IVRCL INFRASTRUCTURES & PROJECTS LIMITED

HYDERABAD – ANDHRA PRADESH, INDIA.

TOPIC : Engaging, Retaining & Motivating Employees.

BY : K. Pandu Ranga Rao, Group Head – HR & Admn.

INDEX

- IVRCL - Company - Mission / Vision / Targets.

- IVRCL – Management Structure.

- IVRCL – Core Sectors - Water / Transportation / Buildings / Power / Irrigation.

- IVRCL - HR Role.

- IVRCL – Engaging, Retaining & Motivating Employees.

- IVRCL – Strategies for Retaining & Motivating Employees.

- IVRCL – Retaining & Motivating Plans.

- IVRCL – Learnings from the past. IVRCL

- IVRCL -- Practices for Engaging Employees.

- IVRCL – Status of Human Capital Progression.

- IVRCL – Human Capital Attrition.

- Guiding Principles.

– IVRCL Infrastructures & Projects Ltd. established in 1987.

– Went for Public issue in 1995.

– Achieved a turnover of Rs. 5750 Crores in the year 2009-10.

– Rated as one of the fastest growing Construction Company

(CAGR of 50% over the last 5 years) in India.

– IMS certified company.

IVRCL - BRIEF BACKGROUND

To become a leader in

Infrastructure Business

providing total

solutions.

IVRCL - MISSION

IVRCL will be the National leader in

construction Industry, which makes

everybody’s life more comfortable

and safe. To reach our goals in

providing value to customers and

shareholders we follow IVRCL

culture. Key values are Co-operation,

People development, Environmental

concern, Professionalism and

Speed.

IVRCL - VISION

15,000 cr. - Turnover.

15,000 cr. - Assets.

To achieve the above, we need

7,500 - Human Capital.

IVRCL - TARGETS BY 2012

IVRCL’S UNIQUE MANAGEMENT STRUCTUREIVRCL - MANAGEMENT STRUCTURE

CHIEF

OPERATING

COMMITTEE

Business

Development

FinancePMC

Materials

Equipment

HR

Secreterial

REGIONS

CORPORATE

AhmedabadBilaspur

DIVISIONS

Water &

Environment

Building & Industrial

Structures

Power

Transportation

Irrigation

IVRCL – CORE SECTORS

CABLE STAY PIPE BRIDGE, COCHIN, KERALA

WATER SUPPLY SCHEME, VEERANAM – TAMIL NADU

IVRCL - WATER DIVISION

GAS PIPELINE PROJECT

MANGALORE, KARNATAKAWATER SUPPLY SCHEME

IN GUJARAT

IVRCL - WATER DIVISION

ROAD PROJECT BETWEEN

SRIKAKULAM TO PALASA,

ANDHRA PRADESH

IVRCL - TRANSPORTATION DIVISION

TUNNEL PROJECT

KONKAN RAILWAYS CORP. LTD.,

JAMMU & KASHMIR

STATE OF THE ART ROAD EQUIPMENT MACHINERY

IVRCL - TRANSPORTATION DIVISION

NATIONAL HIGHWAY PROJECT, ANDHRA PRADESH

HILL RIDGE SPRINGS, GACHIBOWLI, HYDERABAD,

ANDHRA PRADESH.

VILLAS AT HILL RIDGE SPRINGS, HYDERABAD, A.P

IVRCL - BUILDING DIVISION

KARNATAKA HOUSING BOARD,

BANGALORE

MULTISTORIED RESIDENTIAL BUILDING,

KAIGA, KARNATAKA

IVRCL - BUILDING DIVISION

PURANDAR LIFT IRRIGATION,

MAHARASHTRA

400 KV SWITCHYARD

AT GAJUWAKA,VIZAG, AP

IVRCL - POWER DIVISION

220 KV SUBSTATION AT JIND,

HARYANA

IVRCL - POWER DIVISION

400 KV DC TRANSMISSION LINES,

AP TRANSCO

PUMPING STATION – BHAVNAGAR - GUJARAT

IVRCL - IRRIGATION DIVISION

SRIPADA SAGAR PROJECT, KARIMNAGAR,

ANDHRA PRADESH.TELUGU GANGA PROJECT, BADVEL,

KADAPA , ANDHRA PRADESH

IVRCL - IRRIGATION DIVISION

IVRCL - HR - ROLE

(13) Morale

Building for

Employee

Retention

(Tool – MDP)

(12) Employee

Relations /

Communication

(11) Employee

Motivation

(10) Compensation

& Benefits

(9) Succession

Planning

(8) Learning

& Development

(7) Competency

Mapping

(6) Rewards

& Recognition

(5) Performance

Appraisal

(4) Induction

(3) Recruitment

& Selection

(2) Job Evaluation

& Classification

(1) Manpower

Planning

HR - ROLE

IVRCL – ENGAGING, RETAINING & MOTIVATING EMPLOYEES

“Engaging, Retaining and Motivating are

extremely important factors for achieving

business excellence.”

- Change is the order of the day. No one can stop it.

- Past Experience is no longer relevant.

- Knowledge is constantly becoming Obsolete .

- Take-Home Pay will be a great motivator.

IVRCL – STRATIGIES FOR RETAINING & MOTIVATING EMPLOYEES

- Freedom to enable them to do better.

- Empowerment To People.

- Place Right Man At The Right Job.

- Share the Joys and Sorrows Of The Employees.

- Permit to Participate In The Decision Making.

- Communicate the Growth Plans of the Organization to rank and file.

- Company policies must be Very Transparent And Easy To Understand.

- Implement the policies without any Fear or Favour.

IVRCL – STRATIGIES FOR RETAINING & MOTIVATING EMPLOYEES

- Inculcate Personal Relationships rather than official relationships.

- Provide Better Pay and Perquisites to improve Quality of Life.

- Reward Best Performers and take actions against Poor Performers.

- Managerial Excellence has to be maintained continuously.

- Go for Flexi work time.

RETENTION PLANSIVRCL – RETAINING & MOTIVATING PLANS

‐ Orientation Programmes.

‐ Competitive pay and Benefits.

‐ Paying Salaries, Increments and benefits on time.

‐ Rewards & Recognition porgrammes.

‐ Employees Stock Option.

‐ Congenial working environment.

‐ Learning and Development.

‐ Social Security Insurances.

‐ Mediclaim Policy.

‐ Positioning by locational preference.

‐ Collecting feed-back from New Joinings.

– Too many competitors.

– High Expectations by the candidates.

– Candidates playing in between the employers.

– Candidates taking too much time but finally not joining.

– Unable to attract right talent.

– Difficult in retaining.

LEARNINGS FROM THE PASTIVRCL – LEARNINGS FROM THE PAST

IVRCL – PRACTICIES FOR ENGAGING EMPLOYEES

- Advertisements.

- Through Consultants.

- Head Hunting.

- Job Portals.

- Walk-in Interviews.

- Known references.

- Unsolicited Applications.

- Internal Resources.

- Temporary and NMR appointments.

IVRCL - HUMAN CAPITAL PROGRESSION

1361

2628

4021

51965845

6075

7500

0

1000

2000

3000

4000

5000

6000

7000

8000

March

2005

March

2006

March

2007

March

2008

March

2009

March

2010

March

2012

(Target)

Strictly Confidential

IVRCL - HUMAN CAPITAL ATTRITION

30.58

27.45

23.24

9.658.3 7.2

6.0

0

5

10

15

20

25

30

35

March

2005

March

2006

March

2007

March

2008

March

2009

March

2010

March

2012

(Target)

“ If the pace of change is faster outside

than the pace of change inside

then the end is nearer. “

- Jack welch

GUIDING PRINCIPLESGUIDING PRINCIPLES

“ If employees values are not

in line with the organisational values

they may be successful else where.”

- Jack welch

GUIDING PRINCIPLESGUIDING PRINCIPLES