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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.

INDU RAWAT

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 .

It gets information by use of these important documents like Job Analysis. Human resource is a most valuable asset in the Organization. BHEL procure manpower in a very scientific manner . Job Specifications. To procure right man at right place in right time. otherwise their proper utilization may not be done. So right man should be procured at right place in right time. some information regarding job and job doer is highly essential. These information are obtained through Job Analysis.Executive Summary The objective of the study is to analyze the actual recruitment process in BHEL and to evaluate how far this process confirm to the purposes underlying the operational aspects of the industry. Profitability of the Organization depends on its utilization. Without these recruitment may be unsuccessful. . Job Descriptions. 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. Job Descriptions and Job Specifications. he may not run the business. How far the process is accepted by it? The study on recruitment highlights the need of recruitment in BHEL.

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E.H. BHEL was established more than 40 years ago when its first plant was set up in Bhopal ushering in the .L – OVERVIEW BHEL is largest engineering and manufacturing enterprise in India in the energy related/infrastructure sector today.B.

four Power Sector regional centers. systems and services-efficiently and at competitive prices. It has been earning profit continuously since 1971-72 and achieved a sales turnover of Rs. 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. 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. POWER GENERATION Power Generation Sector comprises of thermal .7482.2003 . Industry. a dream that has been more than realized with well-recognized track record of performance. Power Generation and Transmission.3. Transportation. Defense etc. BHEL – supplied sets account for .4 Corers in 2002-03. BHEL caters to core sectors of the Indian Economy viz. gas .. 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. As of 31. hydro and nuclear power plant business.indigenous heavy electrical equipment industry in India .2 Corers with a profit before tax of Rs802. Telecommunication. Renewable Energy. The wide network of BHEL'S 14 manufacturing divisions.

nearly 68 .06. Pelton and Kaplan types for different head-discharge combinations are also engineered and manufactured by BHEL. BHEL also plants. To make the efficient use of the high. The power plant . Cogeneration and combined cycle plants have been introduced to achieve higher plant efficiencies. 854 MW or 65% of the total installed capacity of 1.ash – content coal available in India . as against Nil till 1969 – 70. In all . Custom – made hydro sets of Francis . BHEL has proven turnkey capabilities for executing power projects from concept to commissioning. hydro . gas and nuclear have been placed on the company as on date. supplies circulating fluidized bed combustion boilers for thermal The company manufactures 220 / 235 / 500 MW nuclear turbine generator sets. 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.216 MW in the country . orders for approximately 800 utility sets of thermal .

gas . and is also internationally competitive.equipment manufactured by BHEL is based on contemporary technology comparability with. orders for approximately 800 utility sets of thermal . Products manufactured include : power transformers . gas and nuclear have been placed on the company as on date. The company has proven expertise in plant performance improvement through renovation . TRANSMISSION & DISTRIBUTION (T&D) BHEL offers wide – ranging products and systems for T & D applications. series compensation system ( for increasing power transfer capability of transmission lines and improving system stability and voltage regulation ) . shunt compensation .insulated switchgears . energy meters . The power plant equipment manufactured by BHEL is based on contemporary technology comparable with the best in the world . capacitor banks . series & shunt – reactors . besides specialized know – how of residual life assessment . hydro . health diagnostics and life extension of plants. vacuum & SF6 circuit breakers . SCADA systems and insulators. modernization and up rating of variety of power plant equipment . A strong engineering base enables the company to undertake turkey delivery of substations up to 400 kV level . dry type transformers . In all .

heat exchangers and pressure vessels . . electrostatic precipitators . fertilizer . a 400 kV FACTS ( flexible AC Transmission system ) project is under execution. BHEL is the only company in India with the capability to make simulators for power plants . papers .generation plants . process controls and material handling systems. INDUSTRIES BHEL is a major contributor of equipment and systems to industries : cement .art controlled shunt reactor ( for reactive power management on long transmission lines ). reactors . centrifugal compressors . valves . co . The range of systems & equipment supplied includes : captive powe r plants . fluidized bed combustion boilers . metallurgical and other process industries. The company is a major producer of large – size thirstier devices. refineries . oil and gas . fabric filters . seamless steel tubes . pumps .systems ( for power factor and voltage improvement ) and HDVC system ( for economic transfer of bulk power ) BHEL has indigenously developed the state – of – the . petrochemicals . DG power plants . Presently . electrical machines . The company undertakes comprehensive projects to reduce ATC losses in distribution systems. It also supplies digital distributed control systems for process industries and control & instrumentation systems for power plant and industrial applications. industrial steam turbines . defense and other applications. sugar . chemical recovery boilers .

overhead equipment cars . and maintenance and after . In the area of rolling stock . . light rail systems . diesel electric locomotives from 350 HP to 3100 HP both for mainline and shunting duty application. special well wagons . BHEL is also producing rolling stock for special application viz .The company has commenced manufacture of large desalination plants to help augment the supply of drinking water to people. marketing . BHEL manufactures electric locomotives up to 5000 HP . The electric and diesel traction equipment on Indian railways are largely powered by electrical propulsion systems produced by BHEL. production . Rail – cum – road vehicle etc. BHEL also undertakes retrofitting and overhauling of rolling stock. BHEL manufactures traction propulsion systems for other rolling stock producers of electric locomotives . BHEL is geared up to turkey execution of electric trolley bus systems . Besides traction propulsion systems for in – house use . electrical multiple units and metro cars.. installation . engineering . TRANSPORTATION BHEL involved in the development design . diesel .sales service of rolling stock and traction propulsion systems. etc. In the area of urban transportation systems . BHEL is also diversifying in the area of port handling equipment and pipelines transportation systems.electric locomotives .

casing support system . mud valves . wind electric generators solar photovoltaic systems . motors. solar lanterns and battery powered road vehicles. OIL & GAS BHEL is a major contributor to the oil and gas sector industry in the country.TELECOMMUNICATION BHEL also caters to telecommunication sector by way of small . compressors . sub .sea well heads . choke and kill manifolds . The company has taken up R & D efforts for development of multi . full bore gate valves . stand .junction amorphous silicon solar cells and fuel cells based systems. RENEWABLE ENERGY Technologies that can be offered by BHEL for exploiting non - conventional and renewable resources of energy include . work over rigs. medium and large switching systems. seamless pipes . block valves . . mobile rigs . BHEL'S product range includes deep drilling oil rigs .alone and grid – interactive solar power plants . well heads and X – Mas trees ( of up to 10. mud line suspension system .000 psi ratings ) . etc. heat exchangers . solar heating systems .

These references encompass almost the entire product range of BHEL .based types . switchgears . Iraq . Indonesia . transformers . Kazakhstan etc. valves . TECHNOLOGY UPGRADATION.BHEL is the single largest supplier of well heads . casting and forgings . Bangladesh . rehabilitation projects . Sri Lanka . Taiwan . INTERNATIONAL OPERATIONS BHEL is one of the largest exporters of engineering products and services from India . heat exchangers . BHEL has established its references in about 60 countries around the world . X – Mas tress and oil rigs to ONGC & OIL. RESEARCH & DEVELOPMEMT . substation projects . hydro and gas . Cyprus . centrifugal compressors . from the US in the west to New Zealand in the Far East. Over the years . Apart from over 1100 MW of boiler capacity contributed in Malaysia and execution of five prestigious power projects in Oman . besides a wide variety of products – like . raking among the major power plant equipment suppliers in the world. Egypt . Libya . Saudi Arabia . etc. photovoltaic cells and panels . well – head equipment insulators . covering turnkey power projects of thermal . some of the major successes achieved by the company have been in China . Malta . Greece .

insulated sub – station . large capacity atmospheric fluidized bed combustion boilers . and super conducting materials in power generation and fuel cells distributed . BHEL has introduced . etc.efficiency pelton hydro turbines . such as applications of industry . several state . 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. .house to other Indian companies for commercialization.NOx oil / gas burners . diagnostics and optimization ( PADO ) package for power plants . Products developed in .To remain competitive and to meet customer's expectations . petroleum deport automation systems . BHEL'S investment in R & D is amongst the largest in the corporate sector in India. controlled shunt reactors ( CSR ) and performance analysis . environment – friendly power generation.house during the last five years contributed over 7% to the revenues in 2004 . The company is also engaged in research in futuristic areas . 36 KV gas . low . in the recent past . and development of new products. The company has also transferred a few technologies developed in . BHEL lays great emphasis on the continuous up gradation of the products and related technologies .of – the – art products .05. high .

competency development / assessment center for senior executive is taken up by HRDI. continuous development and growth of the 47000 strong highly skilled and motivated people making the organization . Further . occupational health and safety is committed to protecting environment in and around its own establishment . is the only 'mantra'. HEALTH .HUMAN RESOURCE DEVELOPMENT INSTITUTE BHEL has envisioned to becoming " A world – class innovative . SAFETY & ENVIRONMENT MANAGEMENT BHEL . in association with the advanced technical education center ( ATEC ) in Hyderabad and Human Resource Development Center at the units . For realizing this vision . competitive and profitable engineering enterprise . the corporate training institute of the company .class organization and sharing the growing global concern on issues related to environment . is responsible for the total human resource development of the company. as an integral part of business performance and in its endeavor of becoming a world . Human Resource Development Institute ( HRDI ) . providing total business solutions ".

BHEL will also assist and co-operate with the concerned government agencies and regulatory bodies engaged in environmental activities. customers and suppliers.  Promotion of activities for conservation of resources by environmental management. to all its For fulfilling this obligation .  Enhancement of environmental awareness amongst employees .and to providing safe and healthy working environment employees. Occupational Health and Safety Policy  Compliance with applicable legislation and regulations. corporate policies have been formulated as Environmental Policy  Compliance with applicable environmental legislation / regulation.  Continual improvement in environment management systems to protect our natural environment and control pollution. offering the company's capabilities in this field. .

.  Formulation and maintenance of OH&S management programs for continual improvement. 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. Setting objectives and targets to eliminate / control / minimize risks due to occupational and safety hazards.  Periodic review of OH&S management system to ensure its continuing suitability . safety and environmental science. In pursuit of these policy requirements .  Appropriate structured training of employees on occupational health and safety (OH&S) aspects. BHEL will continuously strive to improve work practices in the light of advances made in technology and new understanding in occupational health . adequacy and effectiveness.  Communication of OH&S policy to all employees and interested parties.

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 1. It provides a forum to for them to work together and improved corporate practices through cooperation rather than confrontation. and . the business community . Business should support and respect the protection of internationally proclaimed human rights. international labor and NGOs.PARTICIPATION IN THE " GLOBAL COMPACT " OF THE UNITED NATIONS The " Global Compact " is a partnership between United Nation .

. and 9. Business should uphold the freedom of association and the effective recognition of the to collective bargaining. Make sure they are not complicit in human rights abuses. Undertake initiatives to promote greater environmental responsibilities. 5. • Environment 7. The elimination of all forms of forces and compulsory labor. The effective abolition of child labor. and 6. 8. 4. Eliminate discrimination. Encourage the development and diffusion of environment friendly technologies. • Labor Standards 3.2. Businesses should support a precautionary approach to environmental challenges.

integrator.manufactured T&D products have a proven track record in India and abroad. SUMMARY OF BHEL’S CONTRIBUTION TO VARIOUS SECTORS Power Transmission and Distribution Sector In the T&D sector BHEL is both a leading equipment . In the area of T&D system . MSEB .art flexible AC transmission systems (FACTS) is been developed. Complete HVDC systems can be delivered by BHEL the technology for state – of – the . BHEL would get a unique opportunity of networking with corporate and sharing experience relating to social responsibility on global basis. BHEL provide turnkey solutions to utilities. and MPSEB & POWER GRID networks. Substation and shunt compensation installation set up by BHEL are in operation all over the country.By joining the " Global Compact " . BHEL . . EHV level series compensation schemes have been installed in KSEB .manufacturer and a system .

the industry sector business has grown at an impressive rate and . automobiles . today . special reactors . heat exchangers . BHEL . chemicals . steam turbines and turbo – generators . pressure vessels . fertilizer . solar water heating systems . diesel engine based power plants . . paper . electrostatic precipitators . aluminum . fabric filters etc. petrochemicals . include: steel . mining . co – generation and combined – cycle power plants . DG power plants . which BHEL serves . alternators . sugar .Industry Sector Since its inception in 1982 . complete range of steam generators for process industries . supplies all major equipment for the industry: AC/DC machines . refinery . contributes significantly to BHEL'S turnover. textiles etc. centrifugal compressors . today . The industries . gas turbine based captive . cement . photovoltaic systems .

electric multiple units .Transportation Sector In the transportation field BHEL product range covers: AC locomotives . diesel – electric shunting locomotives . traction electrics and control for AC . A high percentage of the trains operated by Indian Railways are equipped with traction equipment and controls manufactured and supplied by BHEL.electric locomotives . . battery – powered vehicle. AC/DC dual – voltage locomotives . diesel . DC and dual voltage EMUs . diesel power car and diesel . traction motor and transformers .

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who has the final words in the acceptance or rejection of a particular applicant. attitudes of enterprise in recruiting old.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. This specialization Of recruitment enables staff personnel to become highly skilled in recruitment techniques and their evaluation. there usually a staff unit attached with personnel or an industrial relations department designated as employment or recruitment office. In a company BHEL. minority group members. The recruitment policy in a company may embrace spell issue such as the extent of promotion from within. recruitment remains the line responsibility as far as the personnel requisition forms are originated by the personnel. parttime employees and relatives of present employees. Despite . However. handicapped and minor individuals. The company involves a commitment to broad principles such as filling vacancies with best qualified individuals.

To structure the Recruitment policy of BHEL for different categories of employees. Middle Management and Senior Management cadres. To analyse the recruitment policy of the organization. It extends to the whole Organization. sites and works appointments all over India. 4. 2.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 SCOPE 1. It covers workers. To compare the Recruitment policy with general policy. To provide a systematic recruitment process. 5. Clerical Staff. . Management. 3. Officers. 6. Jr. It covers corporate office.

lower costs and higher wages. . DATA ANNAYSIS The analysis of data was done on the basis of unit. age and number of years of experience and factors. organization philosophy highlights on achieving a surely where all citizens (employees) can lead a richer and fuller life. To achieve these objectives a good recruitment & selection process is essential. Every organisation.IMPORTANCE Without focusing the pattern of management. through and the planning period without hampering DATA COLLECTION A sample size of 20 employees are studied for this purpose. By which industry strikes right number of persons and right kind of persons at the right time and at right places productivity. so the industry needs a stable and energetic labours force that can boast of production by increased productivity. Employees of different unit where randomly administrated the questionnaire. strikes for greater productivity. elimination of wastes. therefore.

SOURCES OF DATA COLLECTION: The primary as well as the secondary sources was used for collection of data. Magazines 4.Analysis was done using the simple average method so that. category and questionnaires were used for supervisory and executive cadre and opinion survey was used to know the technology. 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. diary and magazines were used. Other records I have used structural interview schedule. perceptions. employees/workers and trade union members of the organization. thoughts and reactions of the executives. finding of the survey was easily comprehensible by all. Questionnaire 3. . Books 3. Diary 2. Interview schedule 2. books. Thus the source of data collection were as follows: PRIMARY 1. Interview schedules were used for workers clerical . questionnaire and opinion survey for collection of data from primary source. Opinion Survey SECONDARY 1.

Preparing the questionnaire . The research method used was that of questionnaire & interview for primary data & an extensive literature survey for secondary data. books. which could not be adequately answered through the use of questionnaire. DATA TYPE Primary as well as secondary data was collected. In addition the personal interview method was employed to draw out answers to subjective questions.I have used the secondary source like diary. magazines and other relevant records for collection of data to know about the industry as well as the respondent. RESEARCH APPROACH Conducting a field survey did a subjective assessment of the qualitative data. RESEARCH INSTRUMENT The questionnaire was used as the primary instrument for the collection of primary data which contained open-ended questions to chance response.

This prepared ground for further enquiry & enabled better analysis of the questions.The first task in the process of measuring the level of recruitment of the candidates in BHEL was to prepare questionnaire. Company related 2. Number of years of experience 8. Department 10. The questions where grouped under five categories: 1. Supervision related 4. Unit 9. For this purpose a number of questionnaire we studied and finally a questionnaire where framed. Age 7. Environment related 3. 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. Growth related 5. . Job related The questionnaire are also ask the employees for the demographic details regarding: 6. which followed.

I NTERVIEW Interviews lead to a better insight to subjective & open questions almost all interviewees responded. inviting views & suggestions from the respondents. • Which consisted of open-ended question. sex & work experience of respondents thus enabling better representations of .• Which focused on specific policies & judged them from different aspects making the questionnaire in–depth & specific. SAMPLE SIZE Sample size=20 out of universe of 500. SAMPLE UNIT The sample unit consisted of all the departments of BHEL. SAMPLE FRAME Consisted of a comprehensive list of all the employees of BHEL. SAMPLE DESIGN Care was taken to choose the sample based on considerations like age.

How candidates are recruited in the company o Written exam o Written exam & Interview o Written exam. G.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.Best way to recruit people o Advertisement o Walk-ins o Search firms 4.Job specification of the response of the employee Yes/No . the sample design was that of “convenience sampling” or “haphazard sampling” only.Response given by the staff about their query Agree/Disagree 5. Questionnaire 1. The time consideration & size of population were major factors in determining choice of sample design.D Interview 6.the heterogeneous population. However.Most reliable type of interview o Behavioral o Situational o Stress 3.

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 .R Manager o Good o Very good o Excellent 8.7.Attitude of H.

" . knowledge."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. therefore. The first commandment for student affairs administrators. . is to hire the right people. and talents in the pursuit of student affairs purposes . The second commandment is to do it the right way. .

initiating activities and actions to identify the possible sources from where they can be met. term and conditions. who are capable of and interested in filling available job Vacancies . Recruitment begins by specifying the human resource requirements. and prospectus they offer.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.DEFINATION Recruitment is the process is seeking out and attempting to attract individuals in external labor markets. communicating the information about the jobs. Replenish Or Reinforce. AIM The aim of recruitment is the information obtained from job description and job specification along with precise staffing standards from the basis for determinig manpower requirement to attain the organizational objective. and enthusiast people who meet the requirement to respond to the initiation by applying for the jobs.

anticipated and unexpected planned need arise from changes. Features Of Recruitment: 1 2 Process or series of activities rather than a single act or event. The two categories of internal sources including a review of the present employees and nomination of the candidates by employees. 3 Anticipated needs refer to those movements in personnel which an organization can predict by studying trends in the internal and external requirements. deaths and accidents and illness give rise to unexpected needs.Recruitment Needs Are Of Three Types: 1 Planned. training and selection to meet the specified requirement. in organization and retirement policy. 2 Resignations. It would be desirable to utilize the internal sources before going outside to attract the candidates. 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.

3. As a result of this policy labour turnover is reduced and the status of the company increases. particularly promotion. 1. Following are the merits of the internal source of recruitment. they do not leave the enterprise. Labor. these employees do not need extensive training because they already know about all the works of the enterprise. 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. 4. More over.turnover is Reduced When the employees know that they can be promoted to higher posts. increases the morale of the employee. . 2. their morale will be boosted and their work efficiency will increase.Merits and Demerits of Internal Recruitment. Increase in Morale Recruitment through the internal sources. Merits. 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. Every body in the organization know that they can be promoted to a higher post.

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.

Demerits
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

Merits.
The external recruitment has the following merits:

1.Entry of young blood. Recruitment through external source brings in new persons with modern ideas which can be profitable for the organization.

2.Wide choice. The use of external source of recruitment increases the number of candidates and widen the choice. The managers judge the capabilities of the applicants and select the best ones for appointment.

3.Less Chances of Favouritism. All the candidates, under this system of recruitment, are new for the managers and this exclude the possibility of favouratism.

Demerits.
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

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. on ground of religion. . 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. caste. 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. in regard to a class or classes of employment on appointment to an office (under the govt. 5. place of birth. sex. race.result an increase in the labour-turnover which lowers the prestige or the reputation of the enterprise. residence or any of them. LEGAL & POLITICAL CONSIDERATIONS The constitution provides for the following as the fundamental rights of a citizen: “ Article 16 (1): No citizen shall.Detorioration in Labour-Management Relationship. descent.

To seek out Non Conventional development grounds of talent.The constituent ensures. To anticipate & find people for positions that do not exist yet. To infuse fresh blood at all levels of the organization. . OBJECTIVES OF RECRUITMENT • To attract people with multidimensional skills and experiences that suit the present and future organizational strategies. certain safeguards for scheduled castes. To develop an organizational culture that attracts competent people to the company. To search for talent globally and not just within the company. To design entry pay that competes on quality but not on quantum. there can be no discrimination in the matter of employment anywhere in the country for any citizen. • • • • • To devise methodologies for assessing psychological traits. • • • To induct outsiders with a new perspective to lead the company. • To search or head hunt/head pouch people whose skills fit the company’s Values. in the directive principles of state policy. scheduled tribes & other weaker sections. Except in cases which are covered by Article 46 of the constitution.

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. Communicating the information about the organization. • Locating and developing the sources of required number and type of employees. • • Identifying the prospective employees with required characteristics. • Encouraging the identified candidates to apply for jobs in the organization. • Evaluating the effectiveness of recruitment process. the job and the terms and conditions of service. terms and conditions of employment and at the time by which the persons should be available appointment etc. .

The immediate conclusion that follows from this is that the prime movers of the organisation are the individuals. compensation. welfare etc. induction. maintenance. It is easy to see why recruitment has accorded such a high position out of the various facets of human resource management. 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.CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS Human resource Management classically pertains to planning. 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. placement. recruitment. development. 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. The reason is simply that unless . selection.

DIRECT METHOD 2. 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. INDIRECT METHOD 3.THIRD PARTY METHOD .one has human resource in the organisation whom will the human resource managers manage or whose energy will they channalise productively and usefully. 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. the recruitment methods and techniques deal with how these resources should be tapped. METHODS AND TECHNIQUES OF RECRUITMENT In a company recruitment sources indicates where human resources may be procured. There are commonly three methods of recruitment which company follows: 1.

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Following includes in the procedure Job Annalysis Form Job Specification Form Interview Schedule Application Form for Employment Interview Assesment Form .

Job knowledge : (a) General …………………………… (b) Technical……………………………… (c) Special……………………………………… … Responsibility : (a) For product and material ……………………. (b) For equipment and machinery……………… (c) For work of others………………………….JOB ANALYSIS FORM Job Title…………………… ……………....…………………………… Code No…………………………… Reason for the job …………………………… Supervised.. jobs: Promotion from………. (b) Extent of supervision…………………...…… Date…… Location ………………………. Other tasks :………………………………………………………… Equipment/Machines used:……………………………………………. …………………… Wage or salary range………………………………………………… Relation to other to…………………. (b) Length of experience…………………… Supervision : (a) Positions supervised……………………. Promotion Job summary: Work performed:……………………………………………………… Major duties :………………………………………………………. Department…………………………………… Analyst…………………………. Working Condition…………………………………………………… Skill Requirements: Education: (Grade or Year) Training : Job experience : (a)Type of experience……………………. (d) For safety of others…… Physical Demands : Physical efforts Surroundings Hazards Resource fulness .

EDUCATION : Ability to read and understand production orders and to make simple calculations. Only routine responsibility for safety of others. Responsible for own work only. SUPERVISION : Routine checking and no close supervision required. 2. Preferably High School Certificate.. Specific but no detailed instructions. Requires one month experience to learn job duties and to attain acceptable degree of proficiency. 5. . MENTAL SKILL: Requires reasoning to interpret instructions and drawings and productions orders. TRAINING AND EXPERIENCE: No special training required . 3. PHYCIAL EFFORT: No special physical effort is required. REQUIREMENTS 1.JOB SPECIFICATIONS FORM Job Title : Drill Operator Job Code …………………… Department……………………… Date……………………………. 4. 6. Must be able to concentrate when operating.

B.SCOPE The scope of the company is to find the individuals seeking employment in the company.The BHEL has the following way which it follows for recruiting the person A. C. D.RESPONSIBILITY The Responsibility is on the Manager-HRD/Operations Director-EAI Systems/Operation Director-TPB-India.PURPOSE The purpose of the company is to define the procedure of Recruitment & Selection in the company.AUTHORITY The Authority in the company is commenstrate with responsibility .

by the HRD 2. the Manpower Requirement Form is dually filled by the HOD/Group Manager of the concerned department and forwarded to the HRD Department. It would be desirable to utilize the internal sources before going outside to attract the candidates.PROCEDURE STEPS 1. • The HRD Department initiates activity on the recruitment once the "Manpower Requirement" form is approved by MD. INTERNAL SOURCE OF RECRUITMENT • Internal Transfer/Promotion with necessary screening. The source of recruitment could be external or internal. training and selection to meet the specified requirement. • All "Manpower Requirement "Forms are maintained Department.MAN POWER RECRUITMENT • As and when the need arises . .IDENTIFYING SOURCES OF RECRUITMENT On the basis of Manpower Requirement Form a recruitment source is identified.E.

. Sometimes in a company the employees are given prizes for recommending a candidate who has been recruited. The COMPANY suggests that the effective utilization of internal sources necessitates an understanding of their skills and information regarding relationships of jobs. employee can be requested to suggest promising candidates. Promotions and Transfers within the plant where an employee is best suitable improves the morale along with solving recruitment problems. 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. The usefulness of this system in the form of loyalty and its wide practice. These measures can be taken effectively if we established job families through job analysis programmes combining together similar jobs demanding similar employee characteristics. it has been pointed that it gives rise to cliques posing difficulty to management. Again.The two categories of internal sources including a review of the present employees and nomination of the candidates by employees.

and employees have prepared themselves for promotion.Therefore. labor and mail applicants. In consultant we considers the employment agencies. casual. educational and technical institute. they effectively assess the needs of their clients and aptitude and skills of the specialized personnel. Usually. Because of their specialization. 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. experience and all other necessary details. trade unions and other sources. adequate. employee records are maintained. Our company have developed markedly in large cities in the form of consultancy services. utilizing testing to classify and used . internal sources can be used effectively if the number of vacancies are not very large. jobs do not demand originality lacking in the internal sources. They do not merely bring an employer and an employee together but computerize lists of available talents. 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. Usually this company facilitate recruitment of technical and professional personnel.

Persons trained in these schools and institutes can be placed on operative and similar jobs with a minimum of in plant training. and trainees for semiskilled and skilled jobs. Vocational schools and industrial training institutes provides specialized employees. techniques of vocational guidance for effective placement Educational and technical institutes also forms an effective source of manpower supply. recruitment of these candidates must be based on realistic and differential standards established through research reducing turnover and enhancing productivity. this source provides a constant flow of new personnel with leadership personalities. personnel and production. They are not recruited for particular positions but for development as future supervisors and executive. However. . Indeed . accounting. There is an increasing emphasis on recruiting students from different management institutes and universities' commerce and management departments by recruiters for positions in sales. then These in students special are recruited as management trainees and placed company training programmes. finance.advance purposes. apprentices.

The enterprise depends to some extent upon casual labour or "applicant at the gate" and mail applicants. and applicants reveal a wide range of abilities necessitating a careful screening. . they make it a point the employees laid off are given preference in recruitment. Trade unions are playing an increasingly important role in labour supply. The company find that this source is uncertain. it forms a highly inexpensive source as the candidates themselves come to the gate of the company. They also determine the order in which employees are to be recruited in the organization. Prompt response to these applicants proves very useful for the company. According to company the quality and quantity of such candidates depend on the image of the company in community. In industries where they do not take active part in recruitment. the candidates visiting the company must be received cordially. Despite these limitations. ADVERTISEMENT • All recruitment advertisements are placed centrally by the HRD Department. It also provides measures for a good public relations and accordingly . The candidates may appear personally at the company's employment office or send their applications for possible vacancies. In several trades. they supply skilled labour in sufficient numbers.

. B.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. older workers and physically handicapped for specific positions where they are best suitable. utilize women. • All related documents of Advertisements released are maintained in the "Advertisement" file. several organizations develop sources through voluntary organizations such as clubs. 3.SELECTION A . attracts employees of competitors looking for a change or good prospectus for employment.INTERVIEW CALL The shortlisted candidates are contacted for interview through an interview call letter/telephone call/e-mai l or through the consultants.• The advertisement is drafted by HRD Department in consultation with the concerned Department. and use the "situation wanted" advertisement in newspapers. In addition to the above sources.

Date: Venue: Position: NAME OF THE CANDIDATE TIME REMARKS INTERVIEW CALL LETTER Date ---------------Dear Sir.m. We are pleased to invite you for a meeting with the undersigned on……………………. please confirm this appointment.INTERVIEW SCHEDULE Interview schedule is prepared and sent to the concerned Department's HOD.m.at………a. We have enclosed a blank personal Data Form. INTERVIEW SCHEDULE Authorized Signatory Preliminary interview of the candidates is conducted by HRD based on Personal Data Format given below filled up by the candidate with the help of technical person along with the Dept. “___________________________________________________” This has reference to your application for the above mentioned position in our organisation. Interview panel and a copy is kept for HRD Department records./p. .C. The Interview Schedule include the following requirement. Please fill this in and bring with you along with your educational and experience certificates / testimonials in original for the meeting.

Res. 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.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. For BHEL D. (Middle Name) (Last Name) Martial Status: Married/ Single . Off. Tel. Yours sincerely. We take this opportunity to thank for the interest you have shown in joining our organisation. ref.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" APPLICATION EMPLOYMENT FORM FOR CONFIDENTIAL Refrence (including advt. Date of Birth Age E-mail (Personal) Place of Birth Children: Male State of age Mob.

Executive No. of Executive No. IF ANY OF ANY PRESENTATION/ PUBLICATION/ WORK EXPERIENCE: Present/ Last Job Organization Address Period of Employment From: Nature of Business Telephone Current Position/ Position held No.of -Non. of employees in your unit No. you work No. if any: Academic Achievements: PROJECT WORK/PUBLICATION/THESIS Organization Details From To BRIEF DETAILS THESIS. No. of employees in the Dept. of Non-Executive To: Sales Turnover of the organization Sales Turnover of your unit No. of Executives . of Direct report: No. of employees in the orgn.Female EDUCATION: Details of all equivalent onwards Exam/Degree/ School/ Diploma/ College/ Certificate University of age 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.

List 3 Key Achievements in your career 1. 3. 3.List your 3 core competencies 1. Please draw a brief organization chart of your dept. 2. 2./ Division and outline your responsibilities (Attach sheets giving details if required) Organisation Chart: Current Responsibilities .

B & C) E.a. Pf Superannuation Gratuity Total p.a. Other perk not included in Gross Due date of next increment: GENERAL Language Known Any other information relating to the above .m. C.a. D.a. Annual: LTA Variable pay/Bonus Medical Any other Total p.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.a. Total p. (Total of A. B. Monthly: Basic DA HRA/Lease Conveyance Any other (mention details) Total p. Gross p. Other Terminal Benefit p.

. Have you any relative working in BHEL? If yes please give details : Name Designation Unit Yes/No Relationship / Department 2. If any time. of two Persons other than relatives to whom we may refer about you. it is found that I have not disclosed any material information or have given incorrect or false information.Language Read Write Speak 1. 6. please give details/ reasons 5. Is your spouse e employed? 4. I am not aware of any circumstances which might affect my fitness for employment. Date: Place: Signature of Applicant We thank you for information and assure you that this will be kept in strict Confidence. 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. 8. 7. . Can you undertake frequent t travels: Extra Curricular Activities: Interests/Hobbies: References: Please give names. Have you any locational constraints? If yes. the company will be liberty to terminate my appointment without any notice or compensation. addresses & Telephone Nos. 2. later. 1. Have you earlier applied for any position in any of our factories/ Offices? Yes/No 3.

which includes a staff member from the concerned department and may include an had representative.E. 2.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.CONDUCTING INTERVIEWS Interviews are conducted by an panel. 3. F. 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 D=Below . The Interview Assessment include the following form which considers the following information: INTRVIEW ASSESSMENT FORM Interviewee’s Name Date Post Applied For Venue 1.

SALARY FIXATION "Staff comparison statement" and " salary proposal" formats are used for this purpose.Remuneration Expected Suitable for any other Deptt. • • • Extension of time to join duties is granted to the candidate purely at Management discretion. Induction is organized internally by HRD Department depending on the number of joinees in a month. Induction Training is organized for the new joinees.JOINING FORMALITIES All the new joinees are required to fill-up the relevant papers such as Nominations under Insurance and Gratuity schemes. if any Selected Not- Keep Pending Call for final G.OFFER AND APPOINTMENT LETTER A candidate selected for appointment is issued an offer letter mentioning the expected date of joining. H./job Comments. On the joining detailed appointment letters are issued as per below mentioned levels:- . A Detailed Appointment letter is issued after the individuals joins and fills the joining report. 4. and all these records are maintained in their personal files. The offer and appointment letters are signed to all new joiners. PF Declaration Forms etc. Training needs o f the new joinees are identified as per the procedure.

1) APPOINTMENT LETTER Language for below Asst. Rs. __________ p. . MANAGER LEVEL’ ___________________ ___________________ ___________________ LETTER OF APPOINTMENT Dear Mr.______________________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.m. __________________________ With reference to the offer letter no. Dated : ___________________ EMOLUMENTS: A) you will be paid following emoluments: Basic Salary House Rent Allowance : : Rs.m. Manager level is given in the following format ‘BELOW ASSTT. __________ p.

illegal strike. you are liable to be transferred to any of our sites/factory/office at the discretion of the management. B) Further increment will be based on efficient. During the period of your employment. distrust. without the prior written permission of the management. 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. You shall be governed by the rules and regulations of the company in force from time to time. 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. 3. that may be applicable to you. habitual late attendance. 1. Your hours of attendance shall be regulated to suit the duties entrusted to you from time to time. You will also not hold any office of profit outside the company or engage yourself in any other trade or business either part time. habitual negligence of duties. particularly disobedience. b) The employment will be liable to be terminated on either by giving one month’s basic salary in lieu thereof. __________ p. or on honorary basis or otherwise. Gratuity. 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.T. go-slow etc.m. 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. or full time. insolence and acts subversive of discipline. in addition to the terms and conditions mentioned in this letter. Your place of posting will be at our _________________situated at ____________________. . 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.C as per rules of the company. insubordination. 2. In the event of your confirmation in writing.Local Travelling Expenses : Rs. whether for profit or gain. ESI & L. subject to the statutory provisions. engage in an insurance agency or commission agency etc. However. PF. dishonesty or embezzlement. 4. You shall also be entitled to benefits like Bonus. absence.

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. Please note that the court of jurisdiction shall be at New Delhi. you shall not be entitled to any payment for the period of suspension.5. Your date of joining the services _________________________________ in the organization is 8. 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. Yours sincerely. you will be entitled to full salary as if you were on duty. pending such inquiry. if in an inquiry you are exonerated of the charges. 7. In case the terms and conditions expressly enumerated above are acceptable to you. understood and accepted the terms and conditions mentioned above. irrespective of the punishment imposed. This letter is being offered to you in duplicate. We welcome you to our organization and wish you a successful career with us. 9. 6. In case any misconduct is alleged against you. NAME SIGNATURE DATE . you are liable to be suspended forthwith without any salary or allowance. please sign the duplicate copy of this letter in token of your having read. In the event you are found guilty of the charges levelled.

On successful completion of probation. Date………………….m./.p._________________ dated________________. Bonus Exgratia.m. During the probation period.p. FOR ASSISTANAT MANAGER TO MANAGER Dear Mr………………………. your services are liable to be terminated without assigning any specific reason.2) Appointment letter language for asst.p.. After confirmation the notice period will be one month or one month’s basic salary on either side. you will be issued a confirmation letter. ………………. (Rupees ……………………………………. (Rupees ……………………………………………… only) In addition you will be entitled to House Rent Allowance of Rs. Management may extends the probation period depending upon your performance. ………………/. APPOINTMENT LETTER With reference to the offer letter no. whatsoever without giving any notice.m. 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. LTC. (Rupees ………………………………………………only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. only) You shall also be entitled to benefits like ESI/Medical Reimbursement. 5) . Manager to manager is given in the following format. Gratuity & PF as per rules of the company. Place of Posting: ……………………………… However. ………………/. 4) Salary Details: Your Basic Salary will be Rs. 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.

You may be retired earlier if found medically unfit. You will be governed by the rules and regulations of the company as applicable in force. Yours sincerely. With best wishes. 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.6) The company normally does not permit employees to engage in any other business or work. 7) 8) Please sign the duplicate copy of this letter signifying your acceptance and return it to us. 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. We welcome you to our organisation and wish you a successful career with us. 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.

NAME

SIGNATURE

DATE

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

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. are available in the individual personal files along with other personal details of the individual. which are confedential in nature.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.RECORDS The company includes the following records    Manpower Requirement Forms Correspondence for release advertisements Correspondence with consultant .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. G.

.

CANDIDATES WILLINGNESS TO JOIN THE COMPANY Chart Showing Employees Willingness to Join the Company 23% 17% 5% 28% 11% 16% Reputation of the Company Job Prospect Working Environment Location of the Company Salary Package Career Growth Opportunity .

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. . Job prospect plays a minor role in the minds of a candidate who had already joined the company. I can also see that matters much followed reputation of the company and salary package which comprised 11% and 16% respectively.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 found that behavioral interview is most reliable and this view was supported by 36% of the .MOST RELIABLE TYPE OF INTERVIEW IS Chart Showing the Reliable Type of Interview is 7% 36% 36% 21% Behavioral Situational Structured Stress I tried to find out the most reliable type of interview according the employee. They expressed different view. According to the sample employees.

In case of a tie at cut-off marks. in order of merit on the basis of Written Test performance. 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). 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. The Written Test papers will be objective type in nature and will be in Hindi & English.e. the short-listed candidates will have to appear for Psychometric Test and/or Behavioral Assessment Interview followed by Personal Interview. based on a of of aggregate course and the years/ semesters 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).sample employees. Based on merit and requirement. Similar support was begged by the situational interview. his/her candidature is liable to be rejected. In case of a tie at cut-off marks. 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. If any of the above shortcomings . all the candidates scoring cut-off marks will be called for written test. Candidates will be invited for Psychometric Test and/or Behavioral Assessment Interview followed by personal interview. all the candidates scoring cut-off marks will be called for interview. while 26% structured interview and only 7% favoured stress interview.

is/are detected. 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 15% 40% 20% 25% Advertisement Walk-ins Variable Search Firms . even after appointment.

It is worth making your . values. philosophy and so on. While to 25% of the sample employees feel that walk-ins is best way while 20% feel that variable ways are the best. according to them. Often the people you want to attract are not openly looking for a new job. Advertising helps to define exactly the need of the company. what makes It unique. e. and what separates it from its competitors. 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. to recruit people. its culture.The employees at BHEL expressed their varied views about the best way. The employees in BHEL bear an opinion (about 40% of the sample) that advertisement is the best way to recruit people. Good advertising highlights the assets of the position and appeals to the career needs and concerns of the desired applicants. Others feel that recruiting people from search firms in a best way. so you need to think of ways to sell the attributes of the company.g.

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 6% Yes No 94% .

My survey clearly concludes that response of the company to any query made by the employees was absolutely good since 94% of my survey favors to this. 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. 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.

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

Varanasi Candidates have to choose one of these cities as Test Centre and no . WRITTEN TEST CENTRES The Written Test will be conducted at following eight centers: 1. In Other words all the applications received in each branch/function (HR or Finance) will be separately arranged in descending order of merit i. 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. In case of a tie at cut-off marks.e. These ‘others’ include the reference of the existing employees within the organization itself. Delhi 4. Bhopal 2. 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). Silchar 8. Chennai 3. Eligible candidates will be invited for objective type written test at their own expense.From the chart it is quiet clear that the company adopts various processes for recruiting the right candidate. Mumbai 7. all the candidates scoring cut-off marks will be called for written test. GD& interview comprising only 6% and others comprising only 3%. The Written Test papers will be objective type in nature and will be in Hindi & English. Kolkata 6. But still some candidates are also chosen through written exam. Hyderabad 5.

JOB SPECIFICATION OF THE EMPLOYEES .change will be allowed subsequently .BHEL reserves the right to change or delete any of the above mentioned test centers at its discretion.

This implies that the company has the organized manpower planning and well organized recruitment policy as shown in the following chart: - .Chart Showing Job Specification of the Response of the Employees 3% Yes No 97% Almost all the candidates got the specified jobs offered to them.

So from the company’s perspective it is a good sign for the overall growth & development.From the chart above it crystal clear that the candidates get exactly the same job as specified.33% of my sample study. THE ATTITUDE OF H.R. MANAGER . Still some employees who comprised only 2.

R. Manager 13% Good Very Good 57% 30% Excellent .Chart Showing what employees feel about the Attitude of H.

The chart below depicts that most of the employees are doing service as per my survey of 20 employees. Moreover such behavior of H. This will definitely boost the morale of the employees.R. which ultimately will increase efficiency. . 30% says Very Good and 45% says the attitude of H. & working of the employees resulting in better growth of the company. Most of the employees are satisfied with the attitude of H. 13% says Good attitude. Manager is excellent. Manager. Manager can become the ideal of their colleagues & subordinates. Manager is whole heartedly accepted to all the employees of the company. Thus by every means company is profitable. Corresponding to this data I have drawn a pie chart From the chart it is crystal clear that the attitude & working of H.R.R.R.

Corresponding to this data I have drawn a pie chart below: Chart Showing the Primary Source of Information for Recruiting People 25% 40% 15% 20% Managerial Testing Recruiters Themselves Job Analysis .

while advertisement in the technical and professional journals was the least preferred technique for managerial recruitment in BHEL. Whenever the process of Recruitment is to be carried out. Testing & Recruiters Themselves source are the second most favored source of Recruiting people. OPINION ABOUT BHEL COMPANY ‘S APPLICATION BLANk .THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING PEOPLE SHOULD BE According to the sample employee the primary source of recruiting people is Managerial. Newspaper advertisement was found to be the most preferred technique. However. 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.

Chart Showing Opinion about BHEL Company's Applicatioon Blank 10% 55% 35% Good Very Good Excellent 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 .

The dead bio-data are never being destroyed. Manpower’s are recruited from private placement consultancy. 2. The data banks are not properly maintained. where as HRD Department is not fully utilised to recruit manpower by advertisement. unless it is in place of termination. Under recruitment Procedures Requisition System is incorrect because the replacement does not require fresh approval. 10. 5. Old employees are demoralized by getting less surely then new employee. Proper induction is not given to all the employees. . Salary comparison is not justifies. 3. It causes manpower surplus which makes loss in the industry.FINDINGS 1. 7. Salary fixation has a halo effect . It reserves to only a few levels. Manpower is recruited from reliable source however efficiency does not recognise. 9. 6. Recruitment procedure is not fully computerized. 8. 4. who are demanding high amount of fees. Before recruitment cost benefit analysis is not done properly.

The dead CVs should be destroyed. talent. The Data Banks should be computerised. Proper salary structure to be structured to attract people and make it tax effective. External source should be given equal importance with internal source. 7. Cost benefit analysis should be alone before creating a position or recruitment of manpower. 3. at least Asst. Salary comparison should be seriously done to retain the old employees. Recruitment process should be fully computerised. 9.RECOMMENDATION 1. If not all levels. 5.Fresh requisition requires approval and not replacement. By which new brain will be inducted in the company with skill. efficiency etc. Proper inquiry should be done regarding previous employment of a candidate before recruitment to avoid industrial disputes. Manpower planning should be followed before recruiting. 8. Manager and above category of employees. . Each level of employee should be formally inducted and introduced to the Departmental Head. 10. 4. 1. 6. 2.

 Human Resource Development – by U.  www.  Dynamic of personnel administration by M. Gupta.BHEL.BIBLIOGRAPHY  Principles and practice of Management –by C.N.B. Singh  Management of human Resource. Rudrabasavaraj.com  BHEL manual .B.

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OPINION SURVEY: Certain schemes yield more fruitful results in certain conditions and with some specific objectives. Whether the existing recruitment policy is linked 40% to productivity? 3. 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. Needless to say that management practices differ from organisation to organisation. An example of a Questionnaire circulated among Yes executives 1. questionnaire prepared and circulated may them is reproduced below indicating their responses to each question. Do you feel that manpower recruitment has been 10% rationalised by way of automation? 4. Are you in support of recruitment policy? 40% No No Response 50% 50% 10% 10% 2. But the fact is that success does not follow automatically. For this purpose research has taken opinion of 20 executives and 50 The worker/employee of different departments/sections of the organisation. Whether the existing recruitment policy is getting 80% 10% 70% 20% 10% . the people who implement the system that matters just as the authority without acceptance have no meaning.

Do you think that the personal recruited from external sources is more desirable than the internal 10% sources? 8. Do you feel that performance appraisal helps in recruitment process? 11. Are you satisfied with the existing recruitment system of the organisation? 35% 10.will supports for the top management? 5. Whether cost benefit analysis is done before recruitment? 9. Do you feel that training will effect to recruitment process? 65% 25% 10% 55% 10% 30% 60% 10% 80% 10% . Do you feel that job evaluation and job analysis helps in manpower recruitment in your 85% 5% 10% organisation? 7. 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.

This attitude will seize the professional approach of the organisation and may not able to induct fresh brain. 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. The excess or shortage are being adjusted and hence misutilisation is mere chance. 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 25% 10% 40% 10% 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. Do you think job rotation will affect the 65% recruitment policy? 50% 13. From the answers of most of the . 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.12. 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.

. in the absence of an employee the work will not discontinue. By which.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.

Response 1. They are not given chance for their development. Do you feel that recruitment of lower level staff from 50% external source is desirable than internal source? 7. 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. Their skill efficincies are not recognized by the company .AN EXAMPLE OF QUESTIONNAIRE CIRCULATED AMONG EMPOLYEES/ WORKMEN: Yes No. Are you satisfied with the existing recruitment policy 25% in your organisation? 2. Do you feel that training imported by your 60% organisation helps in improving your performance? 40% 10% 30% 10% From the response to the above questionnaires it is clearly indicated that most of the workmen are dissatisfied about the existing recruitment policy. No. Do you feel that motivation is main factor for 75% optimum utilisation of existing manpower? 6.

So it always recruits manpower in a scientific manner. Management understands the business game very well. . opinion survey and date analysis the researcher came to a conclusion that BHEL is a growing Company. It strongly believes in manpower position of the organization because it knows in the absence of ‘M’ for man all ‘Ms’ like money. At the time of difficulty it takes necessary action to solve the problem. material. It always tries to develop the human resources. In the saturation point of business it need not waste the time to diversify into the another business. Now the personnel department of BHEL is in infancy stage.. money. machines all things will not be properly utilized. analysing the respondents answers. 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. methods and motivation are failure. In the absence of right man.CONCLUSION Studying the recruitment procedures of BHEL. It always try to modernize the department. machines. material.

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. a dream that has been more than realized with well-recognized track record of performance. Renewable Energy.2 Corers with a profit before tax of Rs802. BHEL has secured ISO-14001 certification for environmental management systems . It has been earning profit continuously since 1971-72 and achieved a sales turnover of Rs. The wide network of BHEL'S 14 manufacturing divisions.7482. Defense etc.4 Corers in 2002-03. Transportation.CASE STUDY 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 . Telecommunication. Power Generation and Transmission. systems and services-efficiently and at competitive prices. Industry. BHEL caters to core sectors of the Indian Economy viz. 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. 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. four Power Sector regional centers.

integrator.and OHSAS-18001 certification for occupational health and safety management system for its major units/divisions.manufactured T&D products have a proven track record in India and abroad.manufacturer and a system . the corporate training institute of the company . is the only 'mantra'. Further . competitive and profitable engineering enterprise . providing total business solutions ". continuous development and growth of the 47000 strong highly skilled and motivated people making the organization . is responsible for the total human resource development of the company. . in association with the advanced technical education center ( ATEC ) in Hyderabad and Human Resource Development Center at the units . For realizing this vision . BHEL . Power Transmission and Distribution Sector In the T&D sector BHEL is both a leading equipment . BHEL has envisioned to becoming " A world – class innovative . Human Resource Development Institute ( HRDI ) . competency development / assessment center for senior executive is taken up by HRDI.

gas turbine based captive . contributes significantly to BHEL'S turnover.In the area of T&D system . the industry sector business has grown at an impressive rate and . . steam turbines and turbo – generators . pressure vessels .based power plants . BHEL provide turnkey solutions to utilities. and MPSEB & POWER GRID networks. solar water heating systems . special reactors .art flexible AC transmission systems (FACTS) is been developed. photovoltaic systems . fabric filters etc. BHEL . 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 . electrostatic precipitators . Complete HVDC systems can be delivered by BHEL the technology for state – of – the . diesel engine . heat exchangers . Industry Sector Since its inception in 1982 . today . supplies all major equipment for the industry: AC/DC machines . complete range of steam generators for process industries . DG power plants . today . centrifugal compressors . alternators . co – generation and combined – cycle power plants . MSEB .

battery – powered vehicle. diesel power car and diesel . fertilizer . A high percentage of the trains operated by Indian Railways are equipped with traction equipment and controls manufactured and supplied by BHEL. aluminum . textiles etc. Transportation Sector In the transportation field BHEL product range covers: AC locomotives . petrochemicals . . sugar . DC and dual voltage EMUs . AC/DC dual – voltage locomotives . cement . refinery . diesel . traction electrics and control for AC . automobiles . paper . diesel – electric shunting locomotives .electric multiple units . mining . which BHEL serves .The industries . include: steel .electric locomotives . chemicals . traction motor and transformers .

RECRUITMENT PROCESS 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 Rejection/Hold .

skill set. Qualification as required from the Requisition. The Recruitment Process has different options. After clearing the evaluation process an offer letter is given to the selected applicants. Through Requisitions : The Requisition Process comprises of Manpower Requisitions from the organization. Experience.The Applicant Databank is A Central Repository of Applicant related information. . If the Applicant is rejected or on Hold during Evaluation process. After Approval of the Requisitions the Applicants are short listed from the Applicant Data Blank based on the position.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 Applicant goes back to the Applicant Data Bank with appropriate status. The Short Listed Applicants are then called for an evaluation process that is based on predefined steps for the respective positions.

Hence. 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 . 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. which can be executed effectively to get the best fits for the vacant positions. it is important to have a well-defined recruitment policy in place.In today's rapidly changing business environment. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. organizations have to respond quickly to requirements for people. Selection is one area where the interference of external factors is minimal.

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

Normally above two recruitments are centrally conducted for various units of BHEL and detailed advertisement. is published in National Dailies.. For these positions. The broad job-specifications are as under: JOB SPECIFICATIONS a) For Engineer Trainees Full time regular Bachelor’s Degree in Engineering or Technology from a recognized Indian University/Institute in the relevant discipline with minimum 60% marks in the aggregate of marks of all years/semesters. . which requires submission of applications ‘on-line’ only. selection process etc. of vacancies. generally recruitment is conducted leveraging technology. 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. containing no. job-specifications.

JOB SPECIFICATION . a copy of the advertisement issued on the last occasion in 2007 is attached(hyperlink). is described in detail in the advertisements issued. is published in Employment News and hosted on BHEL website. published in Local Dailies. who apply. of vacancies. The detailed advertisement. However. containing no. Window advertisement is. selection process etc. are shortlisted for inviting for written test and interview.For the position of Artisans The recruitment for these positions is conducted by concerned unit only. The process by which the candidates. however. for your general guidance. whenever vacancies are sanctioned to them. 2.Upper Age Limit Engineer Trainee..job-specifications.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.

As such.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. 2. Note: 1. Applications for jobs are to be submitted against specific recruitment advertisement only and as prescribed. 3. . it is advised to refer to the details of concerned recruitment. Upper Age Limit. 4. The process by which the candidates. are shortlisted for inviting for written test and interview. is described in detail in the advertisements issued. a copy of the advertisement issued on the last occasion in 2008 is attached. for your general guidance. Occasionally BHEL recruits persons at levels other than described above. Unsolicited applications will neither be entertained nor responded. whenever conducted.27 years for General Candidates Relaxation in upper age limit for various categories in all the above positions is as per Presidential/ Govt.However. Any advertisements issued in this regard will also be hosted at this site. The selection process involves written test followed by interview. Directives on reservations. The above mentioned job-specifications are broad in nature. who apply.

competitive concerns c.Re-employment .CLASSIFICATION OF EMPLOYEE Different sources can be used for the recruitment of various categories of employees according to their classification.Promotion b. Top Level Personnel General Manager is the top level personnel. a. 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.

Educational institution b. a.Promotion . Budget Controller.Competitive Concerns c. Factory Controller. Purchase Manager. Quality Controller.Advertisement d.Advertisement e.2. Production Development Manager. Research Manager.Re-employment e. a.Promotion b.Technical Experts Industrial Engineer.Competitive Concerns d.Foreman a. Sales Manager.Transfer c.Accountants.Employment Agencies 4.Educational institution f. Financial Manager.Employment Agencies 3.Middle Level Personnel Production Manager.Lower level Personnel Supervisor.

Peon. . d.Labour Unions b.Labour Contractors c.Public 5. Asssitant.Advertisement b. a.Casual applications. .Casual applications c.Friends and relatives of present employees d.Labourers It includes the labourers and artisians working in the organization.b.Advertisement c. a.Office Personnel Clerk.Recommendation of presnt employees 6. Typist.Recruitment at factory gate. Steno.

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.SYNOPSIS The survey is conducted to analyze the RECRUITMENT PROCESS of BHEL. . How far the process is accepted by it ? and to find out the causes which act as drivers in determining employee satisfaction level.The objective of the project is to analyze the satisfaction level of employees with respect to the policy of BHEL regarding Recruitment.

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