A Comparative Study of Recruitment Practices of Construction

Industries in Agra District

With reference to L&T and PNC pvt. Ltd.

Synopsis
Submitted to
Dayalbagh Educational Institute
For the award of the degree
Master of Business Administration (MBA)
Supervisor: Submitted By:
Dr. Sanjeev Bhatnagar Neelima Garg
Department of Management MBA (Integrated)

Department of Management
Faculty of Social Science
Dayalbagh Educational Institute
Deemed university
Dayalbagh
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1. Introduction to the Companies

Larsen & Toubro Limited (L&T) is an Indian multinational conglomerate company founded in
1938 and headquartered in Mumbai, India.

The company has four main business sectors: Technology, engineering, construction and
manufacturing. L&T has revenue of around US $ 14 billion and over 45117 employees with a
global presence with 60 units in 25 countries. Larsen & Toubro Infotech Ltd. (L&T Infotech), a
100 per cent subsidiary of the L&T, founded in 1997, and one of the fastest growing IT Services
companies, was ranked 8th in India IT companies in 2011- 2012. L&T Infotech has revenue of
US$ 650 million and it employs over 15000 employees. L&T Infotech offers services like
application outsourcing, ERP and architecture Services, consulting, enterprise integration, IMS,
IES

PNC is one of the front ending Indian infrastructure construction, development and
management companies in the country, with wide experience and proven expertise in the
execution of major infrastructure projects, including highways, bridges, flyovers, power
transmission lines, airport runways, industrial area development and other infrastructure
activities with an established track record of successful execution of projects across sectors
andgeographies.
PNC provides end-to-end infrastructure implementation solutions that include engineering,
procurement and construction ("EPC") services on a fixed-sum turnkey basis as well as on an
item rate basis. PNC also execute and implement projects on a "Design-Build- Finance-
Operate-Transfer" ("DBFOT"), Operate-Maintain-Transfer ("OMT") and other PPP formats.
PNC is one of the very few infrastructure companies in the country that have proven
investment, development, construction and management capabilities.

2. Need of the study

Creation of new vacancies due to the growth, expansion and diversification of business activities
of an enterprise. In addition, new vacancies are possible due to job specification. Considering the
above reali-ties, there is a dire need for a completely new recruiting strategy to ensure that that
the industrys aggressive growth targets are not choked by these challenges. The need of the hour
is to shift from traditional reactive recruiting toward more proac-tive recruiting, clearly
understanding the various The need is to determine the present and future requirement of the
organization personnel-planning and job analysis activities, Understanding the recruitment and
selection process in organization, Analysis of manpower budget analysis of the for the
recruitment in the recruitment process

Recruitment has become the most challenging human resources (HR) func-tion across all
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industries today. Why is it so difcult to attract new talent? There are three main reasons. First,
industrial activity across the world is at an all-time high, which has created more jobs and thus
shrunk the availability of personnel. Second, the construction industries has been hurt over the
past 100 years because of its cyclicality and public perception. Third, the baby boomer
generation is approaching retire-ment and the younger generation is not in sufcient numbers or
experienced enough to ll the gap. The need for recruitment may be due to the following
reasons / situation: Vacancies due to promotions, transfer, retirement, termination, permanent
disability, factors of the job market.

3. Significance of the Study

Recruiting staff is a very costly exercise. It is also an essential part of any business and it pays to
do it properly. When organisations choose the right people for the job train them well and treat
them appropriately, these people not only produce good results but also tend to stay with the
organisation longer. In such circumstances, the organisation's initial and ongoing investment in
them is well rewarded. An organisation may have all of the latest technology and the best
physical resources, but if it does not have the right people, it will struggle to achieve the results it
requires. Significance of this study will help construction firms in india to adopt measures in the
context of human resource in relation to recruitment and selection and the performance.
Construction industries in the Agra region will have the opportunity to identity the benefits of
these practices and challenges facing their recruitment and election practices in their organization
and find lasting solutions to them. For other researchers it will also serve as reference and be
beneficial to the academic community and the ministry of works and housing who deal directly
with the construction firms with respect to recruitment and selection of employees.

4. Literature Review

S.no Researchers name Year of findings

research

1. Jackson et al. 2009 human resource management approaches in any business

organization are developed to meet corporate objectives and
materialization of strategic plans. The nature of recruitment
and selection for a company that is pursuing HRM approach
is influenced by the state of the labour market and their
strength within it. Furthermore, it is necessary for such
companies to monitor how the state of labour market
connects with potential recruits via the projection of an
image, which will have an effect on and reinforce applicant
expectations
2. Bratton & Gold 1999 organizations are now developing models of the kind of
employees they desire to recruit, and to recognize how far
applicants correspond to their models by means of reliable
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and valid techniques of selection. Also related to the success

of a recruitment and selection process are the strategies an
organization is prepared to employ in order to identify and
select the best candidates for its developing pool of human
resources. Organizations seeking recruits for base-level
entry positions often require minimum qualifications and
experiences. These applicants are usually recent high school
or university/technical/college graduates many of whom
have not yet made clear decisions about future careers or are
contemplating on engaging in advanced academic activity.
At the middle levels, senior administrative, technical and
junior executive positions are often filled internally. The
push for scarce, high-quality talent, often recruited from
external sources, has usually been at the senior executive
levels. Most organizations utilize both mechanisms to effect
recruitment to all levels.
3. Montgomery 1996 The focus of recruitment and selection ), is on matching the
capabilities and inclinations of prospective candidates
against the demands and rewards inherent in a given job.
4. Odiorne 1983 the quality of recruitment practices put in place by an
organisation is a function of the quantity of application that
will be received; he stated further that the relative
effectiveness of the next human resources phase (selection)
is inherently dependent upon the quality of applicant
attracted.
5. Smith and Robertson 1993 the more effectively the recruitment phase is implemented
and carried out, the easier and accurate the selection process
becomes in making decisions on which applicant to select.
6. .Odiorne 1984 added that the result of effective recruitment and
selection are the reduction on labour turnover, good
employee morale and improves organisation
performance.

5. Objectives:
The proposed study has the following objectives:

1. To compare the recruitment practices of construction industry with reference to l&T and PNC
pvt. Ltd of Agra district.

2. To analysis the recruitment practice for employment in the company.

3. To suggest the best possible recruitment practices for recruitment in the corporate.

6. Research methodology:
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a. Data collection

To prepare this report I had to collect data and information both from primary and secondary
sources. I followed various ways to collect data from primary and secondary sources.

Primary Data Sources:

i.questionnaires
ii. interview
iii. Discussion with officials of HRD of Concord Engineering and Construction and l and t
limited and l and t .

Secondary Data Sources:

I collected data by browsing websites, particularly from the websites of Concord Engineering
and Construction Limited and l and t. I also collected data from different sources like:
i. Various HR related websites and forum.
ii. Internal publications.
iii. Relevant file study as provided by the officials.
iv. magazines, websites, news, journals, books.

b. Sample Size
The sample is selected on the basis of random sampling technique drawn from three industries
viz, l and t and PNC . A sample of 50 employees is selected and analysis has been done by
questionnaire.

Tools Applied
1. Stastical: Statistical tools applied in the present study, Lines, cones, cylinders, tables, charts
etc
2. Graphical: Bar diagrams, Pie diagrams, Histograms

Finally, I have analyzed all those cohesive information to prepare this report.

7. References
https://www.scribd.com/doc/21058025/Project-On-Larsen-Toubro

https://www.academia.edu/13702686/Evaluation_of_Recruitment_and_Selection_Process_of_Co
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