A STUDY ON EFFECTIVENESS OF ORIENTATION PROGRAMME AT LARSEN & TOUBRO LTD ECC DIVISION By H. PAULINE DEVA PRIYA (Reg. No.

. 21006631053) Of PANIMALAR ENGINEERING COLLEGE PROJECT REPORT Submitted to the

FACULTY OF MANAGEMENT STUDIES In partial fulfillment of the requirements for the award of the degree of MASTER OF BUSINESS ADMINISTRATION

April 2008

PANIMALAR ENGINEERING COLLEGE

(A CHRISTIAN MINORITY INSTITUTION) JAISAKTHI EDUCATIONAL TRUST BANGALORE TRUNK ROAD VARADARAJAPURAM, NASARATHPETTAI, POONAMALLEE, CHENNAI - 602 102.

DEPARTMENT OF MANAGEMENT STUDIES CERTIFICATE This is to certify that, this project report titled A STUDY ON EFFECTIVENESS OF ORIENTATION PROGRAMME AT LARSEN &TOUBRO LIMITED is the bonafide work of MS. H.PAULINE DEVA PRIYA who carried out the research under my supervision. Certified further, that to the best of my knowledge the work reported here in does not form part of any other project report or dissertation on the basis of which a degree or award was conferred on earlier occasion on this or any other candidate.

Internal Guide

Head of the Department

Internal Examiner

External Examiner

ACKNOWLEDGEMENT

My sincere thank to Our Honorable Founder & Chairman Dr. JEPPIAAR, M.A. B.L, Ph.D., for his sincere endeavor in educating me in his premier institution. I would like to express my deep gratitude to Our Beloved Secretary and Correspondent Dr. P. CHINNADURAI, M.A., Ph.D., for his kind words and enthusiastic motivation which inspired me a lot in completing this project and I express my sincere thanks to Our Directors Mrs. C. VIJAYA RAJESWARI and Mr. SAKTHIKUMAR, M.E. M.Phil, for providing me with the necessary facilities for completion of the project. I also express my gratitude to Our Principal Dr.R. Ramakrishnan, M.E., Phd who helped me in completing the project. I also thank our Head of the Department, and also our Faculty, Dr. V. MAHALAKSHMI, M.L., M.B.A. Ph.D., for her make easy guidance and support in completing this project work successfully. I would like to express my gratitude to Mr. S. PRAVEEN KUMAR M.A., M.Phil. MBA for his valuable guidance, ideas and encouragement for the successful completion of the project. I take this opportunity to acknowledge the help, guidance and co-operation I received from the management of Larsen & Toubro Limited. My heartfelt thanks to Mr. A. MOHAN FERNANDO, Personnel Manager, Larsen & Toubro LimitedECC Division for his efforts in providing adequate information for making this project.

CONTENTS

S No
i ii 1. Abstract

Contents

Page No.

List of Tables and Charts Chapter 1- Introduction 1.1 Introduction 1.2 Company Profile 1.3 Product Profile 1 3 8

2.

Chapter 2- Development Of Main Theme 2.1 Need Of The Study 2.2 Scope Of The Study 2.3 Objectives Of The Study 2.4 Limitations Of The Study 2.5 Review Of Literature 10 11 12 13 14

3.

Chapter 3- Analysis, Interpretation and Conclusion 3.1 Research Methodology 3.2 Analysis and Interpretations 3.3 Findings 3.4 Suggestions 18 23 56 59

3.5 Conclusion

60

ABSTRACT
This project was done at Larsen & Toubro Limited in the area of Human Resources. The project is titled as Effectiveness of Orientation Programme .

The success of any organization largely depends on the human skills employed there. So it is important for every organization to motivate its employees by providing them an excellent orientation programme.

The objectives of the study was to find out the extent of satisfaction of employees towards orientation programme, to evaluate the steps involved in the orientation programme , to determine how orientation programme influences

employees attitude and to understand employees expectations from the orientation programme.

The scope of the study is to determine satisfaction level of employees towards orientation programme and to provide suggestions to improve it.

The project was done with a sample size of 300. A structured questionnaire was framed and was distributed to the respondents. The research design used in this study is Descriptive Research Design. The sampling technique adopted for the study was Simple Random Sampling and the statistical tools used

for this study are Percentage Analysis, Interval Estimation , Weighted Average Method , Chi- Square Test and ANOVA Table. Majority of respondents i.e. 65.67 % feel that orientation programme conducted in the organization is very essential for new joinees and 94% of respondents feel that orientation programme is very effective. 80% of respondents feel that formal method of Orientation Programme is excellent and 79% of respondents are satisfied with the follow-up programme. 70% of respondents are highly satisfied with the accommodation and food. Only few respondents are satisfied with the allocation of time for every session. 37% of respondents agree that they had good interaction with superiors and only few respondents are satisfied with the video films shown. All the respondents are highly satisfied with the organization vision / objectives / goals given in Orientation Programme.

Majority of respondents feel that orientation material can be given in the form of CDs, more video clips can be shown in the programme lively , duration of orientation programme, which is conducted, can be reduced by couple of hours a day and can be compensated with another couple of days and Interactive sessions can be added with lecture session so as to reduce the fear of new joinees in the organization.

As there were no feedback taken from the employees before about the orientation programme this project will serve as a tool to the management to

understand about the attitude of employees towards the orientation programme conducted by the organization.

LIST OF TABLES

Table
3. 2.1 3. 2.2 3. 2.3 3. 2.4 3. 2.5 3. 2.6

Title
Table showing age group of employees Table showing respondents priority towards Orientation Programme Table showing respondents rating of effectiveness of Orientation Programme Table showing respondents opinion of getting information Table showing rating of respondents about company profile Table showing respondents perception towards formal method of Orientation Programme Table showing respondents level of satisfaction towards knowledge gained Table showing rating of time duration with regard to Orientation Programme Table showing respondents satisfaction towards follow- up Orientation Programme Table showing respondents opinion whether orientation programme provided

Page No.
23 25 27 29 31 35

3. 2.7 3. 2.8

37 41

3. 2.9

43

3. 2.10

45

an opportunity to discuss with superiors. 3. 2.11 Table showing satisfaction level of respondents after attending Orientation Programme 48

Table
3. 2.12

Title
Table showing respondents level of satisfaction towards overview of organization Table showing opinion of respondents based on employment & development of personnel.

Page No.
52

3. 2.13

54

LIST OF CHARTS

Table
3. 2.1 3. 2.2 3. 2.3 3. 2.4 3. 2.5 3. 2.6

Title
Chart showing age group of employees Chart showing respondents priority towards Orientation Programme Chart showing respondents rating of effectiveness of Orientation Programme Chart showing respondents opinion of getting information Chart showing rating of respondents about company profile Chart showing respondents perception towards formal method of Orientation Programme Chart showing respondents level of satisfaction towards knowledge gained Chart showing rating of time duration with regard to Orientation Programme Chart showing respondents satisfaction towards follow- up Orientation Programme Chart showing respondents opinion whether orientation programme provided

Page No.
24 26 28 30 34 36

3. 2.7 3. 2.8 3. 2.9

38 42 44

3. 2.10

46

an opportunity to discuss with superiors. 3. 2.11 Chart showing satisfaction level of respondents after attending Orientation Programme 49

Table
3. 2.12

Title
Chart showing respondents level of satisfaction towards overview of organization Chart showing opinion of respondents based on employment & development of personnel.

Page No.
53

3. 2.13

55

1.1

INTRODUCTION

It is no coincidence that about 60% of all quits among hourly rated employees occur during first ten days of employment and resignation situation of other types of employees is thought to be similar. Many employees consider leaving a job for reasons other than compensation. Several demotivating factors for employees are: Inadequate supplies and material to get the job done properly Project confusion by supervisors and managers Little communication and participation with laborers Lots of downtime Disrespectful conduct And restrictive regulations were some of the most frequently cited reasons. The workers are there to get the job done and want to get the job done, but theyre dependent on supervision for authority, tools and materials. If we use people more efficiently, project productivity goes up. First impression are lasting ones and enterprise that fail to make their new hires feel at home as quickly as possible often find that they must begin recruitment process all over again. The objectives of the study was to find out the extent of satisfaction of employees towards orientation programme, to evaluate the steps involved in the orientation programme , to determine how orientation programme influences

employees attitude and to understand employees expectations from the orientation programme. The scope of the study is to determine satisfaction level of employees towards orientation programme and to provide suggestions to improve it.

This study reveals in depth analysis of how Orientation Programme in an organization results in satisfaction level of an employee. This study has been conducted for sample of 300 among 1200 graduate engineer trainees recruited in the past three years ( 2005 -2007) who had undergone Orientation Programme in the Larsen & Toubro Limited. A structured questionnaire was framed and was distributed to the respondents. The research design used in this study is Descriptive Research Design. The sampling technique adopted for the study was Simple Random Sampling and the statistical tools used for this study are Percentage Analysis, Interval Estimation , Weighted Average Method , Chi- Square Test and ANOVA Table. This study also emphasis the need for the company to know about employees perception towards Orientation Programme.

1.2

COMPANY PROFILE

LARSEN & TOUBRO LIMITED

Two Danish Engineers, Henning Holck- Larsen and Soren Kristian Toubro, as a partnership firm, founded Larsen & Toubro Limited in 1938. It became a private limited company in 1946 and a public limited company in 1950. It has at present over one million shareholders and over 40,000 employees.

It is a multi-dimensional engineering organization. It ranks as one among the top five largest public limited companies in Indias private sector.

L&T is one of Indias leading industrial organization, with a reputation for technological excellence and strong customer orientation. The company meets vital requirements in varied fields of human interest, with a diversified range of products and services.

Manufacture and supply of plant & equipment including

project

management and construction have been undertaken by L&T for power, chemical, petrochemical, fertilizer, food, oil & gas processing, refinery, cement, steel, mining, pulp and paper industries. Computer peripherals, telecommunication equipment,

plastic processing machinery and tractor manufacture represent some of the other areas that widen L & Ts spectrum of activities.

THE CONSTRUCTION DIVISION

ECC Construction Division:
ECC, the Construction Division of Larsen & Toubro Limited renders turnkey construction services for a wide variety of projects involving Civil, Mechanical, Electrical Engineering and Instrumentation Works. It has over 60 years of experience in the field of construction and occupies a distinctive position of leadership in the industry today.

History:
Engineering Construction Corporation Limited ( ECC in short ) founded on April 27, 1944 as a private limited company was promoted by Henning Holck Larsen, S.K. Toubro, E.B.Mongensen, and S.Rudinger. It became a wholly owned subsidiary of Larsen & Toubro Limited in 1959, and amalgamated with its parent company ( L&T) on April 6, 1984. Since then it is better known as ECC- the Construction Division of L&T, where ECC stands for Engineering Construction and Contracts.

Areas:

ECC is the only construction company in India, which can undertake contracts of large magnitude with single source responsibility offering civil, mechanical, and electrical engineering services under roof. Major thrust areas include offering EPC- Engineering, Procurement and Construction services for power, steel, oil and gas, petrochemicals, cement projects, super specialty hospitals and international class hotels.

ECC DIVISION STRUCTURE :

Business Sectors: Buildings and Factories Business Sector Civil and Transportation Infrastructure Business Sector Industrial Projects & Utilities Business Sector Electrical & Instrumentation Business Sector

Technical Service Units : Work Preparation and Resource Allocation Engineering Design and Research Quarry and Crushing Plants Quality Assurance / Strategic Planning Facilities Planning and Manufacturing Technology Development

Common Service Units: Plant and Machinery

 Finance Accounts and Administration Personnel and Organization Development Corporate Communications Legal and Corporate Audit Services Materials and Purchase Information Systems Department.

PERSONNEL & ORGANISATION DEVELOPMENT DEPARTMENT

It renders specialized services to various business units / service units / departments for their effective performance.

SECTIONS IN THE DEPARTMENT

Manpower Planning & Recruitment Personnel Administration Training Systems

MAN POWER PLANNING AND RECRUITMENT

Recruitment of manpower is based on a manpower plan. Personnel & Organizational Development Department finalizes an annual manpower budget in consultation with Strategic Business Units, Common Service Units and top management. Recruitment of manpower is then done in accordance with the manpower budget. The key factor ensured in the process is selection solely based on merit.

APPLICANTS

PRIOR WORK EXPERIENCE

NO EXPERIENCE

INTERVIEWED BY A PANEL OF INTERNAL EXPERTS

PERSONNEL ADMINISTRATION

WRITTEN TEST, GROUP DISCUSSION AND INTERVIEW

This is done by having many practices, traditional and modern as detailed below : Annual Performance Analysis Systems Staff Administration Reward System Mentoring Welfare

TRAINING

The training needs are identified for all levels of staff and training calendar is prepared twice in a year. Training Programme includes the following : In-house Training Core Development External Training

SYSTEMS

All the details pertaining to Recruitment, Personnel Administration and Training Activities are maintained online in the HR System. The details of all employees are entered in the system ; right from the time applications are short listed for interviews to the time the employee leaves the company.

1.3 PROJECT PROFILE

ORIENTATION PROGRAMME FOR GRADUATE ENGINEER TRAINEES IN L& T - ECC DIVISION.
Objectives of the Programme To give a broad perspective of the companys operations To provide an opportunity to meet senior managers of the company. To present details of structure and functioning of various business units. Orientation for Graduate Engineer Trainees Trainee Budget Preparation Selection of Engineering Colleges Preparation for Campus Recruitment Execution of Selection Process Finalizing list of Selected Candidates Orientation Programme. Orientation Programme

After finalizing list of selected candidates, selected graduate engineer trainees have to attend a weeklong Orientation Programme in L&T ECC Head Quarters. Schedule of training is drawn up by the operating departments and given to Graduate Engineer Trainees when they are attending the Orientation Programme. On the last day of the programme the President, Vice Presidents and General Manager address the candidates and answer their queries.

ORIENTATION PROGRAMME SCHEDULE

DAY 1 SESSION 1 SESSION 2 & 3 SESSION 4 : INAUGURATION : OVERVIEW OF L& T ECC OPERATIONS : HR FUNCTIONS DAY 2 SESSION 1, 2 & 3 : INDUSTRIAL PROJECTS & BUSINESS SECTOR SESSION 4 : IR & SITE ADMINISTRATION SESSION 5 : MY EXPERIENCE AS GET / PGET DAY 3 SESSION 1, 2 & 3 : RESOURCES & SUPPLY CHAIN MANAGEMENT SESSION 4 : DEVELOPMENTAL PROJECTS SESSION 5 : COMMUNICATION SKILLS DAY 4 SESSION 1, 2 & 3 : CIVIL & TRANSPORTATION INFRASTRUCTURE SESSION 4 : ELECTRICAL & INSTRUMENTATION SESSION 5 : CORPORATE COMMUNICATIONS

DAY 5 SESSION 1, 2 & 3 : BUILDINGS AND FACTORIES BUSINESS SECTOR SESSION 4 : FINANCE, ACCOUNTS & ADMINISTRATION SESSION 5 : ENGINEERING, DESIGN & RESEARCH CENTER DAY 6 SESSION 1 SESSION 2 SESSION 3 : SAFETY : DEBRIEFING : MEETING WITH HIGHER OFFICIALS

2.1

NEED FOR THE STUDY

Any management can have high productivity and good relationship over the employees only if it provides an excellent orientation programme to the new joinees because the first few days may be anxious and disturbing ones for them in the organization. Orientation programme leads to reduction of such anxieties ; dispels the irritational fears of the new joinees and hold colleagues responsible for assisting the new comer so that he / she may feel confident. This study is done mainly to analyze the orientation programme conducted in the L&T ECC Division and to find the extent of satisfaction of the employees towards the orientation programme provided to them by the organization.

As there were no feedback taken from the employees before about the orientation programme this project will serve as a tool to the management to understand about the attitude of the employees towards the orientation programme conducted by the organization.

2.2

SCOPE OF THE STUDY

This present study is foised for assessing the overall satisfaction among employees towards the orientation programme in L & T- ECC Division in general. It is practically impossible to include the entire working strength in this research work. Thus, the present study is mainly focused on measuring the level of satisfaction among the Graduate Engineer Trainees category from the year 2005 to 2007.

The study reveals on what actually expect from the orientation programme and the areas which require improvements to enhance the orientation programme in future.

2.3

OBJECTIVES OF THE STUDY

Primary Objectives

To get feedback from employees about the orientation programme provided by the organization.

Secondary Objectives

To know the extent of satisfaction of employees towards the Orientation Programme To evaluate the steps involved in the orientation programme To determine how orientation programme influences employees attitude towards work and the organization To understand the employees expectations from the orientation programme

2.4

LIMITATIONS OF THE STUDY

This

project

had

certain

limitations

that

were unavoidable. These

limitations fall beyond the control of the researcher while collecting and analyzing the data.

The responses of the respondents of the survey may be biased. Few respondents were reluctant while answering the questions due to their busy schedule. The time period is yet another limitation , it had to be completed within given time. The project report was prepared mainly on the belief that information is correct. A few incomplete and ambiguous responses were excluded.

2.5

REVIEW OF LITERATURE

In the words of Armstrong , Orientation is the process of receiving and welcoming an employee when he first joins a company and giving him the basic information he needs to settle down quickly and starts work. Orientation can also be defined as the technique by which a new employee is rehabilitated into changed surroundings and introduced to practices, policies and purposes of organization.

Orientation programme is the result of a plan. It takes its place as one of the personnel functions - Recruitment, Selection, Orientation and Training and Development early in the career of a new employee. It is a programme designed to help employee fit smoothly into an organization. New comers are introduced to their colleagues, acquainted with their responsibilities and informed about the organization culture, policies and expectations regarding employee behaviour. - Mamoria , C.B., Personnel Management , 1976

Les Mc Keown , president and chief executive officer of Yellow brick , a national employee and orientation consulting firm , defines induction as filling

out registration forms , taking a tour of the job site , etc., and compares it with orientation , which he says is showing the employee how he or she will personally affect the project as a whole. Scheer, Wilbert E., Personnel Administration Handbook, 3rd edition , 1985

Orientation is the formal introduction of the new person to the organization and to Geological Survey ) Orientation is not just a program, but also a process that is integrated within the overall mission of the unit and the institution. Objectives for the program should complement the mission and goals of each faction. Sage Publications, Journal of Management Education, Number 6, Volume 31. Orientation offers managers and supervisors the opportunity to lead and interact as they provide an orientation for their employees ; and as a follow-up, employees are able to see for themselves about the history and mission as well as their personal rights and benefits as a federal employee. The orientation will be planned, implemented and evaluated to ensure that each employee is provided the opportunity to develop his or her potential to perform at a level of excellence. - ( According to the American Disabilities Act ) New staff need to know how business is conducted in hidden as well as visible ways. In fact explicit instruction on hidden rules of the workplace would be very helpful to the new staff . Orientation of staff continues after the employee begins a formal association with the institution and ideally continues well after the individual has begun employment. - Winston & Creamer, 1997 , p.173 ( US Geological Survey ) the job. By Jerris , 1993 , p.vii. ( An overview of the US

 Orientation to new roles and duties needs to make clear what is expected of the position and , equally important , what performance standards will be used to evaluate success on the job. Orientation programs may need to strike balance between professional and personal performance expectations. Clearly communicating and acknowledging the extent to which the achievement of personal goals is a priority of the organization will likely contribute to the employees feeling that their new environment has completely accepted them. Finally, orientation of new staff needs to include what is expected of them in their relationships with other staffs in the organization. C.Billimoria (Scheer, Wilbert E., Personnel Administration Handbook, 3rd edition , 1986 A new employee orientation program can be structured in several ways , each with varying degrees of formality. Specific elements of the orientation program should clearly articulate the mission and goals of the institution , division , and the unit. Ideally, the most senior official should address these issues with new employees. Make sure that there is clear understanding of the expectations of the job and the reward system. It is more likely that the employee will accurately assess his / her own professional development if they understand the parameters within which they may succeed. ( Famularo, Joseph J., Handbook Of HR Administration , 1986 ) The orientation process is not complete until you have evaluated the methods and results the program and have fine- tuned it accordingly. Jerris , 1993 , p.83.- ( The University of Wisconsin Press, The Journal of Human Resources, Number 1, Volume 43.) Winfield & Spielman have provided information related to orientation of employees with the workplace. The following considerations were taken from their work. Mentoring can be used as an effective mechanism by assisting with developing the strengths of individuals in the workplace. Counselors referred to as Coming Out Coaches , is another form of assistance which the Human Resource Office or supervisor could offer as an orientation model. This form of assistance By Davis

would convey that the organization is determined to do whatever it can to help people feel safe and valued in the workplace. Lastly, the Human Resource Office or supervisor can assist employees by creating a support group that will provide organizational support. Business Definition for Orientation Orientation is a process through which a new employee is integrated into an organization, learning about its corporate culture , policies and procedures , and the specific practicalities of his or her job. An orientation program should not consist of a one day introduction , but should be planned and paced over a few days or week. ( According to the BNET Business Dictionary ) To get new employees off to a good start, a formal orientation program is a must. Orientation is the process of familiarizing new employees with the organization, their jobs, and their work units. Formal orientation programs are effective in retaining and motivating employees, reducing turnover, and increasing productivity. The companies with effective orientation programs know what a little creativity and common sense can mean to a new employee, as well as the companys morale, retention rate, and its bottom line.( According to the US Department of Interior). New employee orientation programs are designed to assist new employees in adjusting to their jobs and work environment and to instill a positive work attitude and motivation. - (Teaching Gear Refresher Publications ). There must be a general orientation, a departmental orientation, and the specific job orientation, conducted by different parties. It cuts down on turnover drastically, engenders trust, cooperation and motivation. ( Employee Handbook , HR Info ) Developing an effective employee orientation experience continues to be crucial and difficult for the HR Department. It is critical that new hire programs are carefully planned to educate the employee to the values, history and who is who in the

organization. A well thought out orientation program, whether it lasts one day or six months, will help not only in retention of employees, but also in productivity. Organizations that have good orientation programs get their people up to speed faster, have better alignment between what the employees do and what the organization needs them to do, and have lower turnover rates. The program fails when it is planned, the employee was unaware of the job requirements, and the employee does not feel welcome. All new employees should complete a new employment orientation program that is designed to assist them in adjusting to their jobs and work environment and to positive work attitude and motivation at the onset. ( Employee Orientation , humanlinks.com).

3.1

RESEARCH METHODOLOGY

3.1.1 DEFINITION OF RESEARCH :

Research Methodology is simply the plan of action for a research , which explains in detail how data is to be collected , analyzed and interpreted.

3.1.2 MEANING OF RESEARCH :

Research is an organized and systematic way of finding answers to questions. A research methodology defines what the activity of research is , how to proceed , how to measure progress and what constitutes success.

3.1.3 RESEARCH DESIGN :

Research design used in my study is Descriptive Research Design. Descriptive research studies are those studies which are concerned with describing the characteristics of a particular individual , or of a group, it helps executives to choose among the various courses of action. A descriptive study attempts to obtain a complete and accurate description of a situation.

3.1.4

SAMPLE SIZE :

The total number of graduate engineer trainees recruited for the past three years (2005 2007) in L & T- ECC Division are 1200. According to the Table The sample size for a given population size ( referred in Research Methodology by Umasekaran), the sample size for 1200 is 291. It was rounded to 300. The sample size taken for the study is 300.

3.1.5

SAMPLING TECHNIQUE :
The sampling technique used in this study is simple random sampling

( lottery method without piece ). In the simple random sampling, every element in the population has a known and equal chance of being selected as a subject. In this study, there was 1200 elements in the population and the sample size needed was 300. Every single element had the same or equal probability of being chosen. The employees in the company had their own unique ID numbers. With the help of the computer the researcher was able to select 300 numbers randomly among 1200.

3.1.6 PILOT SURVEY :

It has been done with 30 respondents and necessary change have been made in the questionnaire i.e. two questions have been combined so as to reduce the number of questions. This has been done to know the validity and reliability of the questions in the questionnaire.

3.1.7 DATA COLLECTION :

There are two types of data i.e. the primary data and the secondary data. And for this study both are considered. Primary Data For this study , primary data has been used. It is the data which is the first hand information and the clear or the original information collected from the employees in the organization by circulation questionnaires. Secondary Data This data has also been used as a secondary one. It is the data which already exists for some other purpose. The secondary data of information were obtained through Books Publications & Websites ( L& T- ECC Division ) Brochures and Pamphlets.

TOOLS FOR STATISTICAL ANALYSIS :

The tools used to analyze the primary data in this study are Percentage Analysis Interval Estimation Weighted Average Method Chi- Square Test One way ANOVA Table.

These has been given in detail. PERCENTAGE ANALYSIS Percentage analysis refers to special kind of ratio. This method is used in making comparison between two or more series of data. Percentage is used to describe relationship. It can also be used to compare the relative terms , the distribution of two or more series of data. INTERVAL ESTIMATION

Interval estimation has been calculated for the purpose of checking the effectiveness. It is always applied and calculated only in Yes or No questions. Formula : PQ / N where P = no. of yes / Sample Size Q = no. of no / Sample Size

[( P+ 1.96 PQ / N ) , ( P- 1.96 PQ / N ) ]

WEIGHTED AVERAGE METHOD

In the case of data involving rating scale and ranking , the weighted average method is used. In this method , the net scores for each attribute are calculated and analysis can be done as the basis of the net score in percentage and is obtained.

Formula : Xw = Wi Xi ________ Wi where Xw = Weighted Mean Wi = Weight of the ith item X Xi = Value of the ith item X.

CHI SQUARE TEST The objective of the chi- square analysis is to determine whether real or significant difference exists among various groups. This test helps to find out whether two or more attributes are associated or not and whether the attributes are related or independent. Formula : ( Oi Ei ) ^2

___________ Ei

Oi = Observed Frequency of Occurrence Ei = Expected Frequency of Occurrence.

ONE WAY ANOVA

ANOVA stands for analysis of variance, a statistical model meant to analyze the Data. The variables in an ANOVA analysis are categorical, not continuous. The Publications term main effect is used in the ANOVA context. The main effect of X seems to mean the result of an F test to see if the different categories of X have any detectable effect on the dependent variable of the average. In this study one way ANOVA is used.

3.2 3.2.1

ANALYSIS AND INTERPRETATION

TABLE SHOWING THE AGE GROUP OF RESPONDENTS

Age 25 - 30 31 - 35 36 - 40 Above 40 Total

Respondents 78 127 64 31 300

Percentage 26 42.33 21.33 10.34 100

FINDINGS It is found that 26 % of the respondents belong to the age group of 25 - 30, 42.33 % of the respondents belong to the age group of 31 - 35, 21.33 %

of the respondents belong to the age group of 36 - 40 and 10.34 % of the respondents belong to the age group of above 40.

INFERENCE From the above table it is found that majority of the respondents are young people.

3.2.1 CHART SHOWING CLASSIFICATION OF RESPONDENTS BASED ON AGE

CLASSIFICATION BASED ON AGE GROUP

Above 40 10% 0% 0% 36 - 40 21% 0% 0% 31 - 35 43% 25 - 30 26%

3.2.2 TABLE SHOWING RESPONDENTS PRIORITY TOWARDS ORIENTATION PROGRAMME.

OPINION Yes No Cant Say Total

RESPONDENTS 197 39 64 300

PERCENTAGE 65.67 13 21.33 100

FINDINGS About 65.67 % of respondents feel that Orientation Programme is essential for new joinees while 13 % feel that it is not essential. 21.33 % of respondents are not able to give any comments regarding this.

INFERENCE

This shows that orientation programme is very much essential for new joinees.

3.2.2 CHART SHOWING RESPONDENTS PRIORITY TOWARDS ORIENTATION PROGRAMME

RESPONDENTS PRIORITY TOWARDS ORIENTATION PROGRAMME

70 60 50 40 PERCENTAGE 30 20 10 0 65.67

21.33 13

Yes

No OPINION

Cant Say

3.2.3 TABLE SHOWING RESPONDENTS RATING OF EFFECTIVENESS OF ORIENTATION PROGRAMME.

Options Excellent Good Average Poor Very Poor Total

Respondents 124 103 55 18 0 300

Percentage 41.33 34.33 18.34 6 0 100

FINDINGS About 41.33 % of respondents feel that the orientation programme provided to them is excellent and 34.33 % of respondents feel that the orientation programme is good.

INFERENCE This shows that the orientation programme provided in L & T- ECC Division is very much effective.

3.2.3 CHART SHOWING RESPONDENTS RATING OF EFFECTIVENESS OF ORIENTATION PROGRAMME

EFFECTIVENESS OF ORIEN TATION PROGRAMME

45 40 35 30 25 20 15 10 5 0 41.33 34.33 18.34 6 0 Excellent Good Average Poor OPTIONS V ery Poor

3.2.4 TABLE SHOWING RESPONDENTS OPINION OF GETTING INFORMATION IN THE ORIENTATION PROGRAMME

OPINION Yes No Cant Say Total

RESPONDENTS PERCENTAGE 198 66 44 14.7 58 19.3 300 100

FINDINGS 66 % of respondents say that they are provided with useful information in the orientation programme and 19.3 % have not given any comments regarding this.

INFERENCE

Thus

useful

information

about

the organization

is

given

in

the

orientation programme provided by L & T- ECC Division.

3.2.4 CHART SHOWING RESPONDENTS OPINION IN GETTING INFORMATION

O P IN IO N O F G E T T IN G IN F O R M AT IO N

Cant S ay

19.3

OPINION

No

14.7

Y es

66

10

20

30

40

50

60

70

P ERCENT AG E

3.2.5

TABLE SHOWING RATING OF RESPONDENTS ABOUT COMPANY PROFILE

Information Briefing of Companys Operations Details of Structure Functioning of Business Units

Highly Satisfied 210

Satisfied 74

Neither 16

Dissatisfied 0

Highly Dissatisfied 0

212

43

25

20

108

69

92

21

10

Debriefing

189

52

34

13

12

FINDINGS Nearly 210 respondents are highly satisfied with the briefing of companys operations and 212 respondents are highly satisfied with the details of structure. About 189 respondents are highly satisfied with debriefing

INFERENCE Thus all the information regarding the organization are provided in the orientation programme and the respondents are highly satisfied.

APPLYING ONE - WAY ANOVA TABLE H 0 : There is no difference in the perception of respondents towards the information given in the Orientation Programme. H 1 : There is difference in the perception of respondents towards the information given in the Orientation Programme.

STEP 1 Total = 1200 = 1200^2 / 20 Correction Factor = 72000 Correction Factor = T^2 / N

STEP 2 Total Sum of Squares X1^2+ X2 ^2 + X3^2 + X4^2 + X5^2 - C.F 136429 + 14790 + 10501 + 1010 + 244 72000 90974

STEP 3 Sum of Squares of Column ( X1 )^2 / N + ( X2 ) ^2 / N + ( X3 )^2 / N + ( X4 )^2 / N + ( X5 )^2 /N - C.F 103392 + 11329 + 5571.8 + 583.2 + 96.8 - 72000 7922

STEP 4 TSS SSC 90974 - 7922 83052

STEP 5

Source of Variation SSC SSE

Sum of Squares 7922 83052

Degrees of Freedom 4 15

Mean of Squares 1980.5 553.8

F Test 1980.5 ______ 553.8 = 3.05

Fc = 3.05 F0.05 with ( 4, 15 ) df is 3.06 3.06 > 3.05 Ft > Fc Hence, H0 is Accepted.

CONCLUSION It is concluded that there is no difference in the perception of the respondents towards the information given in the Orientation Programme.

3.2.5

CHART SHOWING RATING OF RESPONDENTS ABOUT COMPANY PROFILE.

R AT IN G O F R E S P O N D E N T S AB O U T C O M P AN Y P R O F IL E
2 50 2 00 1 50 1 00 50 0 INFORMATION Briefing of Companys Details of Structure Functioning of Business Debriefing H IG H L Y S A TIS F IE D S A TIS F IE D N E ITH E R D IS S A TIS F IE D H IG H L Y D IS S A TIS F IE D

PERCENTAGE

IN F O R M A T I O N

3.2.6 TABLE SHOWING RESPONDENTS PERCEPTION TOWARDS FORMAL METHOD OF ORIENTATION PROGRAMME

Options Excellent Good Average Poor Very Poor Total

Respondents 184 57 39 12 8 300

Percentage 61.3 19 13 4 2.7 100

FINDINGS About 61.3 % of the respondents feel that the formal method of orientation programme in L& T- ECC Division is excellent and 19 % of respondents feel that it is good.

INFERENCE Thus , the formal method of orientation programme is very much effective.

3.2.6

CHART SHOWING RESPONDENTS PERCEPTION TOWARDS FORMAL METHOD OF ORIENTATION PROGRAMME

70 60 PERCENTAGE 50 40 30 20 10 0
Av er ag e G oo d Po or Ex ce lle nt

61.3

19

13

2.7
Po or Ve ry

OPTIONS

3.2.7 TABLE SHOWING RESPONDENTS LEVEL OF SATISFACTION TOWARDS KNOWLEDGE GAINED IN ORIENTATION PROGRAMME

Sl No a b c d

Factors Effectiveness of sessions Effectiveness of faculty Video films shown Orientation Materials provided Training Facilities Accommodation Food, Snacks etc

Highly Satisfied 124 182 29 126

Satisfied 50 57 46 74

Neither Dissatisfied 85 36 87 67 41 12 75 33

Highly Dissatisfied 0 13 63 0

e f g

175 178 211

89 54 36

24 26 24

0 28 29

12 14 0

FINDINGS

About 124 respondents are highly satisfied with the sessions, 126 respondents are highly satisfied with the orientation materials provided and 211 respondents are highly satisfied with the food, snacks etc. nearly 175 respondents are highly satisfied with the training facilities and 178 respondents are highly satisfied with the accommodation.

INFERENCE Thus the orientation programme is very much effective and excellent.

3.2.7 CHART SHOWING RESPONDENTS LEVEL OF SATISFACTION TOWARDS KNOWLEDGE GAINED IN ORIENTATION PROGRAMME

350 300 250 200 150 100 50 0 Factors Effectiveness of sessions Effectiveness of faculty Video films shown Orientation Materials Training Facilities Accommodation Food, Snacks etc F A CT O R S

H IG H LY S A TIS F IE D S A TIS F IE D N E ITH E R D IS S A TIS F IE D H IG H LY DIS S A TIS F IE D

RESPONDENTS

WEIGHTED AVERAGE METHOD

Sl No a b c d

Factors Effectiveness of Sessions Effectiveness of faculty Video films shown Orientation Materials

5 620 910 145 630

4 200 228 184 296

3 255 108 261 201

2 82 24 150 66

1 0 13 63 0

Weight 231.4 256.6 160.6 238.6

Rank 6 3 7 5

e f g

Provided Training Facilities Accommodation Food , Snacks

875 890 1055

356 216 144

72 78 72

0 56 58

12 14 0

263 250.8 265.8

2 4 1

FINDINGS The respondents Rank No.1 to Food , Snacks etc and No.2 to training facilities and No.3 to Faculty, No.4 to Accommodation , No.5 to Orientation Materials , No.6 to Sessions and finally rank No.7 to Video films.

APPLYING CHI SQUARE TEST H 0 : The satisfaction level is same for all the factors in the Orientation Programme H 1 : The satisfaction level is not same for all the factors in the Orientation Programme.

Oi 231.4 256.6 160.6 238.6

Ei 230.4 230.4 230.4 230.4

( Oi - Ei )^2 1 686.4 4872 67.24

( Oi Ei )^2 / Ei 0.004 2.98 21.14 0.29

263 250.8 265.8

230.4 230.4 230.4 Total

1062.76 416.16 1253.16

4.61 1.8 5.44 36.26

Degrees of freedom ( 7 -1 ) * ( 5 1 ) = 24 Table Value Calculated Value Calculated Value : ^2 value at 0.05 level of significance and 24 degrees of freedom is 36.4. : 36.26 < Table Value

Hence, Ho is accepted. CONCLUSION Thus , the satisfaction level is same for all the factors in the Orientation Programme. 3.2.8 TABLE SHOWING RATING OF TIME DURATION WITH REGARD TO THE ORIENTATION PROGRAMME

Sl No a b c d

Options Duration of entire seminar Duration of entire session Length of the Day Breaks for meals , coffee etc

Very Long 55 108 86 59

Long 51 83 69 74

Exact 103 76 84 98

Short 73 20 48 47

Very Short 18 13 13 22

FINDINGS Nearly 103 respondents feel that overall time taken for the entire seminar is exact and 108 respondents that the duration of entire session is very long. About 98 respondents feel that the time limit for breaks are exact and 86 respondents say that the length of the day is very long.

INFERENCE Thus, the time duration with regard to the Orientation Programme is Exact

3.2.8 CHART SHOWING RATING OF TIME DURATION WITH REGARD TO THE ORIENTATION PROGRAMME

R ATIN G OF TIME D U R ATION

120 100 PERCENTAGE 80 60 40 20 0 V ery Long Long Exact OP TIONS S hort Very S hort Duration of entire sem inar Duration of entire session Length of the Day B reaks for m eals , coffee etc

3.2.9 TABLE SHOWING RESPONDENTS SATISFACTION TOWARDS FOLLOW- UP ORIENTATION PROGRAMME

Options Yes

Respondents 237

Percentage 79

No Total

63 300

21 100

FINDINGS From the above table it is clear that 79 % of the respondents are satisfied with the follow up orientation programme and 21 % of the respondents are not satisfied with the same.

INFERENCE Thus , the follow - up orientation programme provided by L & T- ECC Division is very effective.

3.2.9

CHART SHOWING RESPONDENTS SATISFACTION TOWARDS FOLLOW- UP ORIENTATION PROGRAMME

SATISFACTION TOWARDS FOLLOW-UP PROGRAMME

80 70 60 50 40 30 20 10 0 79

PERCENTAGE

21

Yes OPTIONS

No

INTERVAL ESTIMATION p Yes P = p / 300 = 237 / 300 = 0.79 PQ / N = 0.186 / 300 = 0.062 ( P- 1.96 PQ / N, P + 1.96 PQ / N ) q No Q= q / 300 = 63 / 300 = 0.21

0.79- 1.96 ( 0.062 ), 0.21+ 1.96 ( 0.062 ) 0.0725 , 0.1705 0.0725 < P < 0.1705 CONCLUSION Thus, it is concluded that 7.25 % to 17.05 % of the respondents are satisfied with the follow- up orientation programme provided by the organization 3.2.10 TABLE SHOWING RESPONDENTS OPINION WHETHER ORIENTATION PROGRAMME PROVIDED AN OPPORTUNITY

TO DISCUSS WITH SUPERIORS

Options Yes No Total

Respondents 112 188 300

Percentage 37 63 100

FINDINGS 37 % of the respondents feel that they had good interaction with superiors while 63 % of the respondents says no for the same.

INFERENCE Thus , some of the respondents do not have the opportunity to interact with the superiors.

3.2.10

CHART SHOWING RESPONDENTS OPINION WHETHER ORIENTATION PROGRAMME PROVIDED AN OPPORTUNITY

TO DISCUSS WITH SUPERIORS

Options Yes No Total

Respondents 112 188 300

Percentage 37 63 100

FINDINGS 37 % of the respondents feel that they had good interaction with superiors while 63 % of the respondents says no for the same.

INFERENCE Thus , some of the respondents do not have the opportunity to interact with the superiors.

3.2.10

CHART SHOWING RESPONDENTS OPINION WHETHER

ORIENTATION PROGRAMME PROVIDED AN OPPORTUNITY

TO DISCUSS WITH SUPERIORS

No

INTERVAL ESTIMATION

TIONS

Yes

p P

Yes = = = p / 300 112 / 300 0.37 = 0.233 / 300 P + 1.96 PQ / N )

q Q

= = =

No q / 300 188 / 300 0.63

PQ / N

= 0.16

( P- 1.96 PQ / N,

0.37 - 1.96 (0. 16 ), 0.37 + 1.96 ( 0.16 ) 0.2544, 0.3728 0.2544 <P < 0.3728

CONCLUSION Thus , it is concluded that 25.44 % to 37.28 % of the respondents had the opportunity to interact with superiors.

3.2.11 TABLE SHOWING SATISFACTION LEVEL OF RESPONDENTS AFTER ATTENDING ORIENTATION PROGRAMME

Sl No a

Details Motivated me to learn new skills Made me receptive to new ideas Provided scope for good rapport with management Led to reduction of anxieties and irritational fear in the organization

Strongly Agree Agree 156 79

Neithe r 44

Disagree 21

Strongly Disagree 0

118

82

67

23

10

94

111

65

18

12

136

103

47

14

FINDINGS Nearly 156 respondents strongly agree that orientation programme highly motivates them to perform well and about 136 respondents strongly agree that orientation programme results in reduction of anxieties and irritational fear. 118 respondents strongly agree that orientation programme made them receptive to new ideas.

INFERENCE

Thus , the orientation programme helps the new joinees to learn new skills and to have a good relationship with the management

3.2.11 CHART SHOWING SATISFACTION LEVEL OF RESPONDENTS AFTER ATTENDING ORIENTATION PROGRAMME

S tron gly Disa g re e Disa gre e Ne ithe r Ag re e S trongly Agre e 0 100 200 300 400 500 600

M otivated m e to learn new s k ills M ade m e rec eptive to new ideas P rovided sc ope for good rapport with m anagem ent Led to reduc tion of anx ieties and irritational fear in the organiz ation

APPLYING ONE - WAY ANOVA TABLE H0 H1 : : The respondents give equal priority to all the factors The respondents do not give equal priority to all the factors

STEP 1 Total = 1200 = 1200^2 / 20 Correction Factor = 72000 Correction Factor = T^2 / N

STEP 2 Total Sum of Squares X1^2 + X2 ^2 + X3^2 + X4^2 + X5^2 - C.F 65592 + 35985 + 12859 + 1490 + 244 72000 4398

STEP 3 Sum of Squares of Column ( X1 )^2 / N + ( X2 ) ^2 / N + ( X3 )^2 / N + ( X4 )^2 / N + ( X5 )^2 /N - CF 50803.2 + 28125 + 94558 + 115.2 + 96.8 - 72000 1805

STEP 4 TSS SSC 4398 - 1805 2593

STEP 5 Source of Variation Sum of Squares Degrees of Freedom Mean of Squares F Test

SSC SSE

1805 2593

4 15

451.25 172.86

451.25 ______ 172.86 = 2.61

Fc = 2.61 F0.05 with ( 4, 15 ) df is 3.06 3.06 > 2.61 Ft > Fc Hence, H0 is Accepted.

CONCLUSION It is concluded that the respondents give equal priority to all the factors in the Orientation Programme.

3.2.12 TABLE SHOWING RESPONDENTS LEVEL OF SATISFACTION TOWARDS OVERVIEW OF ORGANISATION.

Attributes Overview of L& T-ECC Division Organizations Vision / Objectives / Goals

Highly Satisfied 198

Satisfied 54

Neither 32

Dissatisfied 9

Highly Dissatisfied 7

205

34

38

13

10

FINDINGS From the above table it is clear that 198 respondents are highly satisfied with the introduction of Overview of L & T ECC Division and nearly 205 respondents are highly satisfied with the organization vision / objectives / goals after attending Orientation Programme. INFERENCE Thus , the introduction of Overview of L & T- ECC Division and about the organization provided in Orientation Programme is very much effective.

3.2.12 CHART SHOWING RESPONDENTS LEVEL OF SATISFACTION TOWARDS OVERVIEW OF ORGANISATION

S AT IS F AC T ION T OW AR D S OV E R V IE W O F OR GAN IS AT IO N
250 200 150 100 50 0 Highly Satisfied Satisfied Neither Dissatisfied Highly Dissatisfied

RESPONDENTS

O verview of L& T-E CC Divis ion O rganiz ations V is ion / O bjec tives / G oals

O P T IO NS

3.2.13 TABLE SHOWING OPINION OF RESPONDENTS BASED ON EMPLOYMENT & DEVELOPMENT OF PERSONNEL

Sl No a b c d e

Details Your own duties and responsibilities Rules, regulations, policies and procedures Job training and job hazards Opportunities, promotions, transfers Pay & Grievance procedure, discipline handling

Yes 228 281 242 187 195

Percentage 76 93.7 80.7 62.3 65

No 72 19 58 113 105

Percentage 24 6.3 19.3 37.7 35

FINDINGS About 93.7 of respondents say that the information regarding rules, regulations , policies of the organization were provided in the Orientation Programme and 80.7 respondents say that they were provided information regarding their job in the Orientation Programme. INFERENCE Thus, all the information are given to the respondents regarding their job.

3.2.13 CHART SHOWING OPINION OF RESPONDENTS BASED ON EMPLOYMENT & DEVELOPMENT OF PERSONNEL

100 90 80 70 60 50 40 30 20 10 0 Job training and job hazards Your own duties and responsibilities Pay & Grievance procedure, discipline

PERCENTAGE

Yes No

INF O RM ATIO N

3.3 FINDINGS

 Majority of the respondents are in the age group of 31- 35 and only 10.34 % are in the age group of above 40. 65.67 % of the respondents feel that Orientation Programme is very essential for new joinees while 13 % feel that it is not essential. 21.33 % of respondents are not able to give any comments regarding this.

About 94 % of the respondents feel that Orientation Programme is very effective and only 6% of the respondents feel that it is not effective. 66 % of respondents say that they are provided with useful information in the orientation programme and 19.3 % have not given any comments regarding this. About 80 % of respondents feel that the formal method of Orientation Programme is excellent and only 6.7 % of the respondents are not satisfied with the same Majority of the respondents feel that all the session in the Orientation Programme is excellent. Most of the respondents are highly satisfied with the programme conducted by the faculty and very few respondents are dissatisfied. 87 Respondents are neither satisfied nor dissatisfied with the video films shown and 75 respondents are dissatisfied with the same. Most of the respondents feel orientation material provided is good and only 8 % of the respondents are dissatisfied with the materials provided.

 Majority of the respondents are highly satisfied with the training facilities provided and only 4 % of the respondents are dissatisfied with the facilities provided. About 70 % of respondents are highly satisfied with the accommodation , food etc provided and very few of the respondents are dissatisfied with the facilities provided. Most of the respondents are highly satisfied with the information regarding the companys operations, structure, business units given in the orientation programme. 70% of the respondents feel that overall time taken for seminar is exact and only 3% of the respondents feel it is too short. Only 37 % of the respondents feel that duration of every session is about right and most of the respondents are not satisfied with the allocation of time for every session. 77 % of the respondents feel length of the day for the Orientation Programme is exact , few of the respondents feel it is too long and only 2% of the respondents feel it is too short Most of the respondents feel time limit for break is about right , few of the respondents feel it is too long and 9% of the respondents feel it is too short. About 79% of the respondents are satisfied with the follow- up orientation programme and 21 % of the respondents are not satisfied with the same.

 37 % of the respondents feel that they had good interaction with superiors while 63 % of the respondents says no for the same. Majority of respondents feel that Orientation Programme results in receptive of new ideas and highly motivates them to perform well. Majority of respondents agree that they were provided information

regarding the organization as well as their job in the Orientation Programme. Majority of the respondents are highly satisfied with the introduction of overview of L & T- ECC Division and only 2% of the respondents are dissatisfied. All the respondents are highly satisfied with the introduction of

organization vision / objectives / goals given in the Orientation Programme.

3.4 SUGGESTIONS

 So far the study material given during Orientation Programme is in the printed form. The respondents suggests that it can be given in the form of CDs. The respondents feel that the duration of Orientation Programme , which is conducted , can be reduced by couple of hours a day and can be compensated with another couple of days. It is suggested by the respondents that more interactive sessions superiors can be included during follow up Orientation Programme During Orientation Programme apart from theoretical session some video session are also there. The respondents feel if more video clips relating to the work environment are included , then it will be very effective as video clips will have a better reach. It is suggested by the respondents that more interactive sessions with the top management officials can be added with the lecture sessions so as to reduce the fear of joinees in the new organization. with

3.5 CONCLUSION

A study on the Effectiveness of Orientation Programme in L& T- ECC Division reveals that the respondents are highly satisfied with the programme conducted employees in to the organization. Thus at job the and Orientation to maintain Programme good motivates perform better rapport with

management. In short , as to this wording First impression are lasting ones which is proved by Orientation Programme places important position in an organization to reduce recruitment process again and to develop the skills of the employee. Majority of respondents i.e. 65.67 % feel that orientation programme conducted in the organization is very essential for new joinees and 94% of respondents feel that orientation programme is very effective. 80% of respondents feel that formal method of Orientation Programme is excellent and 79% of respondents are satisfied with the follow-up programme. 70% of respondents are highly satisfied with the accommodation and food. Only few respondents are satisfied with the allocation of time for every session. 37% of respondents agree that they had good interaction with superiors and only few respondents are satisfied with the video films shown. All the respondents are highly satisfied with the organization vision / objectives / goals given in Orientation Programme. Majority of respondents feel that orientation material can be given in the form of CDs, more video clips can be shown in the programme lively , duration of orientation programme, which is conducted, can be reduced by couple of hours a day and can be compensated with another couple of days and Interactive sessions can be added with lecture session so as to reduce the fear of new joinees in the organization. Thus, it is concluded that the present Orientation Programme

conducted in L & T - ECC Division is very much effective. ********** A Study on The Effectiveness of Orientation Programme at the L&T Ltd. Questionnaire

Personal Profile Name : ______________ (Optional) Year of Joining: _________ Project Profile Age : _____

1. Do you think orientation programme is essential for new joinees?

Yes 2. No Cant say

Rate the overall effectiveness of orientation programme you had in L&T Excellent Poor Good V Poor Average

3.

Do you think you are provided with useful information about the organization while in the orientation programme? Yes No Cant say

4. Sl No a b c d

State your level of satisfaction towards the following Details Briefing of Companys operations Details of Structure Functioning of business units Debriefing Highly Satisfied Satisfied Neither Dissatisfied Highly Dissatisfied

5.

How do you feel about formal method of orientation programme in L&T Excellent Poor Good VPoor Average

6.

How are you satisfied with the following in your orientation programme?

Sl No 1 2 3 4 5 6 7

Details Effectiveness of Sessions Effectiveness of Faculty Video films shown Orientation materials provided Training facilities Accommodation Food, Snacks etc.

Highly Satisfied

Satisfied

Neither

Dissatisfied

Highly Dissatisfied

7. Rate the following of the orientation programme. Sl No a b c d Options Duration of entire seminar Duration of every session Length of the day Breaks for meals, coffee etc Very Long Long Exact Short Very Short

8. Did follow-up orientation programme satisfy your queries ? Yes No

9.

Does the orientation programme provide you an opportunity to discuss with your superiors? Yes No

10. With regard to your orientation programme respond to the following statement

MY ORIENTATION PROGRAMME Sl No a b c d Details Motivated me to learn new skills Made me receptive to new ideas Provided scope for good rapport with management Led to reduction of anxieties and irrigational fear in the organization 11. After attending orientation programme how are you satisfied with the following Sl No 1 2 Details Overview of L& T- ECC Division Organizations vision / objectives / goals Highly Satisfied Satisfied Neither Dissatisfied Highly Dissatisfied Strongly Agree Agree Neither Disagree Strongly Disagree

12. Were you provided the following information in the orientation programme Sl No a b c d e Details Your own duties and responsibilities Rules, regulations, policies and procedures of the organization Job training and job hazards Opportunities, promotions, transfers & promotion schemes Pay and grievance procedure, discipline handling Yes No

13. Please give your suggestions to enhance the effectiveness of orientation programme ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------**********

BIBLIOGRAPHY

1. Scheer, Wilbert E., Personnel Administration Handbook, 3rd edition , 1985 2. Famularo, Joseph J., Handbook Of HR Administration , 1986 3. Kothari, C.R., Research Methodolgy , 2nd edition , 1990 4. Mamoria , C.B., Personnel Management , 1976 5. The University of Wisconsin Press, The Journal of Human Resources, Number 1, Volume 43. 6. Sage Publications, Journal of Management Education, Number 6, Volume 31.

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