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Presentation on Human resource Process In L&T Infotech Ltd By : Jeyshree SamlaMHRDMSem IVRoll No. 61(Batch : 2013-14)

L&T Group Its all about Imagineering2Indias largest Engineering & Construction conglomerate.Ranked among the Top 5 in an Index of Thought Leaders in India by Globe Scan7 Business sectors with Operations in over 30 countriesManufacturing facilities in India, China, Australia and the GulfAAA Rating with Stable outlook from CRISIL & LAAA from ICRABeyond Business: its Corporate Social Initiatives touched 3.5 Million People in 2013

23Heavy Engineering

L&T Holdings

L&Ts Sector-wide Presence

Hydrocarbon

PoTheyrProcess

Machinery & Industrial ProductsAerospace & Defense

Information TechnologyInfrastructure

Electricals & Electronics

L&T has integrated strengths in basic & detailed engineering, process technology, project management, procurement, fabrication and erection, construction and commissioning, to offer single point responsibility under stringent delivery schedules.

3HUMAN RESOURCE PLANNINGDefinition:

Right number of people with right skills at right place at right time to implement organizational strategies in order to achieve organizational objectives.

In light of the organizations objectives, corporate and business level strategies, HRP is the process of analyzing an organizations human resource needs and developing plans, policies, and systems to satisfy those needs.

Planning HR Functions & practices for org. growthPlanning for business accelerators through peopleHR Planning is planning for building organisation through peoplePlanning for actualising org. performance through human resource

Human Resource5

Embedded in operationsInterface between Employees and ManagementDedicated for a group of Employees / EDCCompletely aligned with operationsCritical Talent EngagementMeasured for Innovative engagement activitiesConversion of potential attrition casesCommunication metricsEmployee Engagement IndexRetention Metrics5Talent Acquisition TeamHighlightsCentral Engine to recruit new talentEnsure availability of right resource at right location at right timeMultilevel filtering to ensure intake of qualitative talents Strong Network at national level with strategic tie-upsRich database of active candidates centrally organised based on skill, experience and academic backgroundCreate an environment of meritocracy and career growth

Recruitment Funnel6Human resource Process The recruitment process at L&T Infotech starts when a resource Request (RR) is obtained from the account managers, project manager or PMO (Project Management Officer).

These requests are divided into Common Talent Pool i.e. CTP and non-CTP.

Following are the various grades:

For the people up to B-1-2 grade come under the SCG Software Competency Group and associates who are 31 and above come under the SSL-Senior Staff league.

Work ExperienceGradePositionFresherSETSoftware Engineer Trainee1-3 yrs.A-1-1Software Engineer3-6 yrs.A-1-2Senior Software Engineer6-8 yrs.A-1-3Project Lead8-13 yrs.B-1-1Project Manager13-17 yrs.B-1-2Senior Project ManagerFor the people up to B-1-2 grade come under the SCG Software Competency Group and associates who are 31 and above come under the SSL-Senior Staff league.PROCESS OF RAISING THE MANPOR REQUEST

Different sources for recruitment used at L& T Infotech Campus Hiring :

Campus hiring team gets the requirement from all the business Units. Different Recruitment teams are assigned various regions. There is no set criterion for campus hiring; generally 40-45% hire is through campus. The organization and the educational institutions are in contact with each other for campus recruitment.

The joining date given to the candidate is totally merit based.

The candidate is judged on the following thing: Merit

Academic Performance

Performance in the Group discussion and interview

Performance during the hiring process

Consultancy

Consultancy is not much used as a source of recruitment for technical resources.

The fees that are generally paid to the consultancies are based on the experience and the skill set of the candidate. Generally it is 8.33% of the CTC.

3. Buddy Referrals This is the concept where an existing employer of the company gives reference of his buddy i.e. his friend who may be suitable for an available job position.

If the referred candidate is selected then the referee receives an award from the company after 3 months of the joining of the candidate.

The screening of the CVs is done by the recruiter himself. The mail is sent to the concerned employee stating the status of the referral he has provided.Different sources for recruitment used at L& T Infotech4. Social Media

InfoTech uses social media sites to have broader reach to candidates. A popular site like LinkedIn is used. This helps them to tap passive candidates who have not updated their profile on jobsites.

Different sources for recruitment used at L& T Infotech5. Job Portal

InfoTech uses www.Naukri.com and www.monster.com majorly as a portal recruitment source. Majority of the lateral hiring happens through Job Portals.RECRUITMENT PROCESS FOLLOWED FOR THE LATERAL HIRINGRecruiter checks if the required skill set pool is present in the database. If not then CVs are sourced through the Job portal.

Resume screening is done for the required skill set and experience.

VALIDATION:

Speak with the candidates to check his interest for position and get the other details like current CTC, expected CTC, current project detail, Current Employer, Qualification, Experience details, Reason for change, Notice Period.

If the validation is successful then the interview is scheduled. The interview can be telephonic / In-person or video conference .13WRITTEN TEST:

For the candidates with less than three years of experience written test is conducted before the first level technical interview. If the candidate clears the written test then only he can appear for the interview.

1ST LEVEL INTERVIEW:

In this the technical knowledge of the candidate is checked and feedback of the candidate is given by the interviewer. The panel's recommendations are given like select or hold or reject based on Technical competency.

2ND LEVEL INTERVIEW:When the candidate clears the first level interview, he/she has to appear for the 2nd level interview. In this round, the candidate is tested further on his/her competencies and skills required for the job by the manger. If selected by the panel the candidate appears for an HR interview.RECRUITMENT PROCESS FOLLOWED FOR THE LATERAL HIRING

RECRUITMENT PROCESS FOLLOWED FOR THE LATERAL HIRINGPSYCHOMETRIC ASSESSMENT:Psychometric Assessment is carried out for the grade B-1-1 and above.

HR ROUND:

The main objective of the HR round is to map and check on the skill sets and competencies with the business requirements. Behavioral competencies such as communication, presentation, confidence level, Interpersonal skills, adaptability, attitude and body language

HR also checks for any break in education or employment and its relevance and impact. Family background and personal liabilities is also checked.The salary card is generated with the help of REX tool. With the help of this central recruitment head can know the fitment (offer) of the candidate.

Compare the offered salary with BU and organization percentile data. After the REX is done, 2 approvals are required on REX(from BU and CRH).

After the approval soft copy of the offer letter followed by hard copy on acceptance is shared.

Following procedures are followed after salary card is accepted by the candidate:

Once accepted candidate is sent for medical tests

Follow up for medical report from medical center

Offer letter is obtained after entering data into PeopleSoft. REX - RELEVANT EDUCATION AND EXPERIENCESLA FOR LATERAL HIRING:

Companys set criteria range as a percentage for sources of recruitment used:ExperienceSLA (Theyeks)3 5 Yrs8 145 10 Yrs8 1410 Yrs and above> 14SourcesPercentageCampus25 50%Consultancy5 25%Buddy Referrals10 15%Social Media0.5 2%Job Portal70 90%Other Referrals1 5.0%INTERVIEW TO SELECTION RATIO, SELECTION TO OFFER RATIO, OFFER TO JOINING RATIO THAT NEEDS TO BE MAINTAINED:

SWOT - L&T Infotech No presence in LATAM, East EuropeAmong Top 10 software & services exporters from IndiaRight size ensures optimum combination of scale and agilityStrong Business to IT connectExpansion in Geographies: US, Africa, APACEmerging Technologies: Mobility & BI/DWOccupying key space in multi-stheircing strategy of large global companiesGlobal uncertainty (events such as Europe/Japan) continue to pose a threat to Indian IT service providersStrengthsTheyaknessOpportunitiesThreatsL&T Infotech19

Vision, Mission and ValuesL&T Infotech shall be:A globally benchmarked solution providerA preferred partner, through creation of high value for customersAn enriching workplace for employees to excel through innovation and teamwork

They are committed to:Delivering high fidelity services and solutionsTime-tested institutionalized processes with a firm belief that quality is a cost-saver

They cherish and live by these values:AgilityDependabilityInnovationIntegrityMeritocracy & FairplayPassionTeamwork

Business Strategies for growth (Corporate and Functional level)

Core Values of the Organisation :

Branding is about differentiation and They must be clear about what makes us stand apart in the eyes of their stakeholders.

Their brand essence is both compelling and true. It is captured in their positioning statement: They provide the winning edge to their clients by leveraging their Business-to-IT connect and deeply committed people.

The rich corporate heritage is derived from parent, L&T, means they have real, hands-on experience combined with deep business understanding.

They recognize that it is people like you who deliver the solutions and services their clients seek from them. It is their willingness to go that extra mile that makes the difference.

Organisation Structure

Building People

Their deeply committed people are their most important asset. their teams combine diverse capabilities and profile that range from domain experts to technologists and solution architects. They are united by an unwavering integrity and a strong sense of commitment to their clients. Their people have earned spontaneous appreciation time and again for going that extra mile.

They are committed to maintaining a professional, value-driven, work environment where every employee feels fulfilled and respected.

They have adopted a multi-pronged approach to competency development and retention that allows us to attract, retain and build the best talent.

Value based Culture

Their values guide their ideas, attitude and actions. These can never be compromised. They must live by them through both good and challenging times.

InnovationThe Enterprise Business Solution (EBS) Innovation lab They have created for Chevron is an example of innovation in action.

The purpose of this lab is to showcase current and future technical capabilities.

They test innovative ideas with business value for their client, prototype solutions to reduce implementation risk and validate improved performance and business cases.

Many cutting-edge, exciting ideas have been generated from the lab and They are working on developing proof-of-concepts for them.

Organisational Excellence (Continuous improvement in Org.) They are a dependable partner for their clients. They know they can rely on us to go the distance (quite literally, in one case where their consultants worked in Angola, Nigeria, Kazakhstan and Argentina on a global SAP roll-out for a global energy major).

Regardless of circumstances, their clients know that They will not let them down. For the same energy company, Theyve provided uninterrupted support in the face of natural calamities.

They have rapidly ramped up in response to increased demand and when an insurance client wanted all vendors to scale the engagement level down, They also reduced team size just as efficiently. their clients know They put their needs first and measure their success by theirs.

TeamworkTogether, They are stronger, smarter and more effective. Respect for each other and teamwork has played a big part in their success.

For instance, implementing CMM Level 5 processes successfully across the company is no easy task.

A team was handpicked across BUs to make this happen and code named T15 (Team of 15). T15 worked with the leadership team of each BU to carry out a gap analysis, define new processes, train BU members and implement processes.

The whole process was overseen by a Steering Committee.

This journey required the T15 members to be aligned to the goal set by the BU, while the BU members needed to understand and follow the new processes.

A huge amount of co-ordination was called for and all teams worked as one to overcome the challenges. In just six months, they are ready to go for the CMM assessment.

L&T Infotech is looking for talented youngsters from Technology and Management background interested in making a career in the field of Information Technology (IT).

Interface with Technology Institutesand Management Institutes

Technology Institutes

L&T Infotech is always on the lookout for techies who are brimming with fervour for IT. For this, they regularly visit campuses where graduates are well-known for their excellence in IT and out-of the-box thinking!

Engineering Courses:

Engineering Graduates in IT, Telecom, Computer Science, etc. form the backbone of their talent pool.

They select Engineering Graduates through campus placements and before joining them, they had to undergo their 'Enabling the Champions' training program.

MCA (Master of Computer Applications) Courses:

Institutes offering MCA courses are a part of their campus calendar.

They induct a substantial number of post-graduates from the Computer Applications background.

These youngsters go through their training program 'Enabling the Champions' and emerge as software professionals.

Management Institutes

They offer exciting roles to prospective management professionals. It's their belief that the energy of a young mind backed with maturity of an experienced one is the best mix.

An experience of 2+ years in industry, capped by an MBA is a good starting point. Depending upon experience one can join them at appropriate level.

In case one have opted to pursue MBA immediately after graduation, one can join them as a Management Trainee directly from campus.

HUMAN RESOURCE PLANNINGDefinition:

Right number of people with right skills at right place at right time to implement organizational strategies in order to achieve organizational objectives.

In light of the organizations objectives, corporate and business level strategies, HRP is the process of analyzing an organizations human resource needs and developing plans, policies, and systems to satisfy those needs.

Planning HR Functions & practices for org. growthPlanning for business accelerators through peopleHR Planning is planning for building organisation through peoplePlanning for actualising org. performance through human resource