"LABOUR ENTERPRISES CONSTRUCTION

IN LUCKNOW"
 PREFACE

It was a privilege for us to work in a reputed organization- "LABOUR ENTERPRISES

CONSTRUCTION IN LUCKNOW" This has given us an opportunity to work in a truly
professional environment where team work score over individual effort, where there is a
helpful atmosphere. A well planned, properly executed and evaluated training helps a lot
in inoculating good work culture. The project on "LABOUR ENTERPRISES
CONSTRUCTION IN LUCKNOW" has been made to facilitate effective
understanding about the marketing aspects.

The project training has provided me an opportunity to gain practical experience, which
has helped me to increase my sphere of knowledge to a greater extent. I have tried to
summarize all our experience and knowledge acquired up till now, in this report. This
project is a keen effort to obtain the expected results and fulfill all the information
required.

At the end annexure and bibliography are given for effective understanding.

I am grateful to "LABOUR ENTERPRISES CONSTRUCTION IN LUCKNOW" for

providing required support.

Thank you for your interest in my project report.

 TABLE OF CONTENT
1. Introduction

2. Company profile

3. Objectives of the study

4. Research Methodology

5. Problems and Limitations

6. Data Analysis & Interpretations

7. Findings

8. Suggestions/Recommendations

9. Conclusion

10. Bibliography

11. Appendix
 INTRODUCTION

In developing countries, migration is an integral part of the development process. The

movement of workers in these countries is dominated by internal migration across
regions, especially from rural to urban areas. There exists rich literature on theoretical
and empirical aspects of this phenomenon, understanding it from a macro perspective
(Harris and Todaro, 1970; Lewis, 1954) and as a household level decision making
process (Stark, 1991). However, not much attention has been paid to the impediments
faced by migrants on account of migration, especially from a local labour market
perspective in developing countries (a few exceptions are Mosse et al., 2005; Rogaly and
Rafique, 2003; Banerjee, 1983). This paper attempts to shed light on some of the
problems faced by the migrants at the destination as well as factors that impact their
decision to migrate, such as job search process, job mobility and other labour market
issues such as nature of jobs, contracts between workers and employers/contractors, wage
disputes, etc. Specifically, the paper aims to highlight the process of job search, nature of
employment available to migrants, some of the key problems faced by the migrants
and effect of migration on the household and individual well being. The paper is based on
the field study conducted by Grameen Development Studies (GDS) in Lucknow of the
migrants from Eastern Uttar Pradesh and nearby states.

Some of the data collected includes:

Demographic and Socio-economic Information: Age, gender, family size, religion,

caste, education.

Migrating in to Lucknow: Source location of migrants, duration of stay in Lucknow,

destination prior to Lucknow, single or family migration, nature of work before
migrating, reason for leaving previous job, reason for choosing

Lucknow as destination, channel for migration, expected help from NGOs at

destination.

5
Post-migration Experiences: Wait time before getting a job, main hurdles in Lucknow,
type of work, amount of work available, issues with wage payments, health, financial
inclusion/banking and IDs, problems with storing wages.

Connections with Source: Frequency of visits home, desire to return to village, average
amount remitted, mode of remittance.

Demographic Profile of the Destination City

Lucknow is the capital of Uttar Pradesh, the largest state of India by population, situated
in the northern plains of India. Lucknow Urban Agglomeration (LUA) became a million-
plus city in 1981. Besides the areas under jurisdiction of the Lucknow Municipal
Corporation, the agglomeration also includes the Lucknow Cantonment. In 2011, the
population of the Lucknow Urban Agglomeration is at 29.02 lakhs .

Religion and Caste

Majority of the migrants are Hindu, followed by Muslims. It is clear from the data that
migration is higher among the OBC and SC communities. One possible reason could be
that they have small land holding size as well as weaker economic conditions than
individuals from the general category (Figure 2 and 3). Source: Authors’, 2012

6
Source Location of Migrants

People migrate from their hometown to different destinations in search of work.The

majority of migration into Lucknow city is intra state migration i.e. from the other
districts of Uttar Pradesh, especially from adjacent districts (like Sitapur, Unnao, Hardoi
and Barabanki) and comparatively backward districts of the state2. This suggests the
distress nature of migration induced by the lack of employment opportunities at the
source location (Figure 4).

NOTE: Other than Chhattisgarh and Bihar, migrants were largely from different districts
of Uttar Pradesh, viz. Bareilly, Azamgarh, Fatehpur, Jaunpur, Siddharthnagar, Sultanpur,
Mau, Basti, Balrampur, Mainpuri, Gorakhpur.

Single or Family Migration

Many people migrate alone because of the initial uncertainties at destination, such as
improper living conditions or earning opportunities. The data shows

55.63 percent of the respondents are living alone and 44.36 percent are living with their
families.

7
Duration of Stay in Lucknow

Source: Authors’, 2012

Migrants in the sample seem to have migrated to Lucknow at various periods of time,
with 73.4 percent having stayed over five years (Figure 5). Though the data on this is not
conclusive, it appears that those who have stayed in Lucknow for long periods of time are
migrants from neighbouring districts.

Destination Prior to Lucknow

Approximately 82.2 percent respondents reported that they visited Lucknow first and are
still working in Lucknow. A number of respondents (87) had already been migrants prior
to the visit to the Lucknow. One of the destinations visited by the migrants (6.26 percent)
prior to Lucknow was Delhi. Others reported a prior visit to Punjab, Maharashtra,
Chandigarh, Gorakhpur, Surat, Kanpur and also few other districts of Uttar Pradesh.

Reason for Leaving Previous Job

Of the 87 experienced migrants, 30 percent left their earlier work due to insufficient
wages, 20 percent because work was very far from their residence location, 17 percent
due to their dislike for the work, and 13 percent due to non-availability of work. Other
reasons were bad behaviour of employer, children’s issues, high expense, closure of
workplaces, health reasons and some followed their friends from one workplace to
another.

8
Reason for Choosing Lucknow as Destination

A total of 355 respondents (88.97 percent) reported selecting Lucknow as migration

destination for higher wages, while 23 respondents (5.76 percent) did so because of
regular income. Other reported reasons were wages not being given in cash in the village,
migration for better future of children in city, better basic facilities, to offset poverty and
because of harassment by employer.

Channels of Migration: Role of Friends and Social Networks

Source: Authors’, 2012

In our sample, around 50 percent of respondents migrated with the aid of their family,
friends or villagers which together form the social network of the migrants at the
destination. Mostly they have fewer livelihood options at source and they reported
increased opportunity for employment in the city (Figure 6).

9
Hurdles Faced Post Migration

Source: Authors’, 2012

The migrant faces several hurdles during the process of moving from source to
destination. Of the different types of problems they face after reaching the destination,
the main are finding work and shelter (49.12 percent) and

non-availability of work (42.10 percent). Not only do the migrants face problems on
coming to the destination, they also face harassment and exploitation at their workplace.
There are a number of other problems migrants face like less wages, irregular wages,
payments not made on time, derogatory behaviour of the employers, excess work, safety
and security concerns, health and sanitation facilities, children’s education, loneliness, no
proper source of drinking water, electricity, physical and mental harassment, etc (Figure
7).

Migrants mostly live with their relatives/friends on arrival at destination. Seasonal

migrants bring rations of food items from their native villages such as atta, dal and some
amount of money to sustain and for search of job at destination. Multiple deprivations
and difficulties in measuring poverty make it challenging to understand the impact of
migration on reduction of poverty. However, the study finds that the overall impact of
migration in terms of being able to repay debts faster, to eat more regularly, to spend on
education, health, agriculture and housing and to borrow large sums when needed has
been positive and has raised the social and economic status of migrant households. These

10
positive impacts come at a cost, because migration increases the risk of injury and
exposure to disease and noxious substances, as well as the negative impacts of long-term
separation from family.

Job Search Duration at Destination after Migration

While the majority of migrants get a job immediately or within a week, some migrants
end up waiting for a month or more before finding work. This drains into their meagre

resources (Figure 8).

Source: Authors’, 2012

11
Change in Occupation: Pre and Post-migration

Source: Authors’, 2012

While most migrants were involved in agricultural work before coming to Lucknow, with
a few working as driver, mason, rickshaw puller, teacher, vendor, weaver and other
trades, there is a diversity of occupations post-migration. At the destination, 62.64
percent are daily wage labourers, while construction work, painting work, rickshaw
pulling, auto rickshaw driving and vending are other occupations in order of decreasing
incidence. It is not necessary that the work they are doing presently is the same as they
were involved in when they came to Lucknow. A number of respondents have said that
that they also learn skills while working.

This shows that the decision to migrate can be on account of livelihood diversification
strategy, or because of distress/non availability of jobs at the earlier workplace location.
While migrating for the first time, the migrants start working without any particular
choice of work as suggested by their friends/relatives, but after some time they become
aware about the labour market and start trying to find new better paying jobs, often
changing trade and jobs to take advantage of prevalent labour market conditions. They
also consider the quality of their working environment while making these

12
decisions. Migrants reported feeling lonely in new locations. They prefer to work at the
sites where their relatives/friends are already working.

Availability of Work for the Migrants

Source: Authors’, 2012

On an average, migrants get 15-20 days of work in a month. Many of the migrants
mentioned that social ties and networks played a very important role in searching for jobs
at destination as well as getting regular employment. Once at the destination, migrants
develop relationships with other migrants and start to live in a group. The group helps
each other in looking for jobs.

13
 COMPANY’S PROFILE

Uttar Pradesh Building and Other Construction Workers Welfare Board

The people employed for building and other construction activities includes a class of
unorganized labourers who are forced to work under conditions of unsafe environment,
unstable employment, work without defined time limit, scarcity of definite and grateful
means making their conditions weak and miserable. The statistics in regard to accident
rates among workers, deployment of duties among them and incorporation of
developmental activities was turning a difficult task due to scarcity of appropriate legal
attributes. In lieu of safety associated with workmen class, their welfare and other
conditions required for proper management, a need to establish central organization was
felt. In order to streamline measures aimed at welfare and other terms and conditions,
security and health of workers, Government Building and other construction workers
(employment and condition of service) Act has been created in 1996.

The Building and Other Construction Workers

People employed in Building and other constructions works belongs to the category of
unorganized labourers who are habituated to work under accident prone conditions and
also under criteria of irregular employment, undefined work durations, scarcity of
definite welfare facilities which make their conditions more miserable. In the scarcity of
appropriate legal provisions, it was very difficult to get accurate details about accidents,
assigning responsibilities to workers and beneficial ways into circulation. A need was felt
to establish central laws in regard of worker’s safety and in proper organization of
welfare and other aided services. Building and Construction Workers (Employment and
Service - bet Regulation ) Act 1996 was established keeping in regard all the terms and
condition, safety, health and welfare measures of workers.

People employed in Building and other constructions works belongs to the category of
unorganized labourers who are habituated to work under accident prone conditions and
also under criteria of irregular employment, undefined work durations, scarcity of
definite welfare facilities which make their conditions more miserable. In the scarcity of

14
appropriate legal provisions, it was very difficult to get accurate details about accidents,
assigning responsibilities to workers and beneficial ways into circulation. A need was felt
to establish central laws in regard of worker’s safety and in proper organization of
welfare and other aided services. Building and Construction Workers (Employment and
Service - bet Regulation ) Act 1996 was established keeping in regard all the terms and
condition, safety, health and welfare measures of workers.

Act and Rule

In building and other construction works more than eight million workers are engaged
throughout the country. These workers are one of the most vulnerable segments of the
unorganised labour in India. Their work is of temporary nature, the relationship between
employer and the employee is temporary, working hours are uncertain. Basic amenities
and welfare facilities provided to these workers are inadequate. Risk to life and limb is
also inherent. In the absence of adequate statutory provisions to get the requisite
information regarding the number and nature of accidents was quite difficult and due to
this to fix responsibility or to take corrective measures was not an easy job. Although the
provisions of certain Central Acts were applicable to the building and other construction
workers yet a need was felt for a comprehensive Central Legislation for regulating the
safety, welfare and other conditions of service of these workers. In pursuant to the
decision of the 41st Labour Ministers Conference held on 18th May, 1995, the
Committee of State Labour Ministers had expressed its consensus for the Central
Legislation on this subject. In order to regulate the employment and conditions of service

15
of building and other construction workers and to provide for their safety, health and
welfare measures the Building and Other Construction Workers (Regulation of
Employment and Conditions of Service) Ordinance, 1995 (Ord. 14 of 1995) was
promulgated by the President on 3rd November, 1995 as the Parliament was /not in
session. To replace this Ordinance a Bill was introduced in the Lok Sabha on 1st
December, 1995. Since the Bill could not be taken up for consideration it lapsed. On 5th
January, 1996 the President promulgated the Building and Other Construction Workers
(Regulation of Employment and Conditions of Service) Ordinance, 1996 (Ord. 3 of
1996). To replace this Ordinance a Bill was introduced in the Parliament which could not
be passed and the President promulgated the Building and Other Construction Workers
(Regulation of Employment and Conditions of Service) Second Ordinance, 1996 (Ord. 15
of 1996) on 27th March, 1996. As this Ordinance could not be replaced by an Act of
Parliament the President promulgated the Building and Other Construction Workers
(Regulation of Employment and Conditions of Service) Third Ordinance, 1990 (Ord. 25
of 1996) on 20th June, 1996. In order to replace this Ordinance the Building and Other
Construction Workers (Regulation of Employment and Conditions of Service) Bill was
introduced in the Parliament.

STATEMENT OF OBJECTS AND REASONS

 It is estimated that about 8.5 million workers in the country are engaged in
building and other construction works. Building and other construction workers
are one of the most numerous and vulnerable segments of the unorganized labour
in India. The building and other construction works are characterized by their
inherent risk to the life and limb of the workers. The work is also characterized by
its casual nature, temporary relationship between employer and employee,
uncertain working hours, lack of basic amenities and inadequacy of welfare
facilities. In the absence of adequate statutory provisions, the requisite
information regarding the number and nature of accidents is also not forthcoming.
In the absence of such information, it is difficult to fix responsibility or to take
any corrective action.

16
 Although the provisions of certain Central Acts are applicable to the building and
other construction workers yet a need has been felt for a comprehensive Central
Legislation for regulating their safety, health, welfare and other conditions of
service The State Governments and Union Territory Administrations have been
consulted ID the matter and a majority of them have favored such a legislation.
Also, in a meeting of the Committee of State Labour Ministers constituted
pursuant to the decision of the 41st Labour Ministers' Conference held under the
Chairmanship of the then Union Labour Minister on the 18th May, 1995, a
general consensus had emerged on the need for the proposed Central Legislation.

 In view of the circumstances explained above, it has been considered necessary to

constitute Welfare Boards in every State so as to provide and monitor social
security schemes and welfare measures for the benefit of building and other
construction workers. For the said purpose, it has been considered appropriate to
bring in a comprehensive legislation by suitably amplifying the provisions of the
Building and Other Construction Workers (Regulation of Employment and
Conditions of Service) Bill, 1988 which was introduced in the Rajya Sabha on the
5th December, 1988. It has also been considered necessary to levy a cess on the
cost of construction incurred by the employers on the building and other
construction works for ensuring sufficient funds for the Welfare Boards to
undertake the social security Schemes and welfare measures.

 As Parliament was not in session and in view of the urgency felt by the
Government for meeting the longstanding demand for the aforesaid legislation,
the President was pleased to promulgate the Building and Other Construction
Workers (Regulation of Employment and Conditions of Service) Ordinance, 1995
(Ordinance 14 of 1995) along with another Ordinance for the levy of a cess on the
3rd November, 1995.

 A Bill, namely the Building and Other Construction Workers (Regulation of

Employment and Conditions of Service) Bill, 1995 was introduced in Lok Sabha
on the 1st December, 1995 to replace the aforesaid Ordinance by an Act of
Parliament Singe the said Bill could not be taken up for consideration in the

17
 Winter Session, 1995 and the Budget Session, 1996 of Lok Sabha, fresh
Ordinances, namely, the Building and Other Construction Workers (Regulation of
Employment and Conditions of Service) Ordinance, 1996 and the Building and
Other Construction Workers (Regulation of Employment and Conditions of
Service) Second Ordinance, 1996 (Ordinance 15 of 1996) respectively were
promulgated on the 5tIl January , 1996 and the 27th March. 1996 with a view to
provide continued effect to the legislative protection. With tile dissolution of the
10th Lok Sabha, the Building and Other Construction Workers (Regulation of
Employment and Conditions, of Service) Bill, 1995 has lapsed. By virtue of
Articles 123 (2)(a) of the Constitution the Building and Other Construction
Workers (Regulation of Employment and Conditions of Service) Second
Ordinance, promulgated on 27th March, 1996 would have also ceased to operate
with effect from 4th July, 1996. In view of the urgency attaching to the matter and
as Parliament was not in Session, the President was pleased to promulgate the
Building and Other Construction Workers (Regulation of Employment and
Conditions of Service) Third Ordinance, 1996 (Ordinance 25 of 1996), on 10th
June, 1996 in order to give continued effect to the legislative protection envisaged
in the said ordinance.

 The Building and Other Construction Workers (Regulation of Employment and

Conditions of Service) Third Ordinance, 1996, inter alia, provides for the
following matters, namely:-

(i) provision to cover every establishment which employs or had employed on any
day of the preceding twelve months, fifty or more workers in any building or
other construction work;

(ii) define "appropriate Government" in respect of various establishments and also

to enable to Central Government to notify and public sector undertaking in respect
of which the Central Government will be the appropriate Government;

18
(iii) constitution of Central and State Advisory Committee to advise the
appropriate Government on matters arising out of administration of the said
Ordinance:
(iv) constitution of Expert Committee to advise on matters relating to framing of
rules by the appropriate Government.

(v) registration of establishments employing construction workers, and

appointment of registering officers;

(vi) registration of building workers as beneficiaries under the said Ordinance and
provision for their identity cards, etc.;

(vii) constitution of Welfare Boards by the State Governments and registration of

beneficiaries under the Fund;

(viii) provide for final1cing and augmenting resources of the Welfare Board
constituted by the State Governments;

(ix) fixing hours for normal working day, weekly paid rest day, wages for over
time, provision of basic welfare: amenities like drinking water, latrines and
urinals, crches, first aid, canteens, etc., for the building workers;

(x) provision for temporary living accommodation to all building workers within
or near the work site;

(xi) making adequate provisions for safety and health measures for construction
workers including appointment of safety committees and safety officers and
compulsory notification of accidents;

19
 (xii) empowering the Central Government to frame model rules for safety
measures headed by Director -General of Inspection at the Central Level and
Inspector-General at the State Level;

(xiii) provision for appointment of inspecting staff including Director-General of

Inspection at the Central level and Inspector-General at the State level;

(xiv) special provisions regarding fixing responsibility of employers to ensure

compliance with safety provisions and with regard to prevention of accidents,
timely payment of wages, etc;

(xv) provision for penalties for contravention, obstructions, violation and offence;
taking cognizance by court of offence punishable under this Bill; and protection
of action taken in good faith;

(xvi) application of the Workmen's Compensation Act, 1923 to building and other
construction workers;.

(xvii) empowering the Central Government to give directions to the States and to
remove difficulties arising in giving effect to the provisions of the said Ordinance.

 The Bill seeks to replace the Building and Other Construction Workers
(Regulation of Employment and Conditions of Service) Third Ordinance, .1996.

ACT 27 OF 1996

The Building and Other Construction Workers (Regulation of Employment and

Conditions of Service) Bill having been passed by both the Houses of Parliament
received the assent of the President on 19th August, .1996. It came on the Statute Book as
THE BUILDING AND OTHER CONSTRUCTION WORKERS (REGULATION OF
EMPLOYMENT AND CONDITIONS OF SERVICE) ACT, 1996 (27 of 1996).

20
21
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7. Bonus & Gratuity Management.

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9. Register Maintenance (Overtime , Fine, Workman, Deductions, Advances).

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Bharat Bhoomi Architects in Chinhat , Lucknow

Bharat Bhoomi Architects in Lucknow. Builders with Address, Contact Number, Photos,
Maps. View Bharat Bhoomi Architects, Lucknow on Justdial.

Location and Overview:

Established in the year 2007, Bharat Bhoomi Architects in Chinhat , Lucknow is a top
player in the category Builders in the Lucknow. This well-known establishment acts as a
one-stop destination servicing customers both local and from other parts of Lucknow.
Over the course of its journey, this business has established a firm foothold in it’s
industry. The belief that customer satisfaction is as important as their products and
services, have helped this establishment garner a vast base of customers, which continues
to grow by the day. This business employs individuals that are dedicated towards their
respective roles and put in a lot of effort to achieve the common vision and larger goals
of the company. In the near future, this business aims to expand its line of products and
services and cater to a larger client base. In Lucknow, this establishment occupies a
prominent location in Chinhat . It is an effortless task in commuting to this establishment
as there are various modes of transport readily available. It is at Faizabad Road, Near
High Court Lukhnow, which makes it easy for first-time visitors in locating this
establishment. It is known to provide top service in the following categories: Labour
Contractors, Builders, Architects, Interior Designers, Civil Contractors, Building
Contractors, Construction Contractors, Architects For Residential.

23
Products and Services offered:

Bharat Bhoomi Architects in Chinhat has a wide range of products and services to cater
to the varied requirements of their customers. The staff at this establishment are
courteous and prompt at providing any assistance. They readily answer any queries or
questions that you may have. Pay for the product or service with ease by using any of the
available modes of payment, such as Cash,Cheques. This establishment is functional
from 08:00 - 20:00.

India Developers in Khurram Nagar, Lucknow

India Developers in Lucknow. Labour Contractors with Address, Contact Number,

Photos, Maps. View India Developers, Lucknow on Justdial.

Location and Overview:

Established in the year 1996, India Developers in Khurram Nagar, Lucknow is a top
player in the category Labour Contractors in the Lucknow. This well-known
establishment acts as a one-stop destination servicing customers both local and from
other parts of Lucknow. Over the course of its journey, this business has established a
firm foothold in it’s industry. The belief that customer satisfaction is as important as their
products and services, have helped this establishment garner a vast base of customers,
which continues to grow by the day. This business employs individuals that are dedicated
towards their respective roles and put in a lot of effort to achieve the common vision and
larger goals of the company. In the near future, this business aims to expand its line of
products and services and cater to a larger client base. In Lucknow, this establishment
occupies a prominent location in Khurram Nagar. It is an effortless task in commuting to
this establishment as there are various modes of transport readily available. It is at
Khurram Nagar Chauraha, Ring Road, Near Badri Sarraf, which makes it easy for first-
time visitors in locating this establishment. It is known to provide top service in the
following categories: Labour Contractors, Wall Putty Contractors, Building Contractors
Appartment.

Products and Services offered:

24
India Developers in Khurram Nagar has a wide range of products and services to cater to
the varied requirements of their customers. The staff at this establishment are courteous
and prompt at providing any assistance. They readily answer any queries or questions that
you may have. Pay for the product or service with ease by using any of the available
modes of payment, such as Cash,Money Orders,Cheques,Traveler Cheque,Financing
Available. This establishment is functional from 10:00 - 20:00.

Mission Vision

The aim is to improvise the standard of living of the workers employed in Building and
Other Constructions Works by improving the quality of their work and providing
financial help under various schemes for their benefit

25
 OBJECTIVES OF THE STUDY

OBJECTIVE OF THE STUDY

PRIMARY OBJECTIVE:

To study about the recruitment process in "LABOUR ENTERPRISES

CONSTRUCTION IN LUCKNOW" .

SECONDARY OBJECTIVE:

To study the basis of appointment

 To study the attrition level and its linkage with recruitment techniques used.

 2To identify the sources of recruitment preferred by the company

 To offer suggestions to strengthen the crucial area of Recruitment and Selection at

"LABOUR ENTERPRISES CONSTRUCTION IN LUCKNOW"

 To develop and maintain procedures which will assist in ensuring the appointment
of most suitable candidate.

26
 RESEARCH METHODOLOGY

The study seems to be the observation and a description of the project where we try to
find out the hidden aspect or bring out the concept for further explanation, but some
scientific method and techniques classified it as the research, that’s why the following
research methods, techniques and components are used to facilitate the study

Research Design- Descriptive research design

Descriptive research design is a scientific method that is used in this study which helps in
observing and describing the behavior of a subject without influencing it in any way to
obtain a general overview of the subject.

This design allows observation without affecting normal behavior. It is also useful
because it is not possible to test and measure the large number of samples needed for
more quantitative types of experimentation

Anthropologists, psychologists and social scientists to observe natural behaviors without

affecting them in any way often use these types of experiments. It is also used by market
researchers to judge the habits of customers, or by companies wishing to judge the
morale of staff.

Though the results from a descriptive research can in no way be used as a definitive
answer or to disapprove a hypothesis but, if the limitations are understood, they can still
be a useful tool in many areas of scientific and normal study research such as this project.

27
Type of data

In this I have used both of the primary and secondary data .

Primary Data

In primary data we had conducted Personal Interview with the Branch Manager of
"LABOUR ENTERPRISES CONSTRUCTION IN LUCKNOW" .

Secondary Data

Secondary data was used for this study as the research design is descriptive in nature so
we tried to collect the data available through other sources on the subject. Some times,
primary data is also collected through observation method to facilitate the research work

Sources of data

The following sources are used for collecting the data for this study:

 Books

 internet

 Journals

 News papers

 Personal sources

Sampling – judgmental sampling

28
 DATA ANALYSIS AND INTERPRETATION

Q1. What is the estimated recruitment timing / process in "Labour Enterprises

Construction In Lucknow" ?

(i) 6 Month

(ii) 3 Month

(iii) 1 year

(iv) Less than 1 Month

6 month ,
10%

3 month ,
less than 1 30%
month, 60%

1 year, 0%

Interpretation

According to diagram estimated recruitment timing / process in "Labour Enterprises

Construction In Lucknow" is less than one month as shown in figure 60 %

29
Q2. Is CBI (Competency based interview) questions are being adapted at "Labour
Enterprises Construction In Lucknow" in comparison to traditional method?

(i) Yes

(ii) No

(iii) Can’t Say

Analysis

Yes , 20%

Can't say,
50% No, 30%

Interpretation

According to figure 50% we cannot say that Competency based interview questions are
being adapted at "Labour Enterprises Construction In Lucknow" in comparison to
traditional method.

30
Q3. Both technical and behavioral factors are taken into consideration at the time of
recruitment ?

(i) Yes

(ii) No

(iii) Can’t Say

Analysis

Yes,
10%
Can't say,
30%

No, 60%

Interpretation

According to figure , not 60% technical and behavioral factors are taken into
consideration at the time of recruitment.

31
Q4. When application are called for the interview they know that who will be present
in the interview panel and for what duration?

(i) Yes

(ii) No

(iii) Can’t say

Analysis

yes, 0%

Can’t say,
20%

No, 80%

Interpretation

According to 80% employees do not know who will be present in the interview panel
and for what duration.

32
Q5. What is best sources in information of reference check for an employee?

(i) Personal reference

(ii) On the job performance

(iii) HR Office

(iv) Good questioning technique

Analysis

Good
questioning Personal
tefhnique , 30% Reference, 40%

HR Office, 20%

On the job
performance,
10%

Interpretation

According to 40% personal reference is best and remaining 20 and 30 % are margin.

33
Q6. Which recruitment source are being adapted most in "Labour Enterprises
Construction In Lucknow" ?

(i) Internal resources

(ii) Employee reference

(iii) Head hunting

(iv) Advertising agency

Analysis

Advertising Interest
Agency, 0% resources, 10%

Employee
reference, 20%

Head hunting,
70%

Interpretation

According to 70% head hunting is mostly adopted by Yamaha for recruitment process.

34
Q7. What is the mode of recruitment information received by applicant?

(i) Post

(ii) Electronically

(iii) Both

(iv) None

Analysis

None, 0%

Post, 30%

Both, 50%

Electronically,
20%

Interpretation

According to 50% both Post and Electronically recruitment information received by

applicant.

35
Q8. If by post than how many days after you requested the pack being received?

(i) 1 to 2 days

(ii) 2 to 3 days

(iii) Above 3 days

Analysis

Above 2 days,
0%

2 to 3 days, 40%

1 to 2 days, 60%

Interpretation

According to 60% after 1 to 2 days of request the pack has being received.

36
Q9. Is there is professional equity in recruitment and selection policies In "Labour
Enterprises Construction In Lucknow" ?

(i) Yes

(ii) No

(iii) Can’t say

Analysis

Can't say, 30% yes, 40%

No, 30%

Interpretation

According to 40% yes there is professional equity in recruitment and selection policies
in "Labour Enterprises Construction In Lucknow" .

37
Q10. What is the present recruitment hiring ratio?

(i) 1 on 20

(ii) 1 on 5

(iii) 5 on 15

(iv) 6 on 12

Analysis

5 on 15, 20%
1 on 5, 30%

10on 20, 50%

Interpretation

According to 50% present recruitment hiring ratio is 10 on 20.

38
Q11. What is the average joining ratio?

(i) > 50%

(ii) <25%

(iii) >75%

(iv) None

Analysis

None, 0%

> 50%, 30%

>75%, 60%
<25%, 10%

Interpretation

According to 60% average joining ratio is more than 75%.

39
SUGGESTIONS

 The company should increase its intake of emplo yees by recrui

t i g f r o m Educational Institutes more vigorously.
 The company should introduce a mobile recruitment team who can go from places to
places to select the candidates quickly and cost effectively.
 To avoid the drain out of candidates because of less pay, company should
give incentives to the candidate based on the performance every month.
 Company should give appraisal to the candidates in form of promotion or raise in
alary to enhance their performances and company should arrange further workshops for least
performing employees so as to increase their performance level.
 Candidates with working experience in any other export company shouldn’t be
drained at all instead should be hired and given training according to the
requirement of the company process.
 Advertisement is the best source to grab maximum candidates, even though
it is expensive. Thi s one ti m e investm ent helps to reach m axim um
candi dat es. In addition to this, employee references are the best source to get
skilled candidates.
 Jobsites and Online (Consultancies) are the best source to reduce the time
and save time to get candidates.

40
 CONCLUSION

This study has focused on the recruitment process of" Labour Enterprises
Construction In Lucknow" . The study has been conducted from the employees
working for recruitment process in "Labour Enterprises Construction In Lucknow" The
C om pan y seem s to be movi ng it s ri ght l ines as far as its recruitm ent
s t rat egy i s concerned. However a few drawbacks were found and suggestions are
recommended for it.

Since the company is at its early stages and since recruitment is carried out on
a mass scale it becomes important to concentrate on this aspect. With these
objectives in mind this study has been conducted.

41
 BIBLIOGRAPHY

BOOKS

 Human resource management by RAO, V.S.P

 Research methodology by KOTHARI C.

PRESS RELEASE

 News papers - business standard

 Monthly magazines

 business world

 Front line

WEBSITE

 www.shuchita.com

 www.hr.ac.in

 www.answer.com

42
 QUESTIONNAIRE

Name:- .....................................................................................................................................................

Age............................ yrs. Gender.................................................ContactNo..........................................

Occupation …………………………………………..

Address...............................................................................................................................................................
...................................................................................................................................... .........................

Q1.What is the estimated recruitment timing / process In "Labour Enterprises

Construction In Lucknow" ?

i. 6 Month
ii. 3 Month
iii. 1 year
iv. Less than 1 Month

Q2. Is CBI (Competency based interview) questions are being adapted at

COMPANY in comparison to traditional method?

i. Yes
ii. No
iii. Can’t Say

43
Q3.Both technical and behavioral factors are taken into consideration at the time of
recruitment?

i. Yes
ii. No
iii. Can’t Say

Q4. When application are called for the interview they know that who will be present
in the interview panel and for what duration?

i. Yes
ii. No

Q5. What is best sources in information of reference check for an employee?

i. Personal reference
ii. On the job performance
iii. HR Office
iv. Good questioning technique

44
Q6. Which recruitment source are being adapted most in "LABOUR ENTERPRISES
CONSTRUCTION IN LUCKNOW" ?

i. Internal resources
ii. Employee reference
iii. Head hunting
iv. Advertising agency

Q7. What is the mode of recruitment information received by applicant?

i. Post
ii. Electronically
iii. Both
iv. None

Q8. If by post than how many days after you requested the pack being received?

i. 1 to 2 days
ii. 2 to 3 days
iii. Above 3 days

45
Q9. Is there is professional equity in recruitment and selection policies in Renovative
Consultants Pvt Ltd ?

i. Yes
ii. No
iii. Can’t say

Q10. What is the present recruitment hiring ratio?

i. 1 on 20
ii. 1 on 5
iii. 5 on 15
iv. 6 on 12

Q11. What is the average joining ratio?

i. 50%
ii. <25%
iii. >75%
iv. None

46