Lanco

Human resource management Lanco construction ltd. Recruitment and training.

Human resource managementLanco construction ltd. Interview process.Group: 9

INTERVIEW

Introduction:- A conversation between two or more - where question are asked by the interviewer tothe interviewee.

Job interview:-A a process-> potential employee -> evaluated by an employer for prospective employment in their company, organisation, or firm.

PROCESS OF CONDUCTING INTERVIEW

STEP 1 •Precedes the hiring decision, and is used to evaluate the candidate.

STEP 2 •Evaluation of submitted resumes from interested candidates, then selecting a small number of candidates for interviews.

STEP 3 •Multiple rounds of job interviews may be used where there are many candidates or the job is particularly challenging or desirable.

STEP 4 •Once all candidates have been interviewed, the employer typically selects the most desirable candidate and begins the negotiation of a job offer.

STEP 5 •The job interview is considered one of the most useful tools for evaluating potential employees.

INTERVIEW PROCESS

TYPES OF INTERVIEW Behavioral interview:Previous behavior to indicate future performance. Panel interview:Composed of Hr manager, the union leader, the supervisor and

the manager of the department . Group interview:Response of individuals in social setting. Sequential interview:Long sequential interviewing procedure.Casual explanatory interview-group discussion-final interview. Stress interview:Legitimate way of determining candidates.

ADVANTAGES AND DISADVANTAGES

OF JOB ANALYSIS INTERVIEWS Advantages

Can supplement the information obtained through observationSpecific duties of the job and job’s relationship to the rest of the organization.Most commonly used method, very adaptable.Usually conducted technical experts and supervisors.Simple, quick, and more comprehensive.

DisadvantagesHeavily dependent on interviewing abilityValue of data is primarily dependent on the interviewer’s skillsWorkers may to add exaggerate their job duties .Takes a lot of time and may not be cost efficient.

OBJECTIVE OF THE PROJECTUnderstand interview process of a company. Its differentiation from industry to industry. Basis of selection & rejection of an interviewee in the interview process. Analyzing their drawbacks & comparing them. Recommendations for the improvement of company’s interview process.

INTRODUCTION TO LANCO INFRATECH

India’s top business conglomerates .Projects, operational and underway, are spread across India. A preferred employer, Lanco Infratech builds on a tradition and culture where trust comes firstCredo is inspiring growth .Twenty-two subsidiaries - ->operations across a synergistic span of verticals. Lanco Hills Hyderabad, one of the world’s largest mixed property development with thirty million square feet of built-up area, including the world’s tallest residential tower!Admired expertise in civil engineering displayed across the years in execution of dams, railways, roads, industrial structures, residential and commercial construction, canals and other areas across the length and breadth of India.

CONSTRUCTION

LANCO Infratech Ltd has an excellent track record in Construction projects. Its project expertise spans:

Power plants based on Gas, Coal, Bio-mass, Hydro and Wind. Irrigation and water supply projects, including dams, tunnels, lift

irrigation, sewerage schemes and marine works. Civil construction including commercial and residential

buildings, mass housing projects and townships, industrial structures, information technology parks, Corporate offices, Hospitals and more.

Transportation engineering projects including roads, highways, bridges and flyovers.

PICTORIAL REPRESENTATION OF LANCO

Lanco Infratech

Power

Construction

EPC

Engineering

Procurement

Construction

Infrastructure

Roads

Property Development

LANPRO

Renewables

VISION AND MISSION ..

Mission... Development of Society through Entrepreneurship Vision…  Most Admired Integrated Infrastructure Enterprise

VALUES INTEGRITY - TEAM WORK HUMILITY & RESPECT - INNOVATIONS ORGANIATION BEFORE SELF ACHIEVEMENT DRIVE POSITIVE ATTITUDE ACCOUNTABILITY

QUESTION’S ASKED ?1. How the HR personnel do comes to know about the job vacancy in any

department?

2. What is the requirement? (job designing ,part time, full time, fresher, virtual employee etc., at various level)

3. How often do they conduct interviews i.e. as soon as the requirement arises or at timely intervals?

4. From where do they call people from? (recruit) {i.e. college, newspapers, consultancies, companies etc.,}(each level)?

5. Do you do job planning and job specification before interview, i.e. job experience, qualification, technical qualification and at what level?

6. How many days or round/rounds of interview is it?

7. Ways of conducting the interview, either telephonic, personal, qualitative, quantitative tests etc.,(specimen of it)?

8. Process of interview on the whole?

9. Their expectations,( job experience (if any) , training and development, pay package, induction etc.,) if they expect any of this in initial stage?

QUESTIONS ASKED?1. If any other kind of questions are asked to analyze them by the

interview panel , like knowledge based, background, job knowledge, past behavioral questions etc.?

2. Interview panel’s way or method of analyzing?

3. Any other medical tests taken?

4. Their criteria for selection or rejection?

5. How the interview process is different from others, may be competitors?

6. The change in the procedure of interview, what was it before (when they where interviewed) and now?

7. Any suggestions or changes or concerns by them?

8. Does construction industry’s interview method, differ from any other industry then how does it?

PREVIEW Interview conducted on the bases of job requirement. The interviewee is marked by a panel on Human resource

representatives . Confidence level of the interviewee checked . Self explanatory organizational structure. Job description . Managers inform about the requirement of the employees

(new projects). Vacancy -> depending on the description -> interview call . Compensation range sometimes negotiable. Psychometric test (management graduates and

experienced people) Medical test (post joining). Same as other construction companies .

MAJOR SOURCES OF RECRUITMENT

CONSULTANCY

CAMPUS PLACEMENTS

JOB DATA BANKS FROM INTERNET

CRITERIA FOR SELECTION AND REJECTION

Match the job requirement.Attitude towards the work .Ability to learn.

THE DIFFERENCE IN THE INTERVIEW METHOD

Supply of resources - -> More - -> Construction industry - -> Simple recruitment process .

Wherein job description - -> Matched - -> Right resource.

WHERE AS :-

IT industry - -> Demand more - -> Supply less - -> Recruit even less technical capabilities and the ability to learn new things.

INTERVIEW PROCESS

TELEPHONIC INTERVIEW ROUND • They inform the person about the job•The try to find out about th eauthencity of the information provided by the person is correct or not as well as test their knowledge by asking them few questions.

TECHNICAL •If the person is a fresher they will look for all the theoretical technical knowledge•If experienced past assignments ,projects are discussed

HR •They will look for the attitude of the person•They will look for the ability to learn new things of the person

DRAWBACKSWeightage methods.Psychological differences.

RECOMMENDATIONSNumber of rounds to be increased for

higher level in the hierarchy .They should do job rotation after regular

intervals.

CONCLUSION§ Interview process of Lanco involve 3 major steps.

§ People selected based on their performance on the interview.

§ Interviewee is interviewed by a panel of 2 to 3 human Resource Representatives.

§ Selection done on the bases aggregate total but they also select on the bases of the confidence level and the answers given by the person.

§ Major sources of recruitment campus placements , consultancies , job data banks and internet.

§ Interview process is simple and easy.

BIBLIOGRAPHYWEBSITES REFERRED:-

http://www.lancogroup.com/socialresponsibility/objectives.html http://careers.usc.edu/docs/handouts/Interview_Different_Types.pdf http://www.jobskills.info/resume_edge/types_of_interview.htmlhttp://www.chrmglobal.com/Briefcase/26/1/What-are-the-different-types-of-interviews-.html

PERSONS CONTACTED:-Mr. P. Ravi Kumar ( Sr. Manager - HR and Admin. Lanco)Mr. A. Vijay Kumar (Manager –HR and Admin. Lanco)

THANK YOU