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Human Resource Management Practices at
Larson and Toubro
Human Resource Management
13. 6.e-ucation Hea%th an. 4.raphy Page !o. 3. an. wor) /nvironment !iverse an.e+ua% opportunity $i0%io. 12. 11. #.safety Motivation an. ". 7. 14.Sr. 1. no. 1#. ' 1. Particu ars Overview of the Company Vision Structure of the company Mission state of H !epartment $asic princip%es of Human esource &o%icies (or) cu%ture *a%ent ac+uisition mana.ement &erformance eva%uation *rainin.Compensation (e%fare faci%ities /nrichin. 2. 3 6 7 " ' ' 11 12 12 13 14 1# 17 1" 1' 2 ..
Seven -eca-es of a stron.0y a wi-e mar)etin.s .1 customer6focuse.ineerin. *he evo%ution of 45* into the country3s %ar. the most remar)a0%e success stories in 2n-ian in-ustry.-istri0ution networ)1 an.companies in 2n-ia3s private sector.innin.%y committe.ineerin.%o0a% en.sustain %ea-ership in a%% its ma9or %ines of 0usiness. $e.est an. *he company3s 0usinesses are supporte. customer support.ani<ation is amon.Larsen " Toubro Limited #L"T$ is a techno%o.ion. : thrust on internationa% 0usiness has seen overseas earnin. *o-ay1 the company sets .the .it* t*e en)ironment.%o0a% sprea.y1 en. L"T be ie)es t*at progress must be ac*ie)ed in *armon+ .construction assi. 0enchmar)s in terms of sca%e an.the continuous +uest for wor%-6c%ass +ua%ity have ena0%e.comp%e8ity. Ho%c)64arsen an.have esta0%ishe. $oth of them were stron. an.it to attain an. an. : commitment to community we%fare an.ineers1 Hennin.in %&'( 0y two !anish en.approach an.row si.of offices.ineerin. 2t continues to .u%f re.a reputation for stron. 2n-ia3s en. capa0i%ities to meet the -eman-s of in-ustry.ra% part of the corporate vision.nificant%y. an.Soren 7ristian *ou0ro.most respecte.nments of increasin.1 construction anmanufacturin.row its overseas manufacturin.to -eve%opin. company. 3 . 45* has an internationa% presence1 with a . footprint1 with faci%ities in China an.ineerin. with the import of machinery from /urope1 45* rapi-%y too) on en.construction or.ineerin.environmenta% protection are an inte. 2t is one of the %ar. 45* was foun-e.est en. sophistication.
wi-er acceptance for such practices across the in-ustry. =>une 1.nises an.ineerin.ious annua% Civic :war-s 6 reco. Construction /%ectrica% an.6 one of $CC23s presti.ineerin.in-ustria% pro-ucts 2* an.2n-ustry =$CC2?. *he Socia% !eve%opment :war.e -eman. =>anuary 221 2.1 2.1.y services Key Facts: 4 .y antransportation inc%u-e-.supp%y .techno%o. Business Toda+ #BT$ ran/ed L"T 0Best Compan+ to 1or/ 2or3 in t*e manu4acturing sector.aps in 2n-ia@s critica% sectors ener.? 4 5 * he%pe. 2n the overa%% ran)in.T*e eading business maga-ine. corporates with a view to securin.e%ectronic Machinery an.? 45*3s Corporate Socia% 2nitiatives won further %aure%s with an awar. a*ead o4 companies i/e 5rasim and BHEL.from the $om0ay Cham0er of Commerce an. an.construction pro9ect Heavy en.rewar-s 0est practices amon.1.0ri-.s of 0est companies to wor) for across a%% sectors1 45* has 0een ran)e. Operating divisions: /n.11.
evenuesB DS E ".e sca%e interactive process which en.'? Vision: *he 45* vision ref%ects the co%%ective .emp%oyees at every %eve%1 wor%-wi-e. 2t was -rafte. # .a.throu...#..oa% of the company.Aoun-e-B 2n 1'3" Cum0er of /mp%oyeesB 3#. mi%%ion =2.h a %ar.e.
*echno%o.y 7 .Core competencies: 2nnovation &%annin.
across mu%tip%e %ocations across the . proven trac) recor.%ea-ership 5 the opportunity to . " . assi..’s %.row at a rapi.ether with a common cu%ture of trust 5 carin. 45* offers its peop%e free-om at wor)1 unmatche.department: .s a sense of professiona% fu%fi%%ment. L"T is a team o4 more t*an '6777 " managing '6777 peop e is no eas+ tas/. T*e grater t*e in)estments t*at t*e organi-ation ma/e in t*e peop e t*e stronger and more sustainab e are t*e returns. 5 motivatin./uilding a vibrant pro*essional "or& environment that attracts nurtures and retains good per*ormers and0 developing the e1pertise to be able to be a strategic partner to *ul*ill present and *uture business needs#2 T*e organi-ation be ie)es t*at an organi-ation is on + as on success pat* because o4 its peop e.anprofessiona% s)i%%s1 woven to. 2t provi-es them cha%%en.nments which 0rin.People Your company’s most precious: ‘Machineries may be there buildings may be there! but "ithout people it’s all nothing# People are our only real asset#’ $ %enning %olc&'(arsen Mission )tatement o* (+.%o0e1 havin.1 interestin.in. 45*6 its sprea.pace.
pace.e1 s)i%%s an.n an.ani<ation an. we%% -efine.ani<ation -eve%opment &ro. • 2-entify trainin.-esi.attitu-es of the emp%oyee. emp%oyees to ta)e appropriate ris)s.trainin.ra-ation of )now%e-.imp%ement those nee. su.ramme which is one of the %on.rammes resu%tin.an.reco.1. &ro../asic principles o* %uman -esource Policies includeB • ecruitment 0ase.reater investment in ta%ent. an.nition systems.h appropriate fair performance eva%uation1 rewar. throu.e.ement system to meet the internationa% stan-ar-s as per 2SO '.rowth necessitates .with competitive compensation 5 rewar-s antrainin. &%an -esi.rowin. • Maintainin. 2f the person has ' . or. nee-s with the or. 1or/ cu ture8 • • • • • 2reedom to e9periment Continuous earning and training Transparenc+ :ua it+ in a aspects o4 . in continuous up . *his is coup%e.an.estions 5 opinions. a +ua%ity human resource mana. *his .n train e+uips an.rammes1 to ena0%e them to un%eash their fu%% potentia%.systematic se%ection proce-ures without -iscrimination. Company has on.oin. O! efforts. /mp%oyee participation is encoura.so%e%y on merit 0y fo%%owin. • Sustain motivate.0y invitin.0ase.ards based on per4ormance and potentia .h Core !eve%opment 5 $ehaviour !eve%opment &ro.or/ Re.es entrepreneuria% s)i%%s thus1 ena0%in. *o-ay 45* is . at a rapi.+ua%ity wor) force throu.empowerin. *he company encoura..est sustainin.an.motivate the -epartment staff to meet this stan-ar-s of e8pectation.
1.create competitive environment of e8ce%%ence.ht en.spectrum of 0enefits.continuous%y motivate ta%ent.ani<ation have structure.rievance mana.ineerin.ht p%atform to trans%ate ima.he%p 0ui%%oya%ty.a% an. *he company therefore offers peop%e the too%s antechni+ues to faci%itate performance an.many more.1 Ainance1 2*1 H 1 esearch1 Sa%es1 Mar)etin. Construction Mana.er responsi0i%ities.e.inations to rea%ity.passion to e8ce% in his career1 45* provi-e the ri.ement Manufacturin.ineerin.reat%y va%ues their contri0ution even set it -auntin.co%%e. aroun.provi-e emp%oyees with a 0roa. en.ani<ation has starte.1 4e.2n-ian mu%tinationa% :t 4 5 * company have ta)en a s%ew of measures to attract retain an. H !epartment emphasis a wor) %ife 0a%ance an. Ro e in L " T 45* offers many opportunities : few in-icative ro%es are .the recruitment 0ase for the company1 increasin.iven 0e%owB • • • • • • $usiness services Sa%es 5 Mar)etin.campuses with which they share a fantastic rapport for many years.rammes to -eve%op %ea-ers F more 0etter faster not on%y for meetin.ement system minimi<e emp%oyee concerns an.. a poo% of %ea-ers to assume %ar.a 3poo% campus process3 where invite a%% :2C*/ approve.es 0ut a%so for creatin. near term cha%%en.an.ineers to ma)e an entry into 45*.ement &ro9ect mana. . *his has en%ar. o-.y1 /n. 4 5 * cares for their emp%oyees an. Company invites peop%e to 0e a part of this committe. opportunities for 0ri. Company has opportunities in various -iscip%ines vi< *echno%o. :n emp%oyee . tar.ets.%ea-ership -eve%opment pro. *echnica% services 45* S/4/C*2OC & OC/SS :t present1 company is visitin.es in ma9or %ocations across the country. ecent%y1 or.professiona%%y mana.". : the or.e.
thou.non financia% parameters.ineerin.research amon.create an environment where ta%ent fin-s reco.oa%s an.y that con-ucts -ip%oma course for emp%oyee@s chi%-ren.safety are a%so consi-ere.a framewor) for %in)in. Aor emp%oyees wor)in.ate.ement an. :t the heart of companies -ynamic wor)p%ace is a spirit of -e%e. Or. appraisa%s with incentives an. an.y -eve%opment innovation personne% trainin.in eva%uation. *he eva%uation is con-ucte. emp%oyees to assume responsi0i%ities an. *he resu%t of peop%e retention is e8cess of '.nition an.of en.ani<ationa% cu%ture permeation at pro9ect site p%ants anofficers.year enperformance.technica% institutes %i)e 22* F Ma-ras an.0y imme-iate superior1 in the presence of the emp%oyees1 coverin. ta%ent in 2n-ia. *he company una0%e the ta%ent poo% to remain at the forefront of the %atest -eve%opments in the fi%e.!e%hi1 as we%% as the nationa% institution of construction mana. co%%e. Per*ormance evaluation: :t 4 5 * has institute.*ou0ro institute of techno%o..ineerin.rewar-s. 11 .ani<ation -rew ta%ent from 4arsen an. financia% an.ht partnership with repute.es across 2n-ia. on the shop f%oor occupationa% hea%th an.ineerin.or. many other en. *he non financia% parameters consist of +ua%ity1 materia% optimi<ation1 techno%o.alent ac3uisition management: 4 5 * cruci0%e of en.G.entrepreneurship1 empowerin.rewar-s =Aair? practice to act as a reference 0etween years F start .
an effective transition to non wor)in.presentation s)i%%s1 the resu%t enhance.ement stron. &ro. the conc%usion of their service perio-. *hese are or.es of the future. an.-eve%opment function is assi. %ife.the responsi0i%ity of 0ui%-in.preventive practices for specific hi. 45* have investe.ani<e.trainin. for wor)men anstaff in a c%assroom settin.for a%% emp%oyees nearin.re.to provi-in.uar-s an. nee-s structures an.e.ani<ation with capa0i%ities to meet the cha%%en.ne.or..hea%thy environment at the wor)p%ace. sessions are arran. sessions it a%so a--resses 0ehaviora% technica% communication an.ear1 first ai-1 emer.ency evacuation an.ani<ation to con-uct 0usiness optima%%y in the present anprepare the or. *he mana.precautions.ani<ation has a human resources -epartment -e-icate..sa%es. %ealth and sa*ety8 45* is committe. topics inc%u-e use of protective . *his -epartment cha%)s year start coachin. $esi-es concuse%%in.ani<ations across 2n-ia an. centres to con-uct safety trainin.to emp%oyees trainin.coachin. an.rammes comprise technica% trainin.in various improvements with the o09ective of achievin.h6ris) activities. for post retirement financia% p%annin.h various initiatives1 safe. course counse%in.pro-uctivity1 increase. in various institutes an. 12 . capa0i%ity within the or.raining and educationB *he or. a safe an. <ero acci-ents. Company has we%%6e+uippe.. *he company has ensure.this throu.a0roa-1 in a--ition to in house trainin. *he trainin.u%ar%y for contractor3s emp%oyees as we%%.%y fee%s that human %ife is va%ua0%e. *he trainin.
%ocations an. safety con-itions at their respective wor)shops. upon I!e.n L"T to motivate emp%oyees for improve in-ivi-ua% efficiency an.ree of contri0ution an. awar-s to emp%oyees who have performe. eco. Huarter%y review is -one 0y &ro9ect Mana.emp%oyees .on various aspects re%ate.sites are traine.h professiona% safety or.or.to Occupationa% Hea%th an.ht Safety -urin.anisations to he%p various 0usiness units in enhancin.ani<ationa% effectiveness to ena0%e them to achieve hi. On the 0asis of eva%uation reports of the emp%oyee H ! -epartment of Larson and Tubro they p%an specia% s)i%% -eve%opment trainin.we%%1 in terms of money1 mementos1 certificates statin.et promote-. 45*1 wor)men across manufacturin. Some cases emp%oyees . with compensation so as to motivate them company is creatin.atmosphere1 wash rooms1 rest rooms1 canteen faci%ity. 0est emp%oyee. Motivation and Compensation Motivate.promotion if the performance is . 45* comp%ies with the e+ua% remuneration act. materia% han-%in. Larson and Turbo is .Safety1 • • • • • • • 2mportance of /HS in operations !efensive -rivin. for 0etter ways to -o a 9o0. ra-io. at hei.precautionary measures &recautionary measures -urin.oo-.h%y motivate. for emp%oyees.%eve% of impact@. con-ucive wor)in.et sa%ary increment an.wor)ers are more pro-uctive.raphy Safety whi%e wor)in. 13 .Company con-ucts trainin. environment such as co%. 4e. sessions throu.er an.ivin.her pro-uctivity provi-es various 0enefits to emp%oyees a%on.a% re+uirements *ypica% construction ha<ar-s an. .nitions 5 ewar-s is -epen-in. Hi.emp%oyees are a%ways %oo)in.
enera%%y these wor)shops are -esi.of the company.they ma)e 0on-s1 emp%oyees . their e-ucation perio-. their . Ho%i-ay &%an 4el*are *acilities: Company is provi-in.to .improvin.necessary steps for reachin. Simp%y the $est 6 *eam :war#.ure out their stren.oa%s an.ui-e emp%oyee@s in-ivi-ua% systematic se%f assessment of va%ues interest1 a0i%ities . . &at on 0ac) 3. 5ob aids: 14 . various wor)in.persona% -eve%opment p%ans -urin.ui-e in-ivi-ua%s to fi. *han) you s%ips 2.th an.oa%s. Career development *acilitiesB /mp%oyees who are wi%%in.roup which is a%ways in process of re0ui%-in. Some /mp%oyees at e8ecutive %eve% . an. Canteen faci%ities at very %ow cost. wor)shops1 emp%oyees are ma-e to -efine an.et sa%ary -urin.ne. Career planning programmes8 T*e HR department is organi-ing structured wor)shops to .wee) ness1 career opportunities an. to stu-y further1 Larson and Turbo is provi-in.roup %ife insuranceJ e-ucation assistance to chi%-ren socia% mem0er ship1 c%u0 mem0ership. faci%ities for emp%oyee.Some o4 t*e recognition categories are gi)en to emp o+ees8 1. monitory assistance to emp%oyees an. :ppreciation %etters 4.et e-ucation e8pense a%so.match their specific career o09ectives with the nee. *hey have we%fare activity . faci%ities %i)e me-ica% insurances1 .
to increase interaction of mana. • H he%p-es) system is create-. Stress mana.ani<ation they have separate Human esource we0site which prove -etai%e- information on a%% aspects of the resource1 compensation1 or.reener p%an. He%p-es) is a support system -esi. is arran.ement sessions are or. easi%y accessi0%e facts.e.rams anythin.ani<ation is hi. • *he H -epartment has set up communication forumK the o09ective of communication forum is to communicate emp%oyees issue.h%y informative. 2f any emp%oyees any pro0%em or has any +uery then he or she can ta)e he%p from he%p-es).ani<e-.er with the team mem0ers 1# . in .estions. • S)ip %eve% meetin.et company up-ates.as sin. *he or.h%y contri0utin.ani<e. :%% han.%e point of contact for a%% emp%oyees in area. • 1 on 1 meetin.su. >o0 ai-s can re-uce the amount of information emp%oyees nee. is or.. • • • Company is provi-in. *hey a%so )eep open entry for recommen-ations a0out po%icies an. Or.ani<e. that offers on6the6spot practica% he%p or remin-ers. (e0site is easi%y accessi0%e1 hi.a0out present practices.where H ta%)s to emp%oyees where it provi-es a forma% p%atform to emp%oyees to ta%) a0out his career aspirations.an. >o0 ai-s inc%u-e chec)%ists1 tip sheets1 wa%%et car-s1 posters1 pictures1 co-e %ists1 f%ow charts an. to emp%oyees for their -eve%opment.meetin.to reca%% 0y provi-in.*he or.ani<ation is maintainin.s are or.ne.-ia. e8ce%%ent trainin.where it provi-e a p%atform wherein the emp%oyees sha%% .ani<ationa% -eve%opment.
Creating a =ibrant 1or/p ace 16 . s)i%%s a%on. them to %ea.ement anempowerin.rams are -ivi-e.a.thenin.oin. in 0oar. 6nriching "or& 6nvironment : Company is conscious of the fact that their emp%oyees -e-icate their most pro-uctive years towar-s their success.h sessions on parentin.h mora%e of the team.towar-s enhancin. interpersona% re%ationships throu. with sessions for parents whose chi%-ren are appearin.creativity 5 thin)in.• • • &romote the cu%ture where peop%e fee% free to approach mana. Aor company peop%e are their . /nsure a hi.on stren. pro.trainin. *he company is 0ui%-in.1 mana. a0roa. %ife.1 %ifesty%e mo-ification1 fami%y %ife e-ucation1 -iet 5 nutrition an.in. &eop%e come first.ement.un-er three cate. emotions1 enrichin.reatest asset.an am0ience to ensure their professiona% an.rams -irecte. emp%oyee en. *hese pro.for hi.h a host of initiatives %i)e -eve%opmenta% wor)shops1 ta%)s1 activities an. 2n return they have create.ories En*ancing 1e ness and 1e <being /nrichment sessions are con-ucte.%ife an.for emp%oyees on various topics %i)e team 0ui%-in.e8ams or . Promoting Li4e S/i s Here the company focuse.a more fu%fi%%in.ement.se%f mana.persona% -eve%opment. a more positive wor) environment throu.her stu-ies. re%ationships 5 marrie.1 persona%ity -eve%opment1 menta% hea%th 5 we%%60ein.
aur1 internationa% women3s -ay1 !an-iya tra-itiona% -ay1 an.in our operations.anisation are announce.u%ations that have 0een set out to .e emp%oyees throu. 7iverse and e3ual opportunity *o promote -iversity an. 45* is committe.provi-e e+ua% opportunities for -eve%opment of a%% the peop%e -ep%oye.raphy B *ttp8>>. an. arsentoubro. the app%ica0%e ru%es an.o%i competitions etc. with a num0er of women6oriente.com 17 .throu.overns a%% aspects in recruitin.. wa.events %i)e Man.ami anmusicK an. >o0 openin.s within the or.roomin.a.camps on persona% .. Meritocracy .to a0i-in. aas1 $i0%io.meet a%% statutory 5 re.company en.re. 0y an open an.hts.ar-in. *he company comp%ies with the e+ua% remuneration act an.uarantee 0asic human ri.h interna% communication channe%s.to upho%-in.fair in-ustria% re%ations po%icy.h various wor)shops on -ramatics1 ori. emp%oyees. a%on..u%atory norms re.a%a .es 5 0enefits.corporate -ressin. anrewar-in. Company has -e-icate.