2

Bharti Vidyapeeth University

Amplify - DITM

COMPARATIVE STUDY OF THE RECRUITEMENT AND

SELECTION POLICIES OF (B.H.E.L.) AND (B.S.N.L.)
By
SHIKHA RATHI
Submitted to
BHARTI VIDYAPEETH UNIVERSITY
In Partial Fulfillment of the Requirements for
the Award of the POST GRADUATE DIPLOMA
in
TELECOM MANAGEMENT

Bharti Vidyapeeth University Amplify DITM,

[APRIL-2009]

ACKNOWLEDGEMENT
I have a great pleasure in presenting this project report on the
data collected by me on Comparative Study of the Recruitment
and Selection Policies of (B.H.E.L.) and (B.S.N.L).
I am very great full to our Director Mr. Jamshed Khursigara &
HOD Mr. V.J. Gomes for giving timely advice and valuable
suggestion.
I take this opportunity to express my heartful gratitude to my
guide, Mr. MANOJ BUDHIRAJA who inspire of her busy schedule
was always ready to share with me pearls of wisdom from his
vast experience.
Finally, my special thanks to all those who have helped me to
complete this project work.
SHIKHA RATHI
PGDTM IVth SEM
(BHARTI VIDYAPEETH, KATRAJ, PUNE)

TABLE OF CONTENTS
CHAPTER-I

INTRODUCTION.

CHAPTER-II

ORGANIZATIONAL PROFILE.

CHAPTER-III

OBJECTIVES OF THE STUDY.

CHAPTER-IV

RESEARCH METHODOLOGY.

CHAPTER-V

DATA ANALYSIS AND INTERPRETATION.

CHAPTER-VI

OBSERVATIONS AND FINDING.

CHAPTER-VII

CONCLUSIONS AND SUGGESTIONS.

BIBLOGRAPHY, ANNEXURE

BONAFIDE CERTIFICATE

This

is

to

certified

that

this

project

report

titled

COMPARATIVE STUDY OF RECRUITEMENT AND SELECTION

POLICIES OF (B.H.E.L.) AND (B.S.N.L.) is the bonafide work
of Ms. Shikha Rathi who carried out the research under my
supervision. Certified

further, that

to

the

best

of

my

knowledge the work reported herein does not form part of

any other project report or dissertation on the basis of
which a degree or award was conferred on an earlier
occasion on this or any other candidate.

Prepaired by

Project Guide

Shikha Rathi

Jamshed Khursigara

PGDTM-059

EXECUTIVE SUMMARY
I have done my project on comparative study of recruitment and
selection policies of (B.H.E.L.) and (B.S.N.L.). My main objective
of this study was to know the recruitment and selection policies
of (B.H.E.L.) and (B.S.N.L.) how much the employee of the
company are satisfied with these policies, what are the
differences between the policies of both the company and also
the procedure of recruitment and selection of both the company
and comparison between them.
Research methodology and method for the data collection is
used was through questionnaire and interviews, through
discussion with the management members, through interacting
with different employee of the company, by referring manuals
and magazines.
There was some limitation during the study like the sample
chosen doesnt represent the total population, some of them
needed help in answering the questionnaire since they found
difficulty in understanding the literal meaning of the questions,
time boundation was there .
On the bases of the observation and data collected we come to
the following observation that:
Preference should be given to the most eligible candidate,
irrespective of their sex.
It should be suggested that the Company should pay the
travel expenses to the candidate.

With changing times and changing needs the policies

should be flexible.

The Preference should be given to the most eligible

candidate, irrespective of whether candidate is internal or
external.

INTRODUCTION

INTRODUCTION
Recruitment is an important part of a business' human resource
planning. In all businesses, people are a vital resource - and
they need to be managed as such. The overall aim of the
recruitment and selection process is to obtain the number and
quality of employees that are required in order for the business
to achieve its objectives.
The Recruitment and Selection process promotes successful
hiring decisions that can truly impact the success of a
department or faculty.The selection of a candidate with the right
combination of education, work experience, attitude, and
creativity will not only increase the quality and stability of the
workforce, it will also play a large role in bringing management
strategies and planning to fruition.

There are three main stages in recruitment:

(1) Identify and define the requirements. This involves the
preparation of job descriptions, job specifications and person
specifications
(2) Attract potential employees - there are various methods for
doing this - which are described in a separate revision note
(3) Select and employ the appropriate people from the job
applicants

It is important to appreciate that recruitment is a continuous

process - because of:
Staff departures (e.g. retirements, sackings, resignations)
Changes in business requirements (e.g. new products,
markets, expanded operations)
Changes in business location (a relocation often triggers
the need for substantial recruitment)
Promotions

PURPOSE & IMPORTANCE OF RECRUITMENT

Recruitment Home Purpose & Importance Of Recruitment
Attract and encourage more and more candidates to apply
in the organisation.
Create a talent pool of candidates to enable the selection of
best candidates for the organisation.
Determine

present

and

future

requirements

of

the

organization in conjunction with its personnel planning

and job analysis activities.
Recruitment is the process which links the employers with
the employees.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of selection process by
decreasing

number

of

overqualified job applicants.

visibly

under

qualified

or

Help reduce the probability that job applicants once

recruited and selected will leave the organization only after
a short period of time.
Meet the organizations legal and social obligations
regarding the composition of its workforce.
Begin identifying and preparing potential job applicants
who will be appropriate candidates.
Increase organization and individual effectiveness of
various recruiting techniques and sources for all types of
job applicants

RECRUITMENT PROCESS
The recruitment and selection is the major function of the
human resource department and recruitment process is the first
step towards creating the competitive strength and the strategic
advantage for the organisations. Recruitment process involves a
systematic procedure from sourcing the candidates to arranging
and conducting the interviews and requires many resources and
time. A general recruitment process is as follows:

Identifying the vacancy:

The recruitment process begins with the human resource
department receiving requisitions for recruitment from any
department of the company. These contain:

Posts to be filled
Number of persons
Duties to be performed
Qualifications required
Preparing the job description and person specification.
Locating and developing the sources of required number
and type of employees (Advertising etc).
Short-listing and identifying the prospective employee with
required characteristics.
Arranging the interviews with the selected candidates.
Conducting the interview and decision making
Identify vacancy
Prepare job description and person specification
Advertising the vacancy
Managing the response
Short-listing
Arrange interviews
Conducting interview and decision making
The recruitment process is immediately followed by the
selection process i.e. the final interviews and the decision
making, conveying the decision and the appointment
formalities.

SOURCES OF RECRUITMENT
Every organisation has the option of choosing the candidates
for its recruitment processes from two kinds of sources: internal
and external sources. The sources within the organisation itself
(like transfer of employees from one department to other,
promotions) to fill a position are known as the internal sources
of recruitment. Recruitment candidates from all the other
sources (like outsourcing agencies etc.) are known as the
external sources of recruitment.

INTERNAL SOURCES OF RECRUITMENT

TRANSFERS: The employees are transferred from one
department to another according to their efficiency and
experience.
PROMOTIONS: The employees are promoted from one
department to another with more benefits and greater
responsibility based on efficiency and experience.
Others are Upgrading and Demotion of present employees
according to their performance.
Retired and Retrenched employees may also be recruited
once again in case of shortage of qualified personnel or
increase in load of work. Recruitment such people save
time and costs of the organisations as the people are
already aware of the organisational culture and the policies
and procedures.
The dependents and relatives of Deceased employees and
Disabled employees are also done by many companies so
that the members of the family do not become dependent
on the mercy of others.

EXTERNAL SOURCES OF RECRUITMENT

1. PRESS ADVERTISEMENTS:
Advertisements of the vacancy in newspapers and journals are a
widely used source of recruitment. The main advantage of this
method is that it has a wide reach.

2. EDUCATIONAL INSTITUTES:
Various management institutes, engineering colleges, medical
Colleges etc. are a good source of recruiting well qualified
executives, engineers, medical staff etc. They provide facilities
for campus interviews and placements. This source is known as
Campus Recruitment.

3. PLACEMENT AGENCIES:
Several private consultancy firms perform recruitment functions
on behalf of client companies by charging a fee. These agencies
are particularly suitable for recruitment of executives and
specialists. It is also known as RPO (Recruitment Process
Outsourcing)

4. EMPLOYMENT EXCHANGES:
Government
throughout

establishes
the

country.

public

employment

These

exchanges

exchanges
provide

job

information to job seekers and help employers in identifying

suitable candidates.

5. LABOUR CONTRACTORS:
Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers. This
source is used to recruit labour for construction jobs.

6. UNSOLICITED APPLICANTS:
Many job seekers visit the office of well-known companies on
their own. Such callers are considered nuisance to the daily
work routine of the enterprise. But can help in creating the talent
pool or the database of the probable candidates for the
organisation.

7. EMPLOYEE REFERRALS / RECOMMENDATIONS:

Many organisations have structured system where the current
employees of the organisation can refer their friends and
relatives for some position in their organisation. Also, the office
bearers of trade unions are often aware of the suitability of
candidates. Management can inquire these leaders for suitable
jobs. In some organizations these are formal agreements to give
priority in recruitment to the candidates recommended by the
trade union.

8. RECRUITMENT AT FACTORY GATE:

Unskilled workers may be recruited at the factory gate these
may be employed whenever a permanent worker is absent. More
efficient among these may be recruited to fill permanent
vacancies.

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organisations is affected and
governed by a mix of various internal and external forces. The
internal forces or factors are the factors that can be controlled
by the organisation. And the external factors are those factors
which cannot be controlled by the organisation. The internal and
external forces affecting recruitment function of an organisation
are:

INTERNAL FACTORS AFFECTING RECRUITMENT

The internal forces i.e. the factors which can be controlled by
the organisation are:

1. RECRUITMENT POLICY:
The recruitment policy of an organisation specifies the
objectives of recruitment and provides a framework for
implementation of recruitment programme. It may involve
organizational system to be developed for implementing
recruitment programmes and procedures by filling up vacancies
with best qualified people.

FACTORS AFFECTING RECRUITMENT POLICY:

Organizational objectives
Personnel policies of the organization and its competitors.
Government policies on reservations.
Preferred sources of recruitment.
Need of the organization.
Recruitment costs and financial implications.

2. HUMAN RESOURCE PLANNING:

Effective human resource planning helps in determining the
gaps present in the existing manpower of the organization. It

also helps in determining the number of employees to be

recruited and what qualification they must possess.

3. SIZE OF THE FIRM:

The size of the firm is an important factor in recruitment
process. If the organization is planning to increase its
operations and expand its business, it will think of hiring more
personnel, which will handle its operations.

4. COST:
Recruitment incur cost to the employer, therefore, organizations
try to employ that source of recruitment which will bear a lower
cost of recruitment to the organization for each candidate.

5. GROWTH AND EXPANSION:

Organization will employ or think of employing more personnel
if it is expanding its operations.

RECRUITMENT POLICY
In todays rapidly changing business environment, a well
defined recruitment policy is necessary for organizations to
respond to its human resource requirements in time. Therefore,
it is important to have a clear and concise recruitment policy in
place, which can be executed effectively to recruit the best talent
pool for the selection of the right candidate at the right place
quickly. Creating a suitable recruitment policy is the first step in
the efficient hiring process. A clear and concise recruitment
policy helps ensure a sound recruitment process.
It specifies the objectives of recruitment and provides a
framework for implementation of recruitment programme. It may
involve organizational system to be developed for implementing
recruitment programmes and procedures by filling up vacancies
with best qualified people.

COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organisation
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organisation should be such
that:
It should focus on recruiting the best potential people.
To ensure that every applicant and employee is treated
equally with dignity and respect.
Unbiased policy.
To aid and encourage employees in realizing their full
potential.
Transparent, task oriented and merit based selection.
Weightage during selection given to factors that suit
organization needs.
Optimization of manpower at the time of selection process.
Defining

the

competent

authority

to

approve

each

selection.
Abides by relevant public policy and legislation on hiring
and employment relationship.

Integrates employee needs with the organisational needs.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives
Personnel policies of the organization and its competitors.
Government policies on reservations.
Preferred sources of recruitment.
Need of the organization.
Recruitment costs and financial implications.

RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment:

OUTSOURCING:
In India, the HR processes are being outsourced from more than
a decade now. A company may draw required personnel from
outsourcing firms. The outsourcing firms help the organisation
by the initial screening of the candidates according to the needs
of the organisation and creating a suitable pool of talent for the
final selection by the organisation. Outsourcing firms develop
their human resource pool by employing people for them and
make available personnel to various companies as per their

needs. In turn, the outsourcing firms or the intermediaries

charge the organisations for their services.

Advantages of outsourcing are:

Company need not plan for human resources much in
advance.
Value creation, operational flexibility and competitive
advantage turning the management's focus to strategic
level processes of HRM
Company is free from salary negotiations, weeding the
unsuitable resumes/candidates.
Company can save a lot of its resources and time

POACHING/RAIDING:
Buying talent (rather than developing it) is the latest mantra
being followed by the organisations today. Poaching means
employing a competent and experienced person already working
with another reputed company in the same or different industry;
the organisation might be a competitor in the industry. A
company can attract talent from another firm by offering
attractive pay packages and other terms and conditions, better
than the current employer of the candidate. But it is seen as an
unethical practice and not openly talked about. Indian software
and the retail sector are the sectors facing the most severe brunt
of poaching today. It has become a challenge for human

resource managers to face and tackle poaching, as it weakens

the competitive strength of the firm.

E-RECRUITMENT:
Many big organizations use Internet as a source of recruitment.
E- Recruitment is the use of technology to assist the recruitment
process. They advertise job vacancies through worldwide web.
The job seekers send their applications or curriculum vitae i.e.
CV through e mail using the Internet. Alternatively job seekers
place their CVs in worldwide web, which can be drawn by
prospective employees depending upon their requirements.

Advantages of E-Recruitment are:

Low cost.
No intermediaries
Reduction in time for recruitment.
Recruitment of right type of people.
Efficiency of recruitment process.

RECRUITMENT VS SELECTION
Recruitment Home Recruitment Vs Selection
Both recruitment and selection are the two phases of the
employment process. The differences between the two are:
Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the
organisation WHEREAS selection involves the series of
steps by which the candidates are screened for choosing
the most suitable persons for vacant posts.
The basic purpose of recruitments is to create a talent pool
of candidates to enable the selection of best candidates for
the organisation, by attracting more and more employees
to apply in the organisation WHEREAS the basic purpose
of selection process is to choose the right candidate to fill
the various positions in the organisation.
Recruitment is a positive process i.e. encouraging more
and more employees to apply WHEREAS selection is a
negative process as it involves rejection of the unsuitable
candidates.
Recruitment is concerned with tapping the sources of
human resources WHEREAS selection is concerned with
selecting the most suitable candidate through various
interviews and tests.

There is no contract of recruitment established in

recruitment WHEREAS selection results in a contract of
service between the employer and the selected employee.

ORGANIZATIONAL
PROFILE

COMPANY PROFILE
B.H.E.L. is the biggest and the oldest manufacturing division of
public sector corporation. Bharat heavy electicals limited is
countries pioneering engineering organization the first of its
kind in Asia. Heavy electrical India limited Bhopal was registered
on 29th august 1956 with a view to reach self sufficiency in
industrial

products

and

power

equipment

vital

for

industrialization of country. Foundation stone was laid on 15th

November 1958 and its production started on 1st July 1960.
B.H.E.L. Was inaugurated formally in November 1960 by late
Prime Minister Shri Jawahar Lal Nehru.
To meet the total demand of heavy electrical equipment BHEL
came in to being as there was need for an integrated approach
to the development of power equipment manufacture in India
and also to optimally utilize the resources. It is the largest
engineering and manufacturing enterprise of its kind in India,
and one of the leading international companies in the power
field. BHEL offers over 180 products and provides systems and
services to meet the needs of core sectors like: Power,
Transmission,
Energy

Industry,

Sources,

and

Transportation,
Oil

&

Gas

Non-Conventional
Exploration

&

Telecommunication. With 14 Manufacturing Divisions, a wide

spread Regional Services Network, and Project Sites all over
India & abroad and with an export presence in more than 50
countries, BHEL is truly Indias Industrial ambassador to the

world. All major Manufacturing, Erection and Service units of

BHEL have been awarded ISO 9000 certification.
BHELs Bhopal plant is the companys oldest unit with updated
& state-of-the-art manufacturing facilities. The product range at
Bhopal includes Hydro, Steam, Marine & Nuclear Turbines,
Hydro & Turbo Generators, Transformers, Switchgears, Control
gears,

Transportation,

Equipments,

Capacitors,

Bushings,

Electrical Motors, Rectifiers, Oil Drilling Rig, Equipments,

Battery Powered Vehicles and Diesel Generating sets. This unit
have been recommended for ISO-14001 certificate for its
Environmental Management System.
BHEL Bhopal's strength is existed in its employees. Company
invests in Human Resource continuously and is alive to their
needs. The plant's well established township is spread over an
area of around 20 sq kms. and provides good Health facilities,
Sports & Recreational Parks.

BHEL VISION, MISSION, VALUES

BHEL VISION:
A world class Engineering Enterprise committed to enhancing
stakeholders value.

MISSION:
To be an Indian multinational; engineering enterprise providing
total business solution through quality products, system and
service in the fields of energy, industry, transportation,
infrastructure and other potential areas.

VALUES:
The values of BHEL are:

Zeal to excel and zest for change.

Integrity and fairness in all matters.

Respect for dignity & potentials of individuals.

Strict adherence to commitments.

Ensure speed of response

Faster learning, creativity & team work.

Loyalty and pride in the company.

PRODUCT PROFILE OF BHEL

Power Utilization:

Industrial Machines

Power Generation:

Hydro Turbines

Hydro Generators

Heat Exchangers

Excitation Control

Equipment

Steam Turbine

Control & Relay Panel

Power Transmission: Transformer

Switchgear
On- Load Tap Changers
Large Current Rectifier
Transportation: Transportation Equipment
Renovation & Maintenance:
Hydro Power Stations
Thermal Power Stations
Worker Engg. & Services
Miscellaneous: Fabrication

Coil & Insulation

Casting

BHEL UNIT WISE DESCRIPTION

Name of the

Name of the

Year

Year of

Unit

City

Established

Production /

HEP
HPEP
HPBP
HEEP
CFFP
TP
SSTP
BAP
ISG
EDN
EDP
IVP
IP
HERP

BHOPAL
HYDERABAD
TRICHY
HARIDWAR
HARIDWAR
JHANSI
TRICHY
RANIPET
BANGALORE
BANGALORE
BANGALORE
GOINDWAL
JAGDISHPUR
VARANASI

1956
1963
1963
1963
1974
1976
1976
1932
1963
1932
1983

Merger
1965
1965
1965
1965
1976
1976
1979
1980
1980
1980
1980
1984
1984
1984

BHEL BHOPAL PROFILE

Established in the late 50s, Bharat Heavy Electrical Ltd. (BHEL)
is, today, a name to reckon with in the industrial world. It is the
largest engineering and manufacturing enterprise of its kind in
India, and of the leading International Companies in the power
field. BHEL offers over 180 products and provided

systems

and services to meet the needs of core sectors like: Power

Generation

and

Transmission,

Industry,

Transportation,

Telecommunication, Non- Conventional Energy Sources, Oil &

Gas. With 14 Manufacturing Divisions, a wide spread Regional
Services Network, and Project Sites all over India & Abroad and
with an export presence in more than 50 countries, BHEL is truly
Indias

Industrial

Ambassador

to

the

world.

All

major

Manufacturing, Erection and Services units of BHEL have been

awarded ISO 9000 Certification.
BHELs BHOPAL plan is the companys oldest unit with updated
& state of the art manufacturing facilities. The product rang at
Bhopal including Hydro, Steam, Marine & Nuclear Turbines,
Hydro & Turbo Generators, Transformers, Switchgears, ControlGears,

Transportation

Equipments,

Capacitors,

Bushing,

Electrical Motors, Rectifiers, Oil Drilling Rig Equipments, Battery

Powered Vehicles, and Diesel Generating sets. This unit has
been

recommended

for

ISO-14001

Environmental Management System.

certificate

for

its

BHEL BHOPALS STRENGTH: The greatest strength of BHEL

Bhopal is its highly skilled and committed 7716 Employees.
Every employee is given an equal opportunity to develop himself
and improve his position. Continuous training and retraining,
career planning, a positive work culture and participative style of
management have engendered development of a committed and
motivated work force leading to enhanced productivity and
higher levels of quality.

UNITS POLE STAR STATEMENT: To be a leading and

creditable supplier of product and services ensuring adequate
return for growth inline with companys vision and mission.

ORGANIZATION CHART OF BHEL

CHAIRMAN & MANAGING DIRECTOR

DIRECTORS

EXECUTIVE DIRECTORS

GENERAL MANAGERS

ADDITIONAL GENERAL MANAGERS

DEPUTY GENERAL MANAGERS

SENIOR MANAGERS

MANAGERS

SENIOR EXECUTIVES

EXECUTIVES

SUPERVISORS

CLERKS

CLASSIFICATION OF EMPLOYEES OF BHEL

EXECUTIVES:
EDN
GM
AGM
DGM
DGM
Sr. Manager
Manager
Dy. Manager
Sr. Engineer/ Sr. Personnel Officer/Sr. ADM Officer
Sr. Stores Officers/ Sr. Account officer
Engineer/ Personnel Officer / ADM Officer
Store Officer / Account Officer

SUPERVISORS:
Sr. Executive Foreman
Executive Foreman
General Foreman / Chief Foreman
Foreman / Store Holder Grade I / Sr. Accountant Grade /
Sr. Officer Superintendent.
Asst. foreman/ Store Holder Grade II / Accountant Grade II /
Officer Super Superintendent

Charge Man/ Store Holder Grade III / Accountant Grade III /

Asst. Officer Superintendent.

TECHNICIANS:
Chief Technician
General Technician
Master Technician
Sr. Technician
Technician

ARTISANS:
Electrical

Grade I, II, III, IV

Draftman

Grade I, II, III, IV

Fitters

Grade I, II, III, IV

Machinist

Grade I, II, III, IV

Turner

Grade I, II, III, IV

Welder

Grade I, II, III, IV

Winder

Grade I, II, III, IV

Rigger

Grade I, II, III, IV

Crane Operator

Grade I, II, III, IV

Lab Assistant

Grade I, II, III, IV

Black Smith

Grade I, II, III, IV

Patternmaker

Grade I, II, III, IV

CLERICAL STAFF (NON SUPERVISORS)

Librarian
Compounder
Pharmacists
Nurses
Dresser
Telex / Telephone Operator
Drivers

UNSKILLED / SEMI SKILLED WORKERS

Peons
Mails
Sweepers
Workers on Daily Wages Etc.

THE BHEL HAS TO FOLLOW THESE WAYS FOR

RECRUITING THE EMPLOYEE
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 DirectorEAI Systems/Operation Director-TPB-India.

D.AUTHORITY:
The Authority in the company

is commensurate

with

responsibility.

E.PROCEDURE STEPS:
1.MAN POWER RECRUITMENT
As

and

when

Requirement

Form

the

need

is dually

arises ,
filled

by

the

Manpower

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 by the
HRD Department.

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

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.

EXTERNAL 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 facilitates 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 advance

techniques

guidance for effective placement purposes.

of

vocational

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

recruited
special

and

production.

as management
company

These

trainees

and

training programmes.

students

then

are

placed

They

in

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

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

candidates

may

gate"

appear

and

mail

personally

at

applicants.
the

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
provides

come

to

measures

the
for a

gate

of

good

the

company. It also

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

change or good prospectus for employment, utilize women,

older

workers

positions

where

and

physically

they

are

best

handicapped
suitable,

for
and

"situation wanted" advertisement in newspapers.

specific
use

the

3. SELECTION:
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

through

an

candidates

interview call

are

contacted

letter/telephone

for

interview

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

the following

requirement.

Schedule

includes

RECRUITMENT PROCESS

Vaccant Position in the Orgn.

Resume
Details

Requisition Process
Manpower requisition
Requisition approval

Applicant
Data Blank

No
Requisition

Application Short-List

Direct
Recruitment

Call for Evaluation

Evaluation Process

Rejection/Hold

Offer Letter to selected

Candidates

The Applicant Databank is A Central storehouse 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
offer.
Through Requisitions: The Requisition Process (an official
written demand) comprise of Manpower Requisitions from the
organization.

After Approval of the Requisitions the Applicants are short listed

from the Applicant Data Bank based on the position, Experience,
skill set, Qualification as required from the Requisition.
The Short Listed Applicants are then called for an evaluation
process that is based on pre-defined steps for the respective
positions.
After clearing the evaluation process an offer letter is given to
the selected applicants.
If the Applicant is rejected

or on Hold during Evaluation

process, the Applicant goes back to the Applicant Data Bank

with appropriate status.
In

today's

rapidly

changing

business

environment,

organizations have to respond quickly to requirements for

people.

Hence,

recruitment

it

policy

is
in

important
place,

to
which

have
can

well-defined
be

executed

effectively to get the best fits for the vacant

positions.

Selecting

the

the

wrong

candidate

or

rejecting

right

candidate could turn out to be costly mistakes for the

organization. Selection is one area where the interference of
external factors is minimal. Hence the HR department can
use its discretion in framing its selection policy and using
various selection tools for the best results. These case lets

discuss the importance of having an effective recruitment

and selection policy.
They discuss the importance of a good recruitment and
selection

process

that

starts

with

gathering

complete

information about the applicant from his application form

and ends with inducting the candidate into the organization.

NORMS OF BHEL RECRUITMENT

BHEL mainly recruits Engineer Trainees, Supervisor Trainees
and Artisans, whenever vacancies for these positions are
sanctioned. Once vacancies are sanctioned, the recruitment for
these position is conducted according to the process which will
be described in detail in open advertisement issued. You may
look out for such advertisements in the Employment News,
and also at this website, where it will also be hosted when
issued. However, some broad features are given below:
1. For the positions 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

leveraging

positions,

generally

technology,

which

recruitment
requires

is

conducted

submission

of

applications on-line only. The broad job-specifications are as

under:

JOB SPECIFICATIONS:
a) For Engineer Trainees
Full time regular Bachelors Degree in Engineering or
Technology from a recognized Indian University/Institute in
the relevant discipline with minimum 60% marks in the
aggregate of marks of all years/semesters.
b) For Supervisor Trainees
Full time regular Diploma in engineering in the relevant
discipline with minimum 60% marks in the aggregate of marks
of all years/semesters (relaxable to 55% for SC/ST candidates)
from a recognized Indian university/institute.

Upper Age Limit

Engineer Trainee- 27 years for Graduates

29 years for Post-Graduate

Supervisor Trainee-27 years
The selection process involves on All India based written test
followed by interview. The process by which the candidates,
who apply, are shortlisted for inviting for written test and
interview, is described in detail in the advertisements issued.

2. For the position of Artisans

The recruitment for these positions is conducted by concerned
unit only, whenever vacancies are sanctioned to them. The
detailed advertisement, containing no. of vacancies, job
-specifications,

selection

process

etc.,

is

published

in

Employment News and hosted on BHEL website. Window

advertisement is, however, published in Local Dailies.

JOB SPECIFICATION:
Matric/SSLC + National Trade Certificate (NTC) in the relevant
trade plus National Apprenticeship Certificate (NAC) with not
less than 60% marks for Gen and OBC candidates and not less
than 55% marks for SC/ST candidates in both NTC and NAC.

Upper Age Limit- 27 years for General Candidates Relaxation in

upper age limit for various categories in all the above positions
is as per Presidential/ Govt. Directives on reservations.
The selection process involves written test followed by
interview. The process by which the candidates, who apply, are
shortlisted for inviting for written test and interview, is described
in detail in the advertisements issued.
Note:
1. The above mentioned job-specifications are broad in
nature. As such, it is advised to refer to the details of
concerned recruitment, whenever conducted.
2. Applications for jobs are to be submitted against
specific recruitment advertisement only and as
prescribed.
3. Occasionally BHEL recruits persons at levels other
than described above. Any advertisements issued in
this regard will also be hosted at the site.
4. Unsolicited applications will neither be entertained
nor responded.

COMPANY PROFILE

Bharat Sanchar Nigam Ltd. formed in October, 2000, is World's

7th

largest

Telecommunications

Company

providing

comprehensive range of telecom services in India: Wireline,

CDMA mobile, GSM Mobile, Internet, Broadband, Carrier service,
MPLS-VPN, VSAT, VoIP services, IN Services etc. Within a span
of five years it has become one of the largest public sector unit
in India.
BSNL has installed Quality Telecom Network in the country and
now

focusing

on

improving

it,

expanding

the

network,

introducing new telecom services with ICT applications in

villages and wining customer's confidence. Today, it has about
47.3 million line basic telephone capacity, 4 million WLL
capacity, 20.1 Million GSM Capacity, more than 37382 fixed
exchanges, 18000 BTS, 287 Satellite Stations, 480196 Rkm of
OFC Cable, 63730 Rkm of Microwave Network connecting 602
Districts, 7330 cities/towns and 5.5 Lakhs villages.

BSNL is the only service provider, making focused efforts and

planned initiatives to bridge the Rural-Urban Digital Divide ICT
sector. In fact there is no telecom operator in the country to beat
its reach with its wide network giving services in every nook &
corner of country and operates across India except Delhi &
Mumbai. Whether it is inaccessible areas of Siachen glacier and
North-eastern region of the country. BSNL serves its customers
with its wide bouquet of telecom services.
BSNL is numero uno operator of India in all services in its
license area. The company offers vide ranging & most
transparent tariff schemes designed to suite every customer.
BSNL cellular service, Cell One, has more than 17.8 million
cellular customers, garnering 24 percent of all mobile users as
its subscribers. That means that almost every fourth mobile user
in the country has a BSNL connection. In basic services, BSNL
is miles ahead of its rivals, with 35.1 million Basic Phone
subscribers i.e. 85 per cent share of the subscriber base and 92
percent share in revenue terms.
BSNL has more than 2.5 million WLL subscribers and 2.5 million
Internet Customers who access Internet through various modes
viz. Dial-up, Leased Line, DIAS, and Account Less Internet (CLI).
BSNL has been adjudged as the NUMBER ONE ISP in the
country.

BSNL has set up a world class multi-gigabit, multi-protocol

convergent IP infrastructure that provides convergent services
like voice, data and video through the same Backbone and
Broadband Access Network. At present there are 0.6 million
DataOne broadband customers.
The company has vast experience in Planning, Installation,
network

integration

and

Maintenance

of

Switching

&

Transmission Networks and also has a world class ISO 9000

certified Telecom Training Institute.
Scaling new heights of success, the present turnover of BSNL is
more than Rs.351,820 million (US $ 8 billion) with net profit to
the tune of Rs.99,390 million (US $ 2.26 billion) for last financial
year. The infrastructure asset on telephone alone is worth about
Rs.630,000 million (US $ 14.37 billion).
BSNL plans to expand its customer base from present 47
millions lines to 125 million lines by December 2007 and
infrastructure investment plan to the tune of Rs. 733 crores (US$
16.67 million) in the next three years.
The turnover, nationwide coverage, reach, comprehensive range
of telecom services and the desire to excel has made BSNL the
No. 1 Telecom Company of India.

VISION, MISSION & OBJECTIVES

VISION:
To become the largest telecom Service Provider
in Asia.

MISSION:
i.

To

provide

technology

world

class

telecom

State-of-art

services

to

its

customers on demand at competitive

prices.

ii.

To

Provide

world

class

telecom

infrastructure in its area of operation and

to

contribute

to

the

growth

of the country's economy.

OBJECTIVES
:

To be a Lead Telecom Services Provider.

To provide quality and reliable fixed

telecom service to our customer and there
by

increase

customer's

confidence.

To provide mobile telephone service of

high quality and become no. 1 GSM

operator in its area of operation.

To provide point of interconnection to

other

service

provider

as

per

their

requirement promptly.

To facilitate R & D activity in the country.

Contribute towards:

i.

National

Plan

subscriber

Target

base

for

of
the

500

million

country

by

December 2010.
ii.

Broadband customers base of 20 million

in India by 2010 as per Broadband Policy
2004.

iii.

Providing

telephone

connection

in

villages as per government proposition.

iv.

Implementation of Triple play as a regular

commercial proposition.

ORGANIZATIONAL STRUCTURE OF BSNL

Distribution of Group-wise staff strength of DoT and BSNL

(numbers) as on 31st March 2008 is indicated below:

RECRUITEMENT AND SELECTION

External environment
Internal environment
Human Resources
Planning

Alternatives to
Recruitment
Recruitment

Interval Sources

External Sources

Internal Methods

External Methods

Recruited Individual

OBJECTIVES OF THE
STUDY

OBJECTIVE OF THE STUDY

Primary Objectives:
To compare the recruitment policy of BHEL and BSNL.
To study the effectiveness of Recruitment & Selection
policy of these organizations.

Secondary Objectives:
To study how the recruitment policy can be made better.

To know what are the techniques organizations are using

for recruitment.

RESEARCH
METHODOLOGY

RESEARCH METHODOLOGY
The Research is Exploratory Research. The data is collected
through 40 employees i.e. 20 employees from each organization.

SAMPLE DESIGN:
The method used for sample technique is convenient sampling
method.

SAMPLE SIZE:
40 employees i.e. 20 employees from each organization.

TOOLS OF ANALYSIS:
I have used Questionnaire Method. Some of the softwares used
for making this project will be Ms Word and Ms Excel. The Data
collected is shown through Graphs and Pie Charts.

DATA COLLECTION:
Source of Data for this project primary as well as secondary.

LIMITATIONS:
The respondents were limited and cannot be treated as the
whole population.
The respondents may be biased.
Time was the major constraint.
The accuracy of indications given by the respondents may
not be consider adequate

DATA ANALYSIS
&
INTERPRETATION

DATA ANALYSIS & INTERPRETATION

Q1. Are you in support of recruitment policy of the Company?
Options
Yes
No

BHEL (%)
90
10

BSNL (%)
88
12

Interpretation:
90% of the executives say that they are in support of recruitment
policy of BHEL. Most of the executives of BSNL say that they
were in support of the recruitment policy of their organization.
This shows that recruitment policy of BHEL is better than BSNL.
BHEL is taking candidates who have scored more than 75%
marks in Graduation. All India level exam & Interview is
conducted by BHEL and BSNL for recruitment of employees.

Q2. Whether the existing recruitment policy is linked to

productivity?
Options
Yes
No

BHEL (%)
94
6

BSNL (%)
90
10

Interpretation:
Most of the respondents of BHEL say that recruitment policy is
linked to productivity as compared to BSNL.

Q3. Do

you

feel

that

manpower

recruitment

has

been

rationalized by way of automation?

Options
Yes
No

BHEL (%)
100
0

BSNL (%)
98
2

Interpretation:
Manpower recruitment has been rationalized by way of
automation as said by most of the respondents at BHEL as
compared to BSNL.

Q4. Whether the existing recruitment policy is getting will

supports of the top management?
Options
Yes
No

BHEL (%)
98
2

BSNL (%)
96
4

Interpretation:
Support of Top Management in Recruitment Policy is more in
BHEL as compared to BSNL.

Q5. Does

the

organization

clearly

define

the

position

objectives, requirements and candidate specifications in the

recruitment process?
Options
Yes
No

BHEL (%)
100
0

BSNL (%)
100
0

Interpretation:
Executives of BHEL and BSNL say that positions are clearly
defined in the recruitment process.

Q6. Is the organization doing timeliness recruitment and

Selection process?
Options
Yes
No

BHEL (%)
90
10

BSNL (%)
86
14

Interpretation:
BHEL is doing timeliness recruitment as compared to BSNL.

Q7. Does HR provide an adequate pool of quality applicants?

Options
Yes
No

BHEL (%)
100
0

BSNL (%)
100
0

Interpretation:
HR of BHEL and BSNL is able to maintain adequate pool of
quality applicants because they are hiring best candidates.

Q8. Rate the effectiveness of the interviewing process and

other selection instruments, such as testing?
Options
Excellent
Good
Poor

BHEL (%)
90
10
0

BSNL (%)
88
10
2

Interpretation:
BHEL interviewing process and other selection instruments are
more effective as compared to BSNL.

Q9. Does the HR team act as a consultant to enhance the

quality of the applicant pre-screening process?
Options
Excellent
Good
Poor

BHEL (%)
90
10
0

BSNL (%)
88
10
2

Interpretation:
Most of the executives of BHEL say that HR team acts as a
consultant to enhance the quality of the applicant pre-screening
process.

Q10. Does HR hiring employees to make the best hiring

decisions?
Options
Yes
No

BHEL (%)
98
2

BSNL (%)
96
4

Interpretation:
BHEL is hiring employees to make the best hiring decision as
compared to BSNL.

Q11. Rate how well HR finds good candidates from nontraditional sources when Necessary?
Options
Excellent
Good
Poor

BHEL (%)
90
10
0

BSNL (%)
60
40
0

Interpretation:
BHEL is able to find good candidates from non traditional
sources when necessary as compared to BSNL.

Q12. How would you rate the HR department's performance in

recruitment and selection?
Options
Good
Poor

BHEL (%)
90
10

BSNL (%)
88
12

Interpretation:
Performance of HR Department in Recruitment and selection
process in BHEL is better than BSNL.

Q13. Do you feel that job evaluation and job analysis helps in
manpower recruitment in your organisation?
Options
Yes
No

BHEL (%)
100
0

BSNL (%)
98
2

Interpretation:
Most of the respondents of BHEL, BSNL say that job evaluation
and job analysis helps in manpower recruitment in an
organization.

Q14. Do you think that the personal recruited from external

sources is more desirable than the internal sources?
Options
Yes
No

BHEL (%)
22
78

BSNL (%)
36
64

Interpretation:
Most of the respondents at BHEL say that personal recruitment
from external sources are not desirable than internal sources.

Q15. Whether cost benefit analysis is done before recruitment?

Options
Yes
No

BHEL (%)
94
6

BSNL (%)
90
10

Interpretation:
Most of the executives at BHEL say that HR Department is doing
cost benefit analysis before recruitment.

Q16.Do you feel that training will affect to recruitment process?

Options
Yes
No

BHEL (%)
90
10

BSNL (%)
88
12

Interpretation:
90% of the employees at BHEL say that recruitment process is
affected by training policy of the company. While in BSNL the
case is not like that.

Q17. Do you think job rotation will affect the recruitment policy?
Options
Yes
No

BHEL (%)
100
0

BSNL (%)
98
2

Interpretation:
Most of the respondents at BHEL and BSNL feel that Job
rotation will affect the recruitment policy.

Q18. How

the

company

is

controlling

Options
BHEL (%)
By employing extra 98

BSNL (%)
96

hours
By Recruiting

the

shortage

of

manpower?

Interpretation:
All of the organizations are controlling the shortage of
manpower by employing extra hours but if they really dont have
more manpower they recruit.

Q19. Are you satisfied with the existing recruitment system of

the organisation?
Options
Yes
No

BHEL (%)
100
0

BSNL (%)
100
0

Interpretation:
Most of the respondents at BHEL and BSNL are satisfied with
the recruitment system.

OBSERVATIONS
&
FINDINGS

OBSERVATIONS & FINDINGS

90% of the executives say that they are in support of
recruitment policy of BHEL. Most of the executives of
BSNL say that they were in support of the recruitment
policy of their organization.BHEL is taking candidates who
have scored more than 75% marks in Graduation. All India
level exam & Interview is conducted by BHEL and BSNL for
recruitment of employees.
Most of the respondents of BHEL say that recruitment
policy is linked to productivity as compared to BSNL.
Manpower recruitment has been rationalized by way of
automation as said by most of the respondents at BHEL as
compared to BSNL.
Support of Top Management in Recruitment Policy is more
in BHEL as compared to BSNL.
Executives of BHEL and BSNL say that positions are
clearly defined in the recruitment process.
BHEL is doing timeliness recruitment as compared to
BSNL.
HR of BHEL and BSNL is able to maintain adequate pool of
quality applicants because they are hiring best candidates.
BHEL

interviewing

process

and

other

selection

instruments are more effective as compared to BSNL.

Most of the executives of BHEL say that HR team acts as a

consultant to enhance the quality of the applicant prescreening process.
BHEL is hiring employees to make the best hiring decision
as compared to BSNL.
BHEL is able to find good candidates from non traditional
sources when necessary as compared to BSNL.
Performance of HR Department in Recruitment and
selection process in BHEL is better than BSNL.
Most of the respondents of BHEL and BSNL say that job
evaluation and job analysis helps in manpower recruitment
in an organization.
Most of the respondents at BHEL say that personal
recruitment from external sources are not desirable than
internal sources.
Most of the executives at BHEL say that HR Department is
doing cost benefit analysis before recruitment.
90% of the employees at BHEL say that recruitment
process is affected by training policy of the company.
While in BSNL the case is not like that.
Most of the respondents at BHEL and BSNL feel that Job
rotation will affect the recruitment policy.
All of the organizations are controlling the shortage of
manpower by employing extra hours but if they really dont
have more manpower they recruit.

Most of the respondents at BHEL and BSNL are satisfied

with the recruitment system.

CONCLUSION
&
SUGGESTIONS

RECOMMENDATIONS
Preference should be given to the most eligible candidate,
irrespective of whether candidate is internal or external.
Preference should be given to the most eligible candidate,
irrespective of their sex.
It should be suggested that the Company should pay the
travel expenses to the candidate.
But with changing times and changing needs the policies
should be flexible.

BIBLIOGRAPHY

BIBLIOGRAPHY
Books:
1. Mamoria, C.B.(1999): Personal Management Himalaya
Publication, New Delhi.
2. Diwedi, R.S. (1997): Managing Human Resource Galgotia
Publishing Ltd, New Delhi.
3. Kothari, C.R. (2000): Research Methodology Vishwa
Prakashan, New Delhi.
4. Casio, Wayne F. (1995) Managing Human Resources , 3 rd
Edition, Tata Mcgraw Hill, New Delhi.
5. Sainy

H.C.

Management

and
and

Kumar

Sharad,

Development,

Human

Resources

Quality

Publishing

Company.
6. Robbins Stephen P. (1987) the Management of Human
Resource, 4th Tata Mcgraw Hill, New Delhi.
7. Aswathapa K. (1997) Human Resource and Personnel
Management, Tata Mcgraw Hill, New Delhi.

Websites:
www.bhel.com
www.bsnl.co.in

ANNEXURE

QUESTIONNAIRE
NAME

_______________________

DESIGNATION

_______________________

DEPARTMENT

_______________________

ORGANIZATION

BHEL [ ] BSNL [ ]

Q1. Are you in support of recruitment policy of the Company?

a.

Yes

b.

No

Q2. Whether the existing recruitment policy is linked to

productivity?
a.

Yes

Q3. Do

b.
you

feel

that

No

manpower

recruitment

has

been

rationalized by way of automation?

a.

Yes

b.

No

Q4. Whether the existing recruitment policy is getting will

supports for the top management?
a.

Yes

Q5. Does

b.
the

organization

No
clearly

define

the

position

objectives, requirements and candidate specifications in the

recruitment process?
a.

Yes

b.

No

Q6. Is the organization doing timeliness recruitment and

Selection process?
a.

Yes

b.

No

Q7. Does HR provide an adequate pool of quality applicants?

a.

Yes

b.

No

Q8. Rate the effectiveness of the interviewing process and

other selection instruments, such as testing?
a.

Excellent

b.

Good

c.

Poor

Q9. How well the HR teams act as a consultant to enhance the

quality of the applicant pre-screening process?
a.

Excellent

b.

Good

c.

Poor

Q10. Does HR hiring employees to make the best hiring

decisions?
a.

Yes

b.

No

Q11. Rate how well HR finds good candidates from nontraditional sources when Necessary?
a.

Excellent

b.

Good

c.

Poor

Q12. How would you rate the HR department's performance in

recruitment and selection?
a.

Good

b.

Poor

Q13. Do you feel that job evaluation and job analysis helps in
manpower recruitment in your organisation?
a.

Yes

b.

No

Q14. Do you think that the personal recruited from external

sources is more desirable than the internal sources?
a.

Yes

b.

No

Q15. Whether cost benefit analysis is done before recruitment?

a.

Yes

b.

No

Q16. Do you feel that training will effect to recruitment process?

a.

Yes

b.

No

Q17. Do you think job rotation will affect the recruitment policy?
a.

Yes

Q18. How

b.
the

company

No
is

controlling

the

shortage

of

manpower?
a.

By employing extra hours

b. By Recruiting

Q19. Are you satisfied with the existing recruitment system of

the organisation?
a.

Yes

b.

No