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A Project Report On A Study Of Recruitment Process BHEL
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I would like to take this opportunity to express my sincere gratitude to our respected valuable guidance. mentor MRS. POONAM SABHARWAL, for her
I extend my sincere thanks to MRS. SARJUE PANDITA for her 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
EXECUTIVE SUMMARY COMPANY PROFILE RESEARCH METHODOLOGY LITERARY REVIEW PROJECT QUETTIONNAIRE FINDINGS ANNALYSIS SUGGESTION LIMTATION BIBLOGRAPHY ANNEXURE CONCLUSION
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 use of these important documents like Job Analysis, Job Descriptions and Job
Specifications. Without these recruitment may be unsuccessful.
B.H.E.L – OVERVIEW
BHEL is largest engineering and manufacturing enterprise in India in the energy 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 with well-recognized track record of performance. It has been earning profit continuously since 1971-72 and achieved a sales turnover of Rs.7482.2 Corers with a profit before tax of Rs802.4 Corers in 2002-03.
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, four 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 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 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 – 70.
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. Cogeneration 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 plants. supplies circulating fluidized bed combustion boilers for thermal
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.
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 powe r 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.
BHEL involved in the development design , engineering , marketing , production , installation , and maintenance and after - sales service of rolling 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 producing rolling 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.
BHEL also caters to telecommunication sector by way of small , medium and large switching systems.
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.
well heads , X – Mas tress and oil rigs to ONGC & OIL.
BHEL is one of the largest exporters of engineering products and services 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 East. These references encompass almost the entire product range of BHEL , covering turnkey power projects of thermal , hydro and gas - based types , substation projects , rehabilitation projects , besides a wide variety of products – like , transformers , valves , well – head equipment insulators , switchgears , heat exchangers , casting and forgings , centrifugal compressors , photovoltaic cells and panels , etc. Apart from over 1100 MW of boiler capacity contributed in Malaysia and execution of five prestigious power projects in Oman , some of the major successes achieved by the company have been in China , Saudi Arabia , Libya , Greece , Cyprus , Malta , Egypt , Bangladesh , Sri Lanka , Iraq , Indonesia , Taiwan , Kazakhstan etc.
TECHNOLOGY UPGRADATION, RESEARCH & DEVELOPMEMT
To remain competitive and to meet customer's expectations , BHEL lays great emphasis on the continuous up gradation of the products and related technologies , and development of new products. The company has
upgraded its products to contemporary levels through continuous in – house efforts as well as through acquisition of new technologies from leading engineering organization of the world.
BHEL'S investment in R & D is amongst the largest in the corporate sector in India. Products developed in - house during the last five years contributed over 7% to the revenues in 2004 - 05.
BHEL has introduced , in the recent past , several state - of – the – art products ; low - NOx oil / gas burners , large capacity atmospheric fluidized bed combustion boilers , high - efficiency pelton hydro turbines , petroleum deport automation systems , 36 KV gas - insulated sub – station , controlled shunt reactors ( CSR ) and performance analysis , diagnostics and
optimization ( PADO ) package for power plants , etc. The company has also transferred a few technologies developed in - house to other Indian companies for commercialization.
The company is also engaged in research in futuristic areas , such as applications of industry , and super conducting materials in power generation and
distributed , environment – friendly power
HUMAN RESOURCE DEVELOPMENT INSTITUTE
world – class
competitive and profitable engineering enterprise , providing total business solutions ". For realizing this vision , continuous development and growth of the 47000 strong highly skilled and motivated people making the organization , is the only 'mantra'.
Human Resource Development Institute ( HRDI ) , the corporate training institute of the company , in association with the advanced technical education center ( ATEC ) in Hyderabad and Human Resource
Development Center at the units , is responsible for the total human resource development of the company. Further , competency development / assessment center for senior executive is taken up by HRDI.
HEALTH , SAFETY & ENVIRONMENT MANAGEMENT
BHEL , as an integral part of business performance and in its endeavor of becoming a world - class organization and sharing the growing global concern on issues related to environment , occupational health and safety is committed to protecting environment in and around its own establishment
and to providing safe and healthy working environment employees.
to all its
For fulfilling this obligation , corporate policies have been formulated as
Compliance with applicable environmental legislation / regulation;
Continual improvement in environment management systems to protect our natural environment and control pollution;
customers and suppliers.
BHEL will also assist and co-operate with the concerned government agencies and regulatory bodies engaged in environmental activities, offering the company's capabilities in this field.
Occupational Health and Safety Policy
Compliance with applicable legislation and regulations;
Setting objectives and targets to eliminate / control / minimize risks due to occupational and safety hazards;
Appropriate structured training of employees on occupational health and safety (OH&S) aspects;
Formulation and maintenance of OH&S management programs for continual improvement;
Periodic review of OH&S management system to ensure its continuing suitability , adequacy and effectiveness.
Communication of OH&S policy to all employees and interested parties.
The major units of BHEL have already earned international recognition by implementation of ISO 14001 Environmental Management System and OHSAS 18001 occupational health and safety management system.
In pursuit of these policy requirements , BHEL will continuously strive to improve work practices in the light of advances made in technology and new understanding in occupational health , safety and environmental science.
PARTICIPATION IN THE " GLOBAL COMPACT " OF THE UNITED NATIONS
The " Global Compact " is a partnership between United Nation , the business community , international labor and NGOs. It provides a forum to for them to work together and improved corporate practices through cooperation rather than confrontation.
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:
Principles of the " Global Compact "
• Human Rights
internationally proclaimed human rights; and
2. Make sure they are not complicit in human rights abuses.
• Labor Standards
3. Business should uphold the freedom of association and the effective recognition of the to collective bargaining;
4. The elimination of all forms of forces and compulsory labor;
5. The effective abolition of child labor; and
6. Eliminate discrimination.
9. Encourage the development and diffusion of environment friendly technologies.
By joining the " Global Compact " , BHEL would get a unique opportunity of networking with corporate and sharing experience relating to social responsibility on global basis.
SUMMARY OF BHEL’S CONTRIBUTION TO VARIOUS SECTORS
Power Transmission and Distribution Sector
In the T&D sector BHEL is both a leading equipment - manufacturer and a system - integrator. BHEL - manufactured T&D products have a proven track record in India and abroad.
In the area of T&D system , BHEL provide turnkey solutions to utilities. Substation and shunt compensation installation set up by BHEL are in operation 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 AC transmission systems (FACTS) is been developed.
Since its inception in 1982 , the industry sector business has grown at an impressive rate and , today , contributes significantly to BHEL'S turnover.
BHEL , today , supplies all major equipment for the industry: AC/DC machines , alternators , centrifugal compressors , special reactors , heat exchangers , pressure
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 , solar water heating systems , photovoltaic systems , electrostatic precipitators , fabric filters etc.
The industries , which BHEL serves , include: steel , aluminum , fertilizer , refinery , petrochemicals , chemicals , automobiles , cement , sugar , paper , mining , textiles etc.
In the transportation field BHEL product range covers: AC locomotives , AC/DC dual – voltage locomotives , diesel – electric shunting locomotives , traction motor and transformers , traction electrics and control for AC , DC and dual voltage EMUs , diesel - electric multiple units , diesel power car and diesel - electric locomotives , battery – powered vehicle.
A high percentage of the trains operated by Indian Railways are equipped with traction equipment and controls manufactured and supplied by BHEL.
OBJECTIVE OF THE STUDY
In BHEL the recruitment policy spells out the objective and provides a framework for implementation of the recruitment programme in the form of procedures. The company involves a commitment to broad principles such as filling vacancies with best qualified individuals.
The recruitment policy in a company may embrace spell issue such as the extent of promotion from within, attitudes of enterprise in recruiting old, handicapped and minor individuals, minority group members, parttime employees and relatives of present employees.
In a company BHEL, there usually a staff unit attached with personnel or an industrial relations department designated as employment or recruitment office. This specialization Of recruitment enables staff personnel to
become highly skilled in recruitment techniques and their evaluation.
However, recruitment remains the line responsibility as far as the personnel requisition forms are originated by the personnel, who has the final words in the acceptance or rejection of a particular applicant. Despite
this the staff personnel have adequate freedom in respect of sources of manpower to be tapped and the procedure to be followed for this purpose
SCOPE AND IMPORTANCE OF THE STUDY
1. To structure the Recruitment policy of BHEL for different categories of employees.
2. To analyse the recruitment policy of the organization.
3. To compare the Recruitment policy with general policy.
4. To provide a systematic recruitment process.
5. It extends to the whole Organization. It covers corporate office, sites and works appointments all over India.
6. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior Management cadres.
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 productivity. through and the planning period without hampering
A sample size of 20 employees are studied for this purpose. Employees of different unit where randomly administrated the questionnaire.
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 1. Interview schedule 2. Questionnaire 3. Opinion Survey
SECONDARY 1. Diary 2. Books 3. Magazines 4. Other records
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.
Primary as well as secondary data was collected.
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.
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.
Preparing the questionnaire
The first task in the process of measuring the level of recruitment of the candidates in BHEL was to prepare questionnaire. For this purpose a number of questionnaire we studied and finally a questionnaire where framed.
The questions where grouped under five categories: 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 7. Number of years of experience 8. Unit 9. Department 10. Grade
Questionnair e consist of the following things:
• Which focused on the employee awareness levels regarding benefits provided which & outside the organization & assessing his overall satisfaction level. This prepared ground for further enquiry & enabled better analysis of the questions, which followed.
Which focused on specific policies & judged them from different aspects making the questionnaire in–depth & specific.
suggestions from the respondents.
Interviews lead to a better insight to subjective & open questions almost all interviewees responded.
The sample unit consisted of all the departments of BHEL.
Consisted of a comprehensive list of all the employees of BHEL.
Sample size=20 out of universe of 500.
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.
1.Candidate willingness to join the company o o o o o o Reputation of the company Salary Package Working Environment Job Prospect Location of the Company 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 Agree/Disagree 5.How candidates are recruited in the company o Written exam o Written exam & Interview o Written exam, G.D Interview 6.Job specification of the response of the employee Yes/No
7.Attitude of H.R Manager o Good o Very good o Excellent 8.The primary source of information for recruiting people should be o o o o Managerial Testing Recruiters themselves Job analysis
9.Opinion about BHEL Company’s Application on Blank 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."
Recruitment is the process is 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 whoseprimary 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.
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:
Planned, anticipated and unexpected planned need arise from changes, in organization and retirement policy.
Resignations, deaths and accidents and illness give rise to unexpected needs.
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 2 Process or series of activities rather than a single act or event. A linking activity as it brings together those with the jobs(employer) and those seeking jobs(prospective employees).
INTERNAL SOURCE OF RECRUITMENT
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.
Merits and Demerits of Internal Recruitment.
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.
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.
EXTERNAL SOURCES OF RECRUITMENT
An external source of Recruitment is considered from the combination of consultant and Advertisement
Merits and Demerits of External Recruitment
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.
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.
LEGAL & POLITICAL 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, place of birth, residence or any of them, be negligible for an discriminated against in respect of any employment or office under the state.”
“ Article 16 (3): Nothing in this article shall prevent parliament from making any law persuading, in regard to a class or classes of employment on appointment to an office (under the govt. of or any local or other authority within a state or union territory), any requirement as to residence within that State or Union Territory prior to such employment or appointment.
The constituent ensures, in the directive principles of state policy, certain safeguards for scheduled castes, scheduled tribes & other weaker sections. Except in cases which are covered by Article 46 of the constitution, there can be no discrimination in the matter of employment anywhere in the country for any citizen.
OBJECTIVES 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.
CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS
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 includes in the procedure
Job Annalysis Form Job Specification Form
Interview Schedule Application Form for Employment Interview Assesment Form
JOB ANALYSIS FORM
Job Title…………………… …………….…… Date…… Location ……………………….. Department…………………………………… Analyst………………………….…………………………… Code No…………………………… Reason for the job …………………………… Supervised.. …………………… Wage or salary range………………………………………………… Relation to other to………………….. jobs: Promotion from……….. Promotion
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
Job Title : Drill Operator Job Code …………………… Department……………………… Date……………………………..
REQUIREMENTS 1. EDUCATION : Ability to read and understand production orders and to make simple calculations. Preferably High School Certificate. 2. TRAINING AND EXPERIENCE: No special training required . Requires one month experience to learn job duties and to attain acceptable degree of proficiency. 3. PHYCIAL EFFORT: No special physical effort is required. 4. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and productions orders. Must be able to concentrate when operating. 5. SUPERVISION : Routine checking and no close supervision required. Specific but no detailed instructions. 6. Responsible for own work only. Only routine responsibility for safety of others.
The BHEL has the following way which it follows for recruiting the person
A.PURPOSE The purpose of the company is to define the procedure of Recruitment & Selection in the company.
B.SCOPE The scope of the company is to find the individuals seeking employment in the company.
C.RESPONSIBILITY The Responsibility is on the Manager-HRD/Operations Director-EAI
D.AUTHORITY The Authority in the company is commenstrate with responsibility
1.MAN POWER RECRUITMENT
As and when the need arises , the Manpower Requirement Form is dually filled by the HOD/Group Manager of the concerned department and forwarded to the HRD Department.
The HRD Department initiates activity on the recruitment once the "Manpower Requirement" form is approved by MD.
All "Manpower Requirement "Forms are maintained Department.
by the HRD
2.IDENTIFYING SOURCES OF RECRUITMENT On the basis of Manpower Requirement Form a recruitment source is identified. The source of recruitment could be external or internal.
INTERNAL SOURCE OF RECRUITMENT • 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.
The COMPANY suggests that the effective utilization of internal sources necessitates an understanding of their skills and information regarding relationships of jobs. This will provide possibilities for horizontal and vertical transfers within the enterprise eliminating simultaneous attempts to lay off employees in one department and recruitment of employees with similar qualification for another department in the company. Promotions and Transfers within the plant where an employee is best suitable improves the morale along with solving recruitment problems.
These measures can be taken effectively if we established job families through job analysis programmes combining together similar jobs
demanding similar employee characteristics. Again, employee can be requested to suggest promising candidates. Sometimes in a company 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 made to determine through research whether or not employees thus recruited are effective on particular jobs. Usually, internal sources can 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 internal sources, and employees have prepared themselves for promotion.
EXTERNA L SOURCE S OF RECRUITMENT An external source of Recruitment is considered from the combination of the following options:
CONSULTANT Consultant are given the requirement specifying qualifications, experience and all other necessary details. In consultant we considers the employment agencies, educational and technical institute, casual, labor and mail applicants, trade unions and other sources. Our company have developed markedly in large cities in the form of consultancy services.
Usually this company facilitate recruitment of technical and professional personnel. Because of their specialization, they effectively assess the needs of their clients and aptitude and skills of the specialized personnel. They do not merely bring an employer and an employee together but
computerize lists of available talents, utilizing testing to classify and used
Educational and technical institutes also forms an effective source of manpower supply. There is an increasing emphasis on recruiting students from different management institutes and universities' commerce and management departments by recruiters for positions in sales, accounting, finance, personnel and production. then These in students special are recruited as
programmes. They are not recruited for particular positions but for development as future supervisors and executive.
Indeed , this source provides a constant flow of new personnel with leadership personalities. Vocational schools and industrial training institutes provides specialized employees, apprentices, and trainees for semiskilled and skilled jobs. Persons trained in these schools and institutes can be placed on operative and similar jobs with a minimum of in plant training. However, recruitment of these candidates must be based on realistic and differential standards established through research reducing turnover and 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 the company's employment office or send their applications for possible vacancies. According to company the quality and quantity of such candidates depend on the image of the company in community. Prompt response to these applicants proves very useful for the company. The company find that this source is uncertain, and applicants reveal a wide range of abilities necessitating a careful screening. Despite these
limitations, it forms a highly inexpensive source as the candidates themselves come to the gate of the company. It also provides measures for a good public relations and accordingly , the candidates visiting the company must be received cordially.
Trade unions are playing an increasingly important role in labour supply. In several trades, they supply skilled labour in sufficient numbers. They also determine the order in which employees are to be recruited in the organization. In industries where they do not take active part in recruitment, they make it a point the employees laid off are given preference in recruitment.
ADVERTISEMENT • All recruitment advertisements are placed centrally by the HRD Department.
The advertisement is drafted by HRD Department in consultation with the concerned Department.
All related documents of Advertisements released are maintained in the "Advertisement" file.
In addition to the above sources, several organizations develop sources through voluntary organizations such as clubs, attracts employees of competitors looking for a change or good prospectus for employment, utilize women, older workers and physically handicapped for specific positions where they are best suitable, and use the "situation wanted" advertisement in newspapers.
A .SCREENING/SHORTLISING Resumes received from consultants and/or from the advertisements released in Newspaper/Magzine are screened by HRD Department in consultation with the concerned department.
B.INTERVIEW CALL The shortlisted candidates are contacted for interview through an interview call letter/telephone call/e-mai l or through the consultants.
C.INTERVIEW SCHEDULE Interview schedule is prepared and sent to the concerned Department's HOD, Interview panel and a copy is kept for HRD Department records. The Interview Schedule include the following requirement.
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: NAME OF THE CANDIDATE TIME REMARKS
INTERVIEW CALL LETTER 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
D.PERSONAL DATA FORM Any candidate appearing for an interview in the company is required to fill in his/her particulars in the prescribed "Personal Data Form"
CONFIDENTIAL Refrence (including advt. ref. if any) Position Applied for Time for Joining
PERSONAL DETAILS: Name: ( in Block letters as registered in school certificate) (First Name) Present Address: Permanent Address Tel. Res. Tel. Off. Date of Birth Age E-mail (Personal) Place of Birth Children: Male State of age Mob. (Middle Name) (Last Name)
Martial Status: Married/ Single
Female EDUCATION: Details of all equivalent onwards Exam/Degree/ School/ Diploma/ College/ Certificate University
examination passed from matriculation or Year of Passing Branch of Study Electives/ Specialization Subjects Class/ Grade/ Division & % of marks Regular/Part Time/ Correspondence
State reasons for gaps in studies, if any: Academic Achievements: PROJECT WORK/PUBLICATION/THESIS Organization Details
BRIEF DETAILS THESIS, IF ANY
WORK EXPERIENCE: Present/ Last Job Organization Address Period of Employment From: Nature of Business Telephone Current Position/ Position held No. of employees in the orgn. No. of employees in your unit No. of Executive No. of Non-Executive To:
Sales Turnover of the organization Sales Turnover of your unit
No. of employees in the Dept. you work No.of -Non- Executive No. of Direct report: No. of Executives
List your 3 core competencies 1. 2. 3.
List 3 Key Achievements in your career 1. 2. 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
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
Present Remuneration Drawn: A. Monthly: Basic DA HRA/Lease Conveyance Any other (mention details) Total p.m. Total p.a.
B. Annual: LTA
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: GENERAL Language Known
Any other information relating to the above
1. Have you any relative working in BHEL? If yes please give details : Name Designation Unit
Yes/No Relationship / Department
2. Have you earlier applied for any position in any of our factories/ Offices? Yes/No 3. Is your spouse e employed? 4. Have you any locational constraints? If yes, please give details/ reasons 5. 6. 7. 8. Can you undertake frequent t travels: Extra Curricular Activities: Interests/Hobbies: References: Please give names, addresses & Telephone Nos., of two Persons other than relatives to whom we may refer about you. 1. 2. Yes/No Yes/No Yes/No
Any other information you would like to add: 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. Date: Place: Signature of Applicant We thank you for information and assure you that this will be kept in strict Confidence.
E.CONDUCTING INTERVIEWS Interviews are conducted by an panel, which includes a staff member from the concerned department and may include an had representative.
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: INTRVIEW ASSESSMENT FORM Interviewee’s Name Date Post Applied For Venue 1. 2. 3. ASSESSMENT FACTORS RATING Appearance Technical Knowledge General Knowledge Experience Communications Skills Innovative Thinking& Logic Growth Potential Decision Making Leadership Skills Maturity Interest/Cultural background A=Very Good B=Good C=Average Average Overall strong points Overall weak points Written Test/Remarks Reason for leaving 2006 REMARKS
Remuneration Expected Suitable for any other Deptt./job Comments, if any
Call for final
G.SALARY FIXATION "Staff comparison statement" and " salary proposal" formats are used for this purpose. H.OFFER AND APPOINTMENT LETTER A 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 at Management 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) APPOINTMENT LETTER Language for below Asst. Manager level is given in the following format ‘BELOW ASSTT. MANAGER LEVEL’ ___________________ ___________________ ___________________ LETTER OF APPOINTMENT Dear Mr. __________________________ With reference to the offer letter no.______________________dated __________ we are pleased to appoint you as ____________________ on the following terms and conditions: 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. Dated : ___________________
EMOLUMENTS: A) you will be paid following emoluments: Basic Salary House Rent Allowance : : Rs. __________ p.m. Rs. __________ p.m.
Local Travelling Expenses
Rs. __________ p.m.
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 BHEL AUTHORISED SIGNATORY ACCEPTANCE I have clearly understood the terms and conditions mentioned in this letter of appointment and I hereby accept the same. NAME SIGNATURE DATE
2) Appointment letter language for asst. Manager to manager is given in the following format. FOR ASSISTANAT 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) 2) 3) Designation : Your position in the company will be ………………………… Date of Joining: Your date of joining the services in the organisation is ……………………………… 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. 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.
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. 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 DATE SIGNATURE
3) Appointment letter language for sr. manager and above is given in the following format. FOR SR. MANAGER AND ABOVE Dear Mr. …………………………. 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) 2) 3) Designation : Your position in the company will be …………………… Date……………
Date of Joining: Your date of joining the services in the organisation is ………………………….. 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.
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 This is to inform you that I have joined the organisation as On Department. My present address is Telephone No. And my Date of Birth is intimated to you. NAME : SIGNATURE: DATE: DOCUMENTATION 1. 2. 3. 4. 5. Individual personal files are maintained. Computerised Personal details are maintained. After separation also the personal files are maintained of ex-employees. Position wise Data Banks are maintained for future reference. The following formats shall be generated as a result of implementation on this procedure. . Any change in my address will be in
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 An Annalysis of the manpower requirements is prepared periodically based on the following factor: • • • • • Source of recruitment Resumes received and short-listed Interviews conducted Candidates selected Candidates joined
F.FORMATS The 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.RECORDS The company includes the following records Manpower Requirement Forms Correspondence for release advertisements Correspondence with consultant
CANDIDATES WILLINGNESS TO JOIN THE COMPANY
Chart Showing Employees Willingness to Join the Company
5% 28% 11%
16% Reputation of the Company Job Prospect Working Environment Location of the Company Salary Package 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 INTERVIEW IS
Chart Showing the Reliable Type of Interview is
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 percentage professional arranged in descending marks only order of all of merit i.e. based on a of
of aggregate course and
(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
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
Chart Showing the Best way to Recruit People is
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 suc
RESPONSE GIVEN BY THE STAFF ABOUT THEIR QUERY
Chart Showing Employees Satisfied with the Response given by the Staff about Query
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 and the answer should not be kept in abeyance.
HOW CANDIDATES ARE RECRUITED IN THE COMPANY?
There are various ways of recruiting candidates in the company as depicted in the chart below: -
Chart Showing Employees Recruitment Process
6% 6% 9% 85% 3%
Written Exam & Interview
Written Exam, G.D. & Interview
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.
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.
WRITTEN TEST CENTRES The Written Test will be conducted at following eight centers: 1. Bhopal 2. Chennai 3. Delhi 4. Hyderabad 5. Kolkata 6. Mumbai 7. Silchar 8. 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 any of the above mentioned test centers at its discretion.
JOB SPECIFICATION OF THE EMPLOYEES
Chart Showing Job Specification of the Response of the Employees
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
Chart Showing what employees feel about the Attitude of H.R. Manager
Good Very Good 57% 30% 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.
Corresponding to this data I have drawn a pie chart below: Chart Showing the Primary Source of Information for Recruiting People
THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING PEOPLE 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 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 COMPANY ‘S APPLICATION BLANk
Chart Showing Opinion about BHEL Company's Applicatioon Blank
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 .
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.
1.Fresh requisition requires approval and not replacement. 1. The Data Banks should be computerised. 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. Recruitment process should be fully computerised. 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. 9. Manpower planning should be followed before recruiting. 10. Proper inquiry should be done regarding previous employment of a candidate before recruitment to avoid industrial disputes.
Principles and practice of Management –by C.B. Gupta. Human Resource Development – by U.B. Singh Management of human Resource. Dynamic of personnel administration by M.N. Rudrabasavaraj. www.BHEL.com BHEL manual
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 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 The
worker/employee of different departments/sections of the organisation.
questionnaire prepared and circulated may them is reproduced below indicating their responses to each question.
An example of a Questionnaire circulated among Yes executives 1. Are you in support of recruitment policy? 40%
2. Whether the existing recruitment policy is linked 40% to productivity? 3. Do you feel that manpower recruitment has been 10% 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? 60% 25% 30% 65% 30% 10% 10% 10%
c) Maintaining timing in recruitment and staffing 60% 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 10% sources? 8. Whether cost benefit analysis is done before recruitment? 9. Are you satisfied with the existing recruitment system of the organisation? 35% 10. Do you feel that performance appraisal helps in recruitment process? 11. Do you feel that training will effect to recruitment process? 65% 25% 10% 55% 10% 30% 60% 10% 80% 10%
12. Do you think job rotation will affect the 65% recruitment policy? 50% 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
90% 90% Nil
Nil Nil 90%
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 EMPOLYEES/ WORKMEN:
Yes No. No. Response 1. Are you satisfied with the existing recruitment policy 25% 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? 20% 70% 25% 25% 65% 65% 15% 10% 10% 10% 10% 65% 10%
5. Do you feel that motivation is main factor for 75% optimum utilisation of existing manpower? 6. Do you feel that recruitment of lower level staff from 50% external source is desirable than internal source? 7. Do you feel that training imported by your 60% organisation helps in improving your performance?
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
Studying the recruitment procedures of BHEL., analysing the respondents answers, 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 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.
BHEL is largest engineering and manufacturing enterprise in India in the energy 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 with well-recognized track record of performance. It has been earning profit continuously since 1971-72 and achieved a sales turnover of Rs.7482.2 Corers with a profit before tax of Rs802.4 Corers in 2002-03. 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, four 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 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. 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 and motivated people making the organization , is the only 'mantra'. Human Resource Development Institute ( HRDI ) , the corporate training institute of the company , in association with the advanced technical education center ( ATEC ) in Hyderabad and Human Resource Development Center at the units , is responsible for the total human resource development of the company. Further , competency development / assessment center for senior executive is taken up by HRDI.
Power Transmission and Distribution Sector
In the T&D sector BHEL is both a leading equipment - manufacturer and a system - integrator. BHEL - manufactured T&D products have a proven track record in India and abroad.
In the area of T&D system , BHEL provide turnkey solutions to utilities. Substation and shunt compensation installation set up by BHEL are in operation 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 AC transmission systems (FACTS) is been developed.
Since its inception in 1982 , the industry sector business has grown at an impressive rate and , today , contributes significantly to BHEL'S turnover. BHEL , today , supplies all major equipment for the industry: AC/DC machines , alternators , centrifugal compressors , special reactors , heat exchangers , pressure 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 , solar water heating systems , photovoltaic systems , electrostatic precipitators , fabric filters etc.
The industries , which BHEL serves , include: steel , aluminum , fertilizer , refinery , petrochemicals , chemicals , automobiles , cement , sugar , paper , mining , textiles etc.
In the transportation field BHEL product range covers: AC locomotives , AC/DC dual – voltage locomotives , diesel – electric shunting locomotives , traction motor and transformers , traction electrics and control for AC , DC and dual voltage EMUs , diesel - electric multiple units , diesel power car and diesel - electric locomotives , battery – powered vehicle. A high percentage of the trains operated by Indian Railways are equipped with traction equipment and controls manufactured and supplied by BHEL.
Vaccant Position in the Orgn. Resume Details Requisition Process Manpower requisition Requisition approval No Requisition Direct Recruitment
Applicant Data Blank
Application Short-List Call for Evaluation Evaluation Process Offer Letter to selected Candidates
The Applicant Databank is A Central Repository of Applicant related information.
The Recruitment Process has different options- Direct and Through Requisition Direct : The Candidate required for a vacant position in the organization is Searched from the applicant Data Bank and given in offer.
: The Requisition Process 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 predefined 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 caselets 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 ofa)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:
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.
However, for your general guidance, a copy of the advertisement issued on the last occasion in 2007 is attached(hyperlink).
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.
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.However, for your general guidance, a copy of the advertisement issued on the last occasion in 2008 is attached.
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 this site. 4. Unsolicited applications will neither be entertained nor responded.
CLASSIFICATION OF EMPLOYEE
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
General Manager is the top level personnel.
a.Promotion b.competitive concerns c.Re-employment
2.Middle Level Personnel
Production Manager, Financial Manager, Sales Manager, Purchase Manager, Research Manager, Budget Controller, Factory Controller.
a.Promotion b.Transfer c.Competitive Concerns d.Advertisement e.Educational institution f.Employment Agencies
Industrial Engineer, Quality Controller, Production Development Manager.
a.Educational institution b.Competitive Concerns c.Advertisement d.Re-employment e.Employment Agencies
4.Lower level Personnel
b.Advertisement c.Casual applications. d.Public
Clerk, Steno, Typist, Asssitant,Peon. .
a.Advertisement b.Casual applications c.Recommendation of presnt employees
It includes the labourers and artisians working in the organization.
a.Labour Unions b.Labour Contractors c.Friends and relatives of present employees d.Recruitment at factory gate.
The survey is conducted to analyze the RECRUITMENT PROCESS of BHEL.The objective of the project is to analyze the satisfaction level of employees with 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 employee satisfaction level.