and preserving 'heritage' structures$ystem Housing & Industrial Projects
OUSING
ECC oIIers design and construction oI industrial system housing using mass production
techniques like heated tunnel Iorms, large area wall panel Iorms and slipIorm techniques
oI continuous construction. Using these high speed construction technology, ECC builds
the reinIorced walls and Iloor slabs in a continuous single ptheir. These technology cuts
construction time and costs and enables mass production oI Ilats. Adopting these
techniques, ECC has successIully built one Ilat per day.

INDUSTRIAL STRUCTURES
ECC's expertise covers design and construction oI all types oI industrial and storage
structures. $pecial Ieatures include
Complicated industrial structures using long-span preIabricated rooIing structures in
steel and concrete, and column-Iree Iactory and workshop structures
assive industrial estates using preIabricated modular construction techniques
ong-span storage silos and warehouses

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Textile mills and weaving sheds
Precast conveyors, piperacks

CEMENT PLANTS
ECC carries out turnkey construction oI cement plants Irom concept to commissioning,
involving comprehensive engineering services. Expertise covers:
Construction oI large-diameter silos, including selI- supporting, structural steel space
Irame rooIs Ior storage silos erected in single piece
Precast, prestressed rooIing arrangements Ior large-span horizontal storage structures



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TRANSPORTATION & INFRASTRUCTURE SECTOR

dropower and irrigation

Head works, dams, weirs, underground structures like tunnels, caverns, pressure
shaIt, power house and other appurtenant structures.
Hydro-mechanical and electro-mechanical works.
#eIurbishment oI old hydro plants.
Canals, aqueducts and liIt irrigation.
ROADS AND EXPRESSWAYS
ECC constructs roads, highways and expressways using bitumen as well as concrete,
conIorming to international standards. $trengthening and widening oI roads are
undertaken using sophisticated equipment.
ECC constructs race tracks/test tracks Ior high-speed motor sports requiring precision and
specialised surIace treatments. ECC also undertakes maintenance oI national and state
highways, using sophisticated equipment Ior resurIacing
BRIDGES
ECC builds bridges oI many types in various span ranges. Bridgework undertaken
includes
Precast, #CC and prestressed concrete girders launched in position Precast and
prestressed concrete truss bridges Continuous span bridges in steel, concrete and in-
situ composite construction Box girder construction using advanced shoring systems.
Balanced cantilever P$C box girder with Iorm traveller $ingle-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 Iormwork Ior concrete deck on top oI steel and concrete structures.
Jackdown systems are used Ior accelerated well-sinking.

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CONSTRUCTION WORKS
&T-ECC Workshops, an I$ 9002 certiIied shop is located at Neervalur near
Kancheepuram in Tamil Nadu. $ituated on a 68 acre land, it has 9200 sq.m area oI
covered shed, 12,000 sq.m area oI open gantry yard, trial assembly yard with
ET/gantry/crawler cranes and sant/grit blasting and painting Iacilities Ior Iabrication oI
power plant structures; steel bridges; windmill towers; material handling equipment;
paint shop structures Ior automobile industry; space Irames and spatial Irames Ior
building rooIs; pressure vessels, tanks (mild steel and stainless steel), Iilters and
scrubbers; aero-bridges and jack-up platIorms; reIormer structures; hydel projects --gates
and stop logs; monopole towers; and steel plant structures and equipment.
YDRO CARBON AND POWER SECTOR
drocarbon Construction & Pipeline
In association with other divisions oI &T, ECC oIIers detailed engineering,
procurement, comprehensive construction and erection services in civil, mechanical,
electrical and instrumentation works Ior petrochemical and reIinery, chemical, Iertilizer
including oil & gas projects and cross-country pipelines.
Turnkey packages are undertaken Ior Iire protection systems, HVAC, Iloating and Iixed
rooI tankages, cooling towers, cooling water treatment plant, Iired heaters, eIIluent and
water treatment plants. Turnkey construction services, including detailed design Ior NG
and PG terminals, are also undertaken
PETROCEMICALS AND REFINERIES
Complete civil and structural works, intricate process plant piping, erection oI stationary
and rotating equipment, erection oI very heavy and tall columns, vessels, underground
piping network inside and outside battery limits, erection and testing oI column internals,
viz. valve trays, chimney trays, tower packing. Fabrication and erection oI Iired heaters,
storage tanks, Horton spheres, shutdown maintenance and revamping works including
electrical system design, project electriIication, control and automation systems are also
undertaken.

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OIL & GAS AND CROSS-COUNTRY PIPELINES
Execution oI cross-country pipeline projects involving laying, testing, pre-
commissioning and commissioning oI pipelines; civil, mechanical, electrical and
instrumentation including design, engineering and procurement Ior composite station
works, cathodic protection system Ior pipelines/stations, FC laying, testing and
commissioning, Horizontal Directional Drilling (HDD) works Ior perennial river
crossings.
FERTILISERS AND CEMICALS
Design and construction oI urea prill towers by slipIorm technique, precast
prestressed storage silos up to 60 m span and equipment Ioundations. Complete civil,
mechanical, electrical and instrumentation works Ior Iertiliser plants, viz., ammonia, urea
and phosphatic Iertilisers. Fabrication and erection oI primary reIormer and other related
equipment including heavy liIts. PreIabrication oI underground piping including coating
and wrapping and above-ground process piping in C$, TC$, A$, $$

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TERMAL & 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
oIIers:
Turnkey construction oI power plants including civil, mechanical, electrical,
instrumentation works
Associated detailed engineering, procurement and other related services. Deals with
Iossil Iuel stations - coal, liquid, gas and non-conventional

CONSTRUCTION AND ERECTION SERVICES INCLUDE:
Surve and soil investigation
Site development works - levelling and grading, compound wall and Iencing, roads and
drains, railway siding, ash ponds, greenbelt and landscaping Equipment Ioundations
Powerhouse building
#iver/seawater intake works, CW system, plant reservoirs and pump houses
Erection oI $G, TG, GTG, H#$G and all other main equipment and BP equipment
Piping and ducting - Iabrication and erection, including insulation
Installation oI electrical equipment
Cabling work
Assistance in testing and commissioning
Plant and non-plant buildings
Township and Iacilities
Port clearances, inland transportation, stores management, etc.

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POWER TRANSMISSION & DISTRIBUTION SECTOR
Transmission Line & Railwa Electrification and TLT Works: Turnkey
construction oI EHV transmission line works is a major area oI operation Ior ECC. With
I$ certiIied tower manuIacturing Iacilities in Pondicherry and Pithampur, ECC's
transmission line construction works have gone beyond Indian shores. Today, it has
established niche markets in West Asia, $outh East Asia and $AA#C countries with high
quality products and services. ECC leads the way in railway electriIication works in the
country.
TRANSMISSION LINES
ECC undertakes design, survey, supply, erection testing and commissioning oI
transmission lines up to 400 kV.
Services include:
Design and testing oI transmission line towers up to 400 kV single and multi circuits
anuIacture oI transmission line towers and wind turbine towers $theircing, selection,
inspection and supply oI all line materials like conductors, insulators, hardware, etc.
Construction oI lines up to 400 kV including survey, Ioundation, erection, stringing,
testing and commissioning.
RAILWAY ELECTRIFICATION
ECC undertakes route survey, design and engineering, equipment stheircing, supply,
erection, testing and commissioning oI traction overhead system, switching stations,
trackside transIormer stations and grid sub-stations. ECC's clientele includes Central
rganisation Ior #ailway ElectriIication (C#E), Allahahad and Zonal #ailways, as well
as private clients Ior railway siding electriIication. $ervices oIIered include:
anuIacture and supply oI galvanised steel structures, portals and masts Ior overhead
equipment. $upply, installation, testing and commissioning oI overhead equipment,
booster transIormer stations, stringing oI catenary and contact wires Ior 25 kV AC
railway traction systems

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YDEL & NUCLEAR SECTOR
ECC has the capability to construct critical and complex structures Ior Nuclear Power. It
has the distinction oI having executed almost all the Nuclear Power Plants in the country
including heavy water plants. ECC also oIIers comprehensive construction services Ior
building hydro power and irrigation structures.
NUCLEAR POWER PRO1ECTS
ECC has experience in construction oI:
Prestressed reactor containment structures
Turbine buildings
Cooling water systems
Intake and outIall structures
Fast-breeder test reactors (FBT#)
#adio metallurgical and radio chemistry laboratories
Ventilation stacks and other auxiliary structures apart Irom complete HVAC and
various piping systems










23

BUILDING PRODUCTS
ECC also manuIactures and supplies building materials. In technical collaboration with
Doka oI Austria, ECC manuIactures 'system Iormwork' components in steel and timber.
ECC supplies and places in position '#eady ix Concrete' - the high quality concrete oI
various grades to meet individual customer requirements at their premises.
Formwork / Doka Formwork
ECC undertakes design, Iabrication and supply oI Iormwork systems Ior various
applications. In technical collaboration with Doka Formwork and $caIIolding Company
oI Austria, ECC manuIactures and markets these Iormwork components in India and
neighbtheiring countries. ECC also oIIers project consultancy services, and provides
experts Ior on-site training. $ystems marketed include large-area wall Iormwork, column
Iormwork, Ilex system Ior #C Iloors upto 4.5 m, heavy-duty towers Ior heavy and tall
Iloors above 5m in height, automatic climbing Iormwork system and advanced Iormwork
systems, like Frami, used Ior casting #C walls and columns.
ECC's state-oI-the-art plant at Pondicherry manuIactures H-16/H-20 timber beams with a
capacity oI about 6 lakh running metres per annum. A production plant Ior manuIacture
oI steel components up to 5000 tpa is also a part oI the Iormwork unit. Formwork
Department is I$ 9002 certiIied Ior manuIacture and marketing oI Iormwork systems;
technical training services to the customers and slipIorm site operations.
Slipform
$lipIorm means a continuously moving Iorm, moving at such a speed that the concrete
when exposed has already achieved enough strength to support the vertical pressure Irom
concrete still in the Iorm as well as to withstand nominal lateral Iorces. This system is
more suitable Ior structures with uniIorm cross-sections or uniIormly varying cross-
sections. $lipIorm technique oI continuous construction is used Ior cores oI multi-
storeyed structures, tall chimneys, vertical silos and #CC pylons......



24

PRO1ECTS EXECUTED
1 ITEC Cit: The Iirst phase oI project - 'CYBE# TWE#$', promoted by &T
InIocity imited and Andhra Pradesh Industrial Investment corporation (APIIC) - has
been completed in a record time oI 12 months. some oI the world's leading soItware
companies have already taken space in this landmark tower at Hyderabad.
2 Coimbatore bpass, the Iirst road privatisation project in $outh India, this BT
road project in $outh India, was opened to traIIic in January 2000. Construction oI
this landmark project was achieved using mechanised and innovative construction
methods to meet international quality and saIety standards.
3 Second Narmada Bridge: The scope oI this project is design, construction,
maintenance and operation oI the second Narmada bridge at Zadeshwar Bharuch.
The scope oI the project includes construction oI 1.4 km - long bridge and 4.8 km oI
approach roads. Construction was completed in ctober 2000, and toll-collection
started Irom November 2000.
4 Watrack Bridge: This Project, near Ahmedabad on NH-8, consists oI construction oI
a new bridge and approach road, in addition to maintaining an existing bridge and its
10-km approach road. The total concession period oI 128 months, included a
construction period oI 24 months. Construction was completed in December 2000










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PLANT & MACINERY
Plant & achinery Business Unit, which is part oI #estheirces & $upply Chain
anagement Iunction, has India's largest Ileet oI Construction Equipment worth around
#s.770 Crore and numbering more than 12,000 pieces oI equipment. The Ileet comprises
oI a wide range oI sophisticated and specialized equipment Ior achieving speed, quality
and cost-eIIective 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, #ock bolting / $hotcreting machines, n / IIshore
Hydraulic Drilling #igs, Core Drilling achines, Winders, Compressors, D.G.$ets and
obile Crushing units.
MATERIALS MANAGEMENT
aterials anagement Department, which is the most important link in $upply Chain
anagement, supports global operations oI ECC by catering to the needs oI all the
projects, Iactories and oIIices by constantly enhancing input eIIiciency Ior their
operations. The Iunction oI aterials anagement Department includes procurement
Irom both indigenous and overseas markets, storage, logistics, inventory management at
regional stores, disposal etc. the overall operations oI aterial anagement Department
are monitored Irom ECC's Headquarters in Chennai.

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WORKNG
CONDTON8 AT
L & T

27

Nanpower Planning
Prepare ]ob description
Prepare employee Profile
Check Database
!nternal External
Select Appropriate Nethod Advertise Post !nternally
Campus
Search Firms
Employee
Advertisement
Shortlist !nstitutes
PPT's
Screen Application
Offer
Provide firm
Screen
Selection Process
Offer Conduct !f not
Advertise post internally
Screen applications for
eligibility
Selection process
!f suitable, make offer

3.1 Recruitment FIowchart

















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InternaI Recruitment

The Company believes in offering opportunities for growth and career
progression to its employees; thus each time a requirement arises, internal
recruitment will be a preferred mode. or 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:
a. Job Profile
b. Educational qualifications, Skills, Experience
c. Last date of receiving Applications
d. Contact person in HR

All Applications will be screened for the eligibility against pre-determined criteria
for the vacancy. HR will prepare a list of eligible applicants and seek approval
from the respective Reporting Manager and Departmental Head. f 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.
O f no suitable applicants apply within one week from the date of posting the
advertisement, external recruitment is initiated.
O Eligible candidates will undergo a panel interview.
O Travel for nterview: As per eligibility in current grade .
O 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.
ReIocation: f the employee needs to relocate to a different city to take up the
new position, the company will reimburse as per the relocation policy.


29


ExternaI 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.
O f candidate possess less than one year of work experience, he/she will be
treated as a fresh hire (entry level recruitment).
O Trainee Schemes
O Management Trainees
O Depending upon the requirements projected in the manpower plan, the
company will recruit Management Trainees from Management institutes in
the country.
O Sourcing of Trainees

Management trainees will be sourced from Management nstitutes across the
country. The selection criteria for nstitutes are described below:

A. ampus rating through pubIications: HR will refer to the Campus
ratings published in the Business Magazines, available in the country and
arrive at average campus ratings. or the current year the company will
target institutes that are ranked between 5
th
and 20
th
ranks according to the
ranking developed. t is further recommended that by the year 2006 2007.
The company should target campuses that range between 0
th
and 5
th

ranks.
B. Recruitment days given: The company will give preference to the
nstitutes who are willing to give either day 0, or 2
C. ampus SpeciaIization: Relevance of courses offered to the
company's business.

30

D. ampus ReIationship: The Company will develop close relationships
with targeted campus by hiring large numbers, conducting events, taking
summer trainees, sending senior managers for lectures etc.

An attempt will be made to include a cross section of nstitutes across the
country to ensure diversity in the campus recruitment process.

Additionally, freshly qualified persons from different areas shall be selected as
per the requirement.

E. Positioning of trainees SeIected trainees wiII be positioned
at the foIIowing grades:
a. resh Graduates: Student with a Masters in Business
Administration/Chartered Accountants will be placed at the
Management Trainee grades and will get confirmed in level.. After
successful completion of the training period.
b. Experience: Student with relevant work experience of 3 years will be
given weight age but will be taken as Management Trainee.
c. Any candidate with more than three years of work experience will be
considered a lateral recruit and appropriate fitment will be done.

F. Recruitment Process
The recruitment process for the Management trainees will be as follows:
O 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.



31


Pre PIacement TaIks:
O HR will coordinate with the Placement Cell of short listed nstitutes and
schedule Pre Placement talks (PPT)

The HR head and a senior line Manager will form the Pre Placement Team. The
following information will be carried to the Pre Placement Talks:

a. Brochures or company literature containing information about the
company, job profiles and the remuneration package.
b. Application blanks
c. Number of job openings


Screening of AppIication BIanks:
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 nstitute no later than one week before the selection process.

SeIection Process:
nly nstitutes where day 0, or 2 is offered will be accepted.
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. bservations will be recorded in the Group Discussion
bservation orm and compared for a final rating at the end of the Group

32

Discussion. Topics will be a mix of economics, business and general
awareness.
2. Candidates who are selected after the Group discussion will be called for
a personal interview. nterview bservation orms will be used to evaluate
the candidate's performance during the interview.
Panel composition for the interview will be as per appendix

Suggested SeIection riteria for candidates
t is imperative to not only recruit those students who do well academically but
also those who possess a winning attitude but may not have done as well
academically. The following selection criteria can be used as a guide:
a. Academics ocus on students who have consistently done exceptionally
well
b. Extra and Co curricular activities ocus on Leadership, nitiative
c. Personality and Attitude ocus 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 fficer. An
announcement can also be made to inform students at the same time.

Offer Letters:
O ffer 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
than5 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.



33



Eligibility criteria for candidates will be given to the Placement fficer at the end
of the PPT.

EIigibiIity riteria
a) A consistent academic record of 60% and above in all years of graduation
in engineering
b) Projects undertaken at the summer trainee/internship level (if any, in
applied courses)


Trainee Scheme
O nce selected, all trainees will be provided with an HR brochure that lists
the details of the trainee scheme as outlined below:
O TraveI: Management Trainees will be provided with AC class Train are
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:
O The training period will last for one year. Selected Management Trainees
will be confirmed at ...level
O ModuIe 1: Induction: A three day induction period will be held for all
trainees by the top Management on the vision, mission and company
policies.
O ModuIe 2 : On the Job Training: trainees will be given 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.

34

Performance EvaIuation and PIacement
O Upon completion of the training period, all trainees will undergo a
performance evaluation.
O 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.
O 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.
O The trainee will be assessed on the projects completed and a number of
parameters listed in the "Trainee Evaluation orm.
O 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.
O The separation process will be initiated for trainees whose performance is
not found to be satisfactory.


Trainee Scheme Summary Table
O Executive Trainees Management Trainees
TraveI
O Executive trainees will be provided with fare from their nstitute/ home to
the company.
O Conveyance expenses such as travel (Taxi) from the Airport/ Railway
station to the place of posting etc will be paid.
Accommodation
utstation 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.

35

Executive Trainees Management Trainees
Training program
O The Training program for both trainees will last for one year
O The program has already been mentioned earlier in the recruitment
process.
Direct Hiring
O nternal Database: n 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.)
SeIection Process
O 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 . bservations will be
recorded in the interview observation form.
O ompensation 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.

O Offer Letter: An offer letter will be sent to selected candidates within one
week of the interview.

O Offer Acceptance: Candidates have to sign a duplicate copy of the letter as
a token of their acceptance and send the same back within 5 days of the
receipt of the letter.

36

LateraI Recruitment
The different modes of recruitment available are Database Hiring, nternet 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.
O 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.

EmpIoyee ReferraIs:
O HR will intimate the panel members of the interview schedule at least 2
days prior to the start of the first interview.
O Panel members will be provided in advance with a Candidate Assessment
older consisting of the candidate's resume, career history and interview
observation form.

TraveI Reimbursement:
O Travel reimbursement will be done as per details in Appendix .
O utstation 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.
O ffer 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. nce offer has been made, intimation will be sent to
Personnel Administration with compensation, designation and fitment
details.


37

Reference hecks:
O Selected and offered candidates will be required to furnish 2 ndustry
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 5 days of sending the offer letter. f the
reference check is not satisfactory, offer will be revoked with immediate
effect.

O Referrals from the employees must be encouraged as they not only imply
a lower recruitment cost as compared to advertisements or recruitment
firm, but the reliability of candidates is also higher due to fact that they are
coming through a known and trusted source (KDS Steel Division
employees)

O 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.

O HR will send an acknowledgement to the referee. This will be done within
2 days of the application









38

Media Advertisement

n 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:
O Brief Profile of The Company
O Brief on Job Responsibilities
O Employee profile- Age, experience, educational qualifications
O Locations
O Email D/Postal Address for receipt of Resumes


Internet Recruitment Firms

O nternet recruitment firms such as naukri.com and jobsahead.com can be
used for any level of recruitment. HR head will be the final contact.

SeIection Process
InitiaI Screening :

O 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.



39

PreIiminary Interview

O 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.

FinaI Interview

O HR will intimate the candidate about interview time, date and venue for the
final interview




40





EMPLOYEE
RETENTON
PRACTC8E AT L & T








41


'LoyaI empIoyees in any company create IoyaI customers, who
in turn create happy sharehoIders."
- Sir Richard Branson

What is engagement?

t 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.



42

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. n 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.











43

EMPLOYERS NEED TO DETERMINE WHO THEY
SHOULD RETAIN AND HOW THEY CAN RETAIN THEM.


O Talented employees should be identified early and proactive steps should
be taken to nurture and retain them.

O Development of early tracking procedures for promising new hires.

O Tracking of reasons for quits, especially among the high potential workers.

O n-going employee attitude surveys to provide information for successful
retention strategies and to predict turnover.

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

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










What PeopIe 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.

There is no one strategy to ensure successful employee retention.
Generally, a combination of factors influences an employee's
decision to stay in a job. Those factors may differ for an individual
depending on his or her age, family situation, the external job
market, or job title. There are some factors, however, which seem to
impact most employees and for which we found some effective

44

RETENTION PRACTICES

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

Create a kind of "feel good about work culture for your
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. Your goal is to frequently let staff
know that this is "why need you and this is "why you are important.
2 Stop hiring the wrong people - ne 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? t is someone who is dependable, deliberate,
hates change, likes to follow repetitive processes and finishes the job at hand. r
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. nstead of job match, this results in job mismatch, which
causes the job and individual to suffer, limiting the company's productivity.
3 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.


45


4 Good relationship with supervisors
Many times, employees seek greener
pastures because they are unhappy
with their supervisors. 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. t 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. Your only cost is time. Time means you
care. And remember your people don't care how much you know... until they
know how much you care. Whenever the emphasis is on positive feedback,
make sure to do this coaching in "public." Whenever you recognize and
encourage people in "public," it acts as a natural stimulant for others who are
close enough to see or hear what's taking place. Employees need to know what
is potentially ahead 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.

46




SWOT ANALYSIS

47




Strengths
O Right products, quality and
reliability.
O Superior product performance vs.
competitors.
O Brand mage
O Products have required
accreditations.
O High degree of customer
satisfaction.
O Good place to work
O Lower response time with
efficient and effective service.
O Dedicated workforce aiming at
making a long-term career in the
field.

Weaknesses

O Some gaps in range for certain
sectors.
O Not very popular in the
international market
O Delivery-staff need training.
O Customer service staff need
training.
O Processes and systems, etc
O Management cover insufficient.
O Sectoral growth is constrained by
low unemployment levels and
competition for staff
Opportunities
O Profit margins will be good.
O End-users respond to new ideas.
O Could extend to overseas
broadly.
O New specialist applications.
O Could seek better supplier deals.
O ast-track career development
opportunities on an industry-wide
basis.
O An applied research centre to
create opportunities for
developing techniques to provide
added-value services
Threats
O Legislation could impact.
O Existing core business distribution
risk.
O Vulnerable to reactive attack by
major competitors.
O Lack of infrastructure in rural
areas could constrain investment.
O High volume/low cost market is
intensely competitive.

48

SOURCES OF DATA

Collection:
O Data has been collected from sources like books, periodicals, journals,
newspapers and the nternet.
Primary Data:

O The primary data has been collected by raising a questionaire at the L & T
with a sample size of 45 and 25.
O While one questionaire is based on the evaluation of Recruitment
procedure, the other one is based on the evaluation of retention policies of
the company

Secondary Data:

O The secondary data has been collected from various books,
magzines, journals, information brochures and internet web sites.
O always had great interest in the field of Human Resources and it
only grew with the age. L& T is a huge company with a great repute
in the ndian Economy, and they do practice very sound HR
procedures, So think , had all the reasons in the world to make a
project on L&T
O Details of the External guide
O Name of the Guide ,Qualification and Designation
O Approval letter from External guide
O ( Signatory note from guide stating that he/she would guide you )


49









DATA ANALYSIS






50

Q1. IS TERE A WELL DEFINED RECRUITMENT POLICY IN YOUR
ORGANIZATION?

44
56
$T#NGY AG#EE DE#ATEY AG#EE

$trongly agree : 56
oderately agree : 44

CONCLUSION
The general Ieeling among the employees oI Escorts is, that the company has a well
deIined and clear recruitment policy.





51

Q2. PRINCIPLE OF RIGT MAN ON TE RIGT 1OB IS STRICTLY
FOLLOWED/A DETAILED 1OB-ANALYSIS IS DONE PRIOR
RECUIREMENT?

0
5
10
15
20
25
30
35
40
45
50
$trongly Agree
oderately agree
$trongly disagree
oderately disagree
$trongly Agree 37
oderately agree 48
$trongly disagree 0
oderately
disagree
15



CONCLUSION
A good majority oI the employees Ieel that the need Ior the manpower planning is
being given due onsideration.

52

Q3. WIC INTERNAL SOURCE OF RECRUITMENT IS FOLLOWED BY
TE COMPANY AND GIVEN MORE PRIORITY?


0
10
20
30
40
50
60
70
Internal promotion
Employee #eIerrals
TransIer
Internal
promotion
70
Employee
#eIerrals
20
TransIer 10



CONCLUSION
A good majority oI the employees are oI the view that Internal promotion is the right
source oI recruitment and the same should be given the priority.

53


Q4. Which external source of recruitment is followed b the compan
and given more priorit?

0
5
10
15
20
25
30
35
40
45
50
Campus interview
Advertisement
nline job banks
Walk in interviews
Agencies/Consultancies
Employment Exchange Campus
interview
50
Advertisement 25
nline job
banks
6
Walk in
interviews
4
Agencies/Cons 15


CONCLUSION
Campus selection and the recruitment through advertisements are the two most
popular methods oI 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 oI immediate requirement the company heavily relies on the
internal recruitment method.





55


Q6. The sorting of candidate applications is done b some preset criteria?
$trongly Agree 36
oderately agree 52
$trongly disagree 12
oderately disagree ------
Can`t say ------


12
0
36
52
$trongly Agree oderately agree
$trongly disagree oderately disagree



CONCLUSIONS
The employees are oI the strong belieI that the selection oI the candidates is being
made on the basis oI some pre set criteria.

56

Q7. Which are the paramenters on which candidates are evaluated (give ratings out
of 100)?
Experience--------------------------------- 15
$kills---------------------------------------- 25
Process Knowledge/Intelligence-------- 25
Aptitude------------------------------------ 25
Attainments--------------------------------- 10

0
5
10
15
20
25
Experience
$kills
Process
Knowledge/Intelligence
Aptitude
Attainments
Experience 15
$kills 25
Process
Knowledge/Intel
ligence
25
Aptitude 25
Attainments 10


57

Q8. To identif the emploee's capabilities and aptitude, pschological testing is
done. Do ou think it is an useful technique?
$trongly Agree----------------------36
oderately agree------------------- 30
$trongly disagree-------------------10
oderately disagree--------------- 20
Can`t say---------------------------- 04

0
5
10
15
20
25
30
35
40
$trongly Agree
oderately Agree
$trongly Disagree
oderately Disagree
Can't say
$trongly Agree 36
oderately
Agree
30
$trongly
Disagree
10
oderately
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 oI the employees

58

Q9. What tpe of interview is taken while selection?
Patterned----------------------------- 20
$tress--------------------------------- 12
Depth--------------------------------- 60
thers-------------------------------- 0

0
10
20
30
40
50
60
Patterned
$tress
Depth
thers
Patterned 20
$tress 12
Depth 60
thers 8



CONCLUSIONS

ore than halI oI the people questioned, admitted that they had to Iace in-depth
interviews at the time oI selection.

59

QUESTIONAIRE COVERING RETENTION ASPECT
Q1. ow long have ou been associated with the compan?
1-4 years--------------------------------- 31
4-10years--------------------------------- 11
10years and above----------------------- 58

0
10
20
30
40
50
60
1-4 years
4-10years
10years and above
1-4 years 31
4-10years 11
10years and above 58

CONCLUSIONS
ore than halI oI the employees admit that association with the company is Ior more
than 10 years,, while a good 30 oI the employees admitted to have leIt the company
in less than 4 years .


60

Q2. Are ou overall satisfied with the compan?
Extremely DissatisIied----------------------------- 07
Very DissatisIied------------------------------------ 11
Very $atisIied--------------------------------------- 67
Extremely $atisIied--------------------------------- 15

0
10
20
30
40
50
60
70
Extremely DissatisIied
Very DissatisIied
Very $atisIied
Extremely $atisIied
Extremely
DissatisIied
7
Very DissatisIied 11
Very $atisIied 67
Extremely
$atisIied
15

CONCLUSIONS
A large majority (82) oI the employees expressed their satisIaction with the
company. Which is a great morale victory on the part oI the management..



61

Q3. Are ou satisfied with the salar structure prevailing in our compan?
Extremely DissatisIied----------------------------- 16
Very DissatisIied------------------------------------ 20
Very $atisIied--------------------------------------- 14
Extremely $atisIied--------------------------------- 50

0
5
10
15
20
25
30
35
40
45
50
Extremely DissatisIied
Very DissatisIied
Very $atisIied
Extremely $atisIied
Extremely
DissatisIied
16
Very
DissatisIied
20
Very $atisIied 14
Extremely
$atisIied
50

CONCLUSIONS
Almost 2/3rd oI the employees expressed their dissatisIaction over the salary
structure being oIIered currently.



62

Q4. ow are our interpersonal relations with our colleagues, subordinates and
managers?
Good ------------------------------------------70
Bad ------------------------------------------- 05
Fine ------------------------------------------- 25

0
10
20
30
40
50
60
70
Good
Bad
Fine
Good 70
Bad 5
Fine 25

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



63

Q-5 Are ou happ with the work conditions (facilities / phsical environment) of
our compan?
Very $atisIied------------------------------------- 56
Extremely------------------------------------------ 44

56
44
0
10
20
30
40
50
60
Very $atisIied
Extremely
Very $atisIied 56
Extremely 44

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





64

Q5. Do ou have a clear path of Career Advancement?
$trongly Agree-------------------------------------- 11
oderately Agree---------------------------------- 51
$trongly Disagree--------------------------------- 9
oderately Disagree------------------------------- 29

11
51
9
29
0
10
20
30
40
50
60
$trongly Agree
oderately Agree
$trongly Disagree
oderately Disagree
$trongly Agree 11
oderately
Agree
51
$trongly
Disagree
9
oderately
Disagree
29

CONCLUSIONS
nly 62 oI the employees actually believe that their career will Ilourish with the
company.


65

Q6. Do ou find ourself growing in the organization?
$trongly Agree-------------------------------------- 29
oderately Agree---------------------------------- 60
$trongly Disagree--------------------------------- 07
oderately Disagree------------------------------- 04

29
60
7
4
0
10
20
30
40
50
60
$trongly Agree
oderately Agree
$trongly Disagree
oderately Disagree
$trongly Agree 29
oderately
Agree
60
$trongly
Disagree
7
oderately
Disagree
4

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



66


Q7. Are achievements recognized and are the awarded in our compan?
$trongly Agree-------------------------------------- 31
oderately Agree---------------------------------- 51
$trongly Disagree--------------------------------- 13
oderately Disagree------------------------------- 05

31
51
13
5
0
10
20
30
40
50
60
$trongly Agree
oderately Agree
$trongly Disagree
oderately Disagree
$trongly Agree 31
oderately
Agree
51
$trongly
Disagree
13
oderately
Disagree
5

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

67

Q-8 Are ou happ with our position at this compan?
$trongly Agree-------------------------------------- 18
oderately Agree---------------------------------- 36
$trongly Disagree--------------------------------- 16
oderately Disagree------------------------------- 30

18
36
16
30
0
5
10
15
20
25
30
35
40
$trongly Agree
oderately Agree
$trongly Disagree
oderately Disagree
$trongly Agree 18
oderately
Agree
36
$trongly
Disagree
16
oderately
Disagree
30

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


68

Q9.The organization provides ou ample resources and opportunities at
work to learn and grow?
$trongly Agree-------------------------------------- 40
oderately Agree---------------------------------- 47
$trongly Disagree--------------------------------- 04
oderately Disagree------------------------------- 09

40
47
4
9
0
5
10
15
20
25
30
35
40
45
50
$trongly Agree
oderately Agree
$trongly Disagree
oderately Disagree
$trongly Agree 40
oderately
Agree
47
$trongly
Disagree
4
oderately
Disagree
9

CONCLUSIONS
A majority oI the employees conIided that there are ample opportunities and
resources available Ior them to grow and excel in their respective Iields.

69

Q10. There is a free flow of communication and good coordination among
supervisors and subordinates?
$trongly Agree-------------------------------------- 24
oderately Agree---------------------------------- 47
$trongly Disagree--------------------------------- 24
oderately Disagree------------------------------- 05

24
47
24
5
0
5
10
15
20
25
30
35
40
45
50
$trongly Agree
oderately Agree
$trongly Disagree
oderately Disagree
$trongly Agree 24
oderately
Agree
47
$trongly
Disagree
24
oderately
Disagree
5

CONCLUSIONS
A good 70 oI the employees believe that there is Iree Ilow oI communication
among the supervisors and the subordinates, it is a healthy sign Ior any organisation.

70

Q-11 What would be our primar reasons for leaving the compan?
BeneIits & $alary --------------------------------------------27
Better job pportunity elsewhere -------------------------- 40
conIlict with co-workers/higher authority/management- 6
Working conditions------------------------------------------- 2
Job Expectation/Challenges/Growth----------------------- 15
Poor PerIormance Evaluation------------------------------- 10




CONCLUSIONS
A big majority oI the employees leave their job because oI :-
-beneIits and salary
-better job opportunity elsewhere


71

10
15
2
6
40
27
0
5
10
15
20
25
30
35
40
BeneIits & $alary
Better job pportunity
elsewhere
conIlict with co-
workers/higher
authority/management
Working conditions
Job
Expectation/Challenges/Gro
wth
Poor PerIormance
Evaluation
BeneIits & $alary 27
Better job
pportunity
elsewhere
40
conIlict with co-
workers/higher
authority/manage
ment
6
Working
conditions
2
Job
Expectation/Chall
enges/Growth
15
Poor PerIormance
Evaluation
10

72


Q12. ow would ou rate the MORALE in our compan?
ow--------------------------------- 13
Very ow--------------------------- 2
High--------------------------------- 76
Very High--------------------------- 9

13
2
76
9
0
10
20
30
40
50
60
70
80
ow
Very ow
High
Very High
ow 13
Very ow 2
High 76
Very High 9


CONCLUSIONS
The morale oI the employees oI the company is very high which is a sign oI good
management policies oI the company.


73












FINDINGS,
RECOMMENDATIONS,
AND CONCLUSION

74


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.
O Salary and working condition should be brought best global standard
O Salary difference in same grade should not be more than 0 to 5 percent
O Clear and faster growth path should be planned to keep every one
interested.
O Job rotation should be practiced to keep the work environment interesting
and untiring.
O 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
O Challenging assignment should be offered to the employees so as to
avoid the job -dullness
O 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.
O Mediclaim benefit with cashless card scheme should be provided to the
employees.
O Balance between personal life and work through programs and policies
should always be distinguished.
O Better communication within the organization should always be
encouraged and enabled for a better working environment
O The working hours should be restricted to 8 hrs per day to keep the
employees fresh and efficient.
O Enhanced limit of mobile phones usage should be allowed.

75








ILIOGRAPHY















76

Personnel management by K.V Mishra, Aditya publishing house Madras,
2.

CHHABRA T.N, Princlples & practices of management, Dhanpat Rai and
co. (p) Ltd, Delhi, 2000.

Practice of Human Resource by Danny Shield.

Manuals from the organization.

www.kdsgroup.com.

www.LarsenToubro.com

www.google.com

www.yahoosearch.com


77







ASE STUDY

78



79


SYNOPSIS OF THE PROJECT
Scope of your thesis work
The scope of my study begins with the study of history of L & T and it further
extends to various issues related to Recruitment and Selection procedures at
L & T.
Recommendations
the objective of my study is to
----understand
----and critically analyse
the various aspects related to the Recruitment and Retention procedures at L
& T . and make further suggestions for its betterment.