L&t - onboarding and Socialization Practices

ONBOARDING AND SOCIALIZATION PRACTICES

The company has separate on-boarding and socialization procedure for fresher entrants and lateral hires. These processes focus on behavioural learning, functional learning and leadership learning aspects. These processes are designed in such a way that fresh GETs are provided with ample number of opportunities to achieve complete ‘Campus to Corporate’ turn around and become ready with requisite corporate etiquettes, work ethics and domain knowledge so as to begin their career in corporate world.  All entrants go through an Induction Programme as a part of their on-boarding process, a ‘finishing school’ as it were, which acquaints them with the breadth of the work. It also helps them to become accustomed to the working ethos and beliefs of the company, thereby start delivering from day 1. The programme also consists of an orientation on L&T, its several businesses and multiple projects. Trainees are suppose to work in technical project teams, individual assignments, product simulations and         have to undergo several technical and non technical tests/exercises online. The induction programme covers both technical and behavioural aspects in depth and is full of fun filled activities such as in-basket exercises, games, cultural programmes, competitions, contests etc.         This phase also covers human right related aspects. During their probationary period (which lasts for one year), every L&T employee at PGT/GET/DET/SST level had undergone around 480 hours of training during 2015-16^[1].

The on-boarding and socialization procedures for lateral new joiners are relatively shorter than that of fresh entrants. The orientation program for new lateral joiners provides them with holistic view of the company, its businesses, structure, projects and processes. The induction program usually lasts for one day and starts with documents verifications. It is followed by the meeting with corporate HR representatives where new employees are acquainted with company ethos, beliefs and practices by the means of one-to-one & group conversations, corporate movies and company manuals. After this, employee’s meeting with department head and other senior departmental officials is arranged where employee gets an opportunity to know his new department in detail. Other formalities such as ID card issuance, creation of email-id on company’s portal, opening of salary account in bank etc. are also completed on first day. The new employee is also assigned a ‘BUDDY’ for a period of three months, the ‘BUDDY’ is the current employee of the department and is from the same cadre in which the new employee has joined. The job of ‘BUDDY’ is to help the new employee in every possible way (both in personal and official capacity) so that smooth transition of new employee can take place and he becomes part of company soon.