Talent Development Initiatives Using Digital Platforms

1. L&T Construction
Heavy Civil Infrastructure
Study On Talent Development
Initiatives on Digital Platforms
Presented by:
Ananya Sharma
(A20001919008)

2. About the Company
L&T Construction, India's largest construction organization and ranked among the world's
top 30 contractors.
The company's capabilities span the entire gamut of construction – civil, mechanical,
electrical and instrumentation engineering – and its service extend to all core sector
industries and infrastructure projects.
Comprehensive range of design and construction services are offered for:
• Metros
• Hydro Power
• Nuclear Power
• Special Bridges
• Ports
• Tunnels
• Defence
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3. On-Going projects
Larsen & Toubro (L&T) has won a design, supply, and construction contract for a 132kV
substation in the UAE, with the company having secured various orders in India and
overseas.
The heavy civil construction arm of the company, L&T Construction, said it has bagged an
order of around Rs 1,000-2,500 crore from Rail Vikas Nigam (RVNL) for construction of
tunnels, bridges and formation works in Uttarakhand.
After the Bhoomi Pujan and Shilanyas by PM Modi on August 5, construction giant Larsen
and Toubro is soon going to start building the temple by digging the site to lay the
foundation. Temple expected to be completed in 36-40 months, Larsen and Toubro to start
working at site soon.
The Mumbai Trans Harbour Link being built by L&T will be India's longest sea-bridge,
when completed.
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5. Talent Development
Talent development is a business strategy that companies
implement to retain their top talented employees. It is one of the
best ways to assure an organization has the leadership it will need
for a successful future.
Born in the digital era, organizations are beginning to recognize
that there is a need to rethink critical talent as well as create the
right environment for retention of such talent which may be found
in the rank and file of the organization.
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6. The Study
At L&T a culture of continuous learning and development exists through
structured core developmental programs, by reputed institutions and in house
panels for employees to develop superior management skills and capabilities.
L&T has come up with a Tunnelling Academy at Kanchipuram near Chennai to
train its tunnelling professionals in different technical skills.
To maintain this culture, it was important to continue these training programs and
take some initiatives towards it even during the lockdown period.
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7. Objective
The internship project will aim at identifying and understanding what kind of learning
and development activities are being taken using digital platforms for the employees at
Heavy Civil Infrastructure of L&T Constructions.
This will also give an overview of the new tools and methods on the digital platform
that L&T has been adopting for the betterment of their employees at the organization.
The study portrays some of the challenges that the employees or the organization has
been facing while imparting these programs digitally.
I would also come up with some solutions according to the needs and requirement in
the coming future
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8. Data collection
• Data collection is a methodical process of gathering and analyzing specific information to proffer solutions to
relevant questions and evaluate the results. It focuses on finding out all there is to a particular subject matter.
• It is pertinent to note that data collection in itself falls under two broad categories:
Primary Data
Secondary Data
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9. Primary Data
Primary data
• Primary data is basically the data collected by the researcher
himself/herself directly from the source.
• This data was collected by interacting with the L&T employees, faculties
and the other companies working on the similar Infrastructure projects
who took initiatives towards their employees’ development and training
even in the tough times.
• The data was collected through well structured questionnaire.
• Sample size chosen was of around 75 participants, 8 External Companies
and 5 L&T Faculties.
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10. Elements of Primary Data
•The reaction of participants to this whole new idea.Perspective
•How effective these initiatives have been and what all factors have
contributed to its effectivenessEffectiveness
•To what extent the participants were involved and how did the
faculty contribute to keep them engaged through out.Involvement
•Buy In simply measures the Level of Acceptance by the audience
to who we are catering to.
Buy-in
•When digital platforms came into the picture with that came
certain challenges and problems that needed to be resolvedChallenges
•I have also tried to understand which mode of training has proved
to be better in this aspect.Convenience
•It is necessary to plan for the future as well in this uncertain world
and that’s how we end up measuring the futuristic needs and
requirements.
Future
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11. Secondary Data
• It is the data collected by someone else. Here, the data collected by the management will be included.
• When we talk about the programs that are conducted on digital platforms, there are a few factors/questions
that are kept in mind before designing and a research is done to accomplish what is expected from such
programs. Factors like:
What is the need of an
hour?
How can these programs
add value to the work they
perform in the company?
How can these programs
add value to the work they
perform in the company?
Which digital platform
would be the most
appropriate to conduct
these programs on-line?
What kinds of tools should
be used to keep the
participants involved?
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12. Details of a Few Programs
7 C’s of Communication
Effective communications plays a very important role in the business and
considering the current situation this course surely becomes necessary. It was
to give an insight about how to establish good business communication as it
helps to have a blueprint of the 7 C’s of effective communication.
Learning outcomes:
•Recognize the list of communication "C" words to create effective
communication
•Understand how to make interactions with customers more effective
•Practice the 7 C’s with Case based examples.
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13. Tips to Work From Home
Another e-learning session that is apt in the current situation was conducted for
another 3 consecutive days in the month of April. It basically addressed the
issue of how the routine had changed for many and the work might have turned
out to be more stressful and overwhelming than usual.
Learning from the session:
• Get quick tips to be more productive
• Plan your working hours and breaks
• Have more time for yourself and family
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14. Tunnel Safety
This program was a combination of 6 modules that continued on 6 different
days. The target audience for this program was Tunnel execution, planning,
quality EHS staff from metro/NAT M Tunnel projects.
The Learning Outcome:
•Know various aspects of activities and hazards associated in tunnelling
construction
•Know about symbols, colours codes of cables in tunnel
•Know various hazards associated with gases, and their exposure levels,
time of evacuation.
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15. Analysis and Interpretations
The analysis of this study is divided in 3 parts.
• It would focus on the responses of the
faculties of L&T that conducted these
talent development programs.
Part A
• This would focus on the responses of the
participants of L&T who attended the
programs conducted
Part B
• This would focus on the responses of the
external companies who took such kind of
initiatives towards their workforce and
employee engagement programs.
Part C
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16. Part A
Key take away from the interactions:
Perspective: “The need is the mother of invention” The main idea was to keep the employees engaged and in touch with their
work. This also helped them keep away from the all negativity that had arisen due to COVID situation and stay engaged.
Effectiveness- Majority of the Faculties considered that the learning curve in digital mode of training had reduced in comparison to
the classroom training. One of the reasons that I was told was also because as the participants are not physically present it becomes
difficult for the instructor to push them to learn and focus more and therefore it is not as effective as the traditional
mode of training.
Challenges: To keep the participants glued to their PCs, IT/Technical issues, Unavailability of devices
Convenience- According to the Faculties, this mode of training might be convenient as we can continue with the training process
anytime from anywhere but not in all aspects.
Future: I finally ended my interaction with an important question which was asked to know about their futuristic views with
Respect to this new mode if training. Here, I could understand one simple thing that a blend of both mediums would be more
preferred than relying on just one of them.
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17. Part B
This part of the analysis will basically give an understanding as to what went
into the minds of the participants who attended these sessions on digital
platforms and are they satisfied with the outcomes. The participants covered in
this survey came from all different positions like Sr. Engineer, Asst. Manager,
and Manager.
After doing the survey on all the 7 elements of the participants who attended
the talent development programs using digital platforms, it is found that
attendees are quite satisfied with the way the programs are being designed and
conducted as majority of them have shown a positive response be it on the
effectiveness front, Acceptance level, or the convenience factor. Here we also
need to look into factors like challenges faced by them and certain other
loopholes that need attention.
Convenience
Level of Understanding
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18. Part C
The survey for external companies was done through Telephonic interaction wherein 8
companies were taken into consideration which included both high-end companies
namely: Tata Power Ltd., GMR Infrastructure, JSW Energy, Tata Projects Ltd and
middle level companies like Ravi Infrastructure Ltd., Garg Associates, Black Cat
Enterprises and BNS Infrastructure.
After doing the interaction with the external companies and studying about their
perspectives. I can interpret that many companies have initiated towards their
employees training and development programs during the lockdown period. It
can be observed that many of the companies that were surveyed are still working on
this new mode of development programs and generating different coping Mechanisms
to meet the demands.
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19. Conclusion
The results after this study have been quite interesting.
The responses have shown that though this is need of the hour for sure
considering the current COVID situation but digital mode of Learning and
Development is here to stay.
This is the way forward and the companies are very soon going adapt the
advancing technology for all the upcoming operations and learning processes.
The whole process of adapting this is going to be time taking for sure but
gradually this will be the future of the working scenario.
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