Larsen & Toubro Recruitment and Retention Policies

A PROJECT REPORT ON LARSEN & TOUBRO RECRUITMENT PROCEDURE (HR) MASTER OF BUSINESS ADMINISTRATION pic ACKNOWLEDGEMENT I stick out prep ard this issue paper for the Larsen & Toubro en appointing and storage practices. kind of frankly, I pass water derived the contents and approach of this select paper through banters with colleagues who be excessively the students of this course as rise up as with the jock of different Books, Magazines and Newspapers and so on I would like to give my sincere give thanks to a host of fri force outs and the t separatelyers who, through their guidance, enfrankincenseiasm and couselling inspection and repaired me enormously.As I pretend in that location exit be al flairs wishing of improvement. Apart from this, I rely this battleground paper would stimulate the need of thinking and discussion on the topics like this unity. pic TABLE OF CONTENTS Chapter No. SubjectPage No. Ch. -1. 0 administrator Summary. Ch. -2. 0Research methodologi cal analysis 1. ancient Objective(s). 2. Hypo thesis 3. Research picture 4. Sample De mug.. 5. stage setting of the Study. 6. Limitations. Ch. -3. 0Critical Review of Literature.. Ch. -4. 0Compevery visibleness . 1.Industry Profile.. 2. SWOT abstract. Ch. -5. 0Data.. 5. 1Collection 5. 2Primary Data 5. 3 Secondary Data. .. Ch. -6. 0Findings & Analysis. Ch. -7. 0Recommendations Ch. -8. 0Bibliography. Ch. -9. 0Annexure.. 1. Tables. 2. Graphs Ch. -10 Case study Ch. -11 synopsis of the project EXECUTIVE SUMMARY ? EXECUTIVE SUMMARY Organisations be be sexual climax large-scale & complex with progressive industrialisation.Human re computer addressfulness Department consequently becomes the prime department in exclusively c erstrns whether sm every or large & its Importance can be never ever estimated. The basic purpose of summer training is to give students a raw insight of practical practical applications of Human re quotationfulness Department of the governing body. In t his modern world all human being thrive to become more skilled & indeed they all dress hard to achieve the pre rigid goals with their wholehearted committedness towards their channels assigned.They always try to be close to perfection for this they need to be properly trained in their single fields so that the weak serveforce sharpen their skills & the skilled scarperforce move closer to their goals. likewise each of the employees should be properly motivated so that he/she aims a depart to bleed & fell that he is a part of the organisation, this attend to in the breeding of a directiency of responsibility & a sense of belongingness amongst the employees. Hence the need for development of human resource was felt. The Human Resource of the organisation should be prep ard in such a way that they help the employee to perform efficiently. maintain dress an effort through this inquiry study to understand and analyse various aspects cogitate to Human Resource strate gy of Larsen and Toubro (L & T) with finical abduce to enlisting and pick procedure at L & T. In the bear upon , the aspects which subscribe been looked into be- 1. History of L & T 2. Industry compose 3. Research problem 4. Research methodology 5. Analysis of facts 6. Conclusions drawn RESEARCH METHODOLOGY ? RESEARCH METHODOLOGY Primary Objective(s) The autochthonic objective is to study , understand and analyse various aspects related to enlisting and retention procedure at L & T.Hypothesis and Research Design ? A Research methodological analysis defines the purpose of the seek, how it proceeds, how to measure progress and what cost success with respect to the objectives unflinching for carrying come in the look study. The tolerate research normal formulated is critical at a brokener place. ? Exploratory research this kind of research has the primary objective of development of insights into the problem. It studies the main atomic number 18a where the problem l ies and also tries to approximate some appropriate courses of action. The research methodology for the pre displace study has been adopted to reflect these realties and help reach the logical conclusion in an objective and scientific manner. The cede study contemplated an exploratory research temperament Of Data- Primary selective information Data which is cool through television channelal oppugns and by raising questionaires . Secondary data siemensary data that is already available and published . it could be intimate and away source of data. interior(a) source which originates from the specific field or argona where research is carried out e. g. ublish broachers, official treats and so forth foreign source This originates outside the field of study like books, periodicals, journals, reinvigoratedspapers and the Internet. ? SCOPE OF THE STUDY I stool foccussed my study on L & T and establish my study primarily on the recuitment and retention procedure at L & T. ? CRITICAL REVIEW OF LITERATURE ? partnership write Comp both profile Founded in 1938, Larsen & Toubro Limited (L&T) is one of Asias largest vertically integrated Engineering Construction conglomerate with additional interests in data Technology and electrical championship.A strong, customer- digested approach and the constant quest for top-class quality sustain enabled the familiarity to attain and sustain leadership position for over septenary decades. Serving the core sectors and infrastructure of the economy, LT has pioneered spectacular achievements in Indian industry. Many of the utilize science and construction projects executed by LT have set new benchmarks in terms of scale, mundanity and speed. So do many buildings, ports, soaringways, bridges and civil structures around the country, which be widely regarded as landmarks.L T AN INDIAN MULTINATIONAL In line with its strategy of aligning capabilities to meet emerging trends, LT lately give instructiond a meg a-transformation process, internally to find out that it emerges, as a knowledge-based Indian multinational. over the course of studys the confederation has proactively bring to passd the necessary infrastructure for its global initiative with stock leader locations in USA, Europe, Middle East and Japan. The Engineering Construction course of study make 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. THE CUSTOMER PROFILE The customer profile includes leading names such as Samsung, Chevron, Bechtel, Kvaerner, Pirelli, Siam Michelin, easily behavedyear, etc. The Electrical Electronics Division too has increased its thrust on exports and the region of export revenues during the year ended March 31, 2006 increased to 11 % as comp bed to 8% in the previous year.LT regards that progress essential ineluctably be achieved in harmony with the environment. A commitment to community welfargon and environmental protection constitute an integral part of the Corporate Vision. in mergedd VISION pic LT shall be a professionally-managed Indianmultinational, committed to totality customer bliss and enhancing shareholder value. LT-ites shall be an innovative, entrepreneurial and sceptred team constantly creating value and attaining global benchmarks. LT shall entertain a culture of caring, trust and continuous learning date clashing expectations of employees, stakeholders and society.THE BUSINESS SECTOR LTs Engineering & Construction Division proposes 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 agency in the core sectors of Industry and Infrastructure areas. We provide dish ups proper(ip)field 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 diped as follows pic ? RECRUITMENT AND remembering PRACTICES AND PROCEDURES AT L & T 1. en nominateing Flowchart The followers ceremonious outlines the process flow for recruitment at L & T. 1. Internal Recruitment The Company believes in whirling opportunities for return and career progression to its employees thus each time a compulsion arises, internal recruitment lead be a preferred mode. For every vacancy arises below. Level, an option of woof the post initially pass on be considered. HR entrust place an advertisement on the intranet. The advertisement bequeath contain the following expatiate a. Job Profile b.Educational qualifications, Skills, Experience c. Last date of receiving application programs d. Contact individual in HR All drills give be interpenetrateed for the eligibility against pre-determined criteria for the vacancy. HR pass on prepare a list of in inquire(predicate) applicants and seek approval from the respective Reporting Manager and Departmental Head. If approval is inclined, HR entrust post a nonification to the eligible expectations via e harness. Applicants who are non found eligible forget also be notified via email. If no suitable applicants apply at heart one calendar week from the date of calling card the advertisement, external recruitment is initiated. worthy medical prognosiss pull up stakes undergo a embellish interview. Travel for Interview As per eligibility in electric current grade . Compensation fitment Wherever the employee is moving to a graduate(prenominal)er value occupancy, compensation allow for be set just aboutn as if the psyche is a new hire. Handover period Before the employee take s over his/her new position, thither get out be a handover period of one month. However this possibly reduced at the discretion of the current Reporting Manager. Relocation If the employee need to relocate to a different city to take up the new position, the participation will reimburse as per the relocation policy. . External Recruitment Entry Level Recruitment Entry-level recruitment is used for alert graduates/postgraduates who are taken as Executive organiseees and Management Trainees or for individuals joining at entry-level positions in the Company. If candidate possess less(prenominal) 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 friendship will recruit Management Trainees from Management institutes in the country. Sourcing of TraineesManagement trainees will be sourced from Management Institutes across the country. The option criteria for Institutes are described below A. Campus rate through publications HR will refer to the Campus ratings published in the line of credit Magazines, available in the country and arrive at average campus ratings. For the current year the beau monde will target institutes that are ranked between 15th and 20th ranks according to the ranking developed. It is advertize recommended that by the year 2006 2007. The society should target campuses that range between 10th and 15th ranks. B.Recruitment long time effrontery The keep company will give preference to the Institutes who are automatic to give either mean solar day 0, 1 or 2 C. Campus forte Relevance of courses offered to the companys business. D. Campus Relationship The Company will develop close births with targeted campus by hiring large numbers, conducting events, taking summer trainees, conveying higher-ranking omnibuss for lectures etc. An attempt will be made to include a cross se ction of Institutes across the country to ensure diversity in the campus recruitment process. Additionally, freshly subject persons from different areas shall be selected as per the requirement.E. spot of trainees Selected trainees will be positioned at the following grades a. Fresh Graduates pupil 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 1 3 years will be given weight age provided will be taken as Management Trainee. c. Any candidate with more than one-third years of work experience will be considered a sidelong recruit and appropriate fitment will be make. F. Recruitment addressThe recruitment process for the Management trainees will be as follows HR will initiate the campus recruitment process by sending the companys belles-lettres to the campus, one month befor e the proposed date of recruitment. This will contain brochures of the company publications containing reading about the company, the job profile and the remuneration package. Pre dodging Talks HR will coordinate with the status Cell of minuscule listed Institutes and schedule Pre musical arrangement talks (PPT) The HR ear and a older line Manager will form the Pre Placement squad. 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. b. Application blanks c. Number of job openings Screening of Application Blanks The Placement Coordinator/Administrative offices will pitiable list candidates on the stern of predetermined eligibility criteria and send the list of short listed students to the company at to the lowest degree 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 last(a) list of candidates selected for interviews will be sent endorse to the Institute no later than one week before the natural selection process. picking appendage Only Institutes where day 0, 1 or 2 is offered will be accepted. All eligible candidates will undergo the following 2 step selection process 1. separate Discussion This will be the first step of the selection process. Two members of the Campus Recruitment team up will observe each congregation discussion. reflections will be save in the Group Discussion Observation Form and compared for a final examination rating at the end of the Group Discussion.Topics will be a mix of economics, business and general awareness. 2. earth-closetdidates who are selected after the Group discussion will be called for a in the flesh(predicate) interview. Interview Observation Forms will be used to evaluate the c andidates performance during the interview. plug-in composition for the interview will be as per appendix II Suggested Selection Criteria for Students It is imperative to not besides recruit those students who do head academically that also those who possess a winning stead but may not have done as well up academically.The following selection criteria can be used as a guide a. Academics Focus on students who have consistently done exceptionally well b. Extra and Co curricular activities Focus on Leadership, orifice c. 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 said(prenominal) to the Placement police officer. An resolve can also be made to inform students at the same time. Offer garner Offer Letters will be sent to the selected candidates within 7 long time of the selection process at the Campus. contributedida tes have to indicate his/her acceptance by write and returning the likeness of the garner to HR not more than15 old age after receipt of the letter. Where require blank offer letters will be carried to the Campus and given at the time of placement itself. C. Recruitment Process The recruitment process for the Management trainees will be as follows HR will initiate the campus recruitment process by sending the companys 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 d. Brochures or company literature containing information about the company, job p rofiles and the remuneration package. e. Application blanks f. Number of job openingsEligibility criteria for candidates will be given to the Placement Officer at the end of the PPT. Eligibility Criteria 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) Screening of Application Blanks 1) 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 Pro cess 2) 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. 3) Candidates Who are selected after the Group discussion will be called for a own(prenominal) interview. Interview Observation Forms will be used to evaluate the candidates 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. D. Trainee Scheme (B) 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 line station to the place of posting etc. will be provided.Training class The training period will last for one year. Selected Management Trainees will be confirmed at .. level Module 1 founding 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 respo nsibilities accorded to the grade. F. Performance rating 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 anxiety trainee. The panel for interview will consist of one cross running(a) head, Department head and HR Manager. The trainee will be assessed on the projects completed and a number of parameters listed in the Trainee valuation Form. The Performance Evaluation Panel will then either recommend a as state or interval as per the trainees 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 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 frontier settlement Trainees will be provided meet sharing Accommodation for one month complete of cost.Any cost for further requirement will be deducted from the trainees stipend will be deducted from the trainees stipend. Executive Trainees Management Trainees Training program The Training program for twain trainees will last for one year The program has already been mentioned primarily in the recruitment process. 3. 3. 2 Direct Hiring Internal Database In content 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, laissez passer ins etc. ) Selection Process HR will short list candidates as per the pre determine d 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. 3. 3. 3 squint Recruitment The different modes of recruitment available are Database Hiring, Internet Hiring, Employee Referrals and adverts. 1. Database Hiring When any recruitment requirement arises, the internal applicant database will be referred to. desirable applicants will be selected by their qualifications, experienc e and training. HR will onwards 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. 2. Employee Referrals HR will interior(a) 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 candidates resume, career history and interview observation form. Travel Reimbursement Travel reimbursement will be done as per details in Appendix III. Outstation candidates will be given 5 running(a) days notice and local candidates will be given 3 working days 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 curb bit and record observations within 15 days of sending the offer letter. If the reference check is not satisfactory, offer will be revoked with prompt effect. Referrals from the employees must be boostd as they not totally imply a lower recruitment cost as compared to advertisements or recruitment firm, but the reli magnate of candidates is also higher due to fact that they are coming through a known and trusted source (KDS Steel Division employees) HR will advertise the vacancy on the companys 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. T his will be done within 2 days of the application The following schematic describes the referral process conform to 3. 3. 3. 4 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 get to the prescribed exemplifications and will contain the following details Brief Profile of The Company Brief on Job Responsibilities Employee profile- Age, experience, educational qualifications Locations Email ID/postal Address for receipt of Resumes 3. 3. 3. 5 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. 3. 3. 3. 6 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 candidates list using set priorities when th ere is more than one qualified applicant interested in the same position.Preliminary Interview A former interview with HR will be conducted prior to the panel interview. The prelim 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 EMPLOYEE RETENTION PRACTICSE AT L & T Loyal employees in any company create loyal customers, who in turn create happy shareholders. Sir Richard Branson What is engagement? It is a positive attitude held by the employee towards the organisation and its values.An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organisation. The organisation must work to develop and nurture engagement, which requires a two-way relationship between employer and employee. pic Employees are one of the most important assets, but are Companies doin g everything they can to maximize the potential of this asset? The best employee attitude studies look all aspects of an employees working vivification with an employer, covering not lone(prenominal) what they do but also what employees think and facial expression about the organic law.An effectively implemented program of employee research can become one of the most powerful strategic tools in helping the company achieve its semipermanent corporate goals. To ensure the value of companys 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 qual ified workers is limited and good custody supply requires a twofold approach of aggressive recruitment and innovative retention strategies. store policies need to focus on elimination of un exigencyed turnover. EMPLOYERS NEED TO prepare WHO THEY SHOULD RETAIN AND HOW THEY CAN RETAIN THEM. Talented employees should be identified untimely and proactive steps should be taken to nurture and retain them. phylogeny of early racking 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 phone turnover. Tracking voluntary turnover by department then focus efforts on the problem areas. Providing incentives for people to remain with the organization these are not always financial. What People Want People want to feel wanted 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 bar number caution, knowing they can share ideas with company decision makers. RETENTION PRACTICES 1) sequence cash may get workers in the door, culture will bound them Create a kind of feel good about work culture for your employees. The stave 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 engage a common purpose, which is mutually beneficial.Your goal is to frequently let staff know that this is why I need you and this is why you are important. 2) crack 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 a nd finishes the job at hand. Or it could be someone who has a flair for accuracy, thrives in an environment which has procedures position 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. Instead of job match, this results in job mismatch, which causes the job and individual to suffer, limiting the companys merchandiseivity. 3) Provide good incentives and wisdom The biggest motivation to the staff is recognition and every day pat direct 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 postponement for quality work, good dinner with the team members is always appreciated by the agents. 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(prenominal) strengths and weaknesses, which will help them to do purify. Some staff do have initial problem of get adjusted to the office jobs and procedures or they pretermit confidence. Reinforcing the confidence that you can do is the responsibility of supervisors. It is true that staff equires money, but they always look for actions, which touches their mind and heart. Lets be honest, bosses management styles have a huge impact on employee satisfaction. 5) Coaching and life Pathing Coaching is employee development. Your only cost is time. Time means you care. And remember your people dont care how more than 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 encourage people in public, it acts as a natural stimulant for others who are close enough to see or hear whats taking place.Employees need to know what is potentially ahead for them, what opportunities there are for branch. This issue is a sometimes forgotten ingredient as to the importance it plays in the overall motivation of people. SWOT ANALYSIS Strengths Weaknesses Right products, quality and reliability. Superior product performance vs. competitors. Some gaps in range for certain sectors. Brand visit Not very popular in the international market Products have required accreditations. Delivery-staff need training. High degree of customer satisfaction. Customer service staff need training. Good place to work Processes and systems, etc baseer rejoinder time with efficient and effective service. Management cover insufficient. Dedicated workforce aiming at making a long-term career in the field. Sectoral growth is constrained by low unemployment levels and competition for staff Opportunities Threats Profit margins will be good. Legislation could impact. End-users respond to new ideas. Existing c ore business distribution risk. Could extend to overseas broadly. Vulnerable to reactive attack by major competitors. New specialist applications. Lack of infrastructure in clownish areas could constrain investment. Could seek better supplier deals. High volume/low cost market is intensely competitive. Fast-track career development opportunities on an industry-wide basis. An applied research centre to create opportunities for developing techniques to provide added-value services info Collection Data has been hive away from sources like books, periodicals, journals, newspapers and the Internet. Primary Data The primary data has been collected by raising a questionaire at the L T with a sample size of 45 and 25. 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 The unoriginal data has been collected from various books, magzines, journals, information brochures and internet mesh sites. entropy ANALYSIS pic CONCLUSIONSThe general feeling among the employees is that L T has a well defined and clear recruitment policy. picpic CONCLUSIONS A good majority of the employees feel that the need for the manpower planning is being given due consideration. pic CONCLUSIONS 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. pic CONCLUSIONS Campus selection and the recruitment through advertisements are the two most popular methods of recruitment which are currently being employed the company pic CONCLUSIONS In the case of immediate requirement the company heavily relies on the internal recruitment method. pic CONCLUSIONS A Majority Of The Employees At L T argon Of The View That The ecological succession Planning Is Being Done In Advance In The conjunction . pic 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. pic CONCLUSIONS The key parameters of performance evaluation are -skills -aptitude -process knowledge and experience pic CONCLUSIONSPsychological testing has been voted as the best technique to evaluate the employees capabilities and aptitude by most of the employees pic CONCLUSIONS More than one-half of the people questioned, admitted that they had to affirming in-depth interviews at the time of selection. QUESTIONAIRE COVERING RETENTION ASPECT pic 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 . pic CONCLUSIONS A large majority (82%) of the employees expressed their satisfaction with the company.Which is a bully morale victory on the paet of the management.. pic CONCLUSIONS Almost 2/3rd of the employees expressed their dissatisfaction over the net structure being offered currently. pic CONCLUSIONS The employees are enjoying good interpersonal with the colleagues, subordinates and managers. pic CONCLUSIONS The employees are actually divided over the working consideratenesss of the company . pic CONCLUSIONS Only 51% of the employees actually believe that their career will flourish with the company. pic CONCLUSIONS Almost all the employees are confident about their growth in the company. pic CONCLUSIONSA large majority of the employees admitted that their achievements are recognised in the company and thus duly awarded by the company. pic CONCLUSIONS Only half of the respondents were found to be happy about positions in the company. i. e the other half wants to be promoted. pic CONCLUSIONS Almost 80% of the employees believe that the company ensures the rest period between their work and their personal lives through various policies and programs. pic pic CONCLUSIONS A good 47% of the employees believe that there is free flow of discourse amo ng the supervisors and the subordinates, it is a healthy sign for any organisation. pic CONCLUSIONS a big majority of the employees leave their job because of - -benefits and compensation and -better job opportunity elsewhere pic CONCLUSIONS The morale of the employees of the company is very high which is a sign of good management policies of the company. FINDINGS ,RECOMMENDATIONS , AND CONCLUSION wagerer net 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 hurried growth path should be plan to keep every one interested. Job rotation should be honorable to keep the work environment interesting and untiring. Pain areas like get an email id, reimbursements of mobile and other expenses are very time eat 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 idea 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 encouraged and enabled for a better working environment The working hours should be restricted to 8 hrs per day to keep the employees fresh and efficient. Enhanced limit of mobile phones usage should be allowed. SELECTED BIBLIOGRAPHY ? Personnel management by K. V Mishra, Aditya publishing house Madras, 1992. ? CHHABRA T.N, Princlples practices of management, Dhanpat Rai and co. (p) Ltd, Delhi, 2000. ? rule of Human Resource by Danny Shield. ? Manuals fr om the organization. ? www. kdsgroup. com. ? www. LarsenToubro. com ? www. google. com ? www. yahoosearch. com ? QUESTIONAIRES SAMPLE SIZE- 45 Q1) How long have you been associated with the company? 1. 1 4years 2. 4 10years 3. 10years and above Q2) Are you overall satisfied with the company? 1. extremely Dissatisfied 2. very(prenominal) Dissatisfied 3. Very Satisfied 4. Extremely Satisfied Q3) Are you satisfied with the salary structure rule in your company? . Extremely Dissatisfied 2. Very Dissatisfied 3. Very Satisfied 4. Extremely Satisfied Q4) How are your interpersonal relations with your colleagues, subordinates and managers? 1. Good 2. Bad 3. Fine Q5) Are you happy with the work conditions (facilities / physical environment) of your company? 1. Extremely Dissatisfied 2. Very Dissatisfied 3. Very Satisfied 4. Extremely Satisfied Q6) Do you have a clear path of Career Advancement? 1. potently withstand 2. reasonably declare 3. potently disaccord 4. reasonably disc ord Q7)Do you find yourself growing in the organization? 1. Strongly sustain . fairly affiliate 3. Strongly dis hold in 4. more or less dis twin Q8) Are achievements recognized and are they awarded in your company? 1. Strongly look into 2. Moderately gibe 3. Strongly dis sum 4. Moderately disagree Q9) Are you happy with your position at this company? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q10) The organization ensures balance between your work and your personal life through policies, programs, services and attitudes that are specific to fostering your well being? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4.Moderately disagree Q11) The organization provides you ample resources and opportunities at work to learn and grow? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q12) There is a free flow of communication and good coordination among supervisors and subordinates? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q13) What would be your primary reasons for loss the company? 1. Benefits Salary 2. Better Job Opportunity elsewhere 3. employment with co-workers/higher authority/management 4. Working conditions 5.Job Expectation/Challenges/Growth 6. forgetful Performance Evaluation Q14) How would you rate the MORALE in your company? 1. Low 2. Very Low 3. High 4. Very high Q15) What additional benefits competitors provide to their employees for retention? Good perks/ high salary Better position/ promotion ESOP Cars/ laptops Various personnel policies and good TA DA Better incentives and awards Less Income Tax liabilities Better infrastructure Better commuting facilities Q16) What suggestions do you have for your company to help employee retention as compared to its competitors? Better salary/ periodic salary review in comparison with the changes in the corporate Match salary and working condition to the best global stan dard Salary difference in same grade should not be more than 10 to 15 percent ESOP Clear and faster growth path Job rotation Pain areas like getting an email id, reimbursements of mobile and other expenses are very time go through and this should be eliminated Challenging assignment should be offered Better performance appraisal Mediclaim benefit with cashless card scheme Balance between personal life and work through programs and policies Better communication within the organization 8 hrs per day work Enhanced limit of mobile phones Personal expatiate NAME(Optional) DEPARTMENT. DESIGNATION QUALLIFICATION. QUESTIONNAIRE Q1) Is there a well defined recruitment policy in your organization? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Cant order Q2) Principle of right man on the right job is stringently followed/a detailed job-analysis is done prior recruitment? 1. Strongly Agree . Moderately agree 3. Strongly disagree 4. Moderate ly disagree 5. Cant verbalize Q3) Do you think the need for manpower planning is given due consideration in your organization and the manpower requirement is identified well in advance? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Cant say 4) Which internal source of recruitment is followed by the company and given more priority? 1. Internal promotion 2. Employee Referrals 3. Transfer Q5) Which external source of recruitment is followed by the company and given more priority? 1. Campus interview 2. Advertisement 3. Online job banks . Walk in interviews 5. Agencies/Consultancies 6. Employment Exchange Q6) Which source of recruitment is relied upon when immediate requirement arises? 1. Internal 2. External Q7) Do you think succession planning is done in advance in your organization ? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Cant say Q8) The sorting of candidate applications is done by some pre set cri teria? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Cant say Q9) Which are the parameters on which candidates are evaluated (give ratings out of 100)? . Experience 2. Skills.. 3. Process experience/Intelligence 4. Aptitude 5. Attainments. Q 10) To identify the employees capabilities and aptitude, psychological testing is done. Do you think it is an useful technique? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Cant say Q11) What type of interview is taken while selection? 1. Patterned 2. attempt 3. Depth 4. Others.. Q12) The view of the concerned department head is given special attention while selecting the employee of the department? 1. Strongly Agree . Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Cant say Q13) Is the physical examination necessary after final interviews? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Cant say Q14) What is the weightage given to the following (out of 100%)? 1. Written evidence.. 2. Group Discussion.. 3. Final Interview Q15) Is Induction as well as a training program conducted after joining of employees? 1. Yes 2. No Q16) Do you think the present selection process is feasible for selecting the employees? 1. Strongly Agree 2.Moderately agree 3. Strongly disagree 4. Moderately disagree Suggestions if any Personal Details NAME DEPARTMENT. DESIGNATION QUALLIFICATION. Thank you for your cooperation. grounds STUDY SYNOPSIS OF THE PROJECT ? SYNOPSIS OF THE PROJECT Scope of 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. Research modeology 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. Hypothesis and Research Design- ? 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 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 exploratory research NATURE OF DATA- Secondary data secondary data that is already available and published . it could be internal and external source of data. Internal source which originates from the specific field or area where research is carried out e. . publish broachers, official reports etc. External source This originates outside the field of study like books, periodicals, journals, newspapers and the Internet web sites Sources of Data -DataCollection -Primary Data -Secondary Data DATA COLLECTION ? Data has been collected through various books , journals ,web sites and magzines PRIMARY DATA ? Primary data has been collected by raising two questionaires of the sample size of 25 and 45. supplemental DATA ? Secondary data has been collected through various books , journals , magzines and web sites.I 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 Indian Economy, and they do practice very effective HR procedures, So I think , I had all the reasons in the world to make a project on LT ? Details of the External guide ? Name of the Guide ,Qualification and Designation ? cheering letter from External guide ? ( Signatory note from guide stating that he/she would guide you ) Manpower Planning engineer Job description Prepare employee Profile Check Database Internal RecruitmentExternal Recruitment Select Appropriate Method Advertise Post Internally Campus Recruitment Search Firms Employee Referrals Advertisement rank Institutes PPTs Screen Application Offer Selected Candidate Provide firm with Employee profile Screen applications as per eligibility criteria Selection Process Offer Selected Candidates hire Reference check If not satisfactory, revoke offer within 15 days Advertise post internally Screen applications for eligibility and approvals from reporting manager and departmental head Selection process If suitable, make offer Employee referral mail CV Received specify employee Yes CV in database? Allot reference no. to CV Inform employee No Screen for eligibility Selection process Reference checks Inform employee Offer Candidate There is no one strategy to ensure successful employee retention. Generally, a combination of factors influences an employees dec ision 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 look to impact most employees and for which we found some effective strategies worth sharing. pic pic