Career Management Opportunities HOLCIM LANKA LTD

Career Management opportunities HOLCIM LANKA LTD.
National Institute of Business Management. Page i
u
COURSE NAME :Advanced Diploma of Business Management (UCD)
MODULE TITLE & CODE NUMBER
: Organizational Behavior (UCD-BM/HRM 1421)
GROUP NUMBER : 08
NAME OF THE INSTITUTION
: NationalInstitute of Business Management
GROUP MEMBERS INDEX NO
 Mr: Ishan B.A.C. ADBM-G-12216
 Ms: Kumari T.S.K. ADBM-G-12223
 Ms: Lorensuhewa I.H.K ADBM-G-12228
 Ms: Tharushika H.A. ADBM-G-12250
 Mr: Withanawasam A.S.U. ADBM-G-12274
DATE OF SUBMISSION: 17 July 2013
NIBM: Galle Branch
Career Management Opportunities
HOLCIM LANKA LTD

National Institute of Business Management. Page ii
Acknowledgement
We take this opportunity to express our profound gratitude and deep regards to our guide,
Mr.Sanjaya Jayasooriya
&
Ms:Pavithra Wickramasuriya
We got his exemplary guidance, monitoring and constant encouragement throughout the
course of this report. The blessing, help and guidance given by him time to time shall
carry us a long way in the journey of life on which we are about to embark.
Then we would like to express our thanks toward and Holcim Lanka LTD for their kind
co-operation and encouragement which help us in completion of this assignment.
Finally, we thank almighty, our parents, brothers, sisters and friends for their constant
encouragement without which this assignment would not be possible.

National Institute of Business Management. Page iii
Contents
Introduction............................................................................................................................. 1
Holcim Lanka LTD.................................................................................................................. 2
Career Management................................................................................................................. 5
Objectives ............................................................................................................................... 9
Methodology ......................................................................................................................... 10
Analysis ................................................................................................................................ 13
Survey questions at Holcim Lanka LTD.................................................................................. 22
Findings ................................................................................................................................ 28
Recommendation................................................................................................................... 29
Appendix .............................................................................................................................. 31
Reference.............................................................................................................................. 37

National Institute of Business Management. Page 1
Introduction
In the world of work the career of the employees create main role for their organizations.
Today career management helps organization and individually for the employee to build
up their career. The topic ‘Career management’ consists with two main characteristics.
They are career planning and career development. Career planning helps employees to
build up their career by their own. Career development process helps employees to attain
their career objectives. That’s why career management is more important to employees.
Career management notifies the importance of individual’s needs & values and his or her
work related experiences according to their career stages.
With this globalized world, organizations should have to maintain career management
system in a good way. To be survived in this competitive market organizations have to
reach to the top. So to achieve the goals and objectives, organizations have to have a well-
planned career management system within the organizations
The paucity of knowing the value and less consider about the career management may
occur the great threat for the individual’s career and for the whole organization. As the
result of that the employee turnover rate may high and after that the owners should have to
shut down their organization. Everyone should have to have equal benefits. That’s why the
career management is just like the knife with sharp blade of both sides.
After completing our “Organizational Behaviour” module, we were asked to prepare a
report on career management opportunities in an organization as an assignment. And also
we were asked to do a presentation on that.
So, at first our group members got together and discussed what organization should be
taken. Among the ideas we thought to select Holcim Lanka LTD, which have a world
known trade name in world construction material and aggregates supplying market. The
Company operates in all regions of Sri Lanka selling cement and providing services
creating approximately 15,000 (direct & indirect) employment opportunities.
We have observed the career management system in Holcim Lanka LTD in the next
pages of this report.

Holcim Lanka LTD
Holcim is a world known trade name in world construction material and aggregates
supplying market. It was originated in Switzerland in 1912. By now, they have
successfully able to spread their sales and plants 70 countries of the world. Europe, North
America, Asia Pacific are some of their major sales regions. Holcim has given employing
opportunities for more than 80,000 people all around the world.
Holcim Lanka is a part of the global Holcim group. Being the market leader in the cement
industry, the company focuses on Economic, Social and Environmental performance along
the triple bottom line of sustainable development. The company currently operates one
fully integrated cement plant in Puttalam, while also operating a grinding plant in Galle.
A new packing unit is planned for Trincomalee, for better customer focus and coverage.
Also accessible for imported cement is the Ambuja Terminal, now called Galle Cement
Terminal if additional cement is required.
Holcim Lanka sold approximately 1.57 million tons of cement in 2012.The Holcim
cement range meets customer requirements with the application based sub-brands Supiri
(concrete applications), Pedereru (masonry applications, Ambuja (Concrete Product
Applications), Ready flow for infrastructure and project applications. Holcim Lanka also
manufactures special cements for large scale infrastructure projects. In addition Holcim
Lanka provides a host of technical services as construction solutions to its customers. The
company operates in all regions of Sri Lanka selling cement and providing services,
creating approximately 15,000 (direct & indirect) employment opportunities. Holcim
Lanka generated annual revenues of approximately LKR 20.1 billion (157 million USD) in
2012.
Our Vision
“To be the leading and preferred supplier of cement and related building
materials to build foundations for Sri Lanka's future”
Our Mission
“To be Sri Lanka's most respected and attractive company - creating
value for our entire stakeholder”

There are three main divisions in Holcim Lanka and they are,
1. The Cooperate Office
This is situated in Colombo. The top management operates every function of this
organization from this head office. Stefan Huber, the CEO of Holcim Lanka
represents the GRS.
2. Sites and Plants
There are two main cement plants situated in Galle (RCW), which is a grinding
unit and Puttalam (PCW), which is an integrated plant. PCW (Puttalam Cement
work) is an integrated plant, which is using the raw materials from the quarries of
our own country. PCW is using our own materials and grind them and dispatch
them into the cement market. But RCW (Ruhunu Cement Work) is a grinding plant
which is using not only our own materials but also the raw materials which were
imported from other countries. In RCW they are importing a raw material called
“Kingkajipsm” from countries like Thailand and Indonesia. But in they are also
doing the same process as the PCW, grind the materials and dispatch the product.
3. Ambuja Operations
Holcim Lanka is accessible to import Ambuja Cement from India to dispatch them
in Sri Lanka, if additional cement required. This operation is conducting from
Galle Harbor.
These are the main operations and the main plants of this company. Holcim Lanka sells
approximately 1.32 million tons of cement per year and covers all nine regions of Sri
Lanka with cement and related services. Holcim Lanka also manufactures special cements
for large scale infrastructure projects and several other application-based cements for
specific construction requirements.
We conducted our research mainly targeting the RCW.
There are 102 employees in the permanent staff of RCW
and 125 Third party employees which were hired by
contractors. There’s a total production dispatch of
400,000 metric ton of cement in RCW.

Holcim Lanka at a glance
 Sells 1.57 million tons of cement each year
 Has a fully integrated cement plant, one grinding unit and one packing unit
located in different areas of the country
 Covers all nine regions of Sri Lanka with cement and related services
 Offers application-based sub-brands Supiri (concrete applications), Pedereru
(masonry applications, Ambuja (Concrete Product Applications), Readyflow
for infrastructure and project applications. Holcim Lanka also manufactures
special cements for large scale infrastructure projects and several other
application-based cements for specific construction requirements. Holcim
Lanka also provides a host of technical services as construction solutions to its
customers
 Employs approximately 1,500 (directly & in generating indirect employment
opportunities)
 Generated annual revenues of approximately LKR 20.1 billion (157 million
USD) in 2012
Holcim Goals
 Continually set the highest standards of customer satisfaction in our industry
 Secure the strongest competitive position in our markets
 Partner with suppliers to deliver value-for-cost procurement
for the Group and our customers
 Be recognized as an employer of first choice
 Empower our employees and integrate them fully into our
global network
 Selectively grow our worldwide presence of companies
 Demonstrate our commitment to sustainable development
 Be acknowledged as a valued and trusted partner in our
community
 Be the most recommended stock in our industry

Career Management
Career
Career can be defined as a general course of action a person chooses to pursue throughout
his or her working life.
We may define career as the "occupational positions a person has had over many
years." Many people look back on their careers, knowing that what they might have
achieved they did achieve, and that their career goals were satisfied. Others are less
fortunate and feel that, at least in their careers, their lives and their potential went
unfulfilled.
Employers have a big effect on employees’ careers. Some institute formal career man-
agement processes, while others do little. We can define career management as a process
for enabling employees to better understand and develop their career skills and interests
and to use these skills and interests most effectively both within the company and after
they leave the firm. Specific career management activities might include providing realis-
tic career-oriented appraisals, posting open jobs, and offering formal career development
activities. Career development is the lifelong series of activities (such as workshops) that
contribute to a person's career exploration, establishment, success, and fulfilment.
Career planning is the deliberate process through which someone becomes aware of his or
her personal skills, interests, knowledge, motivations, and other characteristics; acquires
information about opportunities and choices; identifies career-related goals; and
establishes action plans to attain specific goals.
What is career management?
Career Management is the combination of structured planning and the
active management choice of one's own professional career.
Definitions:
"Lifelong, self-monitored process of career planning that involves choosing and
setting personal goals, and formulating strategies for achieving them"

Career management as a process for enabling employees to better understand and develop
their career skills and interests, and to use these skills and interests most effectively both
within the company and after they leave the firm.
Benefits to the Organization
Well-planned and executed career programmers will benefit both the organization and the
employees in a number of ways. These include the followings,
 Staffing inventories.
Effective career management will help ensure a continuous supply of professional,
technical and managerial talent so that future organizational goals may be
achieved.
 Staffing from within
Because of the many potential advantages of promotion from within, most
organizations like to promote employees when positions become available. But
recruitment from within requires a strong career management programmers to
guarantee that employees can perform effectively in their new jobs. Promoting
employees before they are ready to assume their new jobs will result in
unsatisfactory performance, as predicted by the Peter Principle.Peter Principle:
Observation that in a hierarchy people tend to rise to "Their level of
incompetence." Thus, as people are promoted, they become progressively less-
effective because good performance in one job does not guaranty similar
performance in another. Named after the Canadian researcher Dr. Laurence J. Peter
(1910-90) who popularized this observation in his 1969 book 'The Peter Principle.'
 Solving staffing problems
Certain staffing problems may be remedied through effective career management.
First, a high rate of employee turnover may be caused, at least in part; by a feeling
that little opportunity exists within the organization. Second, recruiting new
employees may be easier if applicants realize that the company develops its
employees and provides career opportunities.

 Satisfying employee needs.
The current generations of employees are very different from those of generations
past. Higher levels of education have raised career expectations. And many
workers hold their employers responsible for providing opportunities so that those
expectations may be realized.
 Enhanced motivation
Because progression along the career path is directly related to job performance, an
employee is likely to be motivated to perform at peak levels so that career goals
may be accomplished.
 Employment equity
Guidelines demand fair and equitable recruiting, selection and placement policies
and the elimination of discriminatory practices concerning promotions and career
mobility- Many affirmative action programmers contain formal provisions to
enhance the career mobility of women and other formerly excluded groups,
including the development of career paths and the design of formal T&D activities.
Benefits for the Employees
 To increase possibility of getting promotions.
 To help reach the top of the profession.
 To ensure job security.
 To increase self-esteem.
 To feel more comfortable in life.
 To became a role model for others to follow.
The career development process starts with you getting to know yourself and then
matching your interests, aspirations and skills with options for study and work. So career
development is about more than just your first job, it's about the whole of your life
and for many it’s about getting a life that you love.

You can develop your skills and discover career opportunities through:
 Paid work
 Unpaid work experience or volunteering
 Education
 Caring for family members
 Hobbies
 Cultural activities.
Career development applies to people of all ages:
 Children learn about different jobs in society. They develop interests and abilities
that may eventually influence their career paths.
 Teenagers choose subjects and courses that may lead them to their career paths.
They participate in school, part-time work, family activities and hobbies.
 Adults work in the home, in paid employment and as volunteers. They may
change jobs several times and experience periods of unemployment, over
employment and under employment. As well as work, adults participate in formal
and informal education, family activities, and hobbies.
 Retirees often have the financial and personal freedom to choose to study, start a
business, travel, work part time, volunteer, enjoy hobbies or care for family
members. Some retirees do all of these things.
Career development is influenced by several factors and their interaction with one another.
These same factors also affect other aspects of human development. They are:
 Personal Characteristics: Personality type, interests and values all play a role in
career development. It is therefore, imperative that we pay close attention to these
traits when choosing a career. A thorough self-assessment will help us learn about
our personal characteristics.
 Socio-Economic Factors: Socio-economic factors may serve as a barrier to career
development. One might not easily be able to prepare for a chosen career due to his
or her family's financial situation. There are ways to overcome this, however.
 Physical and Mental Abilities: Some of us are better suited to some careers than
we are to others due to our physical and mental abilities and limitations.

 Chance Factors: Chance factors are life events over which we have little or no
control. These can influence the careers we choose and how we progress in them.
In this report, we have analyzed the career management of Holcim Lanka LTD.
Objectives
 To learn about the career management practices of an organization and to identify
its effectiveness and weaknesses.
 To cover our assignment of writing an analytical report on career management
practices of a selected organization
 To confirm our knowledge which we learnt by career management lesson under
Organizational Behaviour module.
 To write a report in proper way according to its formal format.
 To build good relationship among our group members.

Methodology
As mentioned in introduction, we have been asked to fulfil a report and a presentation on
“Career management practices of a selected organization” for the Organizational
Behaviour module.
We selected Holcim Lanka LTD for our assignment as mentioned earlier and we have
been advised to collect relevant information, study the information we collected and report
the career management practices we learnt/studied with the findings and
recommendations.
We used following methods to collect information about the career management practices
of Holcim Lanka LTD
 Questionnaire
 Conduct Interviews
 Browse internet
 Annual reports
As the very first step we had a telephone conversation with the Holcim Lanka LTD
Human Resources department and they directed us to the Human Resource Manager for
further studies.
Secondly, we met HR manager after making an appointment through the telephone
conversation. We collected information on organization’s point view through interviewing
the Human Resource Manager while collecting some other related information with regard
to the organization’s history as well.
Thirdly, we distributed a questionnaire to department head managers to fill and we
successfully collected the information on Managers’ point of view through it as well.
Other than that we browsed internet and the annual reports for the more information on
history, financial allocation for career development of employees etc.
Finally we analyzed the information we collected with the theoretical career management
practices we have learnt at the university and here we have presented the relevant
information with the examples as it is helpful for you to get clear knowledge about the
career management practices of Holcim Lanka LTD.

Collection of Data
Organizing structure is the set of formal tasks assigned to individuals and departments.
This is the Organizational structure of Holcim Lanka,

 Questionnaires were given to Middle level managers.
 Conducted an interview
 Human Resource Manager
 Internet
 http://www.holcim.com
 Annual Reports
 Financial allocations for career development of employees

Analysis
When we talk about the people are very lazy from their birth. They don’t try to work hard.
Always they try to achieve their needs very easy and fast way. As a human we want to
fulfill our basic human needs. As result of this in present all people try to earn lot of
money for fulfill their needs. But we want to remember that, they don’t born for do jobs,
people do jobs for earn money.
Therefore as organization, they want to give some injection for their employees to achieve
organization goals. In Holcim they apply lot of things for success their way of future.
In Holcim Lanka LTD, they have five management levels. Those are,
 Top management
 Senior management
 Middle management
 Front management
 Non management
All the company depends on their management. But they can’t do anything without best &
strong workforce.
Recruitment Process of Holcim Lanka LTD
Recruitment process of Holcim consisting of several distinct steps leading to the
accomplishment of providing the organization with a pool of suitably qualified job
candidates for the job vacancies.
01
• Identify the job vacancies
02
• Ascertain job recruitments
03
• Prepare job application form
04
• Select the method(s) of recruitment
05
• Implementation
06
• Evaluation of recruitment process

Step1. Identify the job vacancies
In the first step of recruitment process Holcim Lanka PVT identifies the number of
vacancies with regard to a certain job through human resource plan. This plan shows
present vacancies as well as future vacancies of this organization. Through this plan, the
managers of human resource department identify the number of vacancies and types of
vacancies to be filled for a particular period of time usually a year.
Step2. Ascertain job recruitment
Having identified job vacancies, Human Resource Manager of Holcim Lanka PVT
ascertain job recruitments / special job characteristics, qualifications and other qualities to
be posed by the needed person to perform the job.
And also, it is very important to consider about the factors affect the recruitment effort. It
is sensitive to the organizations recruitment policy. Holcim Lanka PVT use both internal
recruitment policy and external recruitment policy and sometime a blend of the external
policy and internal policy.
Internal recruitment policy refers to procuring candidates to fill vacancies within the
organization itself. Employees who are currently working for the organization can be
promoted or transferred to fill vacancies.
The main advantages of this policy are; possible to attract people who expect career
development, possible to retain current appropriate employees, motivate the current
employees and enhance employee morale.
External recruitment policy refers to procuring candidates to fill vacancies, from outside of
the organization. As a result of this external recruitment policy, it is possible to hire
persons with new knowledge and skills and obtain new blood. (Individuals who are
differently innovative and productive with new philosophies, perspectives and ideas)
Holcim Lanka PVT mostly follows the internal recruitment policy, because it helps
employees to have a chance to go up of organization hierarchy.

Step3. Prepare job Application form
This step will have to be performed especially when recruitment function is done for the
first time with regarding to certain job and recruitments according to the external
recruitment policy.
Step4. Select the method(s) of recruitment
In this step, organizations select the best ways to recruit in order to find out suitably
qualified applicants.
Holcim Lanka PVT mainly uses following possible ways for publishing their recruitment
notice.
 Job posting and bidding
Notifying job vacancies on organization’s notice board, organizational
magazines and booklets.
 Internet
Use computers job vacancies to advertise among current employees within the
organization. Mainly using email facility to relevant internal employees of
Holcim Lanka PVT
 Advertising
This is more popular method of seeking recruits Holcim Lanka PVT mainly uses
newspaper as a media of their advertisement. And also, they publish their career
opportunities in their website.
Step5. Implementation
Under this step, decision taken I the above steps are implemented. Performance of above 4
steps results in development of recruitment plan really. To implement this, plan occurs in
this step.
Step6. Evaluate recruitment efforts
This is the final steep of the process of recruitment. Evaluating the success of the
recruitment effort occurs in this step. It should be done that the organization collects data
(and information) about the recruitment methods used and evaluates their success.
Through this process, Holcim Lanka PVT recruits the employees for their positions.

Career categorize way in Holcim Lanka LTD
Holcim Lanka is Categorize employees and their career using special method. There is
standard method which is called “Hey Level Evaluation” .In this method three factors are
measured and using the marks a hierarchy is made for each person.
 Know How
Know how the knowledge is that one person having about his or her job
 Accountability
The obligation of an individual or organization to account for its activities,
accept responsibility for them, and to disclose the results in a transparent manner.
It also includes the responsibility for money or other entrusted property.
Ex-: when we consider about the Receptionist & Manager. Those are different
job for each other. A Receptionist doesn’t have to make decisions. He/she
have to work in a routine manner. He/she doesn’t have to make critical
decisions. But manager does have to make decisions. And also He/she does
have to make critical decisions. Therefore accountability of a receptionist is
lower than a manager. Manager accountability is very high.
 Problem solving
The process of working through details of a problem to reach a solution. Problem
solving may include mathematical or systematic operations and can be a gauge of
an individual's critical thinking skills.
Know How
Accountability Problem Solving

Those are the three factors they measured. Hey level evaluation is a standard method
which use for identify a position. Top managers have high marks for this evaluation
method.
Position description sheet of Holcim Lanka LTD
All of the Holcim employees they have this description sheet. A person who is in a job
what should be done in the job. This is a description about the job. From the position,
 What is the purpose of the job?
 Whom to will report you?
 Who is the supervisor?
 Key Accountability
 How to achieve Critical Task?
 How to measure achieved Critical Task?
 Key Challenges
 Decision making authority
 Work experience & educational background
 Working relationship (Internal & External)
From company to another company this position description will be different. And also
they apply interview process to select employees.
Training and Development
Training development is a formal process of changing employee’s behaviour and
motivation in the way that will enhance employee job performance and then
organizational overall performance.
And also, it helps to deal with maintaining and improving efficiency and effectiveness of
employees.
Employees of Holcim Lanka PVT are also provided the training and development
programs to enhance the individual employee job performance. Through this training and
development programs, employees can develop the abilities in following ways,

 Succession Management
Succession Management is a proactive approach to managing talent as it involves
identification of high potentials for anticipated future needs and the tailored development
of these people so that there is a talent pool or leadership pipeline available to meet
organizational demands as they arise.
The HR domain of Succession Planning and Management (SPM) grew out of a recognized
need to plan for CEO retirement in a tight labor market that had been caused by
downsizing (particularly stripping layers of management), an increase in people reaching
retirement age, as well as fewer entrants into the workforce. The importance of having the
right people in these senior roles to act as role models was a key driver (Berke, 2005)
“Succession planning needs to be focused on senior management positions, starting at
the top of the organization (with particular attention paid to CEO and/or managing
director) and going at least six or seven levels down, so as to include middle
management positions. It’s not necessary to continue down to team leader positions as
these are more fluid.”
(Wayne Bleakley, cited in Somerville, 2006)
In Holcim Company there are critical positions. Company identifies the critical positions
and they do Succession Management.
In Succession Management,
x
A B C D

If person “X” resigns from the job, there will be a vacancy for post “X”. To fill the
vacancy the company trains A, B, C, D person to be qualified.
The gaps between A & X positions are identified by the company and the company takes
action to reduce the gap using the training and Development programs. Those are,
 ELDP- Executive Leader Ship Development Program.
They apply this program for middle management in the company. In present, they
select the 20 workers group including managers. They organize that combine with
the PIM (Post Graduate Institute of Management).That is best opportunity for
Holcim employees to develop their career.
 EEP-Employee Exchanging Program.
As a company they have lot of employees. Among these employees they select
some employees group. After that they give the valuable chances for them. That
select employees can visit Holcim another country branch. According to this they
can learn lot of foreign techniques and their working style.
 Induction Training.
All the new comers of the company, they have induction training for two week.
Firstly they visit our entire country Holcim factory. After that they can get the clear
idea about their job. After they give training about his work.
 Holcim Academy
In the future they hope to start Holcim Academy for their employees.
Employee benefits
Employee benefits are typically refers to the retirement plans, health care insurance, life
insurance, vacations …etc. Holcim Lanka always tries to give the best benefits as much as
possible in order to motivate their employees to obtain a development of their career life.
 Health Insurance
Holcim Lanka mostly provides medical/ hospitalization benefits to their employees as this
organization. They have conduct lot of health programmes for their employees and their
family members. Last year they organized “Employee health and well been” programme
for their employees. And also in present they organize “Best Weight looser” programme.
As a company they give all the facilities to protect their employees’ health.

 Retirement benefits
Nowadays many organizations attempt to pay amount based on the predetermined formula
often called as pension. But Holcim do not provide retirement pay to their employees as a
benefit. But they provide Rs 40,000 as a gift for all employees at their retirement. Not only
that they can get the big cash amount after their retirement. They give the best advice for
How to manage that cash amount for future life of employees.
 Leave time:
Leave time shows the amount of time off which employees take from their job time
duration. These leaves can be categorized as vacations, personal and sick leaves. Holcim
above all these types of leaves to their employees and except those, Holcim uses both
unpaid leaves of absence ; time off that is not paid, and family medical leaves ; mandate
unpaid , job protected leave to care for sick or injured family members (spouse, child,
parents) or recover from your own illness or injury.
Advantages of Compensation and Benefits to Holcim Lanka LTD
A well designed compensation and benefits plan helps to attract, motivate and retain talent
in Holcim. A well designed compensation & benefits plan will benefit in the following
ways,
1. Job satisfaction:
Employees of Holcim would be happy with their jobs and would love to work for you if
they get fair rewards in exchange of their services.
2. Motivation:
Through a good compensation and benefit process employees of Holcim can be motivated.
They apply reward system and voucher system for their company employees. So they try
to fulfil their duties better than earlier and as a result of that Holcim can achieve their goal
in an effective, efficient and more economical way within a specific time period.
3. Low Absenteeism and low turnover
Because of the employees of Holcim are very pleased about their career life, they will
come to do their job daily. As a result of that the absenteeism rate will be decrease and

they will not leave their job. So, finally the turnover rate of the Holcim will be decline and
the productivity of this organization will be increase.
Advantages of Compensation and Benefits to employees of Holcim
1. Peace of Mind
By offering of several types of insurances to the workers relieves them from certain fears.
As a result of that, employees of Holcim will fulfil their duty with relaxed mind.
2. Increases self-confidence
Every human being wants his/her efforts to get acknowledgment. Employees gain more
and more confidence in them and in their abilities if they receive rewards. So the
employees will do their job with their best performance level to achieve the organizational
goals.

Survey questions at Holcim Lanka LTD
We distributed a survey questionnaire with 23 questions to four different people at Middle
managerial level in Holcim Lanka LTD as mentioned in the methodology. Here onwards
we are going to analyse each question and the answers given by them in order to get to
know more about the career development opportunities of Holcim Lanka LTD.
 Question One
According to our questionnaire, firstly we want to collect what are the ages categories
most represent in Holcim Lanka LTD? According to that we gave our questionnaire
only four people.3 people is 20-30 age category, only 1 people is 30-40 age category.
Therefore we can assume Holcim Lanka have young blood employees.
 Question Two and Three
We needed to compare their actual job they are having now with the job that they are
having their mind willing to perform one day in future. So we asked them to answer
for the same question that we asked earlier thinking about their current job that they
are performing at Holcim Lanka LTD. We believe that we would be able to get to
know about their current job and how satisfied they are with their job and we will be
comparing the current job with the ideal job as well.
Most of them have answered saying that their salary and other benefits, job security and
health insurance highly important for all of them. But it is not their ideal pay level for
most of them. All of them have answered saying that their challenging work level is
average where most of them are willing to take more challenging work activities in their
ideal jobs but their answers shows us that they do not have much chances for challenging
work. Feeling of accomplishment played a major role in their ideal jobs as mentioned
above. But in current situation, most of them have come up with the answer “Satisfied”
except one employee and that employee says his level of feeling accomplished is “Totally
Satisfied”.
When it comes to the question of opportunities for advancement, they have given only one
answer. All of them have said that opportunities for advancement are satisfied at Holcim
Lanka LTD. Most of them are much guaranteed with their current job where they have
answered that their level of job security is “Totally Satisfied” except one employee and he
also has an average rate of job security. Therefore it can be revealed that job security at

Holcim Lanka LTD is at a good level where most of its employees are hoping that from
Holcim Lanka LTD.
All of them believe that setting number of working hours is much flexible at Holcim
Lanka LTD where they have come up with the same answer which shows us that setting
number of hours at Holcim Lanka LTD is “Totally Satisfied”, in other words flexible.
Manageable workload played a vital role at their ideal job and it plays a good role when it
comes to their current job at Holcim Lanka LTD as well. All of them are much happy with
the workload that they have to engage in each week and they believe that they have an
effective management within their organization where all of them are working happily in
the organization since Holcim is a much reputable business organization in Sri Lanka as
well.
After analysing the first two questions we got a clear view of their ideal job and their
current job that they are performing at Holcim Lanka LTD. We will be discussing the
comparison of their idle job and the current job under the findings page later.
 Question Four
We discussed the current situation of the employees and the managers in the last question
and from this question four we are going to discuss about the current situation about the
job that they are performing right now. In other words we look at their current situation in
a different eye with a different angle.
Firstly, we asked them whether they are planning to stay in his or her current position for
long time and we got to know that one of them is planning to stay in his current position
for a long term. But they have no idea of staying in their current position. All of them are
trying to stay in their current position temporarily. All participants have given the same
answer for that question.
Therefore it can be revealed that they are satisfied with their current job that they are
performing and that’s why they are not looking for new jobs in outside from the Holcim
Lanka LTD. But however we need to analyse more information with regard to this
statement to be published and for that we are going to analyse more data we collect with
regard to next questions as well.

 Question Five
We directly addressed their desires through this question. We need to know what sort of a
goal they have within their souls right now with regard to Holcim Lanka LTD.
Therefore we asked them, would they like to hold a position at a higher level at Holcim
Lanka LTD. Some times in the future and we received some kind of similar answers from
all of them. All of the employees and the managers gave us positive answers for this
question. It means all of them are not satisfied with their current position and that is the
reason to give such answers for this question. And also we can reveal that they would like
to have a career development in their careers and to move into higher positions as well.
 Question Six
This is another question that we addressed them directly. Basically we directly asked them
about their future ambitions. We asked them whether they need to be a chief executive at
Holcim Lanka LTD or not. We analysed the answers that we received for this question in a
different way. We analysed this question with the question four since both of these
questions are linked together. Within the next questions we are going to analyse this
information furthermore.
 Question Seven
Normally any person would have to face some difficulties when they reached to a higher
position. Employees in Holcim Lanka LTD also face the same situation. So from our next
question we tried to gather information about the causes that stopped them from applying
to higher level positions and through this question we identified some barriers which those
managers normally face with regard to last year of their work life at Holcim Lanka LTD.
We gave them pre-determined causes to tick as necessarily. We asked them whether they
have the relevant necessary qualifications to apply for a higher level position and most of
them have the minimum qualifications but they didn’t have necessary experiences. So this
reason has stopped them from applying the higher level positions where few of them have
stopped from applying for higher level positions because they don’t have the necessary
qualifications even if they have the minimum experience. So that has stopped them from

applying for higher level positions. No one has been stopped from applying for higher
level positions because of preference to stay at current position in Holcim Lanka LTD.
We didn’t find any answers which says that they have been stopped of applying for a
higher level position due to no desire to work in a higher position, no desire to take
additional responsibilities and no desire to work additional hours…..etc. so that shows us
how important them to develop their careers and they are willing to work in a higher
position and they are willing to work additional hours with additional responsibilities in
order to develop their current situation and to achieve their desired goals in their ideal job.
Through this question we got a clear idea about how important these managers or the
employees to make a better future for them while developing their careers. We gave them
several other options to be marked as necessarily but any of them who filled out
questionnaires haven’t answer for these alternatives which say that they are being stopped
applying for a higher level position due to no desire undertake extensive travel, no desire
to relocate to another area to take up a higher level position or no desire to because of the
political nature… etc. so therefore we can reveal that employees who filled out
questionnaires are always willing to develop their careers no matter how far they have to
travel, where they have to relocate…. etc.
Other than the above mentioned reasons we gave them some other reasons as well.
Followings are some of them,
 Concern that I would not be able to balance work and family responsibilities
 Concern that the selection process would not be fair
 Lack of confidence in myself
 Lack of support from my manager
 Lack of support from others
None of them have answered for above points except one person. He or she has said that
he or she didn’t apply for a higher level position since that he or she concerns that the
balance work and family responsibilities. So therefore we can reveal that one person has
the doubt on their Family back ground. Because of that he or she believes that he or she
would not be able to balance work life and family responsibilities with regard to the higher
level positions.

These seven questions are basic question for our questionnaire. We hope to collect lot of
information from these questions. Now we have clear idea about their company and how
their employees are thinking about their company. After answering these questions, we
give some another questions for them. Comparing all of answers of that question we can
get following result in briefly,
 Company provides Training programs, workshops…etc. to enhance the
performance of employees.
 Only one time they are offered the incentives for a year.
 Bonus is the financial incentives in Holcim Lanka LTD.
 Rewards and recognition, Enhance the responsibility and challenge & Freedom
for decision making, those are the non-financial incentives in Holcim Lanka LTD.
 They are providing this condition before the T&D, ”Get maximum benefits from
the participated training programs and attached to your daily work that timely”
 They have time schedule for training and development programs.
 Two weeks induction programs for new comers of the company.
 If some employee is not performing during the training program as a company
they evaluate the program and introduced different type of program to build up
their career.
 They are providing mentoring opportunities, to support growth and set directions
to employees.
 Employees having a chance to go up of organization hierarchy.
 They are communicating company mission, policies and goals to employees.
 They are offering flexible works environment
 They are giving chance to employees to seek out career opportunities in
organization.
 They having preretirement counseling for Explanation about social security
benefits, Leisure time counseling, Financial & investment counseling,
psychological counseling and concealing about second careers in outside of the
organization.

Last Question
From this question we tried to gain some information about the organization’s
contribution. Therefore we asked them “In your current organization within the past 12
months, has there been anything else that you feel has helped you to develop in your job
and your career?”
We have analysed all the answers we received most of them have told that the experience
that they receive have help them to develop their careers and few of them haven’t even
answer for this question.

Findings
During our research and analysis, we have found followings,
 Holcim Lanka company old blood employees are very few. (very less number of
employees who are in establishment stage)That is good, because company can
achieve efficiency and effectiveness for their work. But there is negative side
young blood employees haven’t experience for this field.
 Most of the employees in managerial level are happy with the career development
opportunities that they receive from the company.
 Managerial level employees aren’t applying for jobs in other organization, because
they are very like to work with this company.
 No rotation into new jobs or departments.
 Holcim Lanka does not provide any reward for those who are successfully
complete training and development programs.
 Holcim Lanka LTD have succession plan.
 Holcim Lanka LTD is offer flexible works of work environment to the employee.
 Holcim Lanka LTD has career counseling programs.
 They applying modern technology for their daily works.
 Highly consider about the safety of employees in their work area.

Recommendation
It is recommended to follow following procedures in order to help the employees to
develop their careers,

Conclusion
As the global economy slowly turns itself around and begins its long-term recovery driven
by rapid growth in Asia, greater stability in the United States and the Middle East,
tempered somewhat by Europe’s continuing economy troubles. Sri Lanka today stands on
the verge of success and prosperity.
With the permanent peace to the country in May 2009, the Sri Lankan Government has
accelerated economic progress through a series of measures such as control of inflation,
Reduction of interest rates, encouragement of tourism sector……etc.
Therefore today’s business organizations should have a well-managed career management
system within the organization in order to get the maximum output from its employees to
reach the objectives of the organization. It doesn’t matter whether the organization is large
scale or small but almost all the organizations have to achieve their best not because they
have to but to survive in the market while achieving the organization’s goals and
objectives. So having a well-managed career management system is a complete and utter
plus point for any organization where every organization is looking for maximum
contribution from its employees.
Finally it can be concluded that the Holcim Lanka PLC should be more wakeful about the
providing the necessary opportunities for managerial level employees in order to help
them to develop their careers.

Appendix
1. Please select your age Category?
20-30 30-40 40-50 50 Over
2. Thinking about the things you would most like to have in an ideal job,
how important or unimportant are the following factors to you?
(Mark one column for each factor)
 Salary and other benefits
 Job Security
 Health Insurance
 Retirement Benefits
 Leave Time
 Challenging Work and Assignments
 Set number of work hours per week
 Work load
 Company Brand name Value
 Company Facilities
 Over time work hours
 Qualification of other workers
 Loyalty of Subordinates
 Ability of Decision Making
 Information available for the
Controlling System
 Opportunities for advancement
And growth
 Effective management process and
Career development
Highly
important to me
Somewhat
important to me
Little or no
importance
to me
Assessment Questionnaire for managers

3. Comparing with the job that you have now, how would you rate your own
job against the following factors.
(Mark one column for each factor)
 Salary and other benefits
 Job Security
 Health Insurance
 Retirement Benefits
 Leave Time
 Challenging Work and Assignments
 Set number of work hours per week
 Work load
 Company Brand name Value
 Company Facilities
 Over time work hours
 Qualification of other workers
 Loyalty of Subordinates
 Ability of Decision Making
 Information available for the
Controlling System
 Opportunities for advancement
And growth
 Effective management process and
Career development
Totally
Dissatisf
ied
Satisfied
Totally
Satisfied
Nether
Satisfied
Or
Dissatisfie
d
Dissatisfied

4. Which of these best describes your current situation?
(Mark one only)
I am planning to stay in my current position for the long term
I am planning to stay in my current position for the short term
I am thinking about changing jobs
I am actively applying for other jobs
None of these/uncertain
5. Would you like to hold a position at a higher level in the HOLCIM Lanka
PVT at some time in the future?
Yes
Probably
Uncertain
No
6. Would you like to become a chief executive in this organization?
Yes
No
Don’t know
N/A
7. Within the past one year, have any of these things stopped you from
applying for a position at a higher level?
(Mark all that apply)
Don't yet have the necessary qualifications
Don't yet have the necessary experience
Preference to stay in my current job
No desire to work in a higher-level position
No desire to take on additional responsibilities
No desire to work additional hours
No desire to undertake extensive travel
No desire to relocate to another area to take up a higher-level position
No desire because of the political nature of higher-level positions
Concern that I would not be able to balance work and family responsibilities

Concern that the selection process would not be fair
Lack of confidence in myself
Lack of support from my manager
Lack of support from others
Other factor(s) (please specify):
……………………………………………………………………………………
……………………………………………………………………………………
……………………………………………………………………………………
………....................................................................................................................
8. Do you provide any training programs, workshops… etc. to enhance the
performance of employees?
9. How many times, are you offer the incentives for a year?
10.What are the financial incentives, you give to your employees?
 Target incentives
 Over time Benefits
 Bonus
11.What are the non-financial incentives, you give to your employees?
 Rewards and recognition
 Promotions
 Enhance the responsibility and challenge
 Status and ranking
 Freedom for decision making
12.Are you providing any conditions before the T&D? If “yes”, what are
they?
.............................................................................................................................................................
.............................................................................................................................................................
.............................................................................................................................................................
.............................................................................................................................................................
..................................................................................................................................................

13.What are the T&D programs that are conduct? & where?
.............................................................................................................................................................
.....................................................................................................................................................
14.Are there any time schedules for training and Development programs?
.............................................................................................................................................................
...................................................................................................................................................
15.How is those programs held for the new comers of the company?
.............................................................................................................................................................
.............................................................................................................................................................
...................................................................................................................................................
16.Is there any awarding or rewarding system for those who successfully
complete T&D programs?
...............................................................................................................................................
17.What are the steps that the organization takes place for those who are
unsuccessful during the training program?
.............................................................................................................................................................
..................................................................................................................................................
18.Are you providing mentoring opportunities, to support growth and set
directions to employees?
19.Are employees having a chance to go up of organization hierarchy?
20.Are you Communicate Company mission, policies &goals to employees?
21.Are you providing career information & programs to employees?
22.Are you offering flexible works, environment?
23.Are you giving chance to employees to seek out career opportunities in
organization, (to talk with managers etc.)?

24.Are you having preretirement counseling?
 Explanation about social security benefits
 Leisure time counseling
 Financial & investment counseling
 Psychological counseling
 Concealing about second careers in outside of the organization
25.In your current organization within the past 12 months, has there been
anything else that you feel has helped you to develop in your job and
your career?
Yes No
Please specify
………………………………………………………………………………………………
………………………………………………………………………………………………
……………………………………………………………………………………………….
………………………………………………………………………………………………
………………………………………………………………………………………………
………………………………………………………………………………………………
………
26.Thank you for completing this questionnaire. If you would like to
comment on anything covered so far or about something that is
important to you, please do so in the space provided below.
………………………………………………………………………………………………
………………………………………………………………………………………………
………………………………………………………………………………………………
………………………………………………………………………………………………
………………………………………………………………………………………………
………………………………………………………………………………………………
Thank you for your Cooperation

Reference
 www.holcim.lk
 www.nap.edu
 www.nwlink.com
 www.sjp.ac.lk
 www.wikipedia.org

Career Management Opportunities HOLCIM LANKA LTD

Recommended

Recommended

More Related Content

What's hot

What's hot (20)

Similar to Career Management Opportunities HOLCIM LANKA LTD

Similar to Career Management Opportunities HOLCIM LANKA LTD (20)

More from Tharushika Ruwangi

More from Tharushika Ruwangi (20)

Recently uploaded

Recently uploaded (20)

Career Management Opportunities HOLCIM LANKA LTD