

Internship Report

A Study on the working of an organisation, Talent

recruitment/Talent retainment/Performance
management system

Under the guidance of Mr. K. Krishna Kumar

of Larsen and Toubro

Submitted by: Rashi Rajgopal

Enrolment No.: 21020049

MBA 2021-2023

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 ACKNOWLEDGEMENTS

I would like to extend my deepest and sincerest thanks to all those who
provided me with the golden opportunity to do my internship with Larsen and
Toubro. I would also like to express my gratitude to Mr. K. Krishna Kumar of
Larsen and Toubro who was always with me throughout my internship,
provided me great insights and guidance, without whom this internship would
have been very difficult for me to finish.

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 DECLARATION

I, Rashi Rajgopal, solemnly declare that the project report is fully and
completely prepared by me after the completion of my internship at
Larsen and Toubro.

I also confirm that this report is made solely for the purpose of my
academic requirement and my course and not for any other purpose.

So, I hereby, declare that this report is based on the work I have done
throughout my internship and this report has not been submitted to
any other university or institution.

Rashi Rajgopal

21020049

O.P Jindal Global University

Jindal Global Business School

Sonipat, Haryana

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 COMPLETION CERTIFICATE FROM COMPANY

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 EXECUTIVE SUMMARY

This report will explain in brief all the work done during the course of the
internship, under the guidance of Mr. K. Krishna Kumar, Head-Talent
Acquisition(HR), Larsen and Toubro.

The report will take us through the company profile, the services offered. Next,
we will talk about all the tasks which were completed during the six weeks of
internship, and later in detail discuss more about the project, limitations,
suggestions.

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Table of Contents
COMPANY PROFILE.......................................................................................................7

JOB PROFILE..................................................................................................................8

SCOPE OF THE PROJECT..............................................................................................9

LIMITATIONS………………………………………………………………………………
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LEARNINGS………………………………………………………………………………11

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 COMPANY PROFILE
Larsen & Toubro Ltd

Larsen & Toubro Ltd, is an Indian multinational conglomerate company,

headquartered in Mumbai and it was founded by Henning Holck-Larsen and
Soren Kristian Toubro.
Three key products/services which L&T is engaged in are: Construction and
project-related activity; manufacturing and trading activity; and engineering
services.
The company has a total of 3,37,994 employees. L&T construction is one of
the best-division, among all the independent companies. This division gets
orders for major construction projects like highways, bridges, buildings,
museums, etc. L&T is serving customers in more than 50 countries.

JOB PROFILE

My job profile was an intern with Larsen and Toubro. It started with me going
to various orientation programmes in order to understand the working of the
company, and also the HR department I am then I would be assigned various
tasks by my mentor in order to understand the working in a better way.

I worked with Mr. K. Krishna Kumar who is Head of Talent Acquisition(HR) –

Larsen and Toubro, he made me a company him for various interviews and
orientation programmes which were conducted for the new recruits/candidates,
you also gave me various lessons and lectures on talent acquisition, talent
retainment performance management system of the company.

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FINAL DELIVERABLE
Volunteered through various orientation programs, interviews and practical
issues happening around the company.

WORKFLOW

Week 1 – Induction/Lectures by my mentor and his assistants

Week 2 – Attended various Orientation programmes and by the end of
the week also helped in conducting one
Week 3 – Accompanied in various interviews
Week 4 – Recruitment & selection
Week 5 – Recruitment & selection
Week 6 – Performance Management System; Talent Retainment

SCOPE OF THE PROJECT

The project revolved mainly around recruitment and conducting orientation

program. The aim of the project was to help in recruitment process and
orientation programs happening around the company.

“Recruitment is the process of finding, screening, hiring and eventually

onboarding qualified job candidates.”

The objectives of recruitment process are:

1. Build a talent pool.

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 2. Recruit and retain top talent.
3. Improving the hiring quality.
4. Identify individuals who complement the company's culture.
5. Streamline the procedure.

Orientation - The HR department runs a programme called new

employee orientation to inform and train new hires about their
responsibilities and organisational rules. Orientation is crucial because it
makes a new hire feel appreciated. Additionally, it lowers staff turnover
and gives people a chance to connect deeply.

Aim of Orientation programme:

1. Help new employees understand the organisation’s expectations.
2. Describe what they can expect from their job and the organisation.
3. Gain employee commitment,
4. Reduce their anxiety.

DATA SOURCES / DATA COLLECTION –

1. Colleges/Universities – A majority of talent acquisition was done through

on campus placements. So data in such cases were collected by
candidates who were interested in joining the company
2. Off campus drives – A significant amount of candidates applied through
off-campus drive that was conducted. Advertises for the same was given
on various mediums such as online job portals, newspaper, social media
sites etc.

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 LIMITATIONS

There was a huge language barrier between me and my co-workers, and most of
the freshly recruited candidates were also from and around Chennai, and as I
don’t speak the local language I would usually find it hard to communicate with
them, and communication was one of the most important things especially
during interviews and orientation programs.

As I have spent major part of my life in Central India, Chennai had a huge
cultural barrier also. In the company we were expected to dress in Ethnic wear,
which I wasn’t ready for.

I was the first offline intern after the pandemic, so it was hard for me to get
personal attention from my mentor. I wasn’t allotted much work during the start
of my internship.

LEARNINGS

1. Orientation Programmes – I understood that these programmes act as a

bridge between the company and the freshly recruited candidates, the
candidates understand what exactly the company wants from them, so
that the employees can align their goals with the company’s goals.
2. Talent Acquisition – I learnt how important this step is for the company,
one wrong recruitment and the company with bare the loses. Recruitment
and selection needs to be done very thoroughly, each and every employee

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 who is shortlisted after the screening of the resumes needs to be
interviewed properly in order to under them better.
3. Performance Management System – I wasn’t able to get hands on
experience of this, but my mentor made sure to teach me each and every
step of this system.

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