Human resource

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“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

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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]

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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.

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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.

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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

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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

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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

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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

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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

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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

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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

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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,

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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 …)

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L&T TIMELINE

1938 1948 1950

PARTNERSHI PRIVATE PUBLIUC
P FIRM LTD LTD
COMPANY COMPANY

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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.

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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.

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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

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ECC TIMELINE

1944 1959 1984

PARTNERSHI SUBSIDIARY AMALGAMATE
P D

HH LARSEN, SK TOUBRO,
EB MONGENSEN, S
RUDINGER

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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

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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

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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.

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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.

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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.”

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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

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

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

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

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

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

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

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

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.

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

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

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

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

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

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

Yes 48 96
No 2 4
Total 50 100

CHART C.4.5

Introduction to Managers and New
Colleagues

Yes
No

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

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

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

Yes 41 82
No 9 18
Total 50 100

CHART C.4.7

Understanding Job,Responsibilities and
Work Standards.

Yes
No

INFERENCE:

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

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

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

Yes 39 78
No 11 22
Total 50 100

CHART C.4.9

Information regarding Pay, Benefits,
Holidays and Leave

yes
No

INFERENCE:

54

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

Yes 33 66
No 17 34
Total 50 100

CHART C.4.10

Information about Training
opportunites

Yes
No

55

INFERENCE:

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

Yes 48 96
No 2 4
Total 50 100

CHART C.4.11

Information about Safety needs

Yes
No

INFERENCE:

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

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

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

Very Good 14 28
Good 29 58
Adequate 7 14
Poor - -
Total 50 100

CHART C.4.13

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

Sufficient 39 78
Insufficient 11 22
Total 50 100

CHART C.4.14

59

Duration Of Induction

Sufficient
Insufficient

INFERENCE:

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

Highly Satisfied 18 36
Satisfied 29 58
Dissatisfied 3 6
Highly Dissatisfied 0 0
Total 50 100

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

To a Great Extent 23 46
To Some Extent 22 44
To a Little Extent 5 10
Total 50 100

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

Very Good 19 38
Good 27 54
Poor 4 8
Very Poor 0 0
Total 50 100

62

CHART C.4.17

Overall Induction Rating

Very Good
Good
Poor
Very Poor

INFERENCE:

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

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

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

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

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

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

• www.larsentoubro.com
• www.google.com
• www.citehr.com

69

L & T- ECC Division,
CNRO Office,
Chennai.

Induction Questionnaire

Name of the Employee :
Age :

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 some 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

 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 some extent


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

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

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

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 )

Human resource

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