1

A Project Report on Study of

Recruitment Process in BHEL

2009-10Submitted in partial fulfillment of the Requirement of

The Award of the degree ofMast e r of Busin e ss A d m inistration AT

\

Submitted By : Subm itted To:

Varun Jaiswal PUNE UNIVERSITYErandwana, off karve road.Pune- 411011

I would like to take this opportunity to express my sincere gratitude

to my respected mentor RAMESWARI, for her valuable guidance.

I extend my sincere thanks to Mrs. DEEPIKA MADAM, MR.GIRISH

SIR HR Executive & MR.AMIT SIR Dy. manager HR BHEL for their

support and help in the completion of the project.

I would like to thanks almost everybody at the BHEL office for

his/her friendliness and helpful nature.

With immense pleasure and deep sense of sincerity, I have completed

my Industrial training. It is an essential requirement for each and

every student to have some practical exposure towards real world

situations. A systematized practical experience to inculcate self

confidence in a student so that they can mentally prepare themselves

for this competitive environment.

The purpose of training are:

1. Developing intellectual ability of student

2. Bring confidence

3. Developing skills

4. Modify Attitudes

List of Table

List of Figures

Chapter 1 Executive Summary.

1.1 Introduction.

1.2 Objective of Project.

1.3 Scope of the Project.

1.4 Research Methodology.

1.5 Limitation.

Chapter 2 Company Profile.

Chapter 3 Theoretical Background.

Chapter 4 Data Analysis.

Chapter 5 Survey

5.1 Finding.

5.1 Observation.

Chapter 6 Suggestion

6.1 Limitation

6.2 Conclusion

Bibliography

Annexure

Executive Summary

The objective of the study is to analyze the actual recruitment process in

BHEL and to evaluate how far this process confirm to the purposes

underlying the operational aspects of the industry. How far the process is

accepted by it? The study on recruitment highlights the need of recruitment in

BHEL.

Human resource is a most valuable asset in the Organization. Profitability of

the Organization depends on its utilization. If their utilization is done

properly Organization will make profit otherwise it will make loss.

If a good dancer appointed as a Chief Executive Officer of a

Company, he may not run the business. So right man should be

procured at right place in right time, otherwise their proper utilization

may not be done. To procure right man at right place in right time,

some information regarding job and job doer is highly

essential. These information are obtained

through Job Analysis, Job Descriptions, Job Specifications. BHEL

procure manpower in a very scientific manner . It gets information by

documents like Job Analysis,Job Descriptions and Job

Specifications. Without these recruitment may be unsuccessful.

CORPORATE OFFICE

MANUFACTURING

•Employees - 43636 (As on 1-4-07)

NEW DELHI

JHAN

SI

BHOP

AL

GOINDWAL

HARIDWA

R

RUDRAP

UR

JAGDISHPUR

VARANASI

PATNA

CALCUTTA

08)

•14 Manufacturing divisions

•4 Power Sector regional centres

•8 service centres and 16 regional

BARODA NAGPUR

offices

BANGALOREE

HYDERABAD

RANIPET

TIRUCHIRAP

ALLY

OHSAS 18001

•Continuous Profits since 1971-72

•Caters to Core Sectors viz., Power, Industry, Transportation, Telecommunication, Renewable Energy etc.

•Manufactures over 180

products

LOCATIONS

SERVICE CENTRES

B.H.E.L – O VE R VIEW BHEL is country’s premier engineering organization and one of

the NAVARATNA PSUs(PUBLIC SECTOR UNDETAKINGS).

BHEL was established more than 40 years ago when its first plant was set

up in Bhopal ushering in the indigenous heavy electrical equipment

industry in India , a dream that has been more than realized with well-

recognized track record of performance. It has been earning profit

continuously since 1971-72 and achieved the financial turnover during the

year 2007-08 was Rs.21,401 Crores and Current Order Book is of

around Rs.1,20,000 Crores. BHEL plans to be a Rs.45,000 Crores

Company by 2011-12 and a Rs.90,000 Crores Company by 2016-17.

BHEL is the only PSU among the 12 Indian Companies to figure in

“Forbes Asian Fabulous 50” list.

BHEL caters to core sectors of the Indian Economy viz., Power

Generation and Transmission, Industry, Transportation, Telecommunication,

Renewable Energy, Defense etc. The wide network of BHEL'S 14

manufacturing divisions, 4 Power Sector regional centers, 15 regional

offices and 100 number of projects sites spread all over India and abroad

and enables the company to promptly serve its customers and provide then

with suitable products, systems and services-efficiently and at competitive

prices. BHEL has already attained ISO 9000 and all the major

units/divisions of BHEL have been upgraded to the latest ISO-9001: 2000

version quality certification for quality management. BHEL has secured

ISO-14001 certification for environmental management systems and

OHSAS-18001 certification for occupational health and safety management

system for its major units/divisions.

POWER GENERATI ON

Power Generation Sector comprises of thermal , gas , hydro and nuclear

power plant business. As of 31.3.2003 , BHEL – supplied sets account for

nearly 68 , 854 MW or 65% of the total installed capacity of 1,06,216

MW in the country , as against Nil till 1969 BHEL has proven turnkey

capabilities for executing power projects from concept to commissioning. It

possesses the technology and capability to produce thermal sets with

super critical parameters up to 1000 MW unit rating and gas turbine -

generator sets of up two 250 MW unit rating. Co- generation and

combined cycle

plants have been introduced to achieve higher plant efficiencies. To make

the efficient use of the high- ash – content coal available in India , BHEL

also supplies circulating fluidized bed combustion boilers for thermal

plants.

BHEL has proven turnkey capabilities for executing power projects from

concept to commissioning. It possesses the technology and capability to

produce thermal sets with super critical parameters up to 1000 MW unit

rating and gas turbine - generator sets of up two 250 MW unit rating. Co-

generation and combined cycle

The company manufactures 220 / 235 / 500 MW nuclear turbine -

generator sets.

Custom – made hydro sets of Francis ; Pelton and Kaplan types for

different head-discharge combinations are also engineered and manufactured

by BHEL.

In all , orders for approximately 800 utility sets of thermal , hydro , gas

and nuclear have been placed on the company as on date. The power plant

equipment manufactured by BHEL is based on contemporary technology

comparability with.

In all , orders for approximately 800 utility sets of thermal , hydro , gas

and nuclear have been placed on the company as on date. The power plant

equipment manufactured by BHEL is based on contemporary technology

comparable with the best in the world , and is also internationally

competitive.

The company has proven expertise in plant performance improvement

through renovation , modernization and up rating of variety of power plant

equipment , besides specialized know – how of residual life assessment ,

health diagnostics and life extension of plants.

TRANSMISSION & DISTRIBUTION (T&D)

BHEL offers wide – ranging products and systems for T & D applications.

Products manufactured include : power transformers , dry type transformers ,

series & shunt – reactors , capacitor banks , vacuum & SF6 circuit breakers

gas - insulated switchgears , energy meters , SCADA systems and insulators.

A strong engineering base enables the company to undertake turkey

delivery of substations up to 400 kV level , series compensation system

( for increasing power transfer capability of transmission lines and

improving system stability and voltage regulation ) , shunt compensation

systems ( for power factor and voltage improvement ) and HDVC system

( for economic transfer of bulk power ) BHEL has indigenously developed

the state – of – the - art controlled shunt reactor ( for reactive power

management on long transmission lines ). Presently , a 400 kV FACTS

( flexible AC Transmission system ) project is under execution. The

company undertakes comprehensive projects to reduce ATC losses in

distribution systems.

INDUSTRIES

BHEL is a major contributor of equipment and systems to industries :

cement , sugar , fertilizer , refineries , petrochemicals , papers , oil and gas ,

metallurgical and other process industries. The range of systems &

equipment supplied includes : captive power plants , co - generation plants ,

DG power plants , industrial steam turbines , heat exchangers and pressure

vessels , centrifugal compressors , electrical machines , pumps , valves ,

seamless steel tubes , electrostatic precipitators , fabric filters , reactors ,

fluidized bed combustion boilers , chemical recovery boilers , process

controls and material handling systems.

The company is a major producer of large – size thirstier devices. It also

supplies digital distributed control systems for process industries and control

& instrumentation systems for power plant and industrial applications.

BHEL is the only company in India with the capability to make simulators

for power plants , defense and other applications.

The company has commenced manufacture of large desalination plants to

help augment the supply of drinking water to people.

T R ANSPO R T A T I O N

BHEL involved in the development design , engineering , marketing ,

production , installation , and maintenance and after - sales service

ofrolling stock and traction propulsion systems. In the area of rolling

stock , BHEL manufactures electric locomotives up to 5000 HP , diesel

electric locomotives from 350 HP to 3100 HP both for mainline and

shunting duty application. BHEL is also producingrolling

stock for special application viz ., overhead equipment cars ,

special well wagons , Rail – cum – road vehicle etc. Besides traction

propulsion systems for in – house use , BHEL manufactures traction

propulsion systems for other rolling stock producers of electric

locomotives ,diesel – electric

locomotives , electrical multiple units and metro cars. The electric

and diesel traction equipment on Indian railways are largely powered by

electrical propulsion systems produced by BHEL. BHEL also

undertakes retrofitting and overhauling of rolling stock. In the area

of urban transportation systems , BHEL is geared up to turkey execution

of electric trolley bus systems , light rail systems , etc. BHEL is also

diversifying in the area of port handling equipment and pipelines

transportation systems.

TELECOMMUNICATION

BHEL also caters to telecommunication sector by way of small , medium

and large switching systems.

RENEWABLE EN ERGY

Technologies that can be offered by BHEL for exploiting non -

conventional and renewable resources of energy include ; wind electric

generators solar photovoltaic systems , stand - alone and grid – interactive

solar power plants , solar heating systems , solar lanterns and battery -

powered road vehicles. The company has taken up R & D efforts for

development of multi - junction amorphous silicon solar cells and fuel cells

based systems.

OIL & GAS

BHEL is a major contributor to the oil and gas sector industry in the

country. BHEL'S product range includes deep drilling oil rigs , mobile rigs

, work over rigs, well heads and X – Mas trees ( of up to 10,000 psi

ratings ) , choke and kill manifolds , full bore gate valves , mud valves ,

mud line suspension system , casing support system , sub - sea well heads ,

block valves , seamless pipes , motors, compressors , heat exchangers , etc.

BHEL is the single largest supplier of

well heads , X – Mas tress and oil rigs to ONGC & OIL.

INTERNATIONAL OPERATIONS

BHEL has, over the years, established its references in 70 countries across all

inhabited continents of the world. These references encompass almost the

entire range of BHEL products and services, covering Thermal Hydro and Gas-

based turnkey power projects, substation projects, Rehabilitation projects,

besides a wide variety of products like Transformers, compressors, Valves, Oil

field equipment, Electrostatic Precipitators, Photovoltaic equipments, insulators,

heat Exchangers, Switchgears, Castings and Forgings etc. Some of the major

successes achieved by BHEL have been in Gas-based power projects in Oman,

Libya, Malaysia, Saudi Arabia, Iraq, Bangladesh, Sri Lanka, China, Kazakhstan;

Thermal Power Projects in Cyprus, Malta, Libya, Egypt, Indonesia, Thailand,

Malaysia; Hydro power plants in New Zealand, Malaysia, Azerbaijan, Bhutan,

Nepal, Taiwan and Substation projects & equipment in various countries.

Execution of these overseas projects has also provided BHEL the experience of

working with world-renowned Consulting Organizations and Inspection

Agencies. The Company has been successful in meeting demanding

requirements International markets, in terms of complexity of the works as well

as technological, quality and other requirements viz. HSE requirement, financing

package, associated O&M services to name a few. BHEL has proved its

capability to undertake projects on fast-track basis. BHEL has also established

its versatility to successfully meet the other varying needs of various sectors, be

it captive power, utility power generation or for the oil flexibility to exhibited

adaptability by manufacturing and supplying intermediate products.

HEAVY ELECTRICAL EQUIPMENT PLANT(HEEP)

HARIDWAR:

The Heavy Electrical Equipment Plant (HEEP) located in Haridwar, is one of the

major manufacturing plants of BHEL. The core business of HEEP includes

design and manufacture of large steam and gas turbines, turbo generators,

hydro turbines and generators, hydro turbines and generators, large AC/DC

motors and so on.

Heavy Electrical Equipment Plant, Haridwar of this Multi-unit corporation with

7467 strong highly skilled technicians, engineers, specialists and professional

experts is the symbol of Indo Soviet and Indo German Collaboration. It is one of

the four major manufacturing units of the BHEL. With turnover of 164059 lacks

and PBT of Rs.32489 lacks HEEP added 3000 MW of power to the National grid

during 2005-06.

HEEP is engaged in the manufacture of Thermal and Nuclear Sets up to

1000MW, Hydro Sets up to HT Runner dia 6300mm, associated Apparatus

Control gears, AC& DC Electrical machines and large size Gas Turbine of 60-

200 MW. HEEP Hardwar contributes about 44% of India’s total installed capacity

for power generation with total capacity of Thermal, Nuclear & Hydro Sets of

over 45000MW currently working at a Plant Load Factor of 76% and Operational

Availability of 86%. In spite of acute recession in economy, BHEL Haridwar

received recent orders for Mejia-5&6, Sipat, Bhatinda, Chandrapura,

Bakreshwar, Santaldih, Bhilai, Dholpur.

HI S T ORI C AL PROFILE :

The construction of heavy electrical equipment Plant commenced in

Oct.”1963”after indo- soviet technical co-operation agreement in Sept.”1959”The

first product to roll out from the plant was an electric motor in January

1967.This was followed by first 100 MW Steam Turbine in Dec.1969 and first

100MW Turbo Generator in August 1971.The plant’s “break even” was achieved

in March 1974.BHEL went in for technical collaboration with M/s Siemens,

Germany to undertake design and manufacture to large size thermal sets upto a

unit rating of 1000 MW in the year 1976.First 200 MWTG set was commissioned

at Obra in 1977.The continuum of technological advancement subsequently

saw the commissioning of 500 MW TG Set in 1984 .The technical cooperation of

Gas Turbine manufacture was also signed with M/s Siemens Germany. First 150

MW ISO rating gas Turbine was exported to Germany in Feb”1995”.Our 250

MW thermal set up at Dahanu Plant of BSES made a history by continuous

operation for over 150 days and notching up a record plant load factor greater

than 100%.

CO R PO R A TE C I TIZE N :

HEEP Haridwar Strategic plans and its policy & strategy are commensurate

with BHEL Corporate / strategic Plan . As first PSU to adopt Corporate Planning

as a process . Board meetings for long –range development , BHEL has always

guided other PSU’s in their Corporate planning process .Board meeting ,

monthly Management Committee meetings, Annual Revenue Budget exercise ,

Mid term reviews , Apex TQ council reviews, Personnel Heads Meet, Quality

Heads Meet , Technology Meets , Product committees meetings, Inter-Unit

Quality Circle Meets etc. Are the some of crore strengths of BHEL Corporation’s

vast network.

.

F A VO UR A B LE B USINESS ENVIRONMENT :

Power Sector has to grow over 10% annually to reach the 7% GDP level. Thus,

the demand for thermal sets will remain high. Central Electricity Authority (CEA)

is the guiding authority for Power Sector strategies in our country. BHEL

representatives, along with representatives from various domestic customers,

are an integral part of various committees formed by CEA. This enables us to

guide and understand the market requirements and future challenges. To meet

the 11th Five Year Plan target of adding 61,000MW, CEA has planned

addition

of 23 nos. Standardized 500MW sets for faster project execution and cost

reduction. BHEL, including HEEP, is a part of this process. CEA has

standardized for the next capacity of 800MW sets and has asked BHEL to

prepare itself for manufacturing and supply in the 11th Five Year Plan. BHEL

has tied up with Siemens for upgradation of technology. Further CEA’s stress on

R&M of ageing Power Plants is also providing business opportunity to unit.

COM P A N Y'S B U SINESS MISSION A N D OBJECTIVES

BUSI N ESS MISSION

To maintain a leading position as suppliers of quality equipment, systems

and services in the field of conversion of energy, for application in the

areas of electric power transportation, oil and gas exploration and

industries. Utilize company's capabilities and resources to expand

business into allied areas and other priority sectors of the economy like

defence, telecommunications and electronics.

BUSI N ESS OBJECTIV E S

GROWTH:

To ensure a steady growth by enhancing the competitive edge of BHEL

defence, telecommunication and electronics in existing business, new

areas and international operations so as to fulfill national expectations

from BHEL.

PROFITABILITY:

To provide a reasonable and adequate return on capital employed,

primarily through improvements in operational efficiency, capacity

utilization, productivity and generate adequate internal resources to

finance the company's growth.

CUSTOMER FOCUS:

To build a high degree of customer confidence by providing increased

value for his money through international standards of product quality,

performance and superior services.

PEOPLE- ORIENTATION:

To enable each employee to achieve his potential, improve his

capabilities, perceive his role and responsibilities and participate and

contribute positively to the growth and success of the company and to

invest in human resources continuously and be alive to their needs.

TECHNOLOGY:

Achieve technological excellence in operations by development of

indigenous technologies and efficient absorption and adaptations of

imported technologies to suit business need and priorities and provide

the competitive advantage to the company.

IMAGE:

To fulfill the expectations which stakeholders like government as owner,

employees, customers and the country at large have from BHEL.

T E CHNI CA L COL L AB O R A TIONS, D I VI S IONS, COMPETI T ORS A N D V A RIOUS PRODUCT OF B H E L

TECHNI C A L C O L L A B O R A T I ON

PRODUCT COLL AB OR ATION S

# Thermal Sets, Hydro Sets, Motors &

PROMMASHEXPORT

Control Gears. RUSSIA

# Bypass & Pressure Reducing Systems SULZER

BROTHER LTD.

SWITZERLAND

# Electronic Automation System for SIEMENS AG.

Steam Turbine & Generators GERMANY

# Francis Type Hydro Turbines GENERAL

ELECTRIC

CANADA

# Moisture Separator Reheaters BALOKE DUERR

GERMANY

# Christmas Trees & Conventional Well NATIONAL OIL WELL

Head Assemblies USA

# Steam Turbines, Generators and Axial SIEMENS AG.

Condensers GERMANY

# Cam Shaft Controllers and Tractions SIEMENS AG.

Current Control Units GERMANY

# HDVC ABB

SWEDEN

# Programmable Controls ABB

SWITZERLAND

# Gas Turbines GENERAL

ELECTRIC CO.

USA

# Tube Mills STIEN

INDUSTRIES

FRANCE

DIV I SIONS OF BHEL:

There are 20 Divisions of BHEL, they are as follows:HEEP, Hardwar

HPEP, Hyderabad

HPBP, Tiruchy

SSTP & MHD, Tiruchy

CFFP, Hardwar

BHEL, Jhansi

BHEL, Bhopal

EPD, Bangalore

SG, Bangalore

ED, Bangalore

BAP, Ranipet

IP, Jagdishpur IOD, New

Delhi COTT, Hyderabad IS,

New Delhi

CFP, Rudrapur

HERP, Varanasi

Regional Operations Division ARP, New Delhi

TPG, Bhopal

Power Group (Four Regions and PEM)

PRODUCTS O F BHEL

1. Thermal power plants

2. Nuclear power plants

3. Gas Based power plants

4. Hydro power plants

5. Dg power plants

6. Industrial sets

7. Boilers

8. Boiler Auxiliaries

9. Piping System

10.Heat exchangers and pressure

Vessels

Pumps

11. Power station Control equipment

12.Switchgear

13.Bus Ducts

14.Transformer

16. Industrial and special ceramics

17. Capacitors

18. Energy Meters

19. Electrical Machines

20. Compressors

21. Control Gear

22. Silicon Rectifiers

23. Thyristor GTO/ IGBT equipments

24. Power Devices

25. Transportation equipments

26. Oil Field equipments

27. Castings and Forgings

28. Steams Steel Tubes

29. Distributed power Generation and Small

Hydro Plant

30. Systems and Services

OBJE CTI VE OF THE S TUDY

1. To structure the Recruitment policy of BHEL for different categories of

employees.

2. To analyze the recruitment policy of the organization.

3. To provide a systematic recruitment process.

IMPORTANC E

Without focusing the pattern of management, organization philosophy

highlights on achieving a surely where all citizens (employees) can lead a

richer and fuller life. Every organisation, therefore, strikes for greater

productivity, elimination of wastes, lower costs and higher wages, so the

industry needs a stable and energetic labours force that can boast of

production by increased productivity. To achieve these objectives a good

recruitment & selection process is essential. By which industry strikes right

number of persons and right kind of persons at the right time and at

right places through and the planning period without hampering

productivity.

D ATA COLLECTION

A sample size of 20 employees are studied for this purpose. Employees of

different unit where randomly administrated the questionnaire.

D ATA ANALYSIS

The analysis of data was done on the basis of unit, age and number of

years of experience and factors.

Analysis was done using the simple average method so that, finding of the

survey was easily comprehensible by all.

SOURCES OF DATA COLLECTION:

The primary as well as the secondary sources was used for collection of

data. In primary source of data collection the interview schedule and

questionnaire and opinion survey were used and in secondary source of

data collection relevant records, books, diary and magazines were used.

Thus the source of data collection were as follows:

PRIMARY SECONDARY

1. Interview schedule

2. Questionnaire 1. Books

3. Opinion Survey

I have used structural interview schedule, questionnaire and opinion survey

for collection of data from primary source. Interview schedules were used

for workers clerical , category and questionnaires were used for supervisory

and executive cadre and opinion survey was used to know the technology,

perceptions, thoughts and reactions of the executives, employees/workers

and trade union members of the organization.

I have used the secondary source like diary, books, magazines and other

relevant records for collection of data to know about the industry as well

as the respondent.

DATA TYPE

Primary as well as secondary data was collected.

RESEARCH APPROACH

Conducting a field survey did a subjective assessment of the qualitative

data. The research method used was that of questionnaire & interview for

primary data & an extensive literature survey for secondary data.

RESEARCH INSTRUMENT

The questionnaire was used as the primary instrument for the collection of

primary data which contained open-ended questions to chance response. In

addition the personal interview method was employed to draw out answers

to subjective questions, which could not be adequately answered through

the use of questionnaire.

INTERVIEW

Interviews lead to a better insight to subjective & open questions almost

all interviewees responded.

SAMPLE UNIT

The sample unit consisted of all the departments of BHEL.

SAMPLE FRAME

Consisted of a comprehensive list of all the employees of BHEL.

SAMPLE SIZE

Sample size=20

SAMPLE DESIGN

Care was taken to choose the sample based on considerations like age, sex

& work experience of respondents thus enabling better representations of

the heterogeneous population. However, the sample design was that of

“convenience sampling” or “haphazard sampling” only. The time

consideration & size of population were major factors in determining

choice of sample design.

"An excellent student affairs staffing program begins with hiring the right people and placing them in positions

with responsibilities that allow them to maximize their skills, knowledge, and talents in the pursuit of student

affairs purposes . . . The first commandment for student affairs administrators, therefore, is to hire the right

people. The second commandment is to do it the right way."

D EFINATION

Recruitment is the process seeking out and attempting to attract individuals in

external labor markets, who are capable of and interested in filling available job

Vacancies .Recruitment is an intermediate activity whose primary function is to

serve as a link between human resource planning on the one hand and selection

on the other.

To Recruit Means To Enlist, Replenish Or Reinforce.

Recruitment begins by specifying the human resource requirements, initiating

activities and actions to identify the possible sources from where they can be

met, communicating the information about the jobs, term and conditions, and

prospectus they offer, and enthusiast people who meet the requirement to

respond to the initiation by applying for the jobs.

AIM

The aim of recruitment is the information obtained from job description and job

specification along with precise staffing standards from the basis for determinig

manpower requirement to attain the organizational objective.

Recruitment Needs Are Of Three Types:

1 Planned, anticipated and unexpected planned need arise from changes, in

organization and retirement policy.

2 Resignations, deaths and accidents and illness give rise to unexpected

needs.

3 Anticipated needs refer to those movements in personnel which an

organization can predict by studying trends in the internal and external

requirements.

Features Of Recruitment:

1 Process or series of activities rather than a single act or event.

2 A linking activity as it brings together those with the jobs(employer) and

those seeking jobs(prospective employees).

IN TERNAL SOURC E OF RECR UITMEN T

Internal Transfer/Promotion with necessary screening, training and selection

to meet the specified requirement. It would be desirable to utilize the

internal sources before going outside to attract the candidates. The two

categories of internal sources including a review of the present employees

and nomination of the candidates by employees.

M erit s and Demer i ts of In t ernal Recr uitm ent .

Merits.

Following are the merits of the internal source of recruitment;

1. Increase in Morale

Recruitment through the internal sources, particularly promotion,

increases the morale of the employee. Every body in the organization know that

they can be promoted to a higher post, their morale will be boosted and their

work efficiency will increase.

2. Better Selection

The people working in the enterprise are known by the management and for

selection higher post does not carry any risk as the employees are known.

3. Economical Internal

Internal sources is highly economical because no expenditure is involved in

locating the source of recruitment and no time is wasted in the long process of

selection. More over, these employees do not need extensive training because

they already know about all the works of the enterprise.

4. Labor- turnover is Reduced

When the employees know that they can be promoted to higher posts, they do

not leave the enterprise. As a result of this policy labour turnover is reduced and

the status of the company increases.

5. Better Labour-Management Relation

When the internal source of recruitment is used the employees remains satisfied

which leads to the establishment of better labour-management relationship.

Dem erits

The internal source of recruitment of employees suffer from the following

demerits:

1. Check on Young Blood

The defect of the internal source of recruitment is that the young people fully

equipped with the modern technical knowledge remain excluded

from the entry in enterprise. As a result, the old people run the enterprise with the

old ideas and experience.

2.Limited choice.

The internal recruitment of the employees reduces the area of choice. The

reduction in the area of choice means less number of applicants. The choice is to

be made out of people working in the enterprise.

3.Encourages Favoritism.

Internal source encourages favoritism in this system, the superiors usually select

their favorites. Sometimes even a less capable person is selected which harms the

enterprise. In this system , generally the personal impression of the managers

about the employee is given preference for selection.

EXT ERNAL SOURCES OF RECRUITMENT

An external source of Recruitment is considered from the combination of

consultant and Advertisement

Merits and Demerits of Exter nal Recruitment

Merits.

The external recruitment has the following merits:

1.Entry of young blood.

Recruitment through external source brings in new persons with modern ideas

which can be profitable for the organization.

2.Wide choice.

The use of external source of recruitment increases the number of candidates and

widen the choice. The managers judge the capabilities of the applicants and

select the best ones for appointment.

3.Less Chances of Favouritism.

All the candidates, under this system of recruitment, are new for the managers

and this exclude the possibility of favouratism.

D e m erits. In spite of many merits, the system of recruitment from external sources is not

free from defects. Its chief demerits are:

1.Decrease in Morale of Existing Employees.

By adopting the system of external recruitment the chances of promotion of the

present employees come to an end. Since there is no hope of any promotion the

morale of the employee decreases and they do not perform their work with

dedication.

2.Chances of Wrong Selection.

There are chances of wrong selection due to non-availability of information in

case of external recruitment. If the wrong selection will upset the working

condition of the organization.

3.Costly Source.

The external source of recruitment involves expensive advertisement, long

selection process and training after selection which increases organizational

expenditure.

4.Increase in Labour-turnover.

When the employees know that they cannot be appointed on high posts in the

enterprise, they leave the organization at the first available opportunity, and as a

result an increase in the labour-turnover which lowers the prestige or the

reputation of the enterprise.

5.Detorioration in Labour-Management Relationship.

Making use of the external source of recruitment affects the present employees

and there is an increase in the incidents of strikes and lock-out.

OBJE CTI VES OF RECRUITMENT

To attract people with multidimensional skills and experiences that suit

the present and future organizational strategies.

To induct outsiders with a new perspective to lead the company.

To infuse fresh blood at all levels of the organization.

To develop an organizational culture that attracts competent people to the

company.

To search or head hunt/head pouch people whose skills fit the company’s

Values.

To devise methodologies for assessing psychological traits.

To seek out Non Conventional development grounds of talent.

To search for talent globally and not just within the company.

To design entry pay that competes on quality but not on quantum.

To anticipate & find people for positions that do not exist yet.

Steps on Recruitment Process

The recruitment process consist of the following steps:

Generally begins when the personnel department receives requisitions for

recruitment from any department of the company the personnel

requisitions contains detail about the positions to be filled. number of

persons to be recruited, required from the candidate, terms and conditions

of employment and at the time by which the persons should be available

appointment etc.

Locating and developing the sources of required number and type of

employees.

Identifying the prospective employees with required characteristics.

Communicating the information about the organization, the job and the

terms and conditions of service.

Encouraging the identified candidates to apply for jobs in the

organization.

Evaluating the effectiveness of recruitment process.

CO N CEPTU A L F R AME WORK OF

R ECRUITMENT PROC ESS

Human resource Management classically pertains to planning; recruitment,

selection, placement, induction, compensation, maintenance, development,

welfare etc. of Human Resources of any organisation to enable the organization

to meet its objective while also enabling the human resources to attain their

individual goals.

As is evident from the definition of the concept the entire theme revolves

centrally around human resource and its role in enabling simultaneous

satisfaction of individual and organizational goals.

The immediate conclusion that follows from this is that the prime movers of the

organisation are the individuals. The process of bringing employees into the

folds of organisation is termed as recruitment and can be unambiguously treated

as the central pillar for foundation stone of the entire concept of human resource

management.

It is easy to see why recruitment has accorded such a high position out of the

various facets of human resource management. The reason is simply that unless

one has human resource in the organisation whom will the human resource

managers manage or whose energy will they channalise productively and

usefully.

Keeping this idea into mind this Projects is an attempt to study various options

that are available both theoretically as well as practically for an organisation to

launch itself into the task of recruitment.

METHODS AND TECHNIQUES OF

RECRUITMENT

In a company recruitment sources indicates where human resources may be

procured, the recruitment methods and techniques deal with how these resources

should be tapped. As soon as the manpower manager has determined the

personal qualities required on the part of an individual to fill an vacant position

and visualized the possible sources of candidates with these qualities, his next

step relates to making contact with such candidates. There are commonly three

methods of recruitment which company follows:

1.DIRECT METHOD

2. INDIRECT METHOD

3.THIRD PARTY METHOD

Following inc ludes in the procedure

Job Analysis Form

Job Specification Form

Interview Schedule

Application Form forEmployment

Interview Assesment Form

CANDIDATES WILLINGNESS TO JOIN THE COMPANY

Chart Showing Employees Willingness to Join t h e C o m pan y

23%17%

5%

11%

28%

16%

Reputation of the Company

Working Environment Salary Package

Job Prospect Location of the Company Career Growth Opportunity

From the chart it can be understood that most of the employees are

inspired by the working environment of the company which resembles

the personal traits of the Indians. I can also see that matters much

followed reputation of the company and salary package which

comprised 11% and 16% respectively. Job prospect plays a minor role

in the minds of a candidate who had already joined the company.

Location of the company (which comprised 5% of the sample size)

where majority of the employees are qualified with technical who in

most of the cases dare to bother it.

MOST RELIABLE TYPE OF INTERV IEW IS

C har t Showing t he R e liable T ype of Inte r v ie w is

7%

36%

36%

21%

Behavioral Situational Structured Stress

I tried to find out the most reliable type of interview according the employee.

They expressed different view. According to the sample employees.

I found that behavioral interview is most reliable and this view was supported by

36% of the sample employees. Similar support was begged by the situational

interview, while 26% structured interview and only 7% favoured stress interview.

Corresponding to this data I have drawn a pie chart above: -

In BHEL all the applications received in each branch/function (HR or Finance)

will be separately arranged in descending order of merit i.e. based on a

percentage of aggregate marks of all the years/ semestersof professional

course and only the required number (according to the ratios mentioned)

starting from the top will be called for written test in each discipline of

Engineering/Function (HR or Finance). In case of a tie at cut-off marks, all the

candidates scoring cut-off marks will be called for written test. The Written

Test papers will be objective type in nature and will be in Hindi & English.

Based on merit and requirement, the short-listed candidates will have to

appear for Psychometric Test and/or Behavioral Assessment Interview followed

by Personal Interview. Candidates will be invited for Psychometric Test and/or

Behavioral Assessment Interview followed by personal interview, in order of

merit on the basis of Written Test performance. In case of a tie at cut-off

marks, all the candidates scoring cut-off marks will be called for interview.

The candidates are advised to ensure while applying that they fulfill the

eligibility criteria and other requirements mentioned in this advertisement and

that the particulars furnished by them are correct in all respects. In case it

is detected at any stage of recruitment process that the candidate does not

fulfill the eligibility criteria and/or does not comply with other requirements of

this advertisement and/ or he/she has furnished any incorrect/ false information

or has suppressed any material fact(s), his/her candidature is liable to be

rejected. If any of the above shortcomings is/are detected, even after

appointment, his/her services are liable to be terminated without any no.

BEST WAY TO RECRUIT PEOPLE

Char t Showing t he Best way t o Recr uit People is

15%

40%

20%

25%

Advertisement Walk-ins Variable Search Firms

The employees at BHEL expressed their varied views about the best way,

according to them, to recruit people. The employees in BHEL bear an opinion

(about 40% of the sample) that advertisement is the best way to recruit people.

While to 25% of the sample employees feel that walk-ins is best way while 20%

feel that variable ways are the best. Others feel that recruiting people from search

firms in a best way. Corresponding to this data I have drawn a pie chart above:

The aim of advertising is to make people aware that a vacancy exists and to

persuade them to apply for the position. Advertising helps to define exactly the

need of the company, and what separates it from its competitors. Often the people

you want to attract are not openly looking for a new job, so you need to think of

ways to sell the attributes of the company, e.g. what makes It unique, its culture,

values, philosophy and so on.

Good advertising highlights the assets of the position and appeals to the career

needs and concerns of the desired applicants. It is worth making your

advertisement effective and attractive, as there is a high correlation between

advertisements with accurate and complete information and recruitment success.

R E SPONSE GIVEN BY T H E S T A FF A B O UT T HEIR QUE R Y

C ha r t S h o w i n g E m p l o y ee s Sa ti s fi e d w it h t h e Respons e g iv e n b y th e S ta ff abo u t Q ue r y

6%

Yes

No

94%

My survey clearly concludes that response of the company to any query made by the

employees was absolutely good since 94% of my survey favors to this. 6% ratio of

unsatisfied can also be further reduced if communication system is further improved.

Corresponding to this data I have drawn a pie chart

I hereby submit my suggestion that every query by any employee should be seriously

considered and it should be dealt in depth and if at any particular time of query if proper

reply/material is not available, even than the answer must be given at a later stage after

getting full information from the source available .

HOW C A ND ID A T E S A R E RECRUITED IN T HE COM P A N Y ?

There are various ways of recruiting candidates in the company as depicted in the chart below: -

C h a r t S ho w in g E mp lo y e e s Re c r u itm e n t P r o c e s s

6%

6%

9%

85%

3%

Written Exam. Written Exam & Interview Written Exam, G.D. & Interview Others

From the chart it is quiet clear that the company adopts various processes for recruiting

the right candidate. Actual recruitment procedure followed by the company is by

conducting written examination followed by interview which comprised 85% of my

sample survey of 36 employees. But still some candidates are also chosen through written

exam, GD& interview comprising only 6% and others comprising only 3%. These

‘others’ include the reference of the existing employees within the organization itself.

Eligible candidates will be invited for objective type written test at their own

expense. In Other words all the applications received in each branch/function (HR

or Finance) will be separately arranged in descending order of merit i.e. based on a

percentage of aggregate marks of all the years/ semesters of professional course

and only the required number (according to the ratios mentioned) starting from the

top will be called for written test in each discipline of Engineering/Function (HR or

Finance). In case of a tie at cut-off marks, all the candidates scoring cut-off marks

will be called for written test. The Written Test papers will be objective type in

nature and will be in Hindi & English.

JOB SPECIFICATI ON OF THE EMPLOYEES

Chart Sh o w i n g J o b S p e cif i cati o n o f the Re sponse o f the Em plo ye e s

3%

Yes

No

97%

Almost all the candidates got the specified jobs offered to them. This implies that the

company has the organized manpower planning and well organized recruitment policy as

shown in the following chart: -

From the chart above it crystal clear that the candidates get exactly the same job as

specified. So from the company’s perspective it is a good sign for the overall growth &

development. Still some employees who comprised only 2.33% of my sample study.

THE ATTITUDE OF H.R. MANAGER

C h a r t Sho w i n g w h at e m p l o y ees f e e l a b ou t t h e A t t i t ud e o f H .R . Ma n ag er

13%

57%

Good

Very Good

Excellent

The chart below depicts that most of the employees are doing service as per my survey of

20 employees. Most of the employees are satisfied with the attitude of H.R. Manager.

13% says Good attitude, 30% says Very Good and 45% says the attitude of H.R.

Manager is excellent.

Corresponding to this data I have drawn a pie chart

From the chart it is crystal clear that the attitude & working of H.R. Manager is whole

heartedly accepted to all the employees of the company. This will definitely boost the

morale of the employees, which ultimately will increase efficiency, & working of the

employees resulting in better growth of the company. Thus by every means company is

profitable. Moreover such behavior of H.R. Manager can become the ideal of their

colleagues & subordinates.

Correspo nding to th is data I ha ve drawn a pie chart bel ow : -

C h ar t S h o w i n g t h e P r i m a r y S o u rc e o f In f o rm a t io n f o r R e c r u i t in g

Pe ople

25%

40%

15%

20%

Managerial Tes ting Recruiters Them s elves Job Analys is

THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING PEOPLE

SHOULD BE :-

According to the sample ,the primary source of recruiting people is Managerial.

However, Testing & Recruiters Themselves source are the second most favored source

of Recruiting people. Whenever the process of Recruitment is to be carried out.

Managerial source of Recruiting people should be heavily considered.

Advertisement in publications and recruitment booklets and information sheets for

applicants were found to be the most frequently and the least frequently used method of

managerial recruitment.

Newspaper advertisement was found to be the most preferred technique, while

advertisement in the technical and professional journals was the least preferred technique

for managerial recruitment in BHEL.

OPINION ABOUT BHEL CO MPANY ‘ S AP PLICATION BLANk

C h art Sho w in g Op in io n abou t B H E L C o mp an y ' s App lic atio n B lan k

10%

55% 35%

Good Very GoodExcellent

The above chart depicts that the Application Blank of the company was up to the marks

as everyone has praised & liked it. All the information and

present status of the candidate is very thoroughly covered and it

also acts as a ready reckner for the company. All the

information is gathered and define each and every thing very

clearly about candidate who are applying for the job .

FINDINGS

1. Employee join this company because of the reputation.

2. Behavioral and Structural Interview are more reliable.

3. Best way to recruit people is by 40 % advertising .

4. Maximum focus on the written examination, it follows the recruitment

process.

5. Attitude of Marketing Manager in responding to the employee is

process.

6. Primary source of information of recruiting people is managerial.

Observations

1. Under recruitment Procedures Requisition System is incorrect because the

replacement does not require fresh approval, unless it is in place of termination.

2. The data banks are not properly maintained.

3. The dead bio-data are never being destroyed.

4. Proper induction is not given to all the employees. It reserves to only a few levels.

5. Salary comparison is not justifies. Old employees are demoralized by getting less

surely then new employee.

6. Salary fixation has a halo effect .

7. Recruitment procedure is not fully computerized.

8. Manpower’s are recruited from private placement consultancy, who are demanding

high amount of fees, where as HRD Department is not fully utilised to recruit

manpower by advertisement.

9. Before recruitment cost benefit analysis is not done properly. It causes manpower

surplus which makes loss in the industry.

10. Manpower is recruited from reliable source however efficiency does not recognise.

R ECOMMENDATION

1.Fresh requisition requires approval and not replacement.

2.The dead CVs should be destroyed.

3.Each level of employee should be formally inducted and introduced to the

Departmental Head. If not all levels, at least Asst. Manager and above category of

employees.

4.Salary comparison should be seriously done to retain the old employees.

5.Proper salary structure to be structured to attract people and make it tax effective.

6.Cost benefit analysis should be alone before creating a position or recruitment of

manpower.

7.External source should be given equal importance with internal source. By which new

brain will be inducted in the company with skill, talent, efficiency etc.

8.Manpower planning should be followed before recruiting.

9.Proper enquiry should be done regarding previous employment of a candidate before

recruitment to avoid industrial disputes.

SUGGESTIONS

1. More Rewards and Recognitions to deserving employees.2. Training in the soft skills for competency development for the next

level.3. More flexible work timings, with options to work from home and

part-time.4. Appraisal rating changes with the change in superior thus need

modification.5. More timely appreciation and feedback by the managers on the work

done.6. Make managers responsible for retaining employees.7. Train managers on people management and motivational skills.8. Increase Team budget, which will enable the AMs to have more team

activities.9. Opportunities to learn different processes and work for different

departments.10.Modify LEAD.11.More position is to be created for adequate growth opportunities of

employees.12.Have open forum where employees can give their opinion.

BIB LIOGR APHY

Author Book Edition Publication

C.R Kothari Research Methodology Second EditionHimalaya

Publication

C.B. Gupta Principles and practice of

Management23rd Revised

Eedtion

 National Publishing

House / Mayoor

Gary Dessler  

Human Resource Management:International Edition

11 EditionPrentice Hall of

India

Mark CookPersonnel selection

adding value through people

4th EditionJohn Wiley &

Sons

Columbia UniversityThe Columbia Encyclopedia

Sixth Edition edColumbia University

Press. 2005. Retrieved 2007

Websites

http://www.strategic-dimensions.co.u...g%2004_337.pdf

http://www.auditnet.org/docs/Recruitment%20process.pdf

http://www.staffing-and-recruiting-essentials.com/Hiring-Checklist.html

http://www.bheletr.co.in/etrlive/jsp/index.jsp

I NTERVIEW SCHEDU LE

Authorized SignatoryPreliminary interview of the candidates is conducted by HRD based on Personal Data Format given below filled up by the candidate with the help of technical person along with the Dept.Date: Venue: Position:

NAME OF THE CANDIDATE TIME REMARKS

INTERVIEW CALL LET TER

Date ---------------- Dear Sir,

“ ”

This has reference to your application for the above mentioned position in our organisation.

We are pleased to invite you for a meeting with the undersigned on…………………….at………a.m./p.m. please confirm this appointment.

We have enclosed a blank personal Data Form. Please fill this in and bring with you along with your educational and experience certificates / testimonials in original for the meeting.

No TA/DA shall be admissible for attending this interview.You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview.

We take this opportunity to thank for the interest you have shown in joining our organisation.

Yours sincerely,For BHEL

Exam/Degree/ Diploma/ Certificate

School/ College/ University

Year of Passing

Branch of Study Electives/ Specialization Subjects

Class/ Grade/ Division& % of marks

Regular/Part Time/ Correspondence

D.PERSONAL DATA FORMAny candidate appearing for an interview in the company is required to fill in his/her particulars in the prescribed "Personal Data Form"

A P P L IC A TION F ORM F OR E M P L O YMENT

CONFIDENTIAL

Refrence(including advt. ref. if any)

PositionApplied for

Time forJoining

PERSONAL DETAILS:Name: ( in Block letters as registered in school certificate)

(First Name) (Middle Name) (Last Name)

Present Address:

Permanent Address

Tel. Res. Mob.

Tel. Off. E-mail (Personal)

Date of Birth Age Place of Birth State

Martial Status: Married/ Single Children: Male of age

Female of age

EDUCATION: Details of all examination passed from matriculation or equivalent onwards

Organization Details From To

State reasons for gaps in studies, if any:Academic Achievements:PROJECT WORK/PUBLICATION/THESIS

BRIEF DETAILS OF ANY PRESENTATION/ PUBLICATION/ THESIS, IF ANY

WORK EXPERIENCE: Present/ Last Job

Organization Period of Employment

Address From: To:

Nature of Business

Telephone Current Position/ Position held

Sales Turnover of the organization No. of employees in the orgn.

Sales Turnover of your unit No. of employees in your unit

No. of employees in the Dept. you work No. of Executive No.of -Non- Executive

No. of Direct report: No. of Executives No. of Non-Executive

List your 3 core competencies List 3 Key Achievements in your career1. 1. 2. 2. 3. 3.

Please draw a brief organization chart of your dept./ Division and outline your responsibilities (Attach sheets giving details if required)

Organisation Chart: Current Responsibilities

Name of the organizati on

Period PositionJoined

Position Last Held

Brief description of responsibilities

Last drawn Gross salary Per month

From To

Basic DA HRA/Lease Conveyance Any other (mention details)

Total p.m.

Total p.a.

LTA Variable pay/Bonus Medical Any other Total p.a.

Previous Employment Details: (Start from recent employment)

Present Remuneration Drawn:

A. Monthly:

B. Annual:

C. Other Terminal Benefit p.a.

Pf Superannuation Gratuity Total p.a.

D. Gross p.a.(Total of A, B & C)

E. Other perk not included in Gross

Due date of next increment: Any other information relating to the above

Language Read Write Speak

GENERAL Language Known

1. Have you any relative working in BHEL? Yes/No

If yes please give details : Name Relationship

Designation Unit / Department

2. Have you earlier applied for any position in any of our factories/ Offices? Yes/No

3. Is your spouse e employed? Yes/No

4. Have you any locational constraints? Yes/No

If yes, please give details/ reasons

5. Can you undertake frequent t travels: Yes/No

6. Extra Curricular Activities:

7. Interests/Hobbies:

8. References: Please give names, addresses & Telephone Nos., of twoPersons other than relatives to whom we may refer about you.

1. 2.

Any other information you would like to add:

Decl a ration I declare that the information given by me in this application is true and complete to the best of any knowledge and belief. I am not aware of any circumstances which might affect my fitness for employment. If any time, later, it is found that I have not disclosed any material information or have given incorrect or false information, the company will be liberty to terminate my appointment without any notice or compensation.

Date: Place: Signature of ApplicantWe thank you for information and assure you that this will be kept in strict

Confidence.

Interviewee’s Name Date 2006Post Applied For Venue

1. 2. 3. ASSESSMENT FACTORS RATING REMARKSAppearanceTechnical KnowledgeGeneral KnowledgeExperienceCommunications SkillsInnovative Thinking& LogicGrowth PotentialDecision MakingLeadership SkillsMaturityInterest/Cultural backgroundA=Very Good B=Good C=Average D=BelowAverage

Overall strong points

Overall weak points

Written Test/Remarks

Reason for leavingRemuneration Expected

Suitable for any otherDeptt./jobComments, if any

E.CONDUCTING INTERVIEWSInterviews are conducted by an panel, which includes a staff member from the concerned department and may include an had representative.

F.INTERVIEW ASSESSMENTInterview assessment Format is filled up by the interview panel immediately after the interview and all the relevant papers are forwarded to the HRD Department at the earliest. The Interview Assessment include the following form which considers the following information:

INTRVIEW ASSESSMENT FORM

Selected Not- Keep Pending Call for final

G.SALARY FIXATION"Staff comparison statement" and " salary proposal" formats are used for this purpose.

H.OFFER AND APPOINTMENT LETTERA candidate selected for appointment is issued an offer letter mentioning the expected date of joining.

Extension of time to join duties is granted to the candidate purely atManagement discretion.A Detailed Appointment letter is issued after the individuals joins and fills the joining report.The offer and appointment letters are signed to all new joiners.

4.JOINING FORMALITIES

All the new joinees are required to fill-up the relevant papers such as Nominations under Insurance and Gratuity schemes, PF Declaration Forms etc. and all these records are maintained in their personal files.Induction Training is organized for the new joinees. Induction is organized internally by HRD Department depending on the number of joinees in a month. Training needs o f the new joinees are identified as per the procedure.

On the joining detailed appointment letters are issued as per below mentioned levels:-

1) A P POI N TMENT LETTER Language for bel o w Asst. Manag e r level is given i n the following fo r m at

‘BELOW ASSTT &MANAGER LE VEL’

Dated :

LETTER OF APPOINTMENT

Dear Mr.

With reference to the offer letter no. dated we are

pleased to appoint you as

conditions:

on the following terms and

Ordinarily your period of probation will be Six months which

could be further extended for a period not exceeding three

months and during probationary period/extended probationary

period your services are liable to be terminated without any

notice or without assigning any reason or compensation in lieu

thereof.

EMOLUMENTS:

A) you will be paid following emoluments:

Basic Salary :Rs. p.m. House Rent

Allowance :Rs.

Expenses :Rs.

You shall also be entitled to benefits like Bonus, Gratuity, PF, ESI & L.T.C as per rules of the company.

B) Further increment will be based on efficient, satisfactory and loyal discharge of duties and may be withheld in case the standard of work and conduct is found

subnormal of may be accelerated in case the same is adjudged to be commercial at the discretion of the management.

Your place of posting will be at our situated at - . However, you are liable to be transferred to any of our sites/factory/office at the discretion of the management.

1. During the period of your employment, you shall not secure or try to secure any other post and undertake any course of study or work on part time basis without the pronouncement or the Management in writing. You will also not hold any office of profit outside the company or engage yourself in any other trade or business either part time, or full time, whether for profit or gain, or on honorary basis or otherwise, engage in an insurance agency or commission agency etc. without the prior written permission of the management.

2. Your hours of attendance shall be regulated to suit the duties entrusted to you from time to time, subject to the statutory provisions.

3. You shall be governed by the rules and regulations of the company in force from time to time, that may be applicable to you.

4. In the event of your confirmation in writing, in addition to the terms and conditions mentioned in this letter, except para (1):

a) You will be liable to be retired on your reaching the age of 58 years or earlier if found medically unfit. The organization shall have the right to have you medically examined as and when considered necessary by a registered medical practitioner or by the Company’s medical officer.

b) The employment will be liable to be terminated on either by giving one month’s basic salary in lieu thereof. However, no notice would be necessary to be given by the organisation if in their opinion you are found guilty of any gross misconduct as generally understood in employment, particularly disobedience, insubordination, insolence and acts subversive of discipline, habitual negligence of duties, distrust, dishonesty or embezzlement, illegal strike, habitual late attendance, absence, go-slow etc.

5. In case any misconduct is alleged against you, you are liable to be suspended forthwith without any salary or allowance, pending such inquiry, if in an inquiry you are exonerated of the charges, you will be entitled to full salary as if you were on duty. In the event you are found guilty of the charges levelled, irrespective of the punishment imposed, you shall not be entitled to any payment for the period of suspension.

6. The above mentioned “terms and conditions of services” shall prevail so long as the same are not either modified or they will also be subject to such other and further

rules and regulations which may be notified by us by putting a notice in writing on the notice board put inside the premises.

7. Your date of joining the services in the organization is

8. This letter is being offered to you in duplicate. In case the terms and conditions expressly enumerated above are acceptable to you, please sign the duplicate copy of this letter in token of your having read, understood and accepted the terms and conditions mentioned above.

9. Please note that the court of jurisdiction shall be at New Delhi.

We welcome you to our organization and wish you a successful career with us.

Yours sincerely, For BHELAUTHORISED SIGNATORY

ACCEPTANCE

I have clearly understood the terms and conditions mentioned in this letter of appointment and I hereby accept the same.

N A ME SI G N A TURE D A TE

2) App o in t m ent l e tter language for a s st. Manag e r t o m a n ager is g iven in the following fo r m at.

FOR ASSISTANT MANAGER TO MANAGER

Dear Mr………………………. Date…………………..

APPOINTMENT LETTER

With reference to the offer letter no. dated , we are pleased to appoint you in our organisation on the following terms and conditions:-

1) Designation : Your position in the company will be…………………………

2) Date of Joining: Your date of joining the services in the organisation is ………………………………

3) Probation Period: Ordinarily your period of probation will be Six months from the date of joining. Management may extends the probation period depending upon your performance. On successful completion of probation, you will be issued a confirmation letter.

During the probation period, your services are liable to be terminated without assigning any specific reason, whatsoever without giving any notice. After confirmation the notice period will be one month or one month’s basic salary on either side.

4) Salary Details:

Your Basic Salary will be Rs. ………………./- p.m.(Rupees ……………………………………………… only)In addition you will be entitled to House Rent Allowance of Rs. ………………/- p.m.(Rupees ………………………………………………only)You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. ………………/- p.m. (Rupees ……………………………………. only)You shall also be entitled to benefits like ESI/Medical Reimbursement, LTC, Bonus Exgratia, Gratuity & PF as per rules of the company.

5)Place of Posting………………………However, you would be liable to be transferred/posted at any of the existing or proposed locations of the company or its sister/associates companies at the sole discretion of the management.

6) The company normally does not permit employees to engage in any other business or work, either directly on their own account or indirectly and you will be expected not to do so without prior consent of the management in writing.

7) You will be governed by the rules and regulations of the company as applicable in force, amended or altered from time to time during the course of your employment.

8) You will automatically retire from the services of the Company on attaining the age of 58 years. You may be retired earlier if found medically unfit.

Please sign the duplicate copy of this letter signifying your acceptance and return it to us.

We welcome you to our organisation and wish you a successful career with us.

With best wishes,

Yours sincerely, For BHEL

AUTHORISED SIGNATORY

I agree to accept employment on the terms and conditions mentioned above and agree to abide by all the rules and regulations of the company.

NAME S IGN A T U RE D A TE

3) Appoi n t m e nt l e tter l a nguage for s r . m a n ager and a bove is given in the f ollowing fo r mat.

FOR SR. MANAGER AND ABO VE

Dear Mr. …………………………. Date……………

APPOINTMENT LETTER

With reference to the offer letter no. dated , we are pleased to appoint you in our organisation on the following terms and conditions:-

1) Designation : Your position in the company will be ……………………

2) Date of Joining: Your date of joining the services in the organisation is …………………………..

3) Salary Details :Your Basic Salary will be Rs. ………………/- p.m. (Rupees ………………………………………only)In addition you will be entitled to House Rent Allowance of Rs………………../- p.m.(Rupees…………………………………………………… only)You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. ………………../- p.m. (Rupees ……………………………………….. only)

You shall also be entitled to benefits like Exgratia, Gratuity, PF etc. as per rules of the company.

You will be entitled to reimbursement of Medical Expenses for yourself and family, the total cost of which shall be a maximum of one month's basic salary in a year.

You will be entitled to reimbursement of LTC equivalent to one month’s basic salary per completed year of service. Your first entitlement for LTC will be on completion of 12 month’s service with the Company.

4) Place of Posting: …………………………. However, you would be liable to be transferred/posted at any of the existing or proposed locations of the company or its sister/associate companies at the sole discretion of the management.

Your services are liable to be terminated without assigning any specific reason, whatsoever by giving you one month’s basic salary or one month’s notice. Likewise you would be free to leave the services of thew company by giving one month’s notice or basic salary to the company.

The company normally does not permit employees to engage in any other business or work, either directly on their own account or indirectly and you will be expected not to do so without prior consent of the company in writing.

You will be governed by the rules and regulations of the company as applicable in force, amended or altered from time to time during the course of your employment.

You will automatically retire from the services of the Company on attaining the age of 58 years. You may be retired earlier if found medically unfit.

Please sign the duplicate copy of this letter signifying your acceptance and return it to us.

We welcome you to our organisation and wish you a successful career with us.

With best wishes.

Yours sincerely, For BHEL

AUTHORISED SIGNATORY

I agree to accept employment on the terms and conditions mentioned above and agree to abide by all the rules and regulations of the company.

NAME SIGNATURE DATE

Joining report to be filled by the new join in format given below and experience certificate, Date of Birth Certificate, Relieving letter, Salary Certificate and Educational Certificate etc. to be submitted to personnel Department.

BHELDATE: HRDDEPARTMENT NOIDA 110011JOINING REPORT

This is to inform you that I have joined the organisation as

On in

Department. My present address is

Telephone No.

And my Date of Birth is . Any change in my address will be

intimated to you.

NAME :

SIGNATURE:

DATE:

VI) DOCUMENTATION

1. Individual personal files are maintained.2. Computerised Personal details are maintained.3. After separation also the personal files are maintained of ex-employees.4. Position wise Data Banks are maintained for future reference.5. The following formats shall be generated as a result of implementation on this

procedure.

5.DEPARTMENT INTERFACE

HRD Department sends a Status Report updating on the recruitment process to theDepartment which has raised the manpower requirement.

6.STATISTICAL ANNALYSIS

An Annalysis of the manpower requirements is prepared periodically based on the following factor:

Source of recruitment

Resumes received and short-listedInterviews conducted Candidates selected Candidates joined

F.FORMATSThe Formats of the company includes the following: MANPOWER REQUIREMENT PERSONAL DATA FORM INTERVIEW ASSESSMENT FORM JOINING REPORT

STAFF COMPARISION SHEET SALARY PROPOSAL SHEET

These Formats, when filled up, are available in the individual personal files along with other personal details of the individual, which are confedential in nature.

G.RECORDSThe company includes the following records

Manpower Requirement Forms Correspondence for release advertisements Correspondence with consultant

OPINION SURVEY:

Certain schemes yield more fruitful results in certain conditions and with some specific

objectives. Needless to say that management practices differ from organisation to

organisation. But the fact is that success does not follow automatically, the people who

implement the system that matters just as the authority without acceptance have no

meaning. Recruitment process without trust of employees and organisation has no value

however the objective may be ,so an attempt is made to study the attitude of those who

are participating in recruitment process before giving any suggesting and concluding

remarks. For this purpose research has taken opinion of 15 executives and 12

worker/employee of different departments/sections of the organisation. The questionnaire

prepared and circulated may them is reproduced below indicating their responses to each

question.

An ex a m ple of a Q uestion n aire ci r culated a m ong No

1. Are you in support of recruitment policy?

2. Whether the existing recruitment policy is linked

to productivity?

3. Do you feel that manpower recruitment has been

rationalised by way of automation?

4. Whether the existing recruitment policy is getting

will supports for the top management?

5. What are the benefits you are deriving from the

existing recruitment policy?

a) Reduction on labor cost?

b) Effective utilisation of human resources?

c) Maintaining timing in recruitment and staffing

schedule?

6. Do you feel that job evaluation and job analysis

helps in manpower recruitment in your

organisation?

7. Do you think that the personal recruited from

external sources is more desirable than the internal

sources?

8. Whether cost benefit analysis is done before

40%

40%

10%

70%

60%

25%

60%

85%

10%

50%

50%

80%

20%

30%

65%

30%

5%

80%

10%

10%

10%

10%

10%

10%

10%

10%

10%

90% Nil 10%

90% Nil 10%

Nil 90% 10%

recruitment?

9. Are you satisfied with the

existing recruitment system of the

organisation?

10. Do you feel that performance

appraisal helps in recruitment

process?

11. Do you feel that training will

effect to recruitment process?

12. Do you think job rotation

will affect the recruitment

policy?

13. How are you controlling the

shortage and excess of manpower?

A) By

employing casual

worker b) By

employing extra

hours

c) By lay off / retrenchment

30%

35%

65%

65%

50%

60%

55%

25%

25%

40%

10%

10%

10%

10%

10%

From the response indicated above it appears that the

prevailing recruitment policy has definite impact on the

organisation. Most of the executives showed positive response

to different questionnaires by virtue of manpower planning

they used proposed deletion of manpower planning they used

proposed deletion or addition of man in the organisation

for a planning period. The excess or shortage are being adjusted and hence misutilisation

is mere chance. The executives did not respond to the lay off and retrenchment for

reduction in available human resources. Form the questionnaires it appears that the

managerial staff are only interested for filling of the vacancies of higher post from out of

the internal sources. This attitude will seize the professional approach of the organisation

and may not able to induct fresh brain. From the answers of most of the managers it is

observed that they want entry of new managers should be avoided and fresh recruitment

shall be limited up to only staff cadre and not above that. From the answers of most of the

executives it appears that cost benefit analysis is not properly followed by the

organization and job rotation also not followed properly in the organization which make

an employee all rounder in all respects. By which, in the absence of an employee the

work will not discontinue.

AN EXAMPLE OF QUESTIONNAIRE CIRCULATED AMONG

EMPOLY EES/ WORKMEN: Yes No. No.

Response

1. Are you satisfied with the existing

recruitment policy in your

organisation?

2. Do you feel work load in your department?

3. Do you feel of your optimum utilisation?

4. Do you satisfied with your job?

5. Do you feel that motivation is

main factor for optimum utilisation

of existing manpower?

6. Do you feel that recruitment of lower

level staff from external source is

desirable than internal source?

7. Do you feel that trainingimported by your

organisation helps in improving your performance?

25%

20%

25%

25%

75%

50%

60%

65%

70%

65%

65%

15%

40%

30%

10%

10%

10%

10%

10%

10%

10%

From the response to the above questionnaires it is clearly

indicated that most of the workmen are dissatisfied about the

existing recruitment policy. They are not given chance for

their development. Their skill efficincies are not recognized

by the company

CON CLUSION

Studying the recruitment procedures ofBHEL., analysing the respondents answers,

opinion survey and data analysis it came to conclusion that BHEL is a growing Company.

It has a separate personnel department which is entrusted with the task of carrying out its

various roles efficiently. The business of BHEL is carried on in a very scientific

manner. In the saturation point of business it need not waste the time to diversify into the

another business. Management understands the business game

very well. At the time of difficulty it takes necessary action to solve the problem. Now

the personnel department of BHEL is in infancy stage. It always try to modernize the

department. It strongly believes in manpower position of the organization because it

knows in the absence of ‘M’ for man all ‘Ms’ like money, material, machines, methods

and motivation are failure. It always tries to develop the human resources. In the

absence of right man, material, money, machines all things will not be properly

utilized. So it always recruits manpower in a scientific manner.

R ECRUITMENT PROC ESS

Vaccant Position in the Orgn.

ResumeDetails

Requisition P r ocess Manpower requisition Requisition approval

NoRequisition

Direct

ApplicantData Blank

Application Short-List

Call for Evaluation

Recruitment

Evaluation Pro

cess

Rejection/Hold

Offer Letter

to selecte

dCandidates

The Applicant Databank is A Central Repository of Applicant related information.

The Recruitment Process has different options- Direct and Through Requisition

Di r ect : The Candidate required for a vacant position in the organization is

Searched from the applicant Data Bank and given offer.

Th r ough R e quisitions : The Requisition Process(an official written demand) comprises

of Manpower Requisitions from the organization.

After Approval of the Requisitions the Applicants are short listed from the Applicant

Data Blank based on the position, Experience, skill set, Qualification as required from the

Requisition.

The Short Listed Applicants are then called for an evaluation process that is based on pre-

defined steps for the respective positions.

After clearing the evaluation process an offer letter is given to the selected applicants.

If the Applicant is rejected or on Hold during Evaluation process, the Applicant goes

back to the Applicant Data Bank with appropriate status.

In today's rapidly changing business environment, organizations have to respond

quickly to requirements for people. Hence, it is important to have a well-defined

recruitment policy in place, which can be executed effectively to get the best fits

for the vacant positions. Selecting the wrong candidate or rejecting the right

candidate could turn out to be costly mistakes for the organization. Selection is

one area where the interference of external factors is minimal. Hence the HR

department can use its discretion in framing its selection policy and using various

selection tools for the best results. These case lets discuss the importance of having

an effective recruitment and selection policy.

They discuss the importance of a good recruitment and selection process that

starts with gathering complete information about the applicant from his application

form and ends with inducting the candidate into the organization.

NORMS OF BHEL RECRUITMENT

BHEL mainly recruits Engineer Trainees, Supervisor Trainees and Artisans, whenever

vacancies for these positions are sanctioned. Once vacancies are sanctioned, the

recruitment for these position is conducted according to the process which will be

described in detail in open advertisement issued. You may look out for such

advertisements in the “Employment News”, and also at this website, where it will also be

hosted when issued. However, some broad features are given below:

1.For the positions of-

a)Engineer Trainees

b)Supervisors Trainees

Normally above two recruitments are centrally conducted for various units of BHEL and

detailed advertisement, containing no. of vacancies, job-specifications, selection process

etc., is published in National Dailies.

For these positions, generally recruitment is conducted leveraging technology, which

requires submission of applications ‘on-line’ only. The broad job-specifications are

as under:

JOB SPECIFICATIONS

a) For Engineer Trainees

Full time regular Bachelor’s Degree in Engineering or Technology from a

recognized Indian University/Institute in the relevant discipline with minimum 60%

marks in the aggregate of marks of all years/semesters.

b)For Supervisor Trainees

Full time regular Diploma in engineering in the relevant discipline with minimum

60% marks in the aggregate of marks of all years/semesters (relaxable to 55% for

SC/ST candidates) from a recognized Indian university/institute.

Upper Age Limit

Engineer Trainee- 27 years for Graduates

29 years for Post-Graduate

Supervisor Trainee-27 years

The selection process involves on All India based written test followed by interview.

The process by which the candidates, who apply, are shortlisted for inviting for

written test and interview, is described in detail in the advertisements issued.

2.For the position of Artisans

The recruitment for these positions is conducted by concerned unit only, whenever

vacancies are sanctioned to them. The detailed advertisement, containing no. of

vacancies, job -specifications, selection process etc., is published in Employment News

and hosted on BHEL website. Window advertisement is, however, published in Local

Dailies.

JOB SPECIFICATION

Matric/SSLC + National Trade Certificate (NTC) in the relevant trade plus National

Apprenticeship Certificate (NAC) with not less than 60% marks for Gen and OBC

candidates and not less than 55% marks for SC/ST candidates in both NTC and NAC.

Upper Age Limit- 27 years for General Candidates Relaxation in upper age limit for

various categories in all the above positions is as per Presidential/ Govt. Directives on

reservations.

The selection process involves written test followed by interview. The process by which

the candidates, who apply, are shortlisted for inviting for written test and interview, is

described in detail in the advertisements issued.

Note:

1. The above mentioned job-specifications are broad in nature. As such, it is

advised to refer to the details of concerned recruitment, whenever

conducted.

2. Applications for jobs are to be submitted against specific recruitment

advertisement only and as prescribed.

3. Occasionally BHEL recruits persons at levels other than described above.

Any advertisements issued in this regard will also be hosted at the site.

4. Unsolicited applications will neither be entertained nor responded.

S A MPLE OF HOW ONLINE RECRUITMENT T AKES PLAC E (of ET & S T - 2008):-

JOB : Recruitment of Engineer Trainees and Supervisor Trainees in BHEL

Name and Address of Company:

Bharat Heavy Electronics

Limited BHEL Room No. 35, Main

Admn. Bldg,

HEEP -Bharat Heavy Electrical Ltd.(BHEL) Ranipur, Haridwar – 249 403.

About Company:

Bharat Heavy Electronics Limited BHEL is country’s premier engineering

organization and one of the NAVARATNA PSUs and caters to core sectors of Indian

economy viz Power Generation and Transmission, Industry, Transportation, Oil &

Gas, Renewable Energy, having 14

Manufacturing Divisions, 08 Service Divisions, 15 Regional Offices, 04 Power Sector Regional

Centers and over 100 Project Sites spread all over the Country.

BHEL inv ites applications for the posts of Engine er Trainees and Superv isor Traine es

Name o f the P os t : Engin e er T r ain e es

No. of Vacancy: 750posts (Mechanical –400, Electrical-200, Electronics –50,

Civil – 100) Scale of Pay: Rs.10750-430-16750/-

Qualification: Full time regular Bachelor’s Degree in Engineering or

Technology from a recognized Indian University/ Institute in the disciplines of

MECHANICAL/ ELECTRICAL/ ELECTRONICS/ CIVIL with minimum 60% marks in

the aggregate of all years/ semesters

Name o f the P os t : Su p er v is o r T r ain e es

No. of Vacancy: 750 posts (Mechanical – 400, Electrical-200, Electronics – 50, Civil –

100)

Scale of Pay: Rs.10750-430-16750/-

Qualification: Full time regular Diploma in Engineering from a recognized Indian

University/ Institute in the disciplines of Mechanical/ Electrical/ Electronics/ Civil

with minimum 60% marks in the aggregate of all years / semesters Or equivalent

qualifications.

How t o apply f or above po s t:

Obtain a Crossed Account Payee Demand Draft for Rs.100/- (Rs. One hundred only) in

favour of: M/s. Bharat Heavy Electricals Limited, Haridwar, drawn on any Scheduled

bank and payable at

Haridwar (preferably, State Bank of India, BHEL, Ranipur, Haridwar- Branch

Code - 0586) Candidates may fill in the ONLINE application form and submit

the same.

(1) After submitting the application ONLINE, a unique Acknowledgement

Number will be allotted to the candidate.

The candidates are advised to download two print-outs of the Acknowledgement

Slip and send one of the print – outs, duly signed, after pasting his/her recent

photograph at appropriate place, along with Demand Draft as applicable, to the

following address so as to reach by the specified date ( 15th July, 2008 ) :

Sr. Manager (HR)

Room No. 39, Main Admn. Bldg,

HEEP -Bharat Heavy Electricals Ltd.

(BHEL) Ranipur, Haridwar – 249

403.

Note:The candidates are ad v ised to retain a copy of acknowledgement s lip for th e ir future ref e rence.

F ees:

Rs.100/-

La s t Date of Application Submission:

15th July, 2008

Ap plication Form /Advertisement Source Credits:

h t tp:/ / ww w . b he l et r .co . in/et r live/jsp/index.jsp

L o gin or r e gi s ter to post comments

A P PLIC A T I ON R E C E I VED O N LINE FOR A B O VE POSIT I ONS A T BHEL HARI D W A R

CIVIL (FEMALE) ----------------- 478 (MALE) ----------------- 1745

ELECTRICAL (FEMALE) --------- 2067 (MALE) ---------- 9129

ELECTRONICS (FEMALE) ------- 3568 (MALE) ------- 8486

MECHANICAL (FEMALE) ----- --- 691 (MALE) ----------13021

TOTAL APPLICATIONS RECEIVED --39185

C UT OFF MA RKS FOR WRI TTEN EXAM A RE-

FOR ET(ENG INEER TRAINEE)-

DISCIPLINE GEN OBC SC STMECHANICAL 72.33 65.70 64.90 60.00ELECTRICAL 76.35 71.11 67.91 60.00ELECTRONICS 82.62 78.95 75.60 70.00CIVIL 71.20 60.02 62.12 60.00

FOR ST(SUPE R VISOR TRAINEE)-

DISCIPLINE GEN OBC SC STMECHANICAL 72.79 66.57 65.27 55.03ELECTRICAL 75.60 70.56 68.38 59.53ELECTRONICS 80.58 77.42 74.58 68.55CIVIL 72.85 68.54 66.31 55.52

C LASSIFICATION OF EMP LOYEE

Different sources can be used for the recruitment of various categories of employees

according to their classification. In the following table different level of job and the

sources available for recruitment to these post have been shown:

Level of Jobs Types of Job Sources of

Recruitment

1. Top Level Personnel

2.Middle Level

Personnel

General Manager is the top level personnel.

Production Manager, Financial Manager,

Sales Manager, Purchase Manager,

Research Manager, Budget Controller,

Factory Controller.

a. Promotion

b. competitive

concerns

c. Re-employment

a. Promotion

b. Transfer

c. Competitive

Concerns

d. Advertisement

e. Educational

institution

f. Employment

Agencies

3.Technical Experts

4.Lower level Personnel

5.Office Personnel

Industrial Engineer, Quality

Controller, Production

Development Manager.

Supervisor ,Accountants, Foreman

Clerk, Steno, Typist, Asssitant, Peon.

a.

Educatio

nal

institutio

n

b. Competitive

Concern

s

c. Advertisement

d. Re-

employment

e.

Employment

Agencie

s

a .Promotion

b.

Advertisem

ent c.

Casual

applications.

d. Public

a. Advertisement

. b. Casual applications

c Recommendation of

presnt employees

a. Labour Unions

6.Labourers

It includes the labourers

and artisians working in the

organization.

b. Labour

Contractors c.

Friends and

relatives of

present

employees

d.

Recruitme

nt at

factory

gate.

Questionnaire

1. Candidate willingness to join the company

o Reputation of the company

o Salary Package

o Working Environment

o Job Prospect

o Location of the Company

o Career growth opportunity

2. Most reliable type of interview

o Behavioral

o Situational

o Stress

3. Best way to recruit people

o Advertisement

o Walk-ins

O Search firms

4. Response given by the staff about their query

o Agree

o Disagree

5. How candidates are recruited in the company

o Written examo Written exam & Interviewo Written exam, G.D Interview

6. Job specification of the response of the employee

Yes

7. Attitude of H.R Manager

o Good o Very goo

8. The primary source of information for recruiting people should be

o Managerial o Testing o Recruiters themselves o Job analysis

9. Opinion about BHEL Company’s Application on Blank

o Good o Very good o Exellent