Performance Management And Improvement In Larsen And Toubro Management Essay

mental make for Management And Improvement In Larsen And Toubro Management EssayIntroductionThe purpose of this assessment is that to identify and learn the Human Resource policies adopted in the companies and determine whether these policies ar appropriate or not ground on the current market trends. The investors leave behind be interested in certain port how the participation os performing , for this the HR policies adopted by the fraternity plays an important role.Selection and recruitment tensile Work arrangementsPerformance management and approach.GrievancesI consider taken into consideration the various Hr policies that I plays an important role in the companies not entirely when the one that I lead be discussing in this assignment but to other companies as well hither I have focused on the HR polices of a MNC society which is into various sectors of barter , here The attention would be on the IT sector of that go with.Larsen Toubro Limited (LT) Background Inf ormation.Larsen Toubro Limited (LT) is a partnership which is ito various sectors much(prenominal) as in manufacturing, engineering and alike in IT . It is Multinational fraternity , which has a branch in London UK its IT sector. This company on the overall has a strong customer focused approach and c class quality in all major lines of its industry. Larsen Toubro Limited (LT) has offices and branch which is globally spread .The company has around 11590 employees. LT Infotech focuses on Information technology and software servicesBusiness ModelLarsen Toubro Limited (LT) offers three different cable models or strategies that the nodes can switch between them. Here each model benefits are unique , the clients can pick the ruff model at any site of season , to suit its business plans.Onsite ServicesIn this model , the LT engineers are sent to the clients team at the clients location . here in this the client vocalisation or the excogitate manager of LT manages the proje ct in the clients location .This model is suitable for onsite consulting with the clients customers for clients platforms and products.Offshore servicesUnder this model the LT engineers develops the products required by the client on a need basics. A client representative would be doing the project co-ordination on the clients side.GLOBAL PERSENCELT has its offices located globally.The company is into international business and the revenues has been increase steadily due to overseases business. The company has manufacturing facilities in India, China, Oman and Saudi Arabia. It has a global supply net make up with offices in 10 locations worldwide, including Houston, London, Milan, Shanghai, Seoul.ClientsIts clients include industry leaders alike(p) Marsh McLennan, Standard Life, Travelers, Chevron, Freescale, Hitachi, Sanyo , Lafarge , ABSA , CitiGroup, Barclays , eCORPUS, Marathon and Qualcomm among others.CompetitorsBHELSuzlon EnergyBEMLBGRAIA EngineeringAlfa Laval1,Praj Indust riesShriramFuture PlansA blueprint for the next phase of growth till 2015, named Vision 2015, at Larsen and Toubro Ltd is creation drafted and allow for be ready by March 2010. The company is planning to focus on segments traditionally dominated by foreign defence equipment letrs and state-owned companies.,. The company too hopes that the thermonuclear program will be in place once the new government assumes power. By signing pacts with three companies in the nuclear energy space, LT has hedged its risks as a nuclear equipment maker. It has put in place a nuclear equipment forging shop in Hazira in Gujarat at an investment of Rs1, 500 crore.This is in addition to a defence shipbuilding yard near Chennai at a cost of Rs1, 500 crore. As per plan, the company will create three ope rate companies to look after defence, aerospace and nuclear power sectors for effective operations.HUMAN RESOURCE INTRODUCTIONThe company considers people as the most important asset . they have teams wi th a diverse profile that include people from various backgrounds such as technologist and architects .The company choose people that are motivated in them self and have a strong sense of commitments with their clients. The people of these company have a nark in which they can tackle clienst and going for an extra mile for appreciations The company is maintaining a strong value driven professional shape environment where any employee feels esteem and fulfilled. The company follows a competency development approach which would allow them to maintain the talent the company has made.Selection and recruitmentLarsen Toubro InfoTech always employees the vistas base on the virtue and competence. The company also look for certain other qualities as well in an individual such as analytical ability Communication and founding skill in applicative difficulty solving. The Larsen Toubro InfoTech empowers a very high importance for the candidates academic excellence.Why careful selectio n is required by LT InfoTech?The company is highly recognised and the quality standards are very high, in this company performance is important because having the employee with the right skill and right knowledge will be superb as the firm will not suffer in the long run. Cost is another important factor because it will cost the employer a to recruit and hire people..Larsen Toubro Infotech follows a competency-based recruitment philosophy, wherein Competence based origin synopsis basically means paternity furrow description based on competencies rather than job duties. Thus kind will emphasis what the employees moldiness be capable of doing rather than having a list of duties he or she must perform. Normal this competence based job descriptions describes job in terms of measureable, observable, behavioral aspects. This type of HRM form _or_ system of government would play participant roles while still allowing for evolution. every(prenominal) processes are geared to achieve our objective of attracting and selecting the best and brightest talent, while ensuring a best fit of the profiles.Typically the company recruits 75% of the candidates through various campuses and 25% of them through web based recruitment. Since web based recruitment is very common in UK and worldwide in advanced countries. Lots of companies pull teaching from web based sites.Larsen Toubro InfoTech offer of employment is a combination of multiple factors. It includes the value of the Larsen Toubro InfoTech brand, the opportunity to clobber with the best in class people who have graduated from top universities, an opportunity to work in multiple environments, and has world-class software development centresObjectivesRecruitment procedure includes a simple description for job covering such as key activities, tasks, skills required, expectations, deliverables and safety considerations. When advertising, avoid discriminatory language e.g. young mortal.Recruitment process may includ e an application form, interviews , practical testing ,references checks , right to work in UK.Give the successful candidate a letter of appointment setting out clear terms and conditions. This includes the spirit of employment e.g. permanent part time, casual. The letter should include a Larsen Toubro InfoTech come note and start details.Once the candidate has accepted, contact the unsuccessful candidates as a matter of courtesyCritical analysisRecruiting good candidates is every companys job. Human resource manager usually take the lead and coordinates the required activities , but every employee, every manager and every supervisor of the company has a role and share in the benefits of recruiting best applicants for the required position in the company.While I understand any company requires good applicants and candidates , In an interview we usual come across HR managers and several other employees of the company in the interview room , I usually find that employer usually thr ow questions at the candidate primarily aimed at tripping the candidate off rather that decision out what they could offer through their skills. Usually I have noticed that the HR manager of any company usually ask their own popular questions. But the strategy applied by this company seems to be the best and most competitive in almost every aspects. This strategy applied by the company I understand that the HR teamKnows the job requirementsKnow what skill is required fot that jobThey know what they are looking for in the candidateThey know how to structure an interviewBy the application of the above strategy of this company(competency-based recruitment philosophy) Manager can quickly find out who would be best for the job. The can find out important thing from the candidate such asKnowledge and experienceOverall motivation to succeedPoise and assumptionCommunicationIntellectual capacityPersonality FactorGoals ambitionFrom this I understand that this competency-based recruitment ha s a interview plan about which we can close in the candidates general strength amd limitation . This competency-based recruitment finds the employees who will be technically be competent and fit the company culture.RecommendationsHigh performance work system This kind of recruitment and selection application would help the employees to work in a self motivated way. The team member would have better chat effiency as because the all have the same sets of knowledge.More strategic This would help the organization to have a better ways of recruiting people by describing their job in a more measurable , observable behavioral competencies an employee must exhibit to do a job well.Performance management Basing the employees educate, appraisal and rewards on fostering rewarding the skills and competencies he or she needs to achieve his or her goals.Flexible Work arrangementsLarsen Toubro Limited (LT) expects its employees to maintain a high standard of consider and work performance to make sure the business maintains its good reputation with customers and clients. Good personal organize contributes to a good work environment for all. ground on the responsibilities carer and private life the employees, the employees will require flexible work arrangement from their employer. The employees are given the freedom to send in their request based on their requirements. But the company will also have to look into the employments opportunity act ,Larsen Toubro Limited (LT) Will look in to the request based facts and circumstances , later decide whether to accept or reject the request of the employee.ObjectivesThe employees s environment of the work in the company and their responsibilitiesThe Kind of situation the employee would be in if he does not fulfil the family or carer responsibilitiesThe Financial strength of the employerThe Kind of business the employer is in and the circumstance of work environmentThe impact on business if the employer has this flexible work a rrangementsThe impact on business if the employer does not have this flexible work arrangementsApart from these objectives under the National Employment Standards , only a certain set of employees will have the right for this flexible work arrangements such as if the employees has served the organisation for 12 months ,secondly if they have a pip-squeak who is under the school age, thirdly if and only if they also have c child who is under 18 and physically challenged.Employees must put such a request in writing. Which would involve an application form?Larsen Toubro Limited (LT) will response to their queries in a matter of 21 days in writing if the leave is granted or not . Larsen Toubro Limited (LT) will also provided in writing as why it was refused based on their business norms .Here in this company this flexible work arrangement will not be a hurdle at the times of promotion or responsibilities.. The company will treat all the employees equal including those who have these a dvantage of flexibility.Critical analysisWhat I evaluate from this is that flexible work schedules have positive cause on employee producitiy , job satisfaction This has become quit popular in the last few years trying to reduce staff cost without having to make redundancies during recession. It can also help provide staff cover outside normal working hours and reduce the need for overtime.This kind of work flexibility will have the following benefits such asThey will be a reduction in absenteeism which are unplanned ,lateness and slo stressThis will improve the staff availability and travel shift work.The employees commitment would increase so this would increase the efficieny of the organization.Give suitable work hours which would be beneficial for the employer as well.The employee can work while kids are at schoolThe employee can do more part-time work e.g. 2 days and 3daysLonger hours less days in that respect is a dramatic change in many of the organization in the recent ye ars when they have introduce this flexible work arrangements, but this has amend the overall productivity , commitment and output of the employees. This provides the employees relaxation in terms of task duties and responsibities and also provided the employees with a opportunity to work away from campus.I analysis that Flexible working opportunities can benefit everyone employers, employees and their families. Most employers now recognize that it makes good business sense to provide flexible working opportunities for their staff.The flexible work arrangements have changed over the years in United kingdom where in 17.7% of men and 26.7% of women were employed with flexitime arrangements in the United Kingdom,RecommendationsWhat I view is best is they should conduct a survey as to what the employees require The Survey should state what is needed and the staff would really respond is a appropriate way, which would provide an insight on culture of the organization. This type would a lso improves ways of getting worked done so the building or the floor is utilized to its full capacity .Work during heartsease periodsWorking in this type of nature would increase the amount of work and making maximum use of the human resource. Fox example, if you are in customer service this would help a person make use of this time in paper work when the phones re not ringingWork-life balanceThis way of working environment would create a balance in work life which will help morale, motivation and commitment to the organization. This would help a person focus on his/ her work more effectively, than changing their focus elsewhere. This would help in increasing the business reputation of the employer as a whole sham on your employers businessThis system has a major impact on the business , they are possibilities that the application might get rejected based on the business grounds of the organization.Cost of keeping the workplace open for longerThere will be cost incurred in openin g the workplace for longer, which could be a loss for the company , think about the security they need to provide we need think about these costs by the adavantage of this.Keeping lead of hours workedThe company may argue that it will be difficult to keep a track of hours the employee is trying to work .This might lead to confusion in the ending during the time of payment.Responding to customer needsI refuse the concept of to work flexitime as it will have an impact on the ability of the business to meet customer demand. I would Point out the business to would respond better to customer needs if more hours of the day is available twoPerformance management and improvementTraditional the organization conducted the performance in an disorganized manner and they would listen to the higher change ordinates and take their orders these were considered as performance indicators. The lump system of appraisal followed by the Indian companies was considered as a confidecial report.. The purp ose of Performance management and improvement is to improve the efficiency of the employees. The company encourage the employees to give feedback to management . The company employees will undergo a formal kind of performance review by their immediate managers based on the performance of that employee for that accompaniment period 4 times in a year.The company follows the critical incident method , the manager keep a recorded of positive and cast out contribution of the sub-ordinate s work related behavior .And discuss the performance based on this examples.objectivesThe software company like L T the project manager of that particular team would handle this performance review and here will be particular time set by the management of the company for this .The manager that is project manager would meet openly and constructively discuss the performance of that employee usually a general discussion.Based on the performance training would be given for that employee if their performance is very badThe manager should make a note of that team should have notes and copies that which is required to should to the higher authourity.L T uses this performance e to improve the performace of the company .If the company is not happy with the performance of the employee the company may end that employees employment.Depending on the circumstance , the performance improvement action may include warning , councelling or retraining.LT requires a ceratin minimum standard of performance which will be made clear to the employees that this would also help in appaerisal. But if the employee does not meet to the standards of the company LT will take apporaite action or in cases of serious misconduct or brech of policy may dismiss the employee.Every employees of LT must understand their responsilities and it is expected out of the by the company to meet the standards as required by LT. The comaony also provides a chance to the employee to defend themselves befor any action could take pl ace.Performance improvementobjectivesLT will identify the employess who are in shortfall of performance and give them a chance of improvement.The manager will keep on eye on their improvement and based on their state of performance would sugeet them approate action such as trainingIf the employees was given a verbal warning the manager will make of note odf the date and mark it.The manager will allow the employee to respond before making a decision and consider the employees responses. The employee may have a support person present at such meetings.The manager will decide if more action is needed.They will continue to support the employee and note the support they give, for example, training or counselling.The warning must clearly definethe wanta clear explanation of the expected standardby when the employee needs to achieve ithow the business will help the employee achieve the improvement requiredconsequences of impuissance to improve.Critical analysisThe performance management sy stem has a lot aof advantage for the company as it would be beneficial to the employess and the organisation as awhole. The employees will be working for themselves as well as for their individual teams thus improving the levels of communication. This is a type of goal alignment means having a process in place that allows any manager to see the link between employees goal and those of the teams and organisation. This type of performance evaluation in the organisation would help work flow, process control and re flip on investment on on ehich the company is targeting for would be linked in a meaningful way in achieveing the company overall performance. But not all the employees would be benefited from this system. We need to understand as to why this performace improvement is required .Firstly because they serve a useful career palaaning purpose . they provide an opportunity to review the employees carrer plan in light of his or her ahrenght or weakness.Secondly this would help the m anager and his/ her sub ordinate to develop a proper plan to identify the sub ordinates deficiency and reinforce the right strategy in overcoming that defiencey.Thirdly this would help the employer to turn their strategics goals into specific employees goal , this can be done only if the performance is reviewd periodically.Critical Incident method has several advantages such as this makes tghe supervisor think all over the year about the appraisal of the sub ordinate. It also provided examples of good and poor performance that the supervisor can use to explain the persons rating But the down side of this critica incident menthod would be that the manager cannot use this foe comparing employees performace ith others.Recommendations.It help in setting the organisational goalsSetting the departmental goals subtend expected resultsHelps in performance ReviewHelps in providing feedbackStandards may be unclear halo effect, central tendency, liency, bias can also be problemDifficult to dev elopCan cause disagreement among employee and may be unfair if all employees are, infact excellentTime consumingDifficult to rate or rank employs relative to one another.GrievancesLarsen Toubro Limited (LT) supports all the employees of its organisation to wite a grivence report to their manager if any decision on the of the management of the company is poignant their employement and what make them feel unfair. They can also compliat if the performance improvrment action against them is not suitable.Larsen Toubro Limited (LT) makes all thinkable attempts to solve the wrong of the employs in many possible ways .The manager would have the grievance that to the next possible level of authority for more discussion on this, have it sorted ouit as before long as possible .Managers will do their utmost to action grievances objectively, discreetly and promptly. Be aware that grievances that are misconceived, vexatious, and lacking substance may result in disciplinary action being take n against the employee lodging the grievance.ObjectivesThe employer should solve this grievance as soon as possible .This should be informal and verbal. If this could not be achieved then the then grievance should be solved in a formal way and this process is continues.To start with the formal grivence investigation the compliant should be given in writing , with all the details , date , location and how they have tried to solve this problem in an informal way .If the grievance still cant be resolved, refer the matter to the most senior manager for consideration and a final decision. A grievance taken to this level must be in writing from the employee.Visit the work area of the grievance.Determine whether they were any witness.Fully examine the report of the grievance.Critical analysisA grievance is obviously problem encountered by an employees of any organisation. Sometimes thither might exist bad relationship between the manager and the sub ordinates, there will be conflicts betwe en the team members . problem employees are yet another cause for grievances shoot up in the company, these kinds of employees are always unhappy. These are individual who by nature it self are negetative , dissatisfied and prone to complaints.Yet the strategy introduce by these company its very good what I felt wa that the company should be careful while handling a grievance because they should not loss out any of the other good employees, in facta very good procedure indeed.RecommendationThe best ways to handle the grievance s to build up an environment in such a way that the grievance would never occur.CONCLUSIONSLarsen Toubro Limited (LT) expects its employees to maintain a high standard of conduct and work performance to make sure the business maintains its good reputation with customers and clients. Good personal conduct contributes to a good work environment for all.This HR policy and procedure of Larsen Toubro Limited (LT) provides the policies and procedures for managing and developing staff. It also provides guidelines Larsen Toubro Limited (LT) will use to administer these policies, with the correct procedure to follow. In fact the above few mentioned facts are one among the HR policies, time to time it will be necessary to modify and amend some sections of the policies and procedures, or to add new proceduresThe main benefits are that itassists the company to meet its legal obligationsis a proven way to help managers and supervisors make consistent and reliable decisionshelps give each employee a clear understanding as to what is expected and allowed