Professional Documents
Culture Documents
com
A
Project Report
On
A Study Of
Recruitment Process
BHEL
valuable guidance.
INDU RAWAT
With immense pleasure and deep sense of sincerity, I have completed
2. Bring confidence
3. Developing skills
4. Modify Attitudes
EXECUTIVE SUMMARY
COMPANY PROFILE
RESEARCH METHODOLOGY
LITERARY REVIEW
PROJECT
QUETTIONNAIRE
FINDINGS
ANNALYSIS
SUGGESTION
LIMTATION
BIBLOGRAPHY
ANNEXURE
CONCLUSION
Executive Summary
BHEL and to evaluate how far this process confirm to the purposes
underlying the operational aspects of the industry. How far the process is
in BHEL.
may not run the business. So right man should be procured at right place
procure right man at right place in right time, some information regarding
job and job doer is highly essential. These information are obtained
these important documents like Job Analysis, Job Descriptions and Job
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
It has been earning profit continuously since 1971-72 and achieved a sales
2002-03.
centers, eight service centers and eighteen regional offices and a large
number of projects sites spread all over India and abroad and enables
the company to promptly serve its customers and provide then with
prices. BHEL has already attained ISO 9000 and all the major
POWER GENERATION
BHEL has proven turnkey capabilities for executing power projects from
rating and gas turbine - generator sets of up two 250 MW unit rating. Co-
the efficient use of the high- ash – content coal available in India , BHEL
plants.
generator sets.
Custom – made hydro sets of Francis ; Pelton and Kaplan types for
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
competitive.
BHEL offers wide – ranging products and systems for T & D applications.
series & shunt – reactors , capacitor banks , vacuum & SF6 circuit breakers
insulators.
the state – of – the - art controlled shunt reactor ( for reactive power
distribution systems.
INDUSTRIES
supplies digital distributed control systems for process industries and control
BHEL is the only company in India with the capability to make simulators
TRANSPORTATION
rolling stock and traction propulsion systems. In the area of rolling stock ,
cum – road vehicle etc. Besides traction propulsion systems for in – house
electrical multiple units and metro cars. The electric and diesel traction
light rail systems , etc. BHEL is also diversifying in the area of port
RENEWABLE ENERGY
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.
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 ,
well heads , X – Mas tress and oil rigs to ONGC & OIL.
INTERNATIONAL OPERATIONS
from India , raking among the major power plant equipment suppliers in
the world.
Over the years , BHEL has established its references in about 60 countries
around the world , from the US in the west to New Zealand in the Far
BHEL , covering turnkey power projects of thermal , hydro and gas - based
, photovoltaic cells and panels , etc. Apart from over 1100 MW of boiler
have been in China , Saudi Arabia , Libya , Greece , Cyprus , Malta , Egypt ,
DEVELOPMEMT
To remain competitive and to meet customer's expectations , BHEL lays
sector in India. Products developed in - house during the last five years
BHEL has introduced , in the recent past , several state - of – the – art
products ; low - NOx oil / gas burners , large capacity atmospheric fluidized
optimization ( PADO ) package for power plants , etc. The company has
generation.
HUMAN RESOURCE DEVELOPMENT INSTITUTE
solutions ". For realizing this vision , continuous development and growth
of the 47000 strong highly skilled and motivated people making the
MANAGEMENT
employees.
Environmental Policy
environmental management;
BHEL will also assist and co-operate with the concerned government agencies
continual improvement;
parties.
science.
PARTICIPATION IN THE " GLOBAL COMPACT
The " Global Compact " is a partnership between United Nation , the
for them to work together and improved corporate practices through co-
BHEL has joined the " Global Compact " of United Nation has committed
to support it and the set of core values enshrined in its nine principles:
• Human Rights
• Labor Standards
6. Eliminate discrimination.
• Environment
environmental challenges;
responsibilities; and
friendly technologies.
By joining the " Global Compact " , BHEL would get a unique opportunity
VARIOUS SECTORS
operation all over the country. EHV level series compensation schemes
have been installed in KSEB , MSEB , and MPSEB & POWER GRID
Since its inception in 1982 , the industry sector business has grown at an
BHEL , today , supplies all major equipment for the industry: AC/DC
exchangers , pressure
and dual voltage EMUs , diesel - electric multiple units , diesel power car
In BHEL the recruitment policy spells out the objective and provides a
The recruitment policy in a company may embrace spell issue such as the
personnel requisition forms are originated by the personnel, who has the
SCOPE
employees.
richer and fuller life. Every organisation, therefore, strikes for greater
industry needs a stable and energetic labours force that can boast of
number of persons and right kind of persons at the right time and at
productivity.
DATA COLLECTION
DATA ANNAYSIS
The analysis of data was done on the basis of unit, age and number of
The primary as well as the secondary sources was used for collection of
data collection relevant records, books, diary and magazines were used.
PRIMARY SECONDARY
2. Questionnaire 2. Books
4. Other records
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,
relevant records for collection of data to know about the industry as well
as the respondent.
DATA TYPE
RESEARCH APPROACH
data. The research method used was that of questionnaire & interview for
RESEARCH INSTRUMENT
The questionnaire was used as the primary instrument for the collection of
addition the personal interview method was employed to draw out answers
framed.
1. Company related
2. Environment related
3. Supervision related
4. Growth related
5. Job related
The questionnaire are also ask the employees for the demographic details
regarding:
6. Age
8. Unit
9. Department
10. Grade
Questionnair
provided which & outside the organization & assessing his overall
NTERVIEW
SAMPLE UNIT
SAMPLE FRAME
SAMPLE SIZE
SAMPLE DESIGN
Care was taken to choose the sample based on considerations like age, sex
Questionnaire
o Behavioral
o Situational
o Stress
o Advertisement
o Walk-ins
o Search firms
Agree/Disagree
o Written exam
o Written exam & Interview
o Written exam, G.D Interview
Yes/No
7.Attitude of H.R Manager
o Good
o Very good
o Excellent
o Managerial
o Testing
o Recruiters themselves
o Job analysis
o Good
o Very good
o Excellent
"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."
DEFINATION
external labor markets, who are capable of and interested in filling available job
serve as a link between human resource planning on the one hand and selection
on the other.
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
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
needs.
requirements.
Features Of Recruitment:
internal sources before going outside to attract the candidates. The two
Merits.
1. Increase in Morale
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
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
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
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
When the internal source of recruitment is used the employees remains satisfied
Demerits
demerits:
The defect of the internal source of recruitment is that the young people fully
from the entry in enterprise. As a result, the old people run the enterprise with
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
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
Merits.
Recruitment through external source brings in new persons with modern ideas
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
All the candidates, under this system of recruitment, are new for the managers
In spite of many merits, the system of recruitment from external sources is not
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.
case of external recruitment. If the wrong selection will upset the working
3.Costly Source.
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
Making use of the external source of recruitment affects the present employees
CONSIDERATIONS
The constitution provides for the following as the fundamental rights of a citizen:
“ Article 16 (1): No citizen shall, on ground of religion, race, caste, sex, descent,
“ Article 16 (3): Nothing in this article shall prevent parliament from making any
an office (under the govt. of or any local or other authority within a state or
safeguards for scheduled castes, scheduled tribes & other weaker sections.
Except in cases which are covered by Article 46 of the constitution, there can be
citizen.
OBJECTIVES OF RECRUITMENT
company.
• To search or head hunt/head pouch people whose skills fit the company’s
Values.
• To search for talent globally and not just within the company.
• To anticipate & find people for positions that do not exist yet.
Steps on Recruitment Process
appointment etc.
employees.
• Communicating the information about the organization, the job and the
organization.
RECRUITMENT PROCESS
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
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
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
usefully.
Keeping this idea into mind this Projects is an attempt to study various options
RECRUITMENT
procured, the recruitment methods and techniques deal with how these resources
and visualized the possible sources of candidates with these qualities, his next
step relates to making contact with such candidates. There are commonly three
1.DIRECT METHOD
2. INDIRECT METHOD
Interview Schedule
Job summary:
Work performed:………………………………………………………
Major duties :……………………………………………………….
Other tasks :…………………………………………………………
Equipment/Machines used:…………………………………………….
Working Condition……………………………………………………
Skill Requirements:
Education: (Grade or Year)
Training :
Job experience : (a)Type of experience……………………..
(b) Length of experience……………………
Supervision : (a) Positions supervised…………………….
(b) Extent of supervision…………………..
Job knowledge : (a) General ……………………………
(b) Technical………………………………
(c) Special………………………………………
…
Responsibility : (a) For product and material
…………………….
(b) For equipment and
machinery………………
(c) For work of
others………………………….
(d) For safety of others……
Physical Demands : Physical efforts
Surroundings
Hazards
Resource fulness
JOB SPECIFICATIONS FORM
REQUIREMENTS
A.PURPOSE
B.SCOPE
in the company.
C.RESPONSIBILITY
Systems/Operation Director-TPB-India.
D.AUTHORITY
Department.
utilize the internal sources before going outside to attract the candidates.
The two categories of internal sources including a review of the
employees are given prizes for recommending a candidate who has been
recruited. The usefulness of this system in the form of loyalty and its
wide practice, it has been pointed that it gives rise to cliques posing
difficulty to management.
Therefore, in this company before utilizing the system attempts should be
used effectively if the number of vacancies are not very large, adequate,
employee records are maintained, jobs do not demand originality lacking in the
CONSULTANT
applicants, trade unions and other sources. Our company have developed
of their clients and aptitude and skills of the specialized personnel. They
purposes.
programmes. They are not recruited for particular positions but for
and skilled jobs. Persons trained in these schools and institutes can be
enhancing productivity.
The enterprise depends to some extent upon casual labour or "applicant at
the gate" and mail applicants. The candidates may appear personally at
response to these applicants proves very useful for the company. The
company find that this source is uncertain, and applicants reveal a wide
themselves come to the gate of the company. It also provides measures for
recruitment, they make it a point the employees laid off are given
preference in recruitment.
ADVERTISEMENT
Department.
• The advertisement is drafted by HRD Department in consultation with
"Advertisement" file.
positions where they are best suitable, and use the "situation wanted"
advertisement in newspapers.
3.SELECTION
A .SCREENING/SHORTLISING
B.INTERVIEW CALL
HOD, Interview panel and a copy is kept for HRD Department records.
INTERVIEW SCHEDULE
Authorized Signatory
Preliminary 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:
Date ----------------
Dear Sir,
“___________________________________________________”
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
CONFIDENTIAL
PERSONAL DETAILS:
Name: ( in Block letters as registered in school certificate)
Present Address:
Permanent Address
WORK EXPERIENCE:
Present/ Last Job
Nature of Business
Please draw a brief organization chart of your dept./ Division and outline
your responsibilities (Attach sheets giving details if required)
Organisation Chart: Current Responsibilities
Previous Employment Details: (Start from recent employment)
Name of Period Position Position Brief description Last drawn
the From To Joined Last of responsibilities Gross salary
organizati Held Per month
on
A. Monthly:
Basic DA HRA/Lease Conveyance Any other Total Total
(mention p.m. p.a.
details)
B. Annual:
LTA Variable pay/Bonus Medical Any other Total p.a.
D. Gross p.a.
(Total of A, B & C)
Due date of next increment: Any other information relating to the above
GENERAL
Language Known
Language Read Write Speak
2. Have you earlier applied for any position in any of our factories/
Offices? Yes/No
7. Interests/Hobbies:
1. 2.
Declaration
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.
F.INTERVIEW ASSESSMENT
Interview 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:
Written Test/Remarks
G.SALARY FIXATION
"Staff comparison statement" and " salary proposal" formats are used for this
purpose.
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) APPOINTMENT LETTER Language for below Asst. Manager level is given in the
following format
LETTER OF APPOINTMENT
EMOLUMENTS:
You shall also be entitled to benefits like Bonus, Gratuity, PF, ESI & L.T.C as per
rules of the company.
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.
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.
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.
We welcome you to our organization and wish you a successful career with us.
Yours sincerely,
For BHEL
AUTHORISED SIGNATORY
ACCEPTANCE
I have clearly understood the terms and conditions mentioned in this letter of
appointment and I hereby accept the same.
Dear Mr……………………….
Date…………………..
APPOINTMENT LETTER
4) Salary Details:
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.
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
3) Appointment letter language for sr. manager and above is given in the
following format.
APPOINTMENT LETTER
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.
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.
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.
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.
BHEL
DATE:
HRD DEPARTMENT
NOIDA 110011
JOINING REPORT
NAME :
SIGNATURE:
DATE:
DOCUMENTATION
5.DEPARTMENT INTERFACE
HRD Department sends a Status Report updating on the recruitment process to the
Department which has raised the manpower requirement.
6.STATISTICAL ANNALYSIS
• Source of recruitment
F.FORMATS
The Formats of the company includes the following:
MANPOWER REQUIREMENT
PERSONAL DATA FORM
INTERVIEW ASSESSMENT FORM
JOINING REPORT
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.RECORDS
The company includes the following records
17%
23%
5%
28%
11%
16%
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
7%
36%
36%
21%
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
In BHEL all the applications received in each branch/function (HR or Finance) will be
ratios mentioned) starting from the top will be called for written test in
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,
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
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
without any no
15%
40%
20%
25%
(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,
Good advertising highlights the assets of the position and appeals to the career
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
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 and the answer should not be kept in
abeyance.
HOW CANDIDATES ARE RECRUITED IN THE
COMPANY?
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
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
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
Varanasi Candidates have to choose one of these cities as Test Centre and no
change will be allowed subsequently .BHEL reserves the right to change or delete
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
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.
13%
Good
Very Good
Excellent
30%
57%
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.
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
25%
40%
15%
20%
SHOULD BE
According to the sample employee the primary source of recruiting people is Managerial.
However, Testing & Recruiters Themselves source are the second most favored source of
applicants were found to be the most frequently and the least frequently used method of
managerial recruitment.
advertisement in the technical and professional journals was the least preferred technique
10%
55% 35%
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
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
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
10. Manpower is recruited from reliable source however efficiency does not recognise.
RECOMMENDATION
Departmental Head. If not all levels, at least Asst. Manager and above category of
employees.
5. Proper salary structure to be structured to attract people and make it tax effective.
manpower.
8. 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.
10. Proper inquiry should be done regarding previous employment of a candidate before
www.BHEL.com
BHEL manual
OPINION SURVEY:
Certain schemes yield more fruitful results in certain conditions and with some specific
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
how hobble 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 20 executives and 50
questionnaire prepared and circulated may them is reproduced below indicating their
executives
1. Are you in support of recruitment policy? 40% 50% 10%
to productivity?
3. Do you feel that manpower recruitment has been 10% 80% 10%
rationalised by way of automation?
organisation?
external sources is more desirable than the internal 10% 80% 10%
sources?
recruitment?
30% 60% 10%
recruitment process?
65% 25% 10%
11. Do you feel that training will effect to recruitment
process?
12. Do you think job rotation will affect the 65% 25% 10%
recruitment policy?
manpower?
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
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
Response
1. Are you satisfied with the existing recruitment policy 25% 65% 10%
in your organisation?
5. Do you feel that motivation is main factor for 75% 15% 10%
6. Do you feel that recruitment of lower level staff from 50% 40% 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
CONCLUSION
opinion survey and date analysis the researcher came to a conclusion that BHEL is a
growing Company. It has a separate personnel department which is entrusted with the
task of carrying out the various 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
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.
related/infrastructure sector today. 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
continuously since 1971-72 and achieved a sales turnover of Rs.7482.2 Corers with
BHEL caters to core sectors of the Indian Economy viz., Power Generation and
Power Sector regional centers, eight service centers and eighteen regional
offices and a large number of projects sites spread all over India and abroad
and enables the company to promptly serve its customers and provide then
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
BHEL has envisioned to becoming " A world – class innovative , competitive and
profitable engineering enterprise , providing total business solutions ". For realizing
this vision , continuous development and growth of the 47000 strong highly skilled
responsible for the total human resource development of the company. Further ,
HRDI.
In the T&D sector BHEL is both a leading equipment - manufacturer and a system
all over the country. EHV level series compensation schemes have been installed in
KSEB , MSEB , and MPSEB & POWER GRID networks. Complete HVDC
systems can be delivered by BHEL the technology for state – of – the - art flexible
Industry Sector
Since its inception in 1982 , the industry sector business has grown at an
BHEL , today , supplies all major equipment for the industry: AC/DC machines ,
vessels , gas turbine based captive , co – generation and combined – cycle power
plants , DG power plants , steam turbines and turbo – generators , complete range
of steam generators for process industries , diesel engine - based power plants ,
textiles etc.
Transportation Sector
and transformers , traction electrics and control for AC , DC and dual voltage
EMUs , diesel - electric multiple units , diesel power car and diesel - electric
A high percentage of the trains operated by Indian Railways are equipped with
No
Resume Requisition Process
Requisition
Details Manpower requisition
Requisition approval
Direct
Application Short-List Recruitment
Applicant
Data Blank Call for Evaluation
Evaluation Process
The Recruitment Process has different options- Direct and Through Requisition
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-
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
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 caselets discuss the importance of having
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:
a)Engineer Trainees
b)Supervisors Trainees
Normally above two recruitments are centrally conducted for various units of BHEL and
under:
JOB SPECIFICATIONS
Indian University/Institute in the relevant discipline with minimum 60% marks in the
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
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
However, for your general guidance, a copy of the advertisement issued on the last
The recruitment for these positions is conducted by concerned unit only, whenever
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
Note:
conducted.
Any advertisements issued in this regard will also be hosted at this site.
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
Recruitment
1. Top Level Personnel General Manager is the top level personnel. a.Promotion
b.competitive
concerns
c.Re-employment
2.Middle Level Production Manager, Financial Manager, a.Promotion
d.Advertisement
e.Educational
institution
f.Employment
Agencies
b.Competitive
Concerns
c.Advertisement
d.Re-employment
e.Employment
Agencies
c.Casual applications.
d.Public
. b.Casual applications
c.Recommendation of
presnt employees
c.Friends and
relatives of present
employees
d.Recruitment at
factory gate.
SYNOPSIS
respect to the policy of BHEL regarding Recruitment. At the same time studying
the processes adopted 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 ? and to find out the causes which act as drivers in determining