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Contents

Introduction L&T Gammon Face to Face - L&T and Gammon (HRM ISSUES) Conclusion Reference

INTRODUCTION
Infrastructure does not create economic potential, only develop it where appropriate condition exist It contribute to raising the quality of life by creating amenities, providing consumption goods and contributing to macroeconomic stability

L&T

Larsen & Toubro Limited (L&T) is a technology, engineering, construction and manufacturing company. It is one of the largest and most respected companies in India's private sector. ECC the Engineering Construction and Contracts Division of L&T is Indias largest construction organization with over 60 years of experience and expertise in the field. ECC figures among the Worlds Top Contractors and ranks 35th among top global contractors and 60th among international contractors as per the survey conducted by Engineering News Record magazine, USA (August 2008).

ECC today is organized in to four Operating Companies to allow for more in-depth technology and business development as well as to focus attention on domestic and international project execution. Each Operating Company is further split into different Business Units (BUs) to take care of the specific needs of various customers. The Operating Companies (OC) includes:
Buildings & Factories Operating Company (B&F OC) Infrastructure (Infra OC) Metallurgical, Material Handling & Water (MMH &W

OC) Electrical & Gulf Projects (E&GP OC)

GAMMON

GAMMON originated from a construction business founded in India in 1919 by John C. Gammon. Several branches spread across Asia, the Middle East and Africa. In 1958, it decided to establish a permanent presence in Hong Kong, thus company was formed as Gammon Construction Limited ("Gammon"). Jardine Matheson Group and Balfour Beatty are two share holder of GAMMON Construction Ltd. Gammon Construction Limited was formerly known as Gammon Skanska Limited. Gammon Construction Limited was founded in 1958 and is based in Hong Kong. Gammon Construction Limited provides construction services in Asia. It develops, builds, and services physical infrastructure projects for living, working, and traveling.

MISSION

To build for a better quality of life and living environment in a safe and sustainable manner.
With local presence, but global strength

Health and Safety


We promote construction safety to a standard of Zero Harm in the workplace, and for those affected by our works. Our targets by the end of 2012 are: Zero fatalities Zero permanently disabling injuries Zero injuries to members of the public

The company offers construction services for a range of project types, including commercial and residential properties, industrial facilities, M&E and rail, ports, roads, bridges, tunnels, and water and wastewater plants. Its service ranges over the full project life-cycle from initial site survey and design through construction to commissioning and ongoing maintenance.
Notable Projects in Singapore
Institute of Technical Education (ITE) College West

Campus, Singapore Upgrading of Woodsville Interchange, Singapore Chinatown Station and Associated Tunnels and Downtown Line, Singapore Bukit Panjang LRT

HRM Policies in Gammon

Recruitment
It employs 50% of Diploma Holders in Specific

Construction works From Top Leading Universities

Training
It is mandatory that on Thursday, between 12 -

1.15 am orientation Program for top level to lower level of management is provided Specific on-job Training is also provided

Pay Scale
Skilled & Unskilled Workers

Recreation Facilities
Gammon Staff Recreation Club (GSRC) It is

Self-managed by employees Gammon would provide Fund to the employees The GSRC Club is opened only on Sunday Ex : Dragon Boat Team for Basket Ball

Appraisal
Performance Management System
Face to Face Written Agreement Once in a year

Non-Monetary Benefits
Free Medical Claim Petrol Allowance

Decision Making
Day to Day decisions made my the Middle Level

Managers Major Decision such as Business Expansions, Investments are made by Exco-community Exco community consists of : Executive Directors of 5 main Branches CEO CFO

Labor Union
Labor union & Trade union is present but it is not

active Ex:Building Construction & Timber Industries Employees' Union (BATU) Singapore

Termination of Employees
Dismissal is done by Senior staff and it is

executed by HR Managers

Unique HR Policies

For Lower Level Employees :


Safety Measures called as Personal

Protective Measures Morning Exercises Morning Fruits (Friday in a week) Afternoon 3 am - Sweetened Drinks (Everyday)

Every Sunday is holiday and alternative Saturday is holiday Near Miss Reporting System

HRM Policies in L&T


Height Allowances Motivation Recreation Facilities Trade Union Training

Middle Level Managers being sent to IIMs Top Level Managers being sent to IIM A only

HRM POLICIES

Gammon

L&T

Labor Union
Motivation Strategy

Not Active
Giving more work Load Build-Operate-Transfer

Active
Class Room Training Build-Operate-TransferMaintains

Recruitment
Superior-Subordinate Relationship Apprentice Scheme Incentives

50% Diploma Holders


Open Door Policy

Engineering
Close Door Policy

This scheme is for Nongraduate recruits More Emphasis on Monetary Benefits

They dont follow such scheme More Emphasis on NonMonetary Benefits

Culture

Rigid

Adaptive

Recommendation Gammon
Giving more emphasis to HR Department Retirement Benefits Ex: Pensions Acquiring Retired Employees as Consultants To Motivate employees to perform well, instead of giving them more work to gain confidence Staff Development Program

Recommendation L&T
Open Door Policy, so it strengthen superior-subordinate relationship Providing personal protective equipments Giving opportunity to foreman, workers so that collective decision making is done To Adopt Near miss reporting system

Conclusion
To survive in the market, construction companies are eliminating HR departments cost and delegating the related tasks of the same to other departments. But it is not so, the human resource planning in the decision making process ensures that enough competent people with appropriate skills can be able to perform jobs where and when they will be needed. It defines the organization's need and assessing the available pool of people to determine the best fit. Thus Human Resource Planning in Construction Industry will always work if implemented constructively.

References
Direct Interview with Mr.Sundaram,Project Manager Gammon, Singapore www.gammonconstruction.com Direct Interview with Mr.Chockalingam,General Manager Southern Region,ECC Division, India www.lntecc.com