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Human resource

  1. 1. 1 “A STUDY ON EFFECTIVENESS OF INDUCTION PROGRAMME AT L&T ECC DIVISION” BONAFIDE CERTIFICATE This is to certify that the project titled “A STUDY ON EFFECTIVENESS OF INDUCTION PROGRAMME AT L&T ECC DIVISION” is a bonafide research work carried out independently by DEEPA RAMESH, a student of MEENAKSHI SUNDARARAJAN SCHOOL OF MANAGEMENT during MAY 2008 – JUNE 2008 , in partial fulfillment of the requirement for the award of the degree of Master of Business Administration and that the project has not been the basis for the award of any degree, diploma scholarship, fellowship, or other similar titles. Signature of the Director Signature of the Internal Guide
  2. 2. 2 DECLARATION I hereby declare that the project titled “A STUDY ON EFFECTIVENESS OF INDUCTION PROGRAMME AT L&T ECC DIVISION” submitted for the Master of Business Administration degree is my original work and the project has not formed the basis for the award previously of any degree, diploma, scholarship, fellowship, or other similar title. Place: SIGNATURE Date: [DEEPA RAMESH]
  3. 3. 3 ACKNOWLEDGEMENT My floral tributes to the almighty that has been the initiating and guiding light in all my endeavors. It is my great pleasure to thank my Faculty Guide and Head of the Department Mr. Saiju.M.John for his motivation, advice and encouragement. I am highly indebted to his efforts and guidance at each and every stage of the project. I would also like to convey my heartfelt thanks to Mr.V.S.Vikram, Director, Meenakshi Sundararajan School of Management for giving me the opportunity and support for the successful completion of the project. I am also indebted to Mr. Amber. H. Nanavaty (Regional HR Manager, P & OD Department), Mr.K.Sridhar, (Assistant Personal Officer, P & OD Department), and J.Gopi Krishna for having allowed me to do the project in their esteemed organization and for their constant support.
  4. 4. 4 I am beholden to my parents, friends and all the respondents for their valuable contribution that was the source of inspiration and strength for completion of this project work. SYNOPSIS The study was undertaken to determine “The effectiveness of Induction Program” at L & T- ECC Division, Chennai. Construction, being a booming industry, has increased the demand for skilled workers. Hence, L&T felt that induction area is one through which it can enhance its standing in the eyes of the employees. Therefore, this study was conducted to understand the shortcomings of the currently existing induction program. The Research Methodology followed tried to obtain the opinions and suggestions of both the employees and the top management. Opinions and suggestions were analyzed and with the inputs from literature available on induction program in the relevant industry, the researcher arrived at improvements to be made in the existing induction program. At the end of the study, the researcher was able to suggest an induction model for L&T – ECC division.
  5. 5. 5 TABLE OF CONTENTS
  6. 6. 6 CHAPTER PG NO PARTICULARS NO INTRODUCTION 1.1 DEFINITION,MEANING AND CONCEPT 10 1.2 NEED FOR THE STUDY 11 1.3 SCOPE OF THE STUDY 11 CHAPTER I 1.4 STATEMENT OF THE PROBLEM 11 1.5 OBJECTIVES OF THE STUDY 12 1.6 LIMITATIONS OF THE STUDY 12 1.7 A)INDUSTRY PROFILE 13 B) COMPANY PROFILE 20 CHAPTER II REVIEW OF LITERATURE 31 CHAPTER III RESEARCH METHODOLOGY 34 CHAPTER IV DATA PRESENTATION AND ANALYSIS 45 FINDINGS, RECOMMENDATIONS AND CONCLUSION 5.1 FINDINGS 63 CHAPTER V 5.2 RECOMMENDATIONS & SUGGESTIONS 65 5.3 CONCLUSION 66 5.4 SCOPE FOR FUTURE RESEARCH 67 BIBILIOGRAPHY & WEBLIOGRAPHY 67 ANNEXURE 69 A MODEL OF INDUCTION PROGRAMME 75 LIST OF TABLES S. NO PARTICULARS PG. NO
  7. 7. 7 T.4.1 AGE FACTOR OF EMPLOYEES 45 T.4.2 GENDRE OF THE SAMPLES OF EMPLOYEES 46 T.4.3 INITIAL WELCOME TO THE ORGANISATION 47 T.4.4 PROGRAMM’S EFFECTIVENESS OF PUTTING 48 EMPLOYEES AT EASE T.4.5 INTRODUCTION TO MANAGERS AND NEW COLLEGUES 49 T.4.6 CRATING GOOD IMPRESSION ABOUT THE 50 ORGANIZATION T.4.7 UNDERSTANDING JOB, RESPONSIBILITIES, & WORK 51 STANDARDS T.4.8 INFORMATION REGARDING POLICIES, RULES, & 52 REGULATION OF THE ORGANIZATION T.4.9 INFORMATION REGARDING PAY, BENEFITS, 53 HOLIDAYS, &LEAVE T.4.10 INFORMATION ABOUT TRANING OPPORTUNITIES 54 T.4.11 INFORMATION ABOUT SAFETY NEEDS 55 T.4.12 CONFIDENCE WITH COMPUTERS 56 T.4.13 PRESENTATION AIDS USED FOR INDUCTION 57 T.4.14 DURATION OF INDUCTION PROGRAM 58 T.4.15 SOCIALIZATION PROCESS DURING INDUCTION 59 T.4.16 EFFECTIVENESS OF INDUCTION PROCESS IN 60 IMPROVING PERFORMANACE ON THE JOB T.4.17 OVERALL RATING OF THE INDUCTION PROGRAM 61 LIST OF CHARTS
  8. 8. 8 S. NO PARTICULARS PG. NO C.4.1 AGE FACTOR OF EMPLOYEES 45 C.4.2 GENDRE OF THE SAMPLES OF EMPLOYEES 46 C.4.3 INITIAL WELCOME TO THE ORGANISATION 47 C.4.4 PROGRAMM’S EFFECTIVENESS OF PUTTING 48 EMPLOYEES AT EASE C.4.5 INTRODUCTION TO MANAGERS AND NEW COLLEGUES 49 C.4.6 CRATING GOOD IMPRESSION ABOUT THE 50 ORGANIZATION C.4.7 UNDERSTANDING JOB, RESPONSIBILITIES, & WORK 51 STANDARDS C.4.8 INFORMATION REGARDING POLICIES, RULES, & 52 REGULATION OF THE ORGANIZATION C.4.9 INFORMATION REGARDING PAY, BENEFITS, 53 HOLIDAYS, &LEAVE C.4.10 INFORMATION ABOUT TRANING OPPORTUNITIES 54 C.4.11 INFORMATION ABOUT SAFETY NEEDS 55 C.4.12 CONFIDENCE WITH COMPUTERS 56 C.4.13 PRESENTATION AIDS USED FOR INDUCTION 57 C.4.14 DURATION OF INDUCTION PROGRAM 58 C.4.15 SOCIALIZATION PROCESS DURING INDUCTION 59 C.4.16 EFFECTIVENESS OF INDUCTION PROCESS IN 60 IMPROVING PERFORMANACE ON THE JOB C.4.17 OVERALL RATING OF THE INDUCTION PROGRAM 61
  9. 9. 9 I.INTRODUCTION
  10. 10. 10 1.1. DEFINITION, MEANING AND CONCEPT Definition of Induction: “Induction is a part of socialization process which enables the new recruit to adapt themselves to their respective organizations and their cultures.” Meaning and Concept of Induction: Induction is a technique by which a new joinee is rehabilitated into the changed surroundings and introduced to the practices, policies and purposes of the organization. In other words, it is a welcoming process – the idea is to welcome a newcomer, make him feel at home and generate in him a feeling that his own job, however small, is meaning full and has significance as a part of the total organization. 1.2. NEED FOR THE STUDY
  11. 11. 11 Induction program serves the purpose of removing fear, creating a good impression about the organization and acts as a valuable source of information among the new recruits. Being a growing organization, L&T has undertaken this study to improve the satisfaction level of the employees and thereby using induction program as a talent retaining tool. 1.3. SCOPE OF THE STUDY  The study is an attempt to determine the effectiveness of the induction program at L&T-ECC Division, Chennai.  The research was designed to contact 50 new recruits and collect data regarding the induction process.  The research was designed to personally meet the Top Management and obtain their valuable inputs and suggestions for further improvisation.  A period of 1month was taken for completing this project  The sample size of 50 respondents included both men and women across age groups. 1.4. STATEMENT OF THE PROBLEM The study was conducted to determine “The effectiveness of Induction Program “at L&T-ECC Division, Chennai. 1.5. OBJECTIVES OF THE STUDY
  12. 12. 12 PRIMARY OBJECTIVE: To study the effectiveness of the Induction Program at L&T-ECC Division, Chennai. SECONDARY OBJECTIVE:  To understand the existing induction program.  To analyze the various aspects involved in the induction program.  To gather inputs and suggestions from the top management.  To provide suggestions for further improvement. 1.6. LIMITATIONS OF THE STUDY  The sample size of 50 being very small, the results can’t always be generalized to the entire population.  Time constraint was the major limiting factor. Hence, only specific samples from the entire population were taken into consideration.  The results obtained from the employees could be biased. 1.7(A) INDUSTRY PROFILE
  13. 13. 13 ENGINEERING & CONSTRUCTION: The construction industry accounts for around one-tenth of the world’s gross domestic product, seven percent of employment, half of all resource usage and up to 40% of energy consumption. This industry has a profound impact on our daily lives: the buildings we live and work in, the roads and bridges we drive on, the utility distributions systems we use, the railways, airports and harbors we travel and trade from are all products of this vital industry. The construction industry is also a key indicator and driver of economic activity and wealth creation. But, the industry’s future prosperity will depend on its capacity to evolve on business, technological and environmental fronts. NATURE OF THE INDUSTRY: Houses, apartments, factories, offices, schools, roads, and bridges are only some of the products of the construction industry. This industry’s activities include the building of new structures as well as additions and modifications to existing ones. The industry also includes maintenance, repair, and improvements on these structures. The construction industry is divided into three major segments. Construction of buildings contractors, or general contractors, builds residential, industrial, commercial, and other buildings. Heavy and civil engineering construction contractors build sewers, roads, highways, bridges, tunnels, and other projects. Specialty trade contractors perform specialized activities related to construction such as carpentry, painting, plumbing, and electrical work. Construction usually is done or coordinated by general contractors, who specialize in one type of construction such as residential or commercial building. They take full
  14. 14. 14 responsibility for the complete job, except for specified portions of the work that may be omitted from the general contract. Although general contractors may do a portion of the work with their own crews, they often subcontract most of the work to heavy construction or specialty trade contractors. Specialty trade contractors usually do the work of only one trade, such as painting, carpentry, or electrical work, or of two or more closely related trades, such as plumbing and heating. Beyond fitting their work to that of the other trades, specialty trade contractors have no responsibility for the structure as a whole. They obtain orders for their work from general contractors, architects, or property owners. Repair work is almost always done on direct order from owners, occupants, architects, or rental agents. CONSTRUCTION: In general, there are three types of construction: 1. Building construction 2. Heavy/highway construction 3. Industrial construction Each type of construction project requires a unique team to plan, design, construct, and maintain the project. BUILDING CONSTRUCTION: Building construction for several apartment blocks. The blue material is insulation cladding, which will be covered later. Building construction is the process of adding structure to real property. The vast majority of building construction projects is small renovations, such as addition of a room, or renovation of a bathroom. Often, the owner of the property acts as laborer, paymaster, and design team for the entire project. However, all building construction projects include some elements in common - design, financial, and legal considerations. Many projects of varying sizes reach undesirable end results, such as structural collapse,
  15. 15. 15 cost overruns, and/or litigations reason; those with experience in the field make detailed plans and maintain careful oversight during the project to ensure a positive outcome. Building construction is procured privately or publicly utilizing various delivery methodologies, including hard bid, negotiated price, traditional, management contracting, construction management-at-risk, design & build and design-build bridging. Procurement describes the merging of activities undertaken by the client to obtain a building. There are many different methods of construction procurement; however the three most common types of procurement are: 1. Traditional (Design-bid-build) 2. Design and Build 3. Management Contracting HEAVY/HIGHWAY CONSTRUCTION: Heavy/highway construction is the process-adding infrastructure to our built environment. Owners of these projects are usually government agencies, either at the national or local level. As in building construction, heavy/highway construction has design, financial, and legal considerations, however these projects are not usually undertaken for-profit, but to service the public interest. However, large private corporations, including, among others, the golf courses, harbors, power companies, railroads, and mines, who undertake the construction of access roads, also undertake heavy/highway construction projects, dams, railroads, general site grading, and massive earthwork projects. As in building construction, the owner will assemble a team to create an overall plan to ensure that the goals of the project are met. INDUSTRIAL CONSTRUCTION: Industrial construction, though a relatively small part of the entire construction industry, is a very important component. Owners of these projects are usually large, for-profit, industrial corporations. These corporations can be found in such industries as medicine, petroleum, chemical, power generation, manufacturing, etc. Processes in these industries require highly specialized expertise in planning, design, and construction.
  16. 16. 16 As in building and heavy/highway construction, this type of construction requires a team of individuals to ensure a successful project. CONSTRUCTION ENGINEERING: It concerns the planning and management of the construction of structures such as highways, bridges, airports, railroads, buildings, dams, and reservoirs. Construction of such projects requires knowledge of engineering and management principles and business procedures, economics, and human behavior. Construction engineers engage in the design of temporary structures, quality assurance and quality control (QA/QC), building and site layout surveys, onsite material testing, concrete mix design, cost estimating, planning and scheduling, safety engineering, materials procurement, selection of equipment, and cost engineering and budget control. Construction Engineering is differentiated from Construction Management from the standpoint of the level of mathematics, science and engineering used to analyze problems and design a construction process. CAREER: The Construction industry is the largest industry segment in the United States and provides employment to millions with all types and levels of education. Construction contributes 14% of the US Gross National Product. Construction engineering provides much of the design aspect used both in the construction office and in the field on project sites. To complete projects construction engineers rely on plans and specifications created by architects, engineers and other constructors. During most of the 20th century structures have been first designed then engineering staff ensure it is built to plans and specifications by testing and overseeing the construction. Previous to the 20th century and more commonly since the start of the 21st century structures are designed and built in combinations, allowing for site considerations and construction methods to influence the design process.
  17. 17. 17 TASKS: Construction engineers have a lot of responsibilities. Typically entry-level construction engineers will analyze reports and estimate project costs both in the office and in the field. Other tasks may include: Analyzing maps, drawings, blueprints, aerial photography and other topographical information. Construction engineers also have to use computer software to design hydraulic systems and structures while following construction codes. They must calculate load and grade requirements, liquid flow rates and material stress points to ensure that structures can withstand stress. Keeping a workplace safe is key to having a successful construction company. It is the construction engineer's job to make sure that everything is conducted correctly. In addition to safety, the construction engineer has to make sure that the site stays clean and sanitary. Surveying the land while construction is in progress is also the construction engineer's responsibility. They have to make sure that there are no impediments in the way of the structure's planned location and must move any that exist. They also have to test soils and materials used for adequate strength. Finally, more seasoned construction engineers will assume the role of project management on a construction site and are involved heavily with the construction schedule and document control as well as budget and cost control. Their role onsite is to provide construction information, including repairs, requests for information, change orders and payment applications to the managers and/or the owner's representatives. KNOWLEDGE: Construction engineers build structures that are used by people every day so they must be safe and able to withstand the elements. To complete the job properly construction engineers need the knowledge of many different areas, including engineering, technology, design, mathematics, construction, customer service, management, transportation, public safety and computers. Engineering, technology and math are necessary to ensure structures are built to plans and specifications. Customer service, emotional intelligence, psychology, sociology and management knowledge is necessary to deal with owners, government officials, public stakeholders, subcontractors, suppliers and the general public. They also use this same knowledge to inform management on the project's progress and if any changes are needed or have occurred.
  18. 18. 18 SKILLS: Most construction engineers have a love for math and science, but many other skills are required, including critical thinking, listening, learning, problem solving, monitoring and decision-making. Construction engineers have to be able to think about all aspects of a problem and listen to other’s ideas so that they can learn everything about a project before it begins. During project construction they must solve the problems that they encounter using math and science. Construction Engineers must maintain project control of labor and equipment for safety, to ensure the project is on schedule and monitor quality control. When a problem occurs it is the construction engineer who will create and enact a solution. ABILITIES: Construction engineers need many different abilities to do their job. They must have the ability to reason, convey instructions to others, comprehend multivariable, anticipate problems, comprehend verbal, written and graphic instructions, organize data sets, speak clearly, visualize in 4D time-space and more recently be proficient in Virtual Design and Construction. WORK ACTIVITIES: Construction engineers have many activities that they must do every day. Those activities include drafting, decision-making, computer interaction, communication, documentation, creative thinking, organizing, information collecting, estimating and analyzing. Construction engineers use drafting to design structures and to show others how to build them. They have to analyze information and make the best decision and solve problems. Computers are an important tool used by construction engineers. They use them to write programs and solve equations. Communication is used everyday to interact with coworkers and supervisors. Documentation is used to record important information that needs to be passed on to management. Most documenting is done electronically. Creative thinking is used to come up with new ideas and solve problems. Construction engineers have to be organized to accomplish goals and prioritize jobs.
  19. 19. 19 They have to gather information on the task at hand before they can start a project. This will help ensure that the job is completed correctly. In order to keep a project under budget, construction engineers have to estimate costs of materials and workers. Finally, they have to analyze data to find answers to problems they are having on the job site. EDUCATIONAL REQUIREMENTS: A typical construction-engineering curriculum is a mixture of engineering mechanics, engineering design, construction management and general science and mathematics. This usually leads to a Bachelor of Science degree. The BSc degree along with some construction experience is sufficient for most entry-level construction engineering jobs. Graduate school may be an option for those who might want to go further in depth of the construction and engineering subjects taught at the undergraduate level or in other cases most construction engineering graduates look to Construction Engineering Management (CEM) as a graduate degree. In the constructions industry MBA's hold very little weight and are considered by many to be a downgrade from their engineering degrees. For authority to approve any final designs of public projects (and most any project), a construction engineer must have a professional engineers (P.E.) license.
  20. 20. 20 1.7 (B). COMPANY PROFILE HISTORY OF L&T: L&T was founded in Bombay (Mumbai) in 1938 by two Danish engineers, Henning Holck-Larsen and Soren Kristian Toubro. Both of them were strongly committed to developing India's engineering capabilities to meet the demands of industry. Henning Holck-Larsen Soren Kristian Toubro Beginning with the import of machinery from Europe, L&T rapidly took on engineering and construction assignments of increasing sophistication. Today, the company sets global engineering benchmarks in terms of scale and complexity.
  21. 21. 21 COMPANY’S VISION: L&T shall be a professionally- managed India multinational, committed to total customer satisfaction and enhancing shareholder value. L&T-ites shall be an innovative, entrepreneurial and empowered team constantly creating value and attaining global benchmarks. L&T shall foster a culture of caring, trust and continuous learning while meeting expectations of employees, stakeholders and society. CORPORATE OVERVIEW: Larsen & Toubro Limited (L&T) is India's largest engineering and construction conglomerate with additional interests in electrical, electronics and IT. A strong customer-focus approach and constant quest for top-class quality have enabled L&T to attain and sustain leadership over 6 decades. EPC project business constitutes a critical part of the L&T's engineering core. L&T has integrated its strengths in basic and detailed engineering, process technology, project management, procurement, fabrication and erection, construction and commissioning, to offer single point responsibility under stringent delivery schedules. Strategic alliances with world leaders enable L&T to access technical know-how and execute process intensive, large scale turnkey projects to maintain its leadership position. L&T's international presence is on the rise, with a global spread of over 30 offices and joint ventures with world leaders. Its large technology base and pool of experienced personnel enable it to offer integrated services in world markets. L&T enjoys a brand image in India and several countries offshore. With factories and offices located all over the country and abroad, a comprehensive distribution network and nationwide ramifications for customer service and delight supplement L&T operations.
  22. 22. 22 OPERATING DIVISIONS:  Engineering and Construction Projects (E & C)  Heavy Engineering (HED)  Engineering Construction and Contracts (ECC)  Electrical and Electronics (EBG)  Machinery and Industrial Products (MIPD)  Information Technology and Engineering Services L&T: Larsen & Toubro Limited - an engineering and construction major - is among the largest and most reputed companies in India's private sector. LARSEN & TOUBRO LIMITED BUSINESSES  Construction  Engineering and construction projects Core  Heavy Engineering  Electrical & Electronics  Information Technology  Project Consultancy & Management Thrust Areas  Diversified Businesses (Constructions equipment, Eutectic, Valves …)
  23. 23. 23 L&T TIMELINE 1938 1948 1950 PARTNERSHI PRIVATE PUBLIUC P FIRM LTD LTD COMPANY COMPANY
  24. 24. 24 COMPANY OVERVIEW: Engineering Construction and Contracts (ECC): ECC - The Construction division of Larsen & Toubro Limited - is India's largest construction organization. Many of the country's prized landmarks - its exquisite buildings, tallest structures, largest industrial projects, longest flyover, and highest viaducts - have been built by ECC. Leading-edge capabilities cover every discipline of construction: civil, mechanical, electrical and instrumentation. As a division of L&T, ECC has the resources to execute projects of large magnitude and technological complexity in any part of the world. The business of ECC Division is organized in six business sectors, which will primarily be responsible for Technology Development, Business Development, International Tendering and work as Investment Centers. ECC Division's head quarters in Chennai, India. In India, 7 Regional Offices and over 250 project sites. In overseas its has offices in Gulf and other overseas locations. ECC - the Engineering Construction & Contracts Division of L&T - is India's largest construction organization. Many of the country's prized landmarks - its exquisite buildings, tallest structures, largest industrial projects, longest flyovers, and highest viaducts - have been built by ECC. Leading-edge capabilities of ECC cover every discipline of construction: civil, mechanical, electrical and instrumentation engineering.
  25. 25. 25 CAREERS: ECC Division of L&T has requirement of experienced personnel in specialized functions. We value highly specialized experience in areas like: • Highways and roads • Airport • Bridges • Hydro electric Dams and tunnels • Structural engineering • Quality Systems • R & D related to Constructions • Business Development The evolution of L&T into the country's largest engineering and construction organization is among the more remarkable success stories in Indian industry.
  26. 26. 26 ECC’S OFFICES HEADQUATERED AT CHENNAI REGIONAL OFFICES AT AHMEDABAD BANGALORE FACTORIES/ CHENNAI INTERNATIONAL ESTABLISHMENT AT DELHI PRESENCE AT KANCHIPURAM HYDERABAD BAHRAIN PITHAMPUR KOLKATA BANGLADESH PONDICHERRY MUMBAI BHUTAN JORDAN KENYA KUWAIT MALAYSIA MAURITIUS NEPAL OMAN QATAR RUSSIA SAUDI ARABIA SRI LANKA TANZANIA UAE
  27. 27. 27 ECC TIMELINE 1944 1959 1984 PARTNERSHI SUBSIDIARY AMALGAMATE P D HH LARSEN, SK TOUBRO, EB MONGENSEN, S RUDINGER
  28. 28. 28 ECC’S OPERATIONS • Engineering Design and Research Center - Buildings and Factories - Transportation Infrastructure - Hydel and Nuclear - Industrial Projects and Utilities - Electrical, Instrumentation and Communication - Transmission lines and Railway Electrification ECC’S OPERATIONS SERVICE UNITS • Resources and supply chain management - Resource Deployment - Information systems - Materials Management and Vendor Development - Safety • Corporate Center and Strategic Planning • Finance, Accounts and Administration • Human Resources • Site Administration and Industrial Relations • International • Legal • Corporate Communications
  29. 29. 29 ORGANISATION STRUCTURE • 8 Business Sectors Buildings and Factories Transportation Infrastructure Hydel and Nuclear Power Industrial Projects and Utilities Power Transmission and Distribution Hydrocarbon and Power Building Products Developmental Projects • Resources and Supply Regions Chain Management Materials Resources P&M • Corporate Center and Competency Cell • Strategic Planning Corporate Center Quality Management System IT • International Gulf Civil Urban and Infrastructure HCP Sector Power Transmission and Distribution • 7 Domestic Regions Ahmedabad Bangalore Chennai Delhi Hyderabad Kolkata Mumbai
  30. 30. 30
  31. 31. 31 II. REVIEW OF LITERATURE PLACEMENT INDUCTION Induction is the task of introducing the new employees to the organization and its policies, procedures and rules. A typical formal orientation program may last a day or less in most organizations. During this time, the new employee is provided with information about the company, its history, its current position, the benefits for which he is eligible, leave rules, rest periods etc. Also covered are the more routine things a new comer must learn, such as the location of the rest rooms, break rooms, parking space, cafeteria etc. In some organization, all this is done informally by attaching the new employee to their seniors who provide guidance on the above matters. Lectures, handbooks, films, groups, seminars are also provided to new employees so that they can settle down quickly and resume their work. -V.S.P.Rao OBJECTIVES OF INDUCTION:  Putting the new employee at his ease.  Creating interest in his job and the company.  Providing basic information about work arrangements.  Making the employee feel that his job is meaningful.  Informing about training facilities.  Creating the feeling of social security.
  32. 32. 32 GENERAL INDUCTION PROCESS I. Head of the department welcomes the new employee. II. Introduction to Organization/ Branch Head. III. Department Head will introduce to all employees and Supervisors. IV. Supervisors will introduce all the other co-workers V. Information about duties, responsibilities, and welfare measure is provided to the new employee. VI. Clarification of doubts about his work. VII. Feedback is obtained from the new employee. ADVANTAGES OF INDUCTION  First impression matters a good deal and results in fewer turnovers.  Newcomer adjusts himself to the work quickly and it saves the time of the supervisors.  Reduces employee dissatisfaction and grievances.  Develop a sense of belongingness and commitment.  Helps the newcomer to understand his job, responsibilities and work standards.  Induction acts as a valuable source of information to the newcomer.
  33. 33. 33
  34. 34. 34 III. RESEARCH METHODOLOGY Meaning of Research Research is an art of scientific investigation. Research is, thus, an original contribution to the existing stock of knowledge making for its advancement. In short, the search for knowledge through objective and systematic method of finding solution to a problem is research. The systematic approach concerning generalization and the formulation of a theory is also research. As such the term ‘research’ refers to the systematic method consisting of enunciating the problem, formulating a hypothesis, collecting the facts or data, analyzing the facts and reaching certain conclusions either in the form of solutions(s) towards the concerned problem or in certain generalizations for some theoretical formulation. Definition of Research According to Clifford Woody research comprises defining and redefining problems, formulating hypothesis or suggested solutions; collecting, organizing and evaluating data; making deductions and reaching conclusions; and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis. Redman and Mory define research as a “systematized effort to gain new knowledge.” The Advanced Learner’s Dictionary of Current English lays down the meaning of research as “a careful investigation or inquiry specially through search for new facts in any branch of knowledge.”
  35. 35. 35 D. Slesinger and M. Stephenson in the Encyclopaedia of Social Sciences define research as “ the manipulation of things, concepts or symbols for the purpose of generalizing to extend, correct or verify knowledge, whether that knowledge aids in construction of theory or in the practice of an art.” Research Design “A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure.” The research design is the conceptual structure within which research is conducted; it constitutes the blueprint for the collection measurement and analysis of data. As such the design includes and outline of what the researcher will do form writing the hypothesis and its operational implications to the final analysis of data. The research design used in this study was descriptive Research. Descriptive Research Descriptive research studies are those studies which are concerned with describing the characteristics of a particular individual, are of a group, Descriptive research concerned with specific predictions, with narration of facts and characteristics concerning individual, group or situation are all examples of descriptive research studies. Most of the social research comes under this category. In descriptive as well as in diagnostic studies, the researcher must be able to define clearly, what he wants to measure and must find adequate methods for measuring it alone with a clear cut definition of ‘ population ‘ he wants to study. Since the aim is to obtain complete and accurate information in the said studies, the procedure to be used must be carefully planned.
  36. 36. 36 The design in such studies must be rigid and not flexible and must focus attention on the following. a) Formulating the objective of the study (what the study is about and why is it being made?) b) Designing the methods of data collection (what techniques of gathering data will be adopted?) c) Selecting the sample (how much material will be needed?) d) Collecting the data (where can required data be found and with what time period should the data be related?) e) Processing and analyzing the data. f) Reporting the findings. In a descriptive Research the first step is to specify the objectives with sufficient precision to ensure that the data collected are relevant. If this is not done carefully, the study may not provide the desired information. Then techniques for collecting the information must be devised. While designing data-collection procedure, adequate safeguards against bias and unreliability must be ensured. It is always desirable to pretest the data collection instruments before they are finally used for the study purpose. The data collected must be processed and analyzed.
  37. 37. 37 Finally, statistical computations are needed and as such averages, percentages and various coefficients must be worked out. Probability and sampling analysis may as well be used. The appropriate statistical operations, along with the use of appropriate tests of significance should be carried out to safeguard the drawing of conclusion concerning the study. This is the task of communicating the findings to others and the researcher must do it in an efficient manner. Research Design Descriptive/ Diagnostic Overall design Rigid design (design must make enough provision for protection against bias and must maximize reliability) (i) Sampling design Probability sampling design (ii) Statistical design (random sampling) (iii) Observational design (iv) Operational design Pre-planned design for analysis Structured or well thought out instruments for collection of data Advanced decisions about operational procedures. Data Collection Method
  38. 38. 38 Types of Data Used Data is of two types:  Primary Data  Secondary Data In this study both primary and secondary were used Methods of Data collection: 1. Primary data was collected from the respondents by administering a questionnaire. 2. Secondary data was collected from the Books, Company records, Journals and Internet. Development of the Questionnaires Pilot Study: Before drafting the final questionnaire a pilot study was conducted to assess whether questionnaire is realistic and workable before carrying on the main study. The questionnaire was pre-tested (i.e.) a pilot survey was conducted with 10 respondents wherein they were asked to measure the depth of the questionnaire in order to discard all unnecessary, difficult or ambiguous question. Based on the feedback received from these respondents, the questionnaire was modified and the study was conducted. Questionnaire Design:-
  39. 39. 39 A questionnaire is arranged in such a way to collect fact and figures from the respondents. It is important tool for the market research “trade”, as it is used to generate the raw data on which the findings are based.  To obtain accurate data.  To make interview as interesting and stimulating as possible to the respondents.  To be easily administered.  To facilitate analysis. This involves two steps,  Constructing the questionnaire.  Arranging the questionnaire. Constructing the Questionnaire:- In constructing the questionnaire, care was taken to envisage the difficulties that the respondent may face while answering the question. First rouge listings of question were prepared keeping in view the objectives of the study. During the process care was taken to avoid question which leads to mis-interpretation. The type of the questions used in the questionnaire: 1. Open ended questions. 2. Closed ended questions. i. Multiple choice questions. ii. Double ended questions. Open ended questions:
  40. 40. 40 Open ended questions are used to get the suggestions from the respondents in order to give feedback to the company. Closed ended questions: In Closed ended questions there are two types of questions. Multiple choice questions: In these questions the respondents are give 4-5 choices in which they have select 1 or many choices. Double ended questions: In these questions the respondents will be given two choice of answerer in they have to choose for double ended questions we can apply interval estimation a statistical tool in order to relate the result to the universe. Secondary data refers to the data which has already been collected by another organization. The secondary data already exists in an accessible form; it only has to be located. We must first check whether any secondary data is available on the subject matter into which we are researching and make use of it, since it saves time and money. Sampling Technique: The respondents selected should be as representative of the total population as possible in order to produce a miniature cross-section. The selected respondents constitute what is technically called a ‘sample’ and the selection process is called ‘sampling technique.’ The survey so conducted if known as ‘sample survey’.
  41. 41. 41 A sample design is a definite plan for obtaining a sample from a sample from a given population. It refers to the technique or the procedure the researcher would adopt in selecting items for the sample. Sample design may as well lay down the number of items to be included in the sample i.e., the size of the sample. Sample design is determined before data are collected. There are many sample designs from which a Researcher can choose. Some designs are relative more precise and easier to apply then others. Researcher must select/prepare a sample design which should be reliable and appropriate for his research study. There are different types of sample designs based on two factors viz., the representation basis and the element selection technique. On the representation basis, the sample may be probability sampling or it may be non-probability sampling. Probability sampling is based on the concept of random selection, whereas non-probability sampling is ‘non- random’ sampling. On element selection basis, the sample may be either unrestricted or restricted. When each sample element is drawn individually from the population at large, then the sample so drawn is known as ‘unrestricted sample’, whereas all other forms of sampling are covered under the term ‘restricted sampling’. The following chart exhibits the sample designs as explained above. Thus, sample designs are basically of two types’ viz., non-probability sampling and probability sampling. The method of sampling used in this in this study was simple random sampling.
  42. 42. 42 Simple Random Sampling: Under this sampling design, every item of the universe has an equal chance of inclusion in the sample. The results obtained from probability or random sampling can be assured in terms of probability i.e., we can measure the errors of estimation or the significance of results obtained from a random sample, and this fact brings out the superiority of random sampling design over the deliberate sampling design. Random sampling form a finite population refers to that method of sample selection which gives each possible sample combination an equal probability of being picked up and each item in the entire population to have an equal chance of being included in the sample. The applies to sampling without replacement i.e., once an item an item is selected for the sample before it cannot appear in the sample again (Sampling with replacement is used less frequently in which procedure the element selected for the sample is returned to the population before the next element is selected. In such a situation the same element could appear twice in the same sample before the second element is chosen). In brief, the implications of random sampling (or simple random sampling) are: 1. It gives each element in the population an equal probability of getting into the sample; and all choices are independent of one another. 2. It gives each possible sample combination an equal probability of being chosen. Sample size: Sample size refers to the number of items to be selected from the universe to constitute a sample. This is a major problem before a researcher. The size of sample should neither be excessively large, nor too small. It should be optimum. An optimum sample is one which fulfills the requirements of efficiency, representative ness, reliability and flexibility.
  43. 43. 43 While deciding the size of sample, researcher must determine the desired precision as also an acceptable confidence level for the estimate. The size of sample taken in this study was 50 employees. STATISTICAL TOOLS USED: This constitutes an integral part of research analysis. Hence any analysis of data compiled should be subjected to relevant analysis so that meaningful conclusions could be arrived at. The statistical tool applied by the researcher was percentage analysis STATISTICAL ANALYSIS PERCENTAGE ANALYSIS These are the measures of the central tendency. It is used to describe relationship, it can be used to compare the relative terms, and the distribution of 2 or more series of data since the percentage reduces everything to a common base and thereby allow meaningful comparison to be made.
  44. 44. 44
  45. 45. 45 V. DATA ANALYSIS AND INTERPRETATIONS TABLE T.4.1 AGE OF THE RESPONDENTS AGE GROUP RESPONDENTS PERCENTAGE Below 25yrs 16 32 25yrs – 35 yrs 27 54 Above 35 yrs 7 14 50 100 Total CHART C.4.1 AGE FACTOR Below 25yrs 25yrs - 35 yrs Above 35yrs
  46. 46. 46 INFERENCE: From the above table it can be inferred that 32% of the respondents are below 25yrs of age, 54% of the respondents are between 25yrs-35yrs of age and the remaining 14% of the respondents are above 35yrs. TABLE T.4.2 GENDER OF THE SAMPLE OF EMPLOYEES Gender Respondents Percentage Male 45 90 Female 5 10 Total 50 100 CHART C.4.2 GENDER Male Female INFERENCE:
  47. 47. 47 From the above table it is observed that 90% of the respondents are Male and 10% of the respondents are female. Hence, majority of the respondents are male. TABLE T.4.3 INITIAL WELCOME TO THE ORGANIZATION Response Respondents Percentage Highly Satisfied 20 40 Satisfied 23 46 Dissatisfied 7 14 Highly Dissatisfied 0 0 Total 50 100 CHART C.4.3 Initial Welcome Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied INFERENCE:
  48. 48. 48 From the above table it is observed that 40% of the respondents are highly satisfied, 46% are satisfied, and the remaining 14% are dissatisfied regarding the initial welcome to the organization. Hence, majority of the respondents are satisfied regarding the initial welcome to the organization. TABLE T.4.4 PROGRAMME’S EFFECTIVENESS OF PUTTING EMPLOYEES AT EASE Response Respondents Percentage To a Great Extent 34 68 To some Extent 13 26 To a little Extent 3 6 Total 50 100 CHART C.4.4 Putting At Ease 40 30 20 10 0 To a Great Extent To some Extent To a little Extent INFERENCE:
  49. 49. 49 From the above table it is inferred that 68% of the respondents are put at ease to a great extent, 26% of them to some extent and the remaining 6% to a little extent. Hence, majority of the respondents are put at ease to a great extent. TABLE T.4.5 INTRODUCTION TO MANAGERS AND NEW COLLEAGUES Response Respondents Percentage Yes 48 96 No 2 4 Total 50 100 CHART C.4.5 Introduction to Managers and New Colleagues Yes No
  50. 50. 50 INFERENCE: From the above table, it is inferred that 96% of the respondents have been personally introduced to their Managers and new colleagues and the remaining 4% of the respondents have not been personally introduced. Hence, majority of them have been personally introduced to their Managers and new colleagues. TABLE T.4.6 HAS THE INDUCTION PROGRAMME HELPED TO CREATE GOOD IMPRESSION ABOUT THE ORGANIZATION Response Respondents Percentage To a great Extent 31 62 To Some Extent 14 28 To a Little Extent 5 10 Total 50 100 CHART C.4.6 40 Respondents 30 20 10 0 To a great Extent To Some Extent To a Little Extent Response INFERENCE:
  51. 51. 51 From the above table it can be inferred that 62% of the respondents have felt that the induction program has created a good impression about the organization to a great extent, 28% of the respondents to some extent and the remaining 10 % to a little extent on the above said matter. Hence, majority of the respondents have felt that the induction program has created a good impression about the organization to a great extent. TABLE T.4.7 HAS THE INDUCTION PROGRAMME HELPED THE RESPONDENTS TO UNDERSTAND JOB, RESPONSIBILITIES, AND WORK STANDARDS Response Respondents Percentage Yes 41 82 No 9 18 Total 50 100 CHART C.4.7 Understanding Job,Responsibilities and Work Standards. Yes No INFERENCE:
  52. 52. 52 From the above table, it is inferred that 82% of the respondents were able to understand their job, responsibilities and work standards and the remaining 10% of the respondents were unable to understand. Hence, majority of the respondents were able to understand their job, responsibilities and work standards. TABLE T.4.8 WERE THE RESPONDENTS GIVEN INFORMATION REGARDING POLICIES, RULES AND REGULATIONS OF THE ORGANIZATION Response Respondents Percentage Yes 39 78 No 11 22 Total 50 100 CHART C.4.8 Information Regarding Policies, Rules and Regulations of the Organization yes No INFERENCE:
  53. 53. 53 From the above table it can be noticed that 78% of the respondents were given information regarding the Policies, Rules and Regulation of the organization and the remaining 22% of the respondents were not given such information. Hence, majority of the respondents were given information regarding the Policies, Rules and Regulation of the organization. TABLE T.4.9 WERE THE RESPONDENTS GIVEN INFORMATION REGARDING PAY, BENEFITS, HOLIDAYS AND LEAVE Response Respondents Percentage Yes 39 78 No 11 22 Total 50 100 CHART C.4.9 Information regarding Pay, Benefits, Holidays and Leave yes No INFERENCE:
  54. 54. 54 From the above table it can be noticed that 78% of the respondents were given information about the Pay, Benefits, Holidays and Leave and the remaining 22% of the respondents were not given such information. Hence, majority of the respondents were given information about the Pay, Benefits, Holidays and Leave. TABLE T.4.10 WERE THE RESPONDENTS GIVEN INFORMATION ABOUT TRAINING OPPORTUNITIES Response Respondents Percentage Yes 33 66 No 17 34 Total 50 100 CHART C.4.10 Information about Training opportunites Yes No
  55. 55. 55 INFERENCE: From the above table it can be noticed that 66% of the respondents were given information about Training opportunities and the remaining 34% of the respondents were not given such information. Hence, majority of the respondents were given information about the training opportunities. . TABLE T.4.11 WERE THE RESPONDENTS GIVEN INFORMATION ABOUT SAFETY NEEDS Response Respondents Percentage Yes 48 96 No 2 4 Total 50 100 CHART C.4.11 Information about Safety needs Yes No INFERENCE:
  56. 56. 56 From the above table, it is inferred that 96% of the respondents were given information about the safety needs in their working environment and the remaining 4% were not given such information. Hence, majority of them were given information about the safety needs in their working environment. TABLE T.4.12 CONFIDENCE WITH COMPUTERS Response Respondents Percentage No Confidence 0 0 Little Confidence 11 22 Some Confidence 8 16 Confident 19 38 Very Confident 12 24 Total 50 100 CHART C.4.12 Confidence with Computers No Confidence Little Confidence Some Confidence Confident Very Confident
  57. 57. 57 INFERENCE: From the above table, it is inferred that 24% of the respondents are very confident, 38% of the respondents are confident and 16% of the respondents have some confidence and the remaining 22% of the respondents have little confidence with computers. Hence, majority of the respondents are confident with computers. TABLE T.4.13 PRESENTATION AIDS USED FOR INDUCTION Response Respondents Percentage Very Good 14 28 Good 29 58 Adequate 7 14 Poor - - Total 50 100 CHART C.4.13
  58. 58. 58 Presentation Aids Very Good Good Adequate Poor INFERENCE: From the above table, it is inferred that 28% of the respondents feel that the presentation aids used for induction are very good, 58% of the respondents feel that they are good, and the remaining 14% of them feel that they are adequate. Hence, majority of the respondents feel that the presentation aids being used are good. TABLE T.4.14 DURATION OF THE INDUCTION PROGRAMME Response Respondents Percentage Sufficient 39 78 Insufficient 11 22 Total 50 100 CHART C.4.14
  59. 59. 59 Duration Of Induction Sufficient Insufficient INFERENCE: From the above table, it is inferred that 78% of the respondents feel that the duration of induction program is sufficient and the remaining 22% feel that it is not sufficient. Hence, majority of them feel that the duration of the induction program is sufficient. TABLE T.4.15 SOCIALIZATION PROCESS DURING INDUCTION Response Respondents Percentage Highly Satisfied 18 36 Satisfied 29 58 Dissatisfied 3 6 Highly Dissatisfied 0 0 Total 50 100
  60. 60. 60 CHART C.4.15 Socialization Process Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied INFERENCE: From the above table, it is inferred that 36% of the respondents are highly satisfied about the socialization process during induction, 58% of the respondents are satisfied, and the remaining 6%of the respondents are dissatisfied. Hence, majority of the respondents are satisfied about the socialization process during induction. TABLE T.4.16 EFFECTIVENESS OF INDUCTION PROGRAMME IN IMPROVING PERFORMANCE ON THE JOB Response Respondents Percentage To a Great Extent 23 46 To Some Extent 22 44 To a Little Extent 5 10 Total 50 100
  61. 61. 61 CHART C.4.16 Better Performance in Job To a Great Extent To Some Extent To a Little Extent INFERENCE: From the above table, it is inferred that 46% of the respondents feel that induction helped them to perform better in their job to a great extent, 44% of them felt the above said to some extent and the remaining 10% of the respondents of them felt the above said to a little extent. Hence, majority of the respondents feel that induction helped them to perform better in their job to a great extent. TABLE T.4.17 OVERALL RATING OF THE INDUCTION PROGRAMME Response Respondents Percentage Very Good 19 38 Good 27 54 Poor 4 8 Very Poor 0 0 Total 50 100
  62. 62. 62 CHART C.4.17 Overall Induction Rating Very Good Good Poor Very Poor INFERENCE: From the above table, it is inferred that 38% of the respondents feel that the induction is very good, 54% of the respondents feel that it is good and the remaining 8% feel that it is poor. Hence, majority of the respondents have rated the induction program to be good.
  63. 63. 63 FINDINGS, SUGGESTIONS CONCLUSION AND SCOPE FOR FUTURE RESEARCH 5.1. FINDINGS AND OBSERVATIONS FINDINGS FROM THE NEW RECRUITS: 1. Since the joining formalities are conducted at the same time as the induction program, some respondents felt that they were unable to focus on the induction part.
  64. 64. 64 2. A few respondents highlighted the fact that the induction programme did not cover certain important areas such as financial results, career progression etc. 3. As most of the new recruits did not possess the knowledge for navigating through the HR portal, they were unable to access information regarding promotion, transfer, pay, leave etc. 4. Few new recruits pointed out that information regarding Training Opportunities and self development programmes could be made available during the induction program. 5. Few employees highlighted that the duration of Induction programme to be extended for few days in order to obtain detail information about the organization. 6. Majority of the respondents felt that interactive sessions with seniors/ experts would help them to perform better in their job. FINDINGS FROM THE TOP MANAGEMENT: 1. Top Management feels that it is necessary to include a mega site visit as a part of the induction program. 2. A slide show of the facilities available for the employees at the working site to be shown to the new recruits.
  65. 65. 65 3. Inspirational stories about employees who joined L&T at a lower level and have risen to the top management needs to be shared with the new recruits in order to motivate them. 5.2 SUGGESTIONS 1. It is suggested that the joining formalities be completed before the induction programme. 2. It is suggested that the induction programme covers the following areas, a) Financial results of the past b) Business plan for the next 5 years 3. HR Officer to guide the new recruits on how to navigate through
  66. 66. 66 the HR portal in order to obtain information related to employees. 4. An employee handbook with the following contents is required to be given to the new recruits. a) Information regarding organization b) Information regarding employment c) Organization chart d) List of training programmes. e) Information about awards and functions f) Guidelines of how to use the portal. 5. Induction programme be made interactive with seniors and experts addressing the recruitees.This will enable the new recruits to clarify doubts regarding their job and will result in better level of motivation. 6. A slide show of facilities that is available at the work site like, a) Transport facilities b) Accommodation facilities c) Recreation facilities d) Education of children e) Programs involving wives of L&T ites f) Corporate Social Responsibility activities of L&T 7. Inspirational stories of employees who have grown from the lower level to higher level in the organization like MR.A.M.Naik to be shared with the new recruits. 8. Inspirational feedback from satisfied clients of L&T can also be shared with the new recruits. 5.3 CONCLUSION
  67. 67. 67 We could conclude from the research that the rating of the Induction programme at L&T ECC Division, given by the employees is reasonably good. However, if the above said suggestions are taken into consideration, the induction programme would be even more productive. It would also help in increasing the satisfaction level, morale and performance of the new recruits. 5.4 SCOPE FOR FUTURE RESEARCH The Construction Industry is in a constant state of flux due to the advent of new technologies. The new recruits may require training to adapt to the latest technologies and hence, constant research in improving the induction methods is necessary. Therefore, future research must focus on this area. BIBILOGRAPHY • C.B.Mamoria • V.S.P.Rao WEBLIOGRAPHY • www.lntecc.com
  68. 68. 68 • www.larsentoubro.com • www.google.com • www.citehr.com
  69. 69. 69 L & T- ECC Division, CNRO Office, Chennai. Induction Questionnaire Name of the Employee : Age :
  70. 70. 70 Gender : Qualification : Designation : Date of Joining : 1. Please comment on the way you were initially welcomed to the company.  Highly Satisfied  Satisfied  Neither Satisfied nor Dissatisfied  Dissatisfied  Highly dissatisfied 2. As a new joinee, were you put at ease?  To a great extent  To some extent  To a little extent 3. Were you personally introduced to your new colleagues, Managers, and other appropriate people during your first few days?  Yes  No 4. Did the induction program create a good impression and developed a Sense of pride in the organization?  To a great extent  To some extent  To a little extent 5. Has your induction helped you to understand your Job, responsibilities, work standards?  Yes  No 6. Were policies, rules and regulations of L&T-ECC explained to you?  Yes  No 7. Were you given the basic information about pay, benefits, holidays and leave during the induction?  Yes
  71. 71. 71  No 8. Were you given information about training opportunities and Career prospects in the organization?  Yes  No 9. Were you given information about safety needs in the working environment?  Yes  No 10. How would you rate your confidence with computers?  No confidence  Little confidence  Some confidence  Confident  Very confident 11. Presentation aids normally being used for the induction are  Very Good  Good  Adequate  Poor 12. What is your opinion about the duration of the induction program?  Sufficient  Insufficient 13. Please comment on the socialization process during induction.  Highly satisfied  Satisfied  Dissatisfied  Highly Dissatisfied 14. To what extent did the induction program helped you to perform better on your job?  To a great extent  To some extent  To a little extent
  72. 72. 72 15. How would you rate the induction program?  Very good  Good  Poor  Very Poor Any Suggestions: L &T –ECC DIVISION CNRO OFFICE CHENNAI-2. Respected Sir/Madam, I am Deepa Ramesh (Project Trainee- HR), doing a research on “Effectiveness of Placement Induction “at L&T ECC Division.
  73. 73. 73 This survey is intended to help us improve the Induction program at L&T ECC Division based on your suggestions & inputs. Current Induction Programme contains the following topics. Movies 1. Builders to Nations 2. Milestones of the Maestro PowerPoint Presentations. 1. Safety Management System 2. Quality Management System 3. Plant & Machinery Department 4. Information Systems Department 5. L&T Formwork I hereby request you to help me fill this questionnaire with your valuable inputs. Thanking You. Yours Sincerely, Deepa Ramesh. L &T –ECC DIVISION CNRO OFFICE CHENNAI -2. Name : Department : Designation :
  74. 74. 74 1. Please rate the contents of our Induction program a) Very Good b) Good c) Average d) Poor e) Very Poor 2. Senior management takes interest and spends time with the new staff during induction training. a) To a great extent b) To some extent c) To a little extent 3. What is your opinion regarding the way Induction program is conducted? a) Highly satisfied b) Satisfied c) Neither satisfied nor Dissatisfied d) Dissatisfied e) Highly dissatisfied 4. To what extent this induction program helps the new joinee in his current job. a) To a great extent b) To some extent c) To a little extent 5. Is there anything that you feel should have been included in the course? 6. Is there anything that you would like to see excluded from the course? 7. If there is one aspect of our induction that can be improved, what would it be and how can we improve it.
  75. 75. 75 8. Are there any ways in which the induction could be changed to make it more productive? 9. Are there any other comments regarding Induction that you wish to make? Signature: A MODEL OF INDUCTION PROGRAMME DEVELOPED FOR L&T ECC DIVISION (A COPY OF POWER POINT PRESENTATION )
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