Chapter-5

HUMAN
RESOURCE
DEPARTMENT
5.1 LARSERN AND TURBO
5.1.1 RECRUITMENT AND SELECTION PROCESS
Methods of Recruitment and Selection

Recruitment can be done by:

1. Internal Methods
a. Promotions and transfer
b. Employee referrals

2. External Methods
a. Campus Recruitment
b. Job portals
c. Outsourcing
d. Consultancy

At L& T, the following method is followed for recruitment at Electrical and automation Unit,
Mysore, Karnataka, India.

L & T, MPS (Meter Protection System) is in operation for the process. Human Resource
Department, Mysore is mainly involved in the recruitment process of on-role employees.
They conduct the hiring for the following categories: • AST- Associate Supervisor Trainee
Qualifications needed – BSc, BBM, BCom • JET-Junior Engineer Trainee Qualification-
Diploma • GT- Graduate Trainee Qualification- Engineering

 AST- Associate Supervisor Trainee

Qualifications needed – BSc, BBM, B. Com

 JET-Junior Engineer Trainee

Qualification- Diploma

 GT- Graduate Trainee

Qualification- Engineering
 Digitization INternational
EHS council [Link]
Mission ZERO initiatives to safety standard
20250chaired by
HARM enhance iso45001 across
board menber
safetyt all ICs &BUs

5.1.2 NO OF EMPLOYEES
In financial year 2021, L&T Infotech had 33,7994 employees.

5.1.3 EMPLOYEE SAFE MECHANISM

different learning needs of our people in diverse areas such as Technical, semi- technical and
soft skills are met and gratified. We believe in the measurement of the effectiveness of our
L&D initiatives and specific programs thereby deploying the PDCA (Plan-Do-Check-Act)
approach. We at LMTG endeavour to create value by investing in our Human capital.

Safety Culture and Management:

• Senior management embraces top--down driven approach by demonstrating safety

leadership at all levels. Site visits and audits are conducted to maintain / improve EHS
performance

• Safety evaluated every quarter at Company Board levels, (Non-Executive Directors) on

performance and compliance

• Comprehensive safety training programme at all levels of Supervisory Management &

Supply Chain

• Focus on high-risk activities

• Hazard & risk identification prior to start of any activity

• Positive incident reduction using Digital AI, for identifying unsafe acts and conditions, with
early intervention taken

• Safety committees at all L&T work locations

5.1.4 HR POLICIES
In its HR, L&T complies with national legislation and collective bargaining agreements, the
international agreements of ILO, occupational safety regulations and other obligations. Our
working community upholds equality. We do not tolerate discrimination in any form. Our HR
management is fair and equitable.

Our employees have freedom to organise. We respect and deal openly with trade union
activities and personnel representatives.

The goals of our HR policy are:

 to ensure that employees have the competences required to

implement our strategy
 to ensure that personnel headcount, quality and retention are high
enough for productive operations
 maintain the work ability of employees during their entire working
lives until the age of retirement
 spur employees to perform well on the job and motivate them to
help us achieve the company’s objectives

5.1.5 PERFORMANCE APPRAISAL

5.1.6 WAGES AND SALARY
Larsen and Toubro Ltd. pays its employees an average of ₹740,974 a year. Salaries at Larsen and
Toubro Ltd. range from an average of ₹300,902 to ₹1,733,980 a year. Larsen and Toubro Ltd.
employees with the job title Design Manager make the most with an average annual salary of
₹1,487,052, while employees with the title Software Engineer make the least with an average annual
salary of ₹415,643.

Job Title Range Average

Software Engineer ₹232k - ₹731k ₹415,643

Senior Software Engineer ₹510k - ₹2m ₹941,750

Civil Engineer ₹219k - ₹982k ₹450,175

Mechanical Engineer ₹227k - ₹1m ₹499,255

Design Engineer ₹218k - ₹1m ₹483,589

Project Leader, IT ₹349k - ₹2m ₹944,763

Construction Manager ₹320k - ₹2m ₹1,096,332

Assistant Project Manager, Construction ₹344k - ₹1m ₹748,775

Project Manager, (Unspecified Type / General) ₹375k - ₹2m ₹1,129,151

Project Manager, Construction ₹374k - ₹2m ₹990,837

SAP Basis Administrator ₹272k - ₹1m ₹543,236

SAP Consultant ₹316k - ₹1m ₹657,476

Senior Civil Engineer ₹275k - ₹1m ₹570,307

Sr. Software Engineer / Developer / Programmer ₹394k - ₹1m ₹768,853

5.1.7 GRIEVANCE HANDLING PROCEDURE

 The steps involved in employee grievances handling procedure are: -

1. Acknowledge Dissatisfaction
2. Define the Problem
3. Identify and Collect the Facts
4. Carry out Analyse and Decide
5. Timely Action
6. Taking Decision
7. Implementing the Decision
8. Follow up Action
9. Review and Modification, if Need be
10. Arbitration

5.1.8 EMPLOYEE FEEDBACK

[Link] RELIANCE INFRASTRUCTURE
[Link] RECRUITMENT AND SELECTION
Candidate type required: Engineers (graduates/post graduates) of Chemical / Mechanical /
Electrical / Instrumentation / Civil / Production / Industrial Engineering.
1. Written test (Aptitude)

In written test the number of questions are 75 and time limit for those questions are 35
minutes. The questions are from several topics like ratio, simple logics, comparisons, analogy
etc. The cut off marks for this round is 60%.

2. Technical written test

In this round number of questions are 50 and time limit are 25 minutes. Technical questions
are from electronics, networking [Link] has to be strong in his/her subjects to clear this
round. For this round the cut off marks is 50%.

3. Technical and HR interview

After clearing both written test the final round is technical and HR interview.  It will take 1
hour and based on National merit test. In this round some technical’s questions will be asked
and in HR round the questions will be asked about the company, projects, hobbies etc.
Candidates are required to produce original mark sheets/ certificates for verification during
Interviews.

[Link] NO OF EMPLOYESS
In financial year 2020, Reliance infrastructure had 5718 employees.

[Link] TRAINING METHDOLOGY

Our Founder Father, Late Shri Dhirubhai H Ambani has infused among us the strong passion
and ability to continuously learn, unlearn and relearn. This approach has been instrumental in
building an organization that has now assumed both timeless and ageless dimensions .

Our training focuses on the development of both functional competencies and behavioral
attributes. We at Reliance Infrastructure believe that training is an integral part of our
business and a critical factor in transforming ourselves into a Learning Organization.
[Link] EMPLOYEE SAFETY MECHANISM

Safety of its own employees as well as the society in general is paramount for Reliance
Infrastructure business that delivers prime necessities of life. We at Reliance Infrastructure
ensure safety by competency development, training and advanced technology based
engineering, engineering controls and use of personnel protective equipments (PPEs) and
special tools. The businesses are governed by many Acts, rules, regulations and guidelines,
all of which are envisaged with safety of man and machine. The statutory requirement of
safety also plays an important role in safety systems.

At Every location of business, we take necessary steps on regular basis to ensure safety of
employees and equipments. Some of the measures that we take to ensure fulfillment of safety
requirements, include:

Internal and External safety audits

 Mock drills
 Emergency preparedness planning
 Disaster management
 Hazard Identification & Risk Assessment
 Compliance of all statutory requirements
 Safety committees with representation of working level staff
 Site visits and inspections
 Safety Promotion campaigns
 Observing National Safety Day followed with safety week at many locations

Our unmatched efforts and commitment for safety have been recognized at various forums
and the organization has received many awards for safety and occupational health. Some of
them are:

National Safety Award

 Golden Peacock Occupational Health & Safety Awards

 Vishwkarma Rashtriya Puraskar
 Safety Innovation Award
  "Shreshta Suraksha Puraskar"
 Greentech Safety Award
 Award based on Lowest Accident Frequency Rate & Accident Free Period
 "Four Stars" Ranking by British Safety Council
 Gomant Sarvoccha Suraksha Puraskar

[Link] SPECIFY HR POLICIES

Human Resource management at Reliance Infrastructure is powered by technology in

creating a sustainable business impact. Technology has enabled us to shift our focus from
repetitive transactional tasks and focus more on activities and programs that create lasting
value. This has helped us achieve efficiency and increase service quality on a global scale.
We extensively use tech tools, which interface with SAP's human capital management
solution. It has enabled employees and managers to perform required activities and directly
access and maintain their personnel and organizational data. Our portals are designed with
people in mind and incorporate industry best practices in HR service delivery.

[Link] PERFORMANCE APPRAISAL

Performance appraisal helps to identify the hidden talents and potential of the individuals.
Identifying these potential talents can help in preparing the individuals for higher
responsibilities and positions in the future. The performance appraisal process in itself is
developmental in nature. It is also closely linked to other HR processes like helps to identify
the training and development needs, promotions, demotions, changes in the compensation
etc. A feedback communicated in appositive manner goes a long way to motivate the
employees and helps to identify individual career developmental plans. Based on the
evaluation, employees can develop their career goals, achieve new levels of competencies
and chart their career progression. Performance appraisal encourages employees to reinforce
their strengths and overcome their weaknesses

 Provide employees with a better understanding of their role and responsibilities.

 Increase confidence through recognizing strengths while identifying training needs
to improve weaknesses.
 Improve working relationships and communication between supe
r v i s o r s   a n d subordinates.
  I n c r e a s e   c o m m i t m e n t   t o   o r g a n i z a t i o n a l   g o a l s ;   d e v e l o p   e m p l o y e e s 
i n t o   f u t u r e supervisors

 Assist in personnel decisions such as promotions or allocating rewards,

and allow time for self-reflection, self-appraisal and personal goal setting.

[Link] WAGES AND SALARY

Job Title Range

Average
Civil Engineer ₹207k - ₹985k 
₹437,734
Project Manager, Construction ₹477k - ₹3m 
₹1,213,785
Corporate Secretary ₹255k - ₹2m 
₹668,850
Planning Manager, Gas/Electric/Utilities ₹591k - ₹2m 
₹1,203,962
Senior Electrical Engineer ₹538k - ₹2m 
₹1,125,980
Production Planning Manager ₹376k - ₹2m 
₹1,019,205
Production Supervisor ₹133k - ₹453k 
₹245,411

[Link] GRIEVANCE HANDLING PROCEDURE

 The Company has formulated a code on ‘Redressal of Grievances Regarding Sexual

Harassment’ in accordance with the requirements of the Sexual Harassment of
Women at the Workplace (Prevention, Prohibition and Redressal) Act, 2013, with an
objective to provide safe working environment to the employees.
 An ‘Internal Complaints Committee’ has been set up by the Company for redressal of
grievances and to protect women against harassment of the employees.
[Link] EMPLOYEE FEEDBACK

[Link].1 HINDUSTAN CONSTRUCTION COMPANY

[Link].2 RECRUITMENT AND SELECTION
1. Understanding and analyzing the requirements
2. Preparing the job description
3. Sourcing
4. Application screening
5. Selection
6. Hiring
7. Onboarding

[Link].3 NO OF EMPLOYEES
In financial year 2017, Hindustan Construction Company had 1,900 employees

[Link].4 EMPLOYEE SAFETY MECHANISM

HCC endeavours to achieve “ZERO reportable injuries” at each site. 

At HCC, paramount importance is given to safety at every juncture, every step of the way.
The company advocates efforts to achieve 'ZERO reportable injuries' at each work front.

The company has undertaken several initiatives over the years to improve safety
performance, including mandatory induction and training programmes, tool box talks,
demonstration of usages of personal protective equipment etc.

Besides these initiatives, HCC has undertaken the Proactive Safety Observation

Programme (PSOP) which has brought about a paradigm shift in the way safety is observed
at all project sites. The PSOP programme analyses the causes of possible accidents, near-
misses, unsafe conditions & unsafe acts. Each of these causes is systematically reported and
pre-emptive actions are taken to mitigate the chances of an accident.
Going one step further, the company has added a new dimension to its safety programme by
introducing the Behaviour-based Safety Programme. Behaviour-based Safety (BBS)
emphasizes that employees need to take ownership of their own behaviour. If they behave in
an unsafe manner, they are repeatedly made to correct themselves. Both safe and unsafe
behaviours are recorded and displayed as learning opportunities. BBS emphasises that unsafe
conditions are created by unsafe behaviours.
The purpose of BBS is to identify both safe and at-risk behaviours, identify possibilities for
injury, communicate the risk and help identify safer solutions. A BBS steering committee
monitors its progress. The feedback process reinforces the use of safe behaviours and helps
us determine why certain at-risk behaviours were carried out. Collecting information about
at-risk behaviour helps management determine the root cause of such behaviour and helps in
developing an action plan to remove the mental barrier causing this behaviour.

[Link].4 HR POLICY

IntegratedManagement System Policy

HCC delivers the best-in-class engineering & construction services with a focus on core
infratructure.

 The management of HCC is committed to achieving excellence in all spheres of

project delivery and management, through effective implementation of Integrated
Management System on Quality. Occupational Health & Safety and Environmental
aspects and meeting all legal/ statutory compliances related to its business
 Our goal is to strive for continuous improvement in performance i order to create
value for our stakeholders and end users by:

 Inculcating risk and performance-based approach in all busines processes

 Achieving excellence in quality of products and services Ensuring a safe and
healthy environment for our employees, associates and the public
 Managing project activities in an environmentally responsible manner, including
optimisation of water and other non- renewable resources
 Consulting and collaborating with workers or their representatives and other
stakeholders on OH&S matters
 Continually enhancing skills of human resources

We acknowledge the commitment for the Integrated Management System within the
organization. All employees shall actively strive towards achieving its objectives in their
specific areas of responsibility.
 [Link].5 PERFORMANCE APPRAISAL PROCESS
The Performance Management System at HCC provides a platform to employees for a
transparent discussion and feedback on performance and development on an annual basis. To
foster an environment of meritocracy and team work the rewards are linked to individual,
functional / business and organizational performance.

[Link].6 WAGES & SALARY

Job Title Range Average

Civil Engineer ₹201k - ₹940k ₹411,558

Construction Manager ₹213k - ₹1m  ₹534,695

Senior Contracts Manager ₹601k - ₹2m  ₹1,076,924
Senior Electrical Engineer ₹373k - ₹1m  ₹683,642
Accounting Manager ₹180k - ₹6m  ₹1,067,520
Contracts Administrator, Construction ₹308k - ₹3m  ₹746,135
Deputy General Manager ₹713k - ₹6m  ₹2,138,055

[Link].7 GRIEVANCE HANDLING PROCEDURE

[Link].8 EMPLOYEE FEEDBACK
Likes
Job security & skill development

Dislikes
Career growth & pay scale
CHAPTER – 6
PRODUCTION /
OPERATION
DEPARTMENT
6.1 RAW MATERIAL USED

 Initiative in line with the company's strategy to cut manufacturing costs.

 Engineering and construction major Larsen & Toubro (L&T) will source raw
materials like plastic, steel and copper worth Rs 800-1,000 crore from China.
 This initiative is keeping in line with the company's strategy to cut manufacturing
costs in various ways.
 At present, the company sources its raw materials from within the country. However,
with the rise in the cost of plastic and metal prices in the domestic market, L&T is
looking at cheaper bases outside the country for raw material sourcing, said the
company chairman A M Naik.
 "Sourcing raw materials from China would help us reduce our total expenditure on
raw materials by at least 15 per cent," said Naik.
 Besides, L&T is eyeing China as a major manufacturing and marketing base.
 In August last year, it had announced plans for setting up a greenfield project in China
for manufacturing high-end circuit breakers.
 The company will invest $11 million in the project. Naik further said the company
would also invest Rs 600 crore over the next six months for the expansion of its IT
subsidiary L&T Infotech's existing IT campuses in Mumbai, Bangalore and Chennai,
as well as setting up of new campuses in cities like Baroda and Pune.
 "The investments are part of ongoing expansion of L&T Infotech. Our IT centres are
spread across various places within a city. We would like to consolidate and bring
them under one location," said Naik.
 L&T Infotech, which has six IT centres in India and one in the US, reported revenues
of about Rs 600 crore for the year ended March 2005. Its domain activities include
sectors such as banking, financial services, insurance, communications, embedded
systems and manufacturing.
 L&T will, on the whole, invest Rs 1,200 crore over the next eight to 12 months.

6.2 TURNOVER

Rs (in Crores) Mar'21 Mar'20 Mar'19 Mar'18 Mar'17

 INCOME

Net Sales Turnover 73315.59 82383.65 82287.42 74462.55 65723.86

Other Income 3435.44 2807.87 2711.19 1884.82 1971.85

Total Income 76751.03 85191.52 84998.61 76347.37 67695.71

EXPENSES

Stock Adjustments 342.59 -64.01 -1126.17 -962.36 131.59

Raw Material Consumed 5693.94 5486.99 5712.54 8092.54 7370.57

Power and Fuel .00 .00 .00 .00 .00

Employee Expenses 5485.38 5955.98 5732.60 5713.59 5146.47

6.3 PLANT LOCATION

L&T House Proj Off: AP Cement Project NH 6

Hazira
Ballard Estate No 15/1150-1 Ground Floor
Surat, Gujarat 394270
Mumbai - India Anantapur - India India

FAX - 91-022-67525893 Phone1 - 08558-74212

Phone1 - 91-022-67525656

Email-
Igrc@[Link]

6.4 INVENTORY POLICIES

1. GROUP POLICY 1.1 We maintain and promote the highest ethical and legal standards in
our business, especially in relation to Bribery and Corruption, and expect employees of L&T
IDPL, its subsidiaries and project companies (referred to in this Policy as the Group) and
those with whom the Group does business to do the same. 1.2 This policy on Bribery and
Corruption applies to our dealings in both the public and the private sectors, and any violation
of this policy is a matter of serious concern. 1.3 All Group companies and all Group
employees (which, for the purposes of this Policy, includes our senior management, officers
and directors) must comply with this Policy.
 6.5 MACHINES/ EQUIPMENT USED

LIST OF MAJOR CONSTRUCTION PLANTS & EQUIPMENTS

1. EARTH MOVING EQUIPMENT

 Dozer
 Wheel Loader
 Hydraulic Excavator
 Vibratory Compactor
2. ROAD MAKING EQUIPMENT
 Roller
 Road Paver
 Asphalt Concrete Plant
3. FLOATING EQUIPMENTS FOR MARINE WORKS
 Jack up Platform
 Cutter Suction Dredger
 Grab Dredger
 Submersible Dock Barge
 Hydro clam Barge
 Multipurpose Hopper Barge
4. CONCRETING EQUIPMENT
 Batching Plants
 Mixers
 Concrete Pumps
 Transit Mixers
 Dumpers
 Concrete Placers
5. WELDING EQUIPMENTS
 Generators
 Transformers
 Rectifiers
 Submerged Arc Welding Unit
 Automatic Welding Set
6. COMPUTER SYSTEM
 PC at Site
 PC - 486 at Site
 PC - Pentium at Site
6.6 PROCESS USED

6.6.1 RELIANCE INFRASTRUCTURE

6.6.2 RAW MATERIAL USEDSHREE UTTAR GUJA

Modelling and simulation of key infrastructure materials such as asphalt mixture, cement
concrete, steel, masonry, wood, polymers, and composites are essential to facilitate the
process of understanding, modelling, and forecasting the performance degradation of
infrastructure engineering structures.

6.6.3 TURNOVER
Annual Mar 2021 Mar 2020 Mar 2019 Mar 2018 Mar 2017
Sales 16,704 18,728 18,982 25,392 24,456
Other Income 960 2,243 2,913 2,176 2,261
Total Income 17,664 20,972 21,895 27,568 26,717
Total 15,249 17,758 24,447 20,138 20,189
Expenditure
EBIT 2,415 3,213 -2,551 7,430 6,527
Interest 2,726 2,396 2,581 6,340 5,581
Tax -167 -50 -238 -126 -142
Net Profit -144 868 -4,894 1,215 1,088
6.6.4
PLANT LOCATION

Goa Power Station Indl Devel Area (Samalkot WIND FARM

Power NR AIMANGALA
Sancole Estate Mormugao
Peddapuram Semandhara CHITRADURGA - INDIA
Zuarinagar - India Samalkot - India

6.6.5 INVENTORY POLICY

In line with the requirements of the SEBI Listing Regulations, the Company has adopted
Business Responsibility Policy, based on principles laid down in the National Voluntary
Guidelines on Social, Environmental and Economic responsibilities of a Business published
by the Ministry of Corporate Affairs, towards conducting business by a company.
 As the Company falls within the criteria mentioned above, the Board of directors of
the Company has approved and adopted this Business Responsibility Policy (the
“Policy”) at its meeting held on April 15, 2017, being the effective date of the Policy.

 This Policy is based on principles laid down in the National Voluntary Guidelines on
Social, Environmental and Economic responsibilities of a Business published by the
Ministry of Corporate Affairs and towards conducting business by a company.

6.6.6 MACHINES/ EQUIPMENT USED

 LIST OF MAJOR CONSTRUCTION PLANTS & EQUIPMENTS

1. EARTH MOVING EQUIPMENT

 Dozer
 Wheel Loader
 Hydraulic Excavator
 Vibratory Compactor
2. ROAD MAKING EQUIPMENT
 Roller
 Road Paver
 Asphalt Concrete Plant
3. FLOATING EQUIPMENTS FOR MARINE WORKS
 Jack up Platform
 Cutter Suction Dredger
 Grab Dredger
 Submersible Dock Barge
 Hydro clam Barge
 Multipurpose Hopper Barge
4. CONCRETING EQUIPMENT
 Batching Plants
 Mixers
 Concrete Pumps
 Transit Mixers
 Dumpers
 Concrete Placers
5. WELDING EQUIPMENTS
 Generators
 Transformers
 Rectifiers
 Submerged Arc Welding Unit
 Automatic Welding Set
6. COMPUTER SYSTEM
 PC at Site
 PC - 486 at Site
 PC - Pentium at Site

6.6.7 QUALITY MAINTAIN

  Every significant management decision has ethical value dimensions. Managing
ethics is particularly relevant for us today because it is critical to understand and
manage highly diverse values in the workplace.
 Attention to business ethics is critical during times of fundamental change times much
like those faced now by businesses like ours. In times of such fundamental change,
values that were previously taken for granted are now strongly questioned. Many of
these values are no longer followed.
 Consequently, there is no clear compass to guide us through complex dilemmas about
what is right or wrong. To ensure that we, however, do not lose our way in difficult
times, we have our Values and Commitments presented here. These should be used to
guide our actions in business conduct.

6.6.8 HINDUSTAN COSTRUCTION COMPANY

[Link] RAW MATERIALS USED

Source

The raw material for HCC-1 was donated by Hudson Bay Mining and Smelting Limited, Flin
Flon, Manitoba.

Description

HCC-1 is a typical copper concentrate mill feed. It is therefore expected to contain more than
80% chalcopyrite, 5-10% each of pyrite and sphalerite, and a trace of pyrrhotite.

Intended use

HCC-1 is suitable for analysis of sulphur in pyrometallurgical feed materials using a barium
sulphate precipitation method. Examples of intended use are: for quality control in the
analysis of samples of a similar type, method development, arbitration and the calibration of
equipment.

Inventory policy of l&t

1. GROUP POLICY 1.1 We maintain and promote the highest ethical and legal standards in
our business, especially in relation to Bribery and Corruption, and expect employees of L&T
IDPL, its subsidiaries and project companies (referred to in this Policy as the Group) and
those with whom the Group does business to do the same. 1.2 This policy on Bribery and
Corruption applies to our dealings in both the public and the private sectors, and any violation
of this policy is a matter of serious concern. 1.3 All Group companies and all Group
employees (which, for the purposes of this Policy, includes our senior management, officers
and directors) must comply with this Policy.

[Link] TURNOVER

Quarterly Jun Mar Dec Sep Jun

2021 2021 2020 2020 2020
Sales 2,453 2,354 2,405 1,810 1,675
Other Income 49 44 11 20 13
Total Income 2,503 2,398 2,416 1,831 1,689
Total Expenditure 2,331 2,235 2,058 1,963 2,009

EBIT 171 162 358 -132 -319

Interest 247 329 234 214 222
Tax -25 -33 5 -80 -149
Net Profit -50 -134 117 -266 -392

[Link] PLANT LOCATION

Hincon House,
Lal Bahadur Shastri Marg,
City: Mumbai
State: Maharashtra
Pin code: 400083
Email ID: secretarial@[Link]

[Link] MACHINERY/EQUIPMENT USED

 LIST OF MAJOR CONSTRUCTION PLANTS & EQUIPMENTS

7. EARTH MOVING EQUIPMENT

 Dozer
 Wheel Loader
 Hydraulic Excavator
 Vibratory Compactor
8. ROAD MAKING EQUIPMENT
 Roller
 Road Paver
 Asphalt Concrete Plant
9. FLOATING EQUIPMENTS FOR MARINE WORKS
 Jack up Platform
 Cutter Suction Dredger
 Grab Dredger
 Submersible Dock Barge
 Hydro clam Barge
 Multipurpose Hopper Barge
10. CONCRETING EQUIPMENT

 Batching Plants
 Mixers
 Concrete Pumps
 Transit Mixers
 Dumpers
 Concrete Placers
11. WELDING EQUIPMENTS

 Generators
 Transformers
 Rectifiers
 Submerged Arc Welding Unit
 Automatic Welding Set
12. COMPUTER SYSTEM

 PC at Site
 PC - 486 at Site
 PC - Pentium at Site