A Project Report on Study of Recruitment Process in BHEL 2009-10
Submitted in partial fulfillment of the Requirement of The Award of the degree of Master of Business Administration AT

Submitted By: Varun Jaiswal

Submitted To:

Erandwana, off karve road. Pune- 411011

I would like to take this opportunity to express my sincere gratitude to my respected mentor RAMESWARI, for her valuable guidance.

I extend my sincere thanks to Mrs. DEEPIKA MADAM, MR.GIRISH SIR HR Executive & MR.AMIT SIR Dy. manager HR BHEL for their support and help in the completion of the project.

I would like to thanks almost everybody at the BHEL office for his/her friendliness and helpful nature.

With immense pleasure and deep sense of sincerity, I have completed my Industrial training. It is an essential requirement for each and every student to have some practical exposure towards real world situations. A systematized practical experience to inculcate self

confidence in a student so that they can mentally prepare themselves for this competitive environment.

The purpose of training are:

1. Developing intellectual ability of student

2. Bring confidence

3. Developing skills

4. Modify Attitudes

List of Table List of Figures Chapter 1 Executive Summary.

1.1 Introduction. 1.2 Objective of Project. 1.3 Scope of the Project. 1.4 Research Methodology. 1.5 Limitation. Chapter 2Company Profile. Chapter 3Theoretical Background. Chapter 4Data Analysis. Chapter 5Survey 5.1 Finding. 5.1 Observation. Chapter 6Suggestion 6.1 Limitation 6.2 Conclusion

Bibliography Annexure

Executive Summary
The objective of the study is to analyze the actual recruitment process in BHEL and to evaluate how far this process confirm to the purposes underlying the operational aspects of the industry. How far the process is accepted by it? The study on recruitment highlights the need of recruitment in BHEL.

Human resource is a most valuable asset in the Organization. Profitability of the Organization depends on its utilization. If their utilization is done properly Organization will make profit otherwise it will make loss. If a good dancer appointed as a Chief Executive Officer of a

Company, he may not run the business. So right man should be procured at right place in right time, otherwise their proper utilization may not be done. To procure right man at right place in right time, some information regarding job and job doer essential. through These information is are highly obtained

Job Analysis, Job Descriptions, Job Specifications. BHEL

procure manpower in a very scientific manner . It gets information by documents like Job Analysis,Job Descriptions and Job

Specifications. Without these recruitment may be unsuccessful.

•Employees - 43636 (As on 1-4-07)




•14 Manufacturing divisions •4 Power Sector regional


•8 service centres and 16
regional offices


OHSAS 18001

•Continuous Profits since


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

•Manufactures over 180



BHEL is country’s premier engineering organization and one of the NAVARATNA PSUs(PUBLIC SECTOR UNDETAKINGS).

BHEL was established more than 40 years ago when its first plant was set up in Bhopal ushering in the indigenous heavy electrical equipment industry in India , a dream that has been more than realized with wellrecognized track record of performance. It has been earning profit continuously since 1971-72 and achieved the financial turnover during the
year 2007-08 was Rs.21,401 Crores and Current Order Book is of around Rs.1,20,000 Crores. BHEL plans to be a Rs.45,000 Crores Company by 2011-12 and a Rs.90,000 Crores Company by 2016-17. BHEL is the only PSU among the 12 Indian Companies to figure in “Forbes Asian Fabulous 50” list.

BHEL caters to core sectors of the Indian Economy viz., Power Generation and Transmission, Industry, Transportation, Telecommunication, Renewable Energy, Defense etc. The wide network of BHEL'S 14 manufacturing divisions, 4 Power Sector regional centers, 15 regional offices and 100 number of projects sites spread all over India and abroad and enables the company to promptly serve its customers and provide then with suitable products, systems and services-efficiently and at competitive prices. BHEL has already attained ISO 9000 and all the major units/divisions of BHEL have been upgraded to the latest ISO-9001: 2000 version quality certification for quality management. BHEL has secured ISO-14001 certification for environmental management systems and OHSAS-18001 certification for occupational health and safety management system for its major units/divisions.

Power Generation Sector comprises of thermal , gas , hydro and nuclear power plant business. As of 31.3.2003 , BHEL – supplied sets account for nearly 68 , 854 MW or 65% of the total installed capacity of 1,06,216 MW in the country , as against Nil till 1969 BHEL has proven turnkey capabilities for executing power projects from concept to commissioning. It possesses the technology and capability to produce thermal sets with super critical parameters up to 1000 MW unit rating and gas turbine generator sets of up two 250 MW unit rating. Co- generation and combined cycle

plants have been introduced to achieve higher plant efficiencies. To make the efficient use of the high- ash – content coal available in India , BHEL also plants. BHEL has proven turnkey capabilities for executing power projects from concept to commissioning. It possesses the technology and capability to supplies circulating fluidized bed combustion boilers for thermal

produce thermal sets with super critical parameters up to 1000 MW unit rating and gas turbine - generator sets of up two 250 MW unit rating. Cogeneration and combined cycle

The company manufactures 220 / 235 / 500 generator sets.

MW nuclear turbine -

Custom – made hydro sets of Francis ; Pelton and Kaplan types for different head-discharge combinations are also engineered and manufactured by BHEL.

In all , orders for approximately 800 utility sets of thermal , hydro , gas and nuclear have been placed on the company as on date. The power plant equipment manufactured by BHEL is based on contemporary technology comparability with. In all , orders for approximately 800 utility sets of thermal , hydro , gas and nuclear have been placed on the company as on date. The power plant equipment manufactured by BHEL is based on contemporary technology comparable with the best in the world , competitive. and is also internationally

The company has proven expertise in plant performance improvement through renovation , modernization and up rating of variety of power plant equipment , besides specialized know – how of residual life assessment , health diagnostics and life extension of plants.


BHEL offers wide – ranging products and systems for T & D applications. Products manufactured include : power transformers , dry type transformers , series & shunt – reactors , capacitor banks , vacuum & SF6 circuit breakers gas - insulated switchgears , energy meters , SCADA systems and insulators.

A strong engineering base enables the company to undertake turkey delivery of substations up to 400 kV level , series compensation system ( for increasing power transfer capability of transmission lines and

improving system stability and voltage regulation ) , shunt compensation systems ( for power factor and voltage improvement ) and HDVC system ( for economic transfer of bulk power ) BHEL has indigenously developed the state – of – the - art controlled shunt reactor ( for reactive power

management on long transmission lines ). Presently , a 400 kV FACTS ( flexible AC Transmission system ) project is under execution. The company undertakes comprehensive projects to reduce ATC losses in distribution systems.

BHEL is a major contributor of equipment and systems to industries : cement , sugar , fertilizer , refineries , petrochemicals , papers , oil and gas , metallurgical and other process industries. The range of systems &

equipment supplied includes : captive power plants , co - generation plants , DG power plants , industrial steam turbines , heat exchangers and pressure

vessels , centrifugal compressors , electrical machines , pumps , valves , seamless steel tubes , electrostatic precipitators , fabric filters , reactors , fluidized bed combustion boilers , chemical recovery boilers , process

controls and material handling systems.

The company is a major producer of large – size thirstier devices. It also supplies digital distributed control systems for process industries and control & instrumentation systems for power plant and industrial applications. BHEL is the only company in India with the capability to make simulators for power plants , defense and other applications.

The company has commenced manufacture of large desalination plants to help augment the supply of drinking water to people.

BHEL involved in the development design , engineering , marketing , production , installation , and maintenance and after sales service

ofrolling stock and traction propulsion systems. In the area of rolling stock , BHEL manufactures electric locomotives up to 5000 HP , diesel electric locomotives from 350 HP to 3100 HP both shunting duty stock for special well application. BHEL viz ., is also overhead for mainline and

producing rolling equipment cars ,

special application

wagons , Rail – cum – road vehicle etc. Besides traction BHEL manufactures producers of traction electric

propulsion systems for in – house use , propulsion systems for other rolling stock locomotives , diesel – electric

locomotives , electrical multiple units and metro cars. The electric

and diesel traction equipment on Indian railways are largely powered by electrical propulsion systems undertakes produced by BHEL. BHEL also

retrofitting and overhauling of rolling stock. In the area

of urban transportation systems , BHEL is geared up to turkey execution of electric trolley bus systems , light rail systems , etc. BHEL is also diversifying in the area of port handling equipment and pipelines

transportation systems.

BHEL also caters to telecommunication sector by way of small , medium and large switching systems.

Technologies that can be offered by BHEL for exploiting non -

conventional and renewable resources of energy include ; wind electric generators solar photovoltaic systems , stand - alone and grid – interactive solar power plants , solar heating systems , solar lanterns and battery powered road vehicles. The company has taken up R & D efforts for development of multi - junction amorphous silicon solar cells and fuel cells based systems.

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

country. BHEL'S product range includes deep drilling oil rigs , mobile rigs , work over rigs, well heads and X – Mas trees ( of up to 10,000 psi ratings ) , choke and kill manifolds , full bore gate valves , mud valves , mud line suspension system , casing support system , sub - sea well heads , block valves , seamless pipes , motors, compressors , heat exchangers , etc. BHEL is the single largest supplier of

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

BHEL has, over the years, established its references in 70 countries across all inhabited continents of the world. These references encompass almost the

entire range of BHEL products and services, covering Thermal Hydro and Gasbased turnkey power projects, substation projects, Rehabilitation projects, besides a wide variety of products like Transformers, compressors, Valves, Oil field equipment, Electrostatic Precipitators, Photovoltaic equipments, insulators, heat Exchangers, Switchgears, Castings and Forgings etc. Some of the major successes achieved by BHEL have been in Gas-based power projects in Oman, Libya, Malaysia, Saudi Arabia, Iraq, Bangladesh, Sri Lanka, China, Kazakhstan; Thermal Power Projects in Cyprus, Malta, Libya, Egypt, Indonesia, Thailand, Malaysia; Hydro power plants in New Zealand, Malaysia, Azerbaijan, Bhutan, Nepal, Taiwan and Substation projects & equipment in various countries. Execution of these overseas projects has also provided BHEL the experience of working with world-renowned Consulting Organizations and Inspection Agencies. The Company has been successful in meeting demanding requirements International markets, in terms of complexity of the works as well as technological, quality and other requirements viz. HSE requirement, financing package, associated O&M services to name a few. BHEL has proved its capability to undertake projects on fast-track basis. BHEL has also established its versatility to successfully meet the other varying needs of various sectors, be it captive power, utility power generation or for the oil flexibility to exhibited adaptability by manufacturing and supplying intermediate products.



The Heavy Electrical Equipment Plant (HEEP) located in Haridwar, is one of the major manufacturing plants of BHEL. The core business of HEEP includes design and manufacture of large steam and gas turbines, turbo generators, hydro turbines and generators, hydro turbines and generators, large AC/DC motors and so on. Heavy Electrical Equipment Plant, Haridwar of this Multi-unit corporation with 7467 strong highly skilled technicians, engineers, specialists and professional experts is the symbol of Indo Soviet and Indo German Collaboration. It is one of the four major manufacturing units of the BHEL. With turnover of 164059 lacks and PBT of Rs.32489 lacks HEEP added 3000 MW of power to the National grid during 2005-06. HEEP is engaged in the manufacture of Thermal and Nuclear Sets up to 1000MW, Hydro Sets up to HT Runner dia 6300mm, associated Apparatus Control gears, AC& DC Electrical machines and large size Gas Turbine of 60200 MW. HEEP Hardwar contributes about 44% of India’s total installed capacity for power generation with total capacity of Thermal, Nuclear & Hydro Sets of over 45000MW currently working at a Plant Load Factor of 76% and Operational Availability of 86%. In spite of acute recession in economy, BHEL Haridwar received recent orders for Mejia-5&6, Sipat, Bhatinda, Chandrapura, Bakreshwar, Santaldih, Bhilai, Dholpur.

HISTORICAL PROFILE: The construction of heavy electrical equipment Plant commenced in Oct.”1963”after indo- soviet technical co-operation agreement in Sept.”1959”The first product to roll out from the plant was an electric motor in January

1967.This was followed by first 100 MW Steam Turbine in Dec.1969 and first 100MW Turbo Generator in August 1971.The plant’s “break even” was achieved in March 1974.BHEL went in for technical collaboration with M/s Siemens, Germany to undertake design and manufacture to large size thermal sets upto a unit rating of 1000 MW in the year 1976.First 200 MWTG set was commissioned at Obra in 1977.The continuum of technological advancement subsequently saw the commissioning of 500 MW TG Set in 1984 .The technical cooperation of Gas Turbine manufacture was also signed with M/s Siemens Germany. First 150 MW ISO rating gas Turbine was exported to Germany in Feb”1995”.Our 250 MW thermal set up at Dahanu Plant of BSES made a history by continuous operation for over 150 days and notching up a record plant load factor greater than 100%.

CORPORATE CITIZEN: HEEP Haridwar Strategic plans and its policy & strategy are commensurate with BHEL Corporate / strategic Plan . As first PSU to adopt Corporate Planning as a process . Board meetings for long –range development , BHEL has always guided other PSU’s in their Corporate planning process .Board meeting , monthly Management Committee meetings, Annual Revenue Budget exercise , Mid term reviews , Apex TQ council reviews, Personnel Heads Meet, Quality Heads Meet , Technology Meets , Product committees meetings, Inter-Unit Quality Circle Meets etc. Are the some of crore strengths of BHEL Corporation’s vast network. .


Power Sector has to grow over 10% annually to reach the 7% GDP level. Thus, the demand for thermal sets will remain high. Central Electricity Authority (CEA) is the guiding authority for Power Sector strategies in our country. BHEL

representatives, along with representatives from various domestic customers, are an integral part of various committees formed by CEA. This enables us to guide and understand the market requirements and future challenges. To meet the 11th Five Year Plan target of adding 61,000MW, CEA has planned addition of 23 nos. Standardized 500MW sets for faster project execution and cost reduction. BHEL, including HEEP, is a part of this process. CEA has standardized for the next capacity of 800MW sets and has asked BHEL to prepare itself for manufacturing and supply in the 11th Five Year Plan. BHEL has tied up with Siemens for upgradation of technology. Further CEA’s stress on R&M of ageing Power Plants is also providing business opportunity to unit.

To maintain a leading position as suppliers of quality equipment, systems and services in the field of conversion of energy, for application in the areas of electric power transportation, oil and gas exploration and industries. Utilize company's capabilities and resources to expand business into allied areas and other priority sectors of the economy like defence, telecommunications and electronics.

To ensure a steady growth by enhancing the competitive edge of BHEL defence, telecommunication and electronics in existing business, new areas and international operations so as to fulfill national expectations from BHEL.

To provide a reasonable and adequate return on capital employed, primarily through improvements in operational efficiency, capacity utilization, productivity and generate adequate internal resources to finance the company's growth.

To build a high degree of customer confidence by providing increased value for his money through international standards of product quality, performance and superior services.

To enable each employee to achieve his potential, improve his capabilities, perceive his role and responsibilities and participate and contribute positively to the growth and success of the company and to invest in human resources continuously and be alive to their needs.

Achieve technological excellence in operations by development of indigenous technologies and efficient absorption and adaptations of imported technologies to suit business need and priorities and provide the competitive advantage to the company.

To fulfill the expectations which stakeholders like government as owner, employees, customers and the country at large have from BHEL.


# Thermal Sets, Hydro Sets, Motors & PROMMASHEXPORT Control Gears. # Bypass & Pressure Reducing Systems BROTHER LTD.



# Electronic Automation System for Steam Turbine & Generators # Francis Type Hydro Turbines ELECTRIC


# Moisture Separator Reheaters # Christmas Trees & Conventional Well Head Assemblies # Steam Turbines, Generators and Axial Condensers


# Cam Shaft Controllers and Tractions Current Control Units




# Programmable Controls


# Gas Turbines ELECTRIC CO.




¬ DIVISIONS OF BHEL: There are 20 Divisions of BHEL, they are as follows:
HEEP, Hardwar HPEP, Hyderabad HPBP, Tiruchy SSTP & MHD, Tiruchy CFFP, Hardwar BHEL, Jhansi BHEL, Bhopal EPD, Bangalore SG, Bangalore ED, Bangalore BAP, Ranipet

IP, Jagdishpur IOD, New Delhi COTT, Hyderabad IS, New Delhi CFP, Rudrapur HERP, Varanasi Regional Operations Division ARP, New Delhi TPG, Bhopal
Power Group (Four Regions and PEM)


1. Thermal power plants 2. Nuclear power plants 3. Gas Based power plants 4. Hydro power plants 5. Dg power plants 6. Industrial sets 7. Boilers 8. Boiler Auxiliaries 9. Piping System 10.Heat exchangers and pressure Ve ss els P u m p s 11. Power station Control equipment

12.Switchgear 13.Bus Ducts 14.Transformer

16. Industrial and special ceramics 17. Capacitors 18. Energy Meters 19. Electrical Machines 20. Compressors 21. Control Gear 22. Silicon Rectifiers 23. Thyristor GTO/ IGBT equipments 24. Power Devices 25. Transportation equipments 26. Oil Field equipments 27. Castings and Forgings 28. Steams Steel Tubes 29. Distributed power Generation and Small H y d r o P l a n t 30. Systems and Services


1. To structure the Recruitment policy of BHEL for different categories of employees. 2. To analyze the recruitment policy of the organization.

3. To provide a systematic recruitment process.

Without focusing the pattern of management, organization philosophy highlights on achieving a surely where all citizens (employees) can lead a richer and fuller life. Every organisation, therefore, strikes for greater productivity, elimination of wastes, lower costs and higher wages, so the industry needs a stable and energetic labours force that can boast of production by increased productivity. To achieve these objectives a good recruitment & selection process is essential. By which industry strikes right number of persons and right kind of persons at the right time and at right places productivity. through and the planning period without hampering

A sample size of 20 employees are studied for this purpose. Employees of different unit where randomly administrated the questionnaire.

The analysis of data was done on the basis of unit, age and number of years of experience and factors.

Analysis was done using the simple average method so that, finding of the survey was easily comprehensible by all.

The primary as well as the secondary sources was used for collection of data. In primary source of data collection the interview schedule and

questionnaire and opinion survey were used and in secondary source of data collection relevant records, books, diary and magazines were used. Thus the source of data collection were as follows:

PRIMARY 1. Interview schedule 2. Questionnaire 3. Opinion Survey


1. Books

I have used structural interview schedule, questionnaire and opinion survey for collection of data from primary source. Interview schedules were used for workers clerical , category and questionnaires were used for supervisory and executive cadre and opinion survey was used to know the technology, perceptions, thoughts and reactions of the executives, employees/workers and trade union members of the organization.

I have used the secondary source like diary, books, magazines and other relevant records for collection of data to know about the industry as well as the respondent.

Primary as well as secondary data was collected.

Conducting a field survey did a subjective assessment of the qualitative data. The research method used was that of questionnaire & interview for primary data & an extensive literature survey for secondary data.

The questionnaire was used as the primary instrument for the collection of primary data which contained open-ended questions to chance response. In addition the personal interview method was employed to draw out answers to subjective questions, which could not be adequately answered through the use of questionnaire.

Interviews lead to a better insight to subjective & open questions almost all interviewees responded.

The sample unit consisted of all the departments of BHEL.

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

Sample size=20

Care was taken to choose the sample based on considerations like age, sex & work experience of respondents thus enabling better representations of the heterogeneous population. However, the sample design was that of “convenience sampling” or “haphazard sampling” only. The time

consideration & size of population were major factors in determining choice of sample design.

"An excellent student affairs staffing program begins with hiring the right people and placing them in positions with responsibilities that allow them to maximize their skills, knowledge, and talents in the pursuit of student affairs purposes . . . The first commandment for student affairs administrators, therefore, is to hire the right people. The second commandment is to do it the right way."


Recruitment is the process seeking out and attempting to attract individuals in external labor markets, who are capable of and interested in filling available job Vacancies .Recruitment is an intermediate activity whose primary function is to serve as a link between human resource planning on the one hand and selection on the other.

To Recruit Means To Enlist, Replenish Or Reinforce. Recruitment begins by specifying the human resource requirements, initiating activities and actions to identify the possible sources from where they can be met, communicating the information about the jobs, term and conditions, and prospectus they offer, and enthusiast people who meet the requirement to respond to the initiation by applying for the jobs.

The aim of recruitment is the information obtained from job description and job specification along with precise staffing standards from the basis for determinig manpower requirement to attain the organizational objective.

Recruitment Needs Are Of Three Types:


Planned, anticipated and unexpected planned need arise from changes, in organization and retirement policy.


Resignations, deaths and accidents and illness give rise to unexpected needs.


Anticipated needs refer to those movements in personnel which an organization can predict by studying trends in the internal and external requirements.

Features Of Recruitment:
1 2 Process or series of activities rather than a single act or event. A linking activity as it brings together those with the jobs(employer) and those seeking jobs(prospective employees).

Internal Transfer/Promotion with necessary screening, training and selection to meet the specified requirement. It would be desirable to utilize the internal sources before going outside to attract the candidates. The two categories of internal sources including a review of the present employees and nomination of the candidates by employees.

Merit s and Dem its of In ternal Recr uitm en . er t

Following are the merits of the internal source of recruitment; 1. Increase in Morale Recruitment through the internal sources, particularly promotion, increases the morale of the employee. Every body in the organization know that they can be promoted to a higher post, their morale will be boosted and their work efficiency will increase. 2. Better Selection The people working in the enterprise are known by the management and for selection higher post does not carry any risk as the employees are known. 3. Economical Internal Internal sources is highly economical because no expenditure is involved in locating the source of recruitment and no time is wasted in the long process of selection. More over, these employees do not need extensive training because they already know about all the works of the enterprise. 4. Labor- turnover is Reduced When the employees know that they can be promoted to higher posts, they do not leave the enterprise. As a result of this policy labour turnover is reduced and the status of the company increases. 5. Better Labour-Management Relation When the internal source of recruitment is used the employees remains satisfied which leads to the establishment of better labour-management relationship.

The internal source of recruitment of employees suffer from the following demerits: 1. Check on Young Blood The defect of the internal source of recruitment is that the young people fully equipped with the modern technical knowledge remain excluded from the entry in enterprise. As a result, the old people run the enterprise with the old ideas and experience. 2.Limited choice. The internal recruitment of the employees reduces the area of choice. The reduction in the area of choice means less number of applicants. The choice is to be made out of people working in the enterprise. 3.Encourages Favoritism. Internal source encourages favoritism in this system, the superiors usually select their favorites. Sometimes even a less capable person is selected which harms the enterprise. In this system , generally the personal impression of the managers about the employee is given preference for selection.

An external source of Recruitment is considered from the combination of consultant and Advertisement

M erits and D erits em

of Exte rnal Recruitm ent

The external recruitment has the following merits: 1.Entry of young blood. Recruitment through external source brings in new persons with modern ideas which can be profitable for the organization. 2.Wide choice. The use of external source of recruitment increases the number of candidates and widen the choice. The managers judge the capabilities of the applicants and select the best ones for appointment. 3.Less Chances of Favouritism. All the candidates, under this system of recruitment, are new for the managers and this exclude the possibility of favouratism.

In spite of many merits, the system of recruitment from external sources is not free from defects. Its chief demerits are:

1.Decrease in Morale of Existing Employees. By adopting the system of external recruitment the chances of promotion of the present employees come to an end. Since there is no hope of any promotion the morale of the employee decreases and they do not perform their work with dedication. 2.Chances of Wrong Selection. There are chances of wrong selection due to non-availability of information in case of external recruitment. If the wrong selection will upset the working condition of the organization. 3.Costly Source. The external source of recruitment involves expensive advertisement, long selection process and training after selection which increases organizational expenditure. 4.Increase in Labour-turnover. When the employees know that they cannot be appointed on high posts in the enterprise, they leave the organization at the first available opportunity, and as a result an increase in the labour-turnover which lowers the prestige or the reputation of the enterprise. 5.Detorioration in Labour-Management Relationship. Making use of the external source of recruitment affects the present employees and there is an increase in the incidents of strikes and lock-out.


To attract people with multidimensional skills and experiences that suit the present and future organizational strategies. To induct outsiders with a new perspective to lead the company. To infuse fresh blood at all levels of the organization. To develop an organizational culture that attracts competent people to the company. To search or head hunt/head pouch people whose skills fit the company’s Values. To devise methodologies for assessing psychological traits. To seek out Non Conventional development grounds of talent. To search for talent globally and not just within the company. To design entry pay that competes on quality but not on quantum. To anticipate & find people for positions that do not exist yet.

Steps on Recruitment Process

The recruitment process consist of the following steps:

Generally begins when the personnel department receives requisitions for recruitment from any department of the company the personnel requisitions contains detail about the positions to be filled. number of persons to be recruited, required from the candidate, terms and conditions of employment and at the time by which the persons should be available appointment etc. Locating and developing the sources of required number and type of employees. Identifying the prospective employees with required characteristics. Communicating the information about the organization, the job and the terms and conditions of service. Encouraging the identified candidates to apply for jobs in the organization. Evaluating the effectiveness of recruitment process.


Human resource Management classically pertains to planning; recruitment, selection, placement, induction, compensation, maintenance, development, welfare etc. of Human Resources of any organisation to enable the organization to meet its objective while also enabling the human resources to attain their individual goals. As is evident from the definition of the concept the entire theme revolves centrally around human resource and its role in enabling simultaneous satisfaction of individual and organizational goals. The immediate conclusion that follows from this is that the prime movers of the organisation are the individuals. The process of bringing employees into the folds of organisation is termed as recruitment and can be unambiguously treated as the central pillar for foundation stone of the entire concept of human resource management. It is easy to see why recruitment has accorded such a high position out of the various facets of human resource management. The reason is simply that unless one has human resource in the organisation whom will the human resource managers manage or whose energy will they channalise productively and usefully. Keeping this idea into mind this Projects is an attempt to study various options that are available both theoretically as well as practically for an organisation to launch itself into the task of recruitment.


In a company recruitment sources indicates where human resources may be procured, the recruitment methods and techniques deal with how these resources should be tapped. As soon as the manpower manager has determined the personal qualities required on the part of an individual to fill an vacant position and visualized the possible sources of candidates with these qualities, his next step relates to making contact with such candidates. There are commonly three methods of recruitment which company follows:


Following includes in the procedure

Job Analysis Form Job Specification Form

Interview Schedule Application Form for Employment Interview Assesment Form


Chart Showing Employees Willingness to Join the Company



5% 28% 11%

1 6 % Reputation of the Company Job Prospect Working Environment Location of the Company Salary Package Career Growth Opportunity

From the chart it can be understood that most of the employees are inspired by the working environment of the company which resembles the personal traits of the Indians. I can also see that matters much followed reputation of the company and salary package which comprised 11% and 16% respectively. Job prospect plays a minor role in the minds of a candidate who had already joined the company. Location of the company (which comprised 5% of the sample size) where majority of the employees are qualified with technical who in most of the cases dare to bother it.


Chart Showing the Re liable T ype of Inte rv ie w is









I tried to find out the most reliable type of interview according the employee. They expressed different view. According to the sample employees. I found that behavioral interview is most reliable and this view was supported by 36% of the sample employees. Similar support was begged by the situational

interview, while 26% structured interview and only 7% favoured stress interview. Corresponding to this data I have drawn a pie chart above: In BHEL all the applications received in each branch/function (HR or Finance)
will be separately arranged in marks descending of all order of merit i.e. of based on a

percentage of aggregate course starting and from only the

the years/ semesters


the required top will be

number called for

(according to the ratios mentioned) written test in each discipline of

Engineering/Function (HR or Finance). In case of a tie at cut-off marks, all the candidates scoring cut-off marks will be called for written test. The Written Test papers will be objective type in nature and will be in Hindi & English. Based on merit and requirement, the short-listed candidates will have to

appear for Psychometric Test and/or Behavioral Assessment Interview followed by Personal Interview. Candidates will be invited for Psychometric Test and/or Behavioral Assessment Interview followed by personal interview, in order of

merit on the basis of Written Test performance. In case of a tie at cut-off marks, all the candidates scoring cut-off marks will be called for interview.

The candidates

are advised to ensure while






eligibility criteria and other requirements mentioned in this advertisement and that the particulars furnished by them are correct in all respects. In case it is detected at any stage of recruitment process that the candidate does not fulfill the eligibility criteria and/or does not comply with other requirements of this advertisement and/ or he/she has furnished any incorrect/ false information or has suppressed any material fact(s), his/her candidature is liable to be rejected. If any of the above shortcomings is/are detected, even after

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


Chart Showing the Best way to Recruit People is








Search Firms

The employees at BHEL expressed their varied views about the best way, according to them, to recruit people. The employees in BHEL bear an opinion (about 40% of the sample) that advertisement is the best way to recruit people. While to 25% of the sample employees feel that walk-ins is best way while 20% feel that variable ways are the best. Others feel that recruiting people from search firms in a best way. Corresponding to this data I have drawn a pie chart above:

The aim of advertising is to make people aware that a vacancy exists and to persuade them to apply for the position. Advertising helps to define exactly the need of the company, and what separates it from its competitors. Often the people you want to attract are not openly looking for a new job, so you need to think of ways to sell the attributes of the company, e.g. what makes It unique, its culture, values, philosophy and so on.

Good advertising highlights the assets of the position and appeals to the career needs and concerns of the desired applicants. It is worth making your

advertisement effective and attractive, as there is a high correlation between advertisements with accurate and complete information and recruitment success.

Cha rt Showing Employ ee s Sa tis fied with the Respons e give n by the Staff abo ut Quer y


Yes No


My survey clearly concludes that response of the company to any query made by the employees was absolutely good since 94% of my survey favors to this. 6% ratio of unsatisfied can also be further reduced if communication system is further improved. Corresponding to this data I have drawn a pie chart

I hereby submit my suggestion that every query by any employee should be seriously considered and it should be dealt in depth and if at any particular time of query if proper reply/material is not available, even than the answer must be given at a later stage after getting full information from the source available .


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

Char t Sho wing Employees Recr uitment Pr ocess

6% 6% 9% 85% 3%

Written Exam.

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

From the chart it is quiet clear that the company adopts various processes for recruiting the right candidate. Actual recruitment procedure followed by the company is by conducting written examination followed by interview which comprised 85% of my sample survey of 36 employees. But still some candidates are also chosen through written exam, GD& interview comprising only 6% and others comprising only 3%. These ‘others’ include the reference of the existing employees within the organization itself. Eligible candidates will be invited for objective type written test at their own

expense. In Other words all the applications received in each branch/function (HR or Finance) will be separately arranged in descending order of merit i.e. based on a percentage of aggregate marks of all the years/ semesters of professional course and only the required number (according to the ratios mentioned) starting from the top will be called for written test in each discipline of Engineering/Function (HR or Finance). In case of a tie at cut-off marks, all the candidates scoring cut-off marks will be called for written test. The Written Test papers will be objective type in nature and will be in Hindi & English.


Chart Show ing Job Spe cification of the Re sponse of the Em ploye e s


Yes No


Almost all the candidates got the specified jobs offered to them. This implies that the company has the organized manpower planning and well organized recruitment policy as shown in the following chart: -

From the chart above it crystal clear that the candidates get exactly the same job as specified. So from the company’s perspective it is a good sign for the overall growth & development. Still some employees who comprised only 2.33% of my sample study.


Chart Show ing w hat employees feel about the Attitude of H.R. Manager


Good Very Good 5 7 % Excell ent

The chart below depicts that most of the employees are doing service as per my survey of 20 employees. Most of the employees are satisfied with the attitude of H.R. Manager. 13% says Good attitude, 30% says Very Good and 45% says the attitude of H.R. Manager is excellent. Corresponding to this data I have drawn a pie chart

From the chart it is crystal clear that the attitude & working of H.R. Manager is whole heartedly accepted to all the employees of the company. This will definitely boost the morale of the employees, which ultimately will increase efficiency, & working of the employees resulting in better growth of the company. Thus by every means company is profitable. Moreover such behavior of H.R. Manager can become the ideal of their colleagues & subordinates.

Corresponding to this data I have drawn a pie chart below: Chart Show ing the Prim ary Source of Information for Rec ruiting Pe ople






Tes ting

Recruiters Them s elves Job Analys is

THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING PEOPLE SHOULD BE :According to the sample ,the primary source of recruiting people is Managerial. However, Testing & Recruiters Themselves source are the second most favored source of Recruiting people. Whenever the process of Recruitment is to be carried out. Managerial source of Recruiting people should be heavily considered.

Advertisement in publications and recruitment booklets and information sheets for applicants were found to be the most frequently and the least frequently used method of managerial recruitment.

Newspaper advertisement was found to be the most preferred technique, while advertisement in the technical and professional journals was the least preferred technique for managerial recruitment in BHEL.


Chart Show ing Opinion about BH EL Company's Application Blank





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 .

1. Employee join this company because of the reputation.

Behavioral and Structural Interview are more reliable.

3. Best way to recruit people is by 40 % advertising . 4. Maximum focus on the written examination, it follows the recruitment process. 5. Attitude of Marketing Manager in responding to the employee is process.

Primary source of information of recruiting people is managerial.

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

9. Before recruitment cost benefit analysis is not done properly. It causes manpower surplus which makes loss in the industry. 10. Manpower is recruited from reliable source however efficiency does not recognise.

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

1. 2.

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

level. More flexible work timings, with options to work from home and part-time. 4. Appraisal rating changes with the change in superior thus need modification. 5. More timely appreciation and feedback by the managers on the work done. 6. Make managers responsible for retaining employees. 7. Train managers on people management and motivational skills. 8. Increase Team budget, which will enable the AMs to have more team activities. 9. Opportunities to learn different processes and work for different departments. 10. Modify LEAD. 11. More position is to be created for adequate growth opportunities of employees. 12. Have open forum where employees can give their opinion.





Himalaya Publication
National Publishing House / Mayoor

C.R Kothari

Research Methodology

Second Edition

C.B. Gupta

Principles and practice of Management Human Resource Management:International Edition
Personnel selection adding value through people
The Columbia Encyclopedia

23rd Revised Eedtion

Gary Dessler

11 Edition

Prentice Hall of India

Mark Cook

4th Edition

John Wiley & Sons

Columbia University

Sixth Edition ed

Columbia University Press. 2005. Retrieved 2007

http://www.strategic-dimensions.co.u...g%2004_337.pdf http://www.auditnet.org/docs/Recruitment%20process.pdf

http://www.staffing-and-recruiting-essentials.com/Hiring-Checklist.html http://www.bheletr.co.in/etrlive/jsp/index.jsp



Authorized Signatory Preliminary interview of the candidates is conducted by HRD based on Personal Data Format given below filled up by the candidate with the help of technical person along with the Dept. Date: Venue: Position: NAME OF THE CANDIDATE TIME REMARKS

INTERVIEW CALL LETTER Date ---------------Dear Sir, “ This has reference to your application for the above mentioned position in our organisation. We are pleased to invite you for a meeting with the undersigned on… ………………….at………a.m./p.m. please confirm this appointment. We have enclosed a blank personal Data Form. Please fill this in and bring with you along with your educational and experience certificates / testimonials in original for the meeting. No TA/DA shall be admissible for attending this interview. You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview. We take this opportunity to thank for the interest you have shown in joining our organisation. Yours sincerely, For BHEL

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




CONFIDENTIAL Refrence (including advt. ref. if any) Position Applied for Time for Joining

PERSONAL DETAILS: Name: ( in Block letters as registered in school certificate) (First Name) Present Address: Permanent Address Tel. Res. Tel. Off. Date of Birth Age E-mail (Personal) Place of Birth of age of age State Mob. (Middle Name) (Last Name)

Martial Status: Married/ Single Children: Male Female

EDUCATION: Details of all examination passed from matriculation or equivalent onwards Exam/Degree/ School/ Year of Branch of Class/ Regular/Part Diploma/ College/ Passing Study Grade/ Time/ Certificate University Electives/ Division Correspondence Specialization & % of Subjects marks

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




WORK EXPERIENCE: Present/ Last Job Organization Address Period of Employment From: Nature of Business Telephone Current Position/ Position held No. of employees in the orgn. No. of employees in your unit No. of Executive No. of Non-Executive To:

Sales Turnover of the organization Sales Turnover of your unit

No. of employees in the Dept. you work No.of -Non- Executive No. of Direct report: No. of Executives

List your 3 core competencies 1. 2. 3.

List 3 Key Achievements in your career 1. 2. 3.

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

Previous Employment Details: (Start from recent employment) Position Position Brief description Last Name of Period drawn the Joined Last of responsibilities Gross salary From To organizati Held Per month on

Present Remuneration Drawn: A. Monthly: Basic DA HRA/Lease Conveyance Any other (mention details) Total p.m. Total p.a.

B. Annual: LTA

Variable pay/Bonus


Any other

Total p.a.

C. Other Terminal Benefit p.a. Pf Superannuation Gratuity Total p.a.

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

E. Other perk not included in Gross

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

GENERAL Language Known Language Read



1. Have you any relative working in BHEL? If yes please give details : Name Designation Unit

Yes/No Relationship / Department

2. Have you earlier applied for any position in any of our factories/ Offices? Yes/No 3. Is your spouse e employed? 4. Have you any locational constraints? If yes, please give details/ reasons 5. Can you undertake frequent t travels: 6. 7. Extra Curricular Activities: Interests/Hobbies: Yes/No Yes/No Yes/No

8. References: Please give names, addresses & Telephone Nos., of two Persons other than relatives to whom we may refer about you. 1. 2.

Any other information you would like to add: Declaration I declare that the information given by me in this application is true and complete to the best of any knowledge and belief. I am not aware of any circumstances which might affect my fitness for employment. If any time, later, it is found that I have not disclosed any material information or have given incorrect or false information, the company will be liberty to terminate my appointment without any notice or compensation. Date: Place: Signature of Applicant We thank you for information and assure you that this will be kept in strict Confidence.

E.CONDUCTING INTERVIEWS Interviews are conducted by an panel, which includes a staff member from the concerned department and may include an had representative. F.INTERVIEW ASSESSMENT Interview assessment Format is filled up by the interview panel immediately after the interview and all the relevant papers are forwarded to the HRD Department at the earliest. The Interview Assessment include the following form which considers the following information: INTRVIEW ASSESSMENT FORM Interviewee’s Name Date Post Applied For Venue 1. 2. 3. ASSESSMENT FACTORS RATING Appearance Technical Knowledge General Knowledge Experience Communications Skills Innovative Thinking& Logic Growth Potential Decision Making Leadership Skills Maturity Interest/Cultural background A=Very Good B=Good C=Average Average Overall strong points Overall weak points Written Test/Remarks Reason for leaving Remuneration Expected Suitable for any other Deptt./job Comments, if any 2006 REMARKS




Keep Pending

Call for final

G.SALARY FIXATION "Staff comparison statement" and " salary proposal" formats are used for this purpose. H.OFFER AND APPOINTMENT LETTER A candidate selected for appointment is issued an offer letter mentioning the expected date of joining. Extension of time to join duties is granted to the candidate purely at Management discretion. A Detailed Appointment letter is issued after the individuals joins and fills the joining report. The offer and appointment letters are signed to all new joiners. 4.JOINING FORMALITIES All the new joinees are required to fill-up the relevant papers such as Nominations under Insurance and Gratuity schemes, PF Declaration Forms etc. and all these records are maintained in their personal files. Induction Training is organized for the new joinees. Induction is organized internally by HRD Department depending on the number of joinees in a month. Training needs o f the new joinees are identified as per the procedure. On the joining detailed appointment letters are issued as per below mentioned levels:-

1) APPOINTMENT LETTER Language for below Asst. Manager level

is given in the following format

LETTER OF APPOINTMENT Dear Mr. With reference to the offer letter no. pleased to appoint you as conditions: dated on the following terms and we are

Ordinarily your period of probation will be Six months which could be further extended for a period not exceeding three months and during probationary period/extended probationary period your services are liable to be terminated without any notice or without assigning any reason or compensation in lieu thereof.

EMOLUMENTS: A) you will be paid following emoluments: Basic Salary : Rs. p.m. House Rent Allowance : Rs. p.m. Local Travelling Expenses :

Rs. p.m. You shall also be entitled to benefits like Bonus, Gratuity, PF, ESI & L.T.C as per rules of the company. B) Further increment will be based on efficient, satisfactory and loyal discharge of duties and may be withheld in case the standard of work and conduct is found

subnormal of may be accelerated in case the same is adjudged to be commercial at the discretion of the management. Your place of posting will be at our situated at . However, you are liable to be transferred to any of our sites/factory/office at the discretion of the management. 1. During the period of your employment, you shall not secure or try to secure any other post and undertake any course of study or work on part time basis without the pronouncement or the Management in writing. You will also not hold any office of profit outside the company or engage yourself in any other trade or business either part time, or full time, whether for profit or gain, or on honorary basis or otherwise, engage in an insurance agency or commission agency etc. without the prior written permission of the management. 2. Your hours of attendance shall be regulated to suit the duties entrusted to you from time to time, subject to the statutory provisions. 3. You shall be governed by the rules and regulations of the company in force from time to time, that may be applicable to you. 4. In the event of your confirmation in writing, in addition to the terms and conditions mentioned in this letter, except para (1): a) You will be liable to be retired on your reaching the age of 58 years or earlier if found medically unfit. The organization shall have the right to have you medically examined as and when considered necessary by a registered medical practitioner or by the Company’s medical officer. b) The employment will be liable to be terminated on either by giving one month’s basic salary in lieu thereof. However, no notice would be necessary to be given by the organisation if in their opinion you are found guilty of any gross misconduct as generally understood in employment, particularly disobedience, insubordination, insolence and acts subversive of discipline, habitual negligence of duties, distrust, dishonesty or embezzlement, illegal strike, habitual late attendance, absence, go-slow etc. 5. In case any misconduct is alleged against you, you are liable to be suspended forthwith without any salary or allowance, pending such inquiry, if in an inquiry you are exonerated of the charges, you will be entitled to full salary as if you were on duty. In the event you are found guilty of the charges levelled, irrespective of the punishment imposed, you shall not be entitled to any payment for the period of suspension. 6. The above mentioned “terms and conditions of services” shall prevail so long as the same are not either modified or they will also be subject to such other and further

rules and regulations which may be notified by us by putting a notice in writing on the notice board put inside the premises. 7. Your date of joining the services in the organization is

8. This letter is being offered to you in duplicate. In case the terms and conditions expressly enumerated above are acceptable to you, please sign the duplicate copy of this letter in token of your having read, understood and accepted the terms and conditions mentioned above. 9. Please note that the court of jurisdiction shall be at New Delhi. We welcome you to our organization and wish you a successful career with us. Yours sincerely, For BHEL AUTHORISED SIGNATORY ACCEPTANCE I have clearly understood the terms and conditions mentioned in this letter of appointment and I hereby accept the same. NAME SIGNATURE DATE

2) Appointment letter language for asst. Manager to manager is given in

the following format.
FOR ASSISTANT MANAGER TO MANAGER 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 of Joining: Your date of joining the services in the organisation is ……………………………… Probation Period: Ordinarily your period of probation will be Six months from the date of joining. Management may extends the probation period depending upon your performance. On successful completion of probation, you will be issued a confirmation letter. During the probation period, your services are liable to be terminated without assigning any specific reason, whatsoever without giving any notice. After confirmation the notice period will be one month or one month’s basic salary on either side. 4) Salary Details: Your Basic Salary will be Rs. ………………./- p.m. (Rupees ……………………………………………… only) In addition you will be entitled to House Rent Allowance of Rs. ………… ……/- p.m. (Rupees ………………………………………………only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. ………………/- p.m. (Rupees …………………… ………………. only) You shall also be entitled to benefits like ESI/Medical Reimbursement, LTC, Bonus Exgratia, Gratuity & PF as per rules of the company. Date…………

5)Place of Posting……………………… However, you would be liable to be transferred/posted at any of the existing or proposed locations of the company or its sister/associates companies at the sole discretion of the management. 6) The company normally does not permit employees to engage in any other business or work, either directly on their own account or indirectly and you will be expected not to do so without prior consent of the management in writing. You will be governed by the rules and regulations of the company as applicable in force, amended or altered from time to time during the course of your employment. You will automatically retire from the services of the Company on attaining the age of 58 years. You may be retired earlier if found medically unfit.



Please sign the duplicate copy of this letter signifying your acceptance and return it to us. We welcome you to our organisation and wish you a successful career with us. With best wishes, Yours sincerely, For BHEL AUTHORISED SIGNATORY

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

3) Appointment letter language for sr. manager and above is given

in the following format.
FOR SR. MANAGER AND ABOVE Dear Mr. …………………………. APPOINTMENT LETTER With reference to the offer letter no. dated , we are pleased to appoint you in our organisation on the following terms and conditions:1) 2) 3) Designation : Your position in the company will be …………………… Date……………

Date of Joining: Your date of joining the services in the organisation is ………………………….. Salary Details : Your Basic Salary will be Rs. ………………/- p.m. (Rupees ………………………………………only) In addition you will be entitled to House Rent Allowance of Rs………………../p.m. (Rupees…………………………………………………… only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. ………………../- p.m. (Rupees …………………………………… ….. only) You shall also be entitled to benefits like Exgratia, Gratuity, PF etc. as per rules of the company. You will be entitled to reimbursement of Medical Expenses for yourself and family, the total cost of which shall be a maximum of one month's basic salary in a year. You will be entitled to reimbursement of LTC equivalent to one month’s basic salary per completed year of service. Your first entitlement for LTC will be on completion of 12 month’s service with the Company.

4) Place of Posting: …………………………. However, you would be liable to be transferred/posted at any of the existing or proposed locations of the company or its sister/associate companies at the sole discretion of the management. Your services are liable to be terminated without assigning any specific reason, whatsoever by giving you one month’s basic salary or one month’s notice. Likewise you would be free to leave the services of thew company by giving one month’s notice or basic salary to the company. The company normally does not permit employees to engage in any other business or work, either directly on their own account or indirectly and you will be expected not to do so without prior consent of the company in writing. You will be governed by the rules and regulations of the company as applicable in force, amended or altered from time to time during the course of your employment. You will automatically retire from the services of the Company on attaining the age of 58 years. You may be retired earlier if found medically unfit. Please sign the duplicate copy of this letter signifying your acceptance and return it to us. We welcome you to our organisation and wish you a successful career with us. With best wishes. Yours sincerely, For BHEL AUTHORISED SIGNATORY I agree to accept employment on the terms and conditions mentioned above and agree to abide by all the rules and regulations of the company.




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

BHEL DATE: HRDDEPARTMENT 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: . Any change in my address will be in

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.

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

6.STATISTICAL ANNALYSIS An Annalysis of the manpower requirements is prepared periodically based on the following factor: Source of recruitment Resumes received and short-listed Interviews conducted Candidates selected Candidates joined F.FO RMATS The Formats of the company includes the following: ♣ MANPOWER REQUIREMENT ♣ PERSONAL DATA FORM ♣ INTERVIEW ASSESSMENT FORM ♣ JOINING REPORT ♣ ♣ STAFF COMPARISION SHEET SALARY PROPOSAL SHEET

These Formats, when filled up, are available in the individual personal files along with other personal details of the individual, which are confedential in nature. G.RECORDS The company includes the following records ♣ ♣ ♣ Manpower Requirement Forms Correspondence for release advertisements Correspondence with consultant

OPINION SURVEY: Certain schemes yield more fruitful results in certain conditions and with some specific objectives. Needless to say that management practices differ from organisation to

organisation. But the fact is that success does not follow automatically, the people who implement the system that matters just as the authority without acceptance have no meaning. Recruitment process without trust of employees and organisation has no value however the objective may be ,so an attempt is made to study the attitude of those who are participating in recruitment process before giving any suggesting and concluding remarks. For this purpose research has taken opinion of 15 executives and 12 worker/employee of different departments/sections of the organisation. The questionnaire prepared and circulated may them is reproduced below indicating their responses to each question.

An example of a Questionnaire circulated among Yes No No Response 1. Are you in support of recruitment policy? 10% 2. Whether the existing recruitment policy is linked to productivity? 3. Do you feel that manpower recruitment has been rationalised by way of automation? 4. Whether the existing recruitment policy is getting will supports for the top management? 5. What are the benefits you are deriving from the 60% existing recruitment policy? a) Reduction on labor cost? b) Effective utilisation of human resources? c) Maintaining timing in recruitment and staffing schedule? 6. Do you feel that job evaluation and job analysis helps in manpower recruitment in your 10% 80% 10% 25% 60% 30% 65% 30% 10% 10% 10% 70% 20% 10% 80% 10% 40% 40% 50% 50% 10% 10%




organisation? 7. Do you think that the personal recruited from external sources is more desirable than the internal sources? 8. Whether cost benefit analysis is done before

recruitment? 9. Are you satisfied with the existing recruitment system of the organisation? 10. Do you feel that performance appraisal helps in recruitment process? 11. Do you feel that training will effect to recruitment process? 12. Do you think job rotation will affect the recruitment policy?

3 0 %

6 0 %

10 %

3 5 %

5 5 %

10 %

10 % 6 5 % 2 5 % 10 % 6 5 % 2 5 %

10 %

13. How are you controlling the shortage and excess of manpower? A) By employing casual worker b) By

5 0 %

4 0 %

90% 90% Nil

Nil Nil 90%

10% 10% 10%

employing extra hours c) By lay off / retrenchment

From the response indicated above it appears that the

prevailing recruitment policy has definite impact on the organisation. Most of the executives showed positive response to different questionnaires by virtue of manpower planning they used proposed deletion of manpower planning they used proposed deletion or addition of man in the organisation

for a planning period. The excess or shortage are being adjusted and hence misutilisation is mere chance. The executives did not respond to the lay off and retrenchment for reduction in available human resources. Form the questionnaires it appears that the managerial staff are only interested for filling of the vacancies of higher post from out of the internal sources. This attitude will seize the professional approach of the organisation and may not able to induct fresh brain. From the answers of most of the managers it is observed that they want entry of new managers should be avoided and fresh recruitment shall be limited up to only staff cadre and not above that. From the answers of most of the executives it appears that cost benefit analysis is not properly followed by the organization and job rotation also not followed properly in the organization which make an employee all rounder in all respects. By which, in the absence of an employee the work will not discontinue.

Yes No. No. Response 1. Are you satisfied with the existing recruitment policy in your organisation? 2. Do you feel work load in your department? 3. Do you feel of your optimum utilisation? 4. Do you satisfied with your job? 5. Do you feel that motivation is main factor for optimum utilisation of existing manpower? 6. Do you feel that recruitment of lower level staff from external source is desirable than internal source? 7. Do you feel that training imported by your organisation helps in improving your performance? From the response to the above questionnaires it is clearly indicated that most of the workmen are dissatisfied about the existing recruitment policy. They are not given chance for their development. Their skill efficincies are not recognized by the company 60 % 30 % 50 % 40 % 20 70 % % 25 % 25 % 75 % 65 % 65 % 15 % 10% 25 % 65 % 10%

10% 10% 10% 10%


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

opinion survey and data analysis it came to conclusion that BHEL is a growing Company. It has a separate personnel department which is entrusted with the task of carrying out its various roles efficiently. The business of BHEL is carried on in a very scientific manner. In the saturation point of business it need not waste the time to diversify into the another business. Management understands the business game very well. At the time of

difficulty it takes necessary action to solve the problem. Now the personnel department of BHEL is in infancy stage. It always try to modernize the department. It strongly believes in manpower position of the organization because it knows in the absence of ‘M’ for man all ‘Ms’ like money, material, machines, methods and motivation are failure. It always tries to develop the human resources. In the absence of right man, material, money, machines all things will not be properly utilized. So it always recruits manpower in a scientific manner.


Vaccant Position in the Orgn. Re su m e D et ai ls Ap plic ant Dat a Bla nk Requisition Process Manpower requisition Requisition approval Application Short-List Call for Evaluation No Requisition Direct


E v a l u a t i o n P r o

c e s s Offer Letter to select ed C a n d i d a t e s

Rejecti on/Hol d

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

The Recruitment Process has different options- Direct and Through Requisition Direct : The Candidate required for a vacant position in the organization is Searched from the applicant Data Bank and given offer.

Through Requisitions : The Requisition Process(an official written demand) comprises of Manpower Requisitions from the organization.

After Approval of the Requisitions the Applicants are short listed from the Applicant Data Blank based on the position, Experience, skill set, Qualification as required from the Requisition.

The Short Listed Applicants are then called for an evaluation process that is based on predefined steps for the respective positions.

After clearing the evaluation process an offer letter is given to the selected applicants. If the Applicant is rejected or on Hold during Evaluation process, the Applicant goes back to the Applicant Data Bank with appropriate status.

In today's rapidly changing business environment, organizations have to respond quickly to requirements for people. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right

candidate could turn out to be costly mistakes for the organization. Selection is one area where the interference of external factors is minimal. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best results. These case lets discuss the importance of having an effective recruitment and selection policy.

They discuss the importance of a good recruitment and selection process that starts with gathering complete information about the applicant from his application form and ends with inducting the candidate into the organization.


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

1.For the positions ofa)Engineer Trainees b)Supervisors Trainees

Normally above two recruitments are centrally conducted for various units of BHEL and detailed advertisement, containing no. of vacancies, job-specifications, selection process etc., is published in National Dailies.

For these positions, generally recruitment is conducted leveraging technology, which requires submission of applications ‘on-line’ only. The broad job-specifications are as under:


a) For Engineer Trainees

Full time regular Bachelor’s Degree in Engineering or Technology from a recognized Indian University/Institute in the relevant discipline with minimum 60% marks in the aggregate of marks of all years/semesters.

b)For Supervisor Trainees

Full time regular Diploma in engineering in the relevant discipline with minimum 60% marks in the aggregate of marks of all years/semesters (relaxable to 55% for SC/ST candidates) from a recognized Indian university/institute.

Upper Age Limit Engineer Trainee- 27 years for Graduates 29 years for Post-Graduate Supervisor Trainee-27 years

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

2.For the position of Artisans The recruitment for these positions is conducted by concerned unit only, whenever vacancies are sanctioned to them. The detailed advertisement, containing no. of vacancies, job -specifications, selection process etc., is published in Employment News and hosted on BHEL website. Window advertisement is, however, published in Local Dailies.


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

Upper Age Limit- 27 years for General Candidates Relaxation in upper age limit for various categories in all the above positions is as per Presidential/ Govt. Directives on reservations. The selection process involves written test followed by interview. The process by which the candidates, who apply, are shortlisted for inviting for written test and interview, is described in detail in the advertisements issued.

Note: 1. The above mentioned job-specifications are broad in nature. As such, it is advised to refer to the details of concerned recruitment, whenever conducted. 2. Applications for jobs are to be submitted against specific recruitment advertisement only and as prescribed. 3. Occasionally BHEL recruits persons at levels other than described above. Any advertisements issued in this regard will also be hosted at the site. 4. Unsolicited applications will neither be entertained nor responded.


JOB : Recruitment of Engineer Trainees and Supervisor Trainees in BHEL
Name and Address of Company:

Bharat Heavy Electronics Limited BHEL Room No. 35, Main Admn. Bldg, HEEP -Bharat Heavy Electrical Ltd.(BHEL) Ranipur, Haridwar – 249 403. About Company: Bharat Heavy Electronics Limited BHEL is country’s premier engineering organization and one of the NAVARATNA PSUs and caters to core sectors of Indian economy viz Power Generation and Transmission, Industry, Transportation, Oil & Gas, Renewable Energy, having 14 Manufacturing Divisions, 08 Service Divisions, 15 Regional Offices, 04 Power Sector Regional Centers and over 100 Project Sites spread all over the Country. BHEL inv ites applications for the posts of Engineer Trainees and Supervisor Trainees Name of the Post: Engineer Trainees No. of Vacancy: 750posts (Mechanical –400, Electrical-200, Electronics –50, Civil – 100) Scale of Pay: Rs.10750-430-16750/Qualification: Full time regular Bachelor’s Degree in Engineering or Technology from a recognized Indian University/ Institute in the disciplines of MECHANICAL/ ELECTRICAL/ ELECTRONICS/ CIVIL with minimum 60% marks in the aggregate of all years/ semesters Name of the Post: Superv isor Trainees No. of Vacancy: 750 posts (Mechanical – 400, Electrical-200, Electronics – 50, Civil – 100) Scale of Pay: Rs.10750-430-16750/Qualification: Full time regular Diploma in Engineering from a recognized Indian University/ Institute in the disciplines of Mechanical/ Electrical/ Electronics/ Civil with minimum 60% marks in the aggregate of all years / semesters Or equivalent qualifications. How to apply for above post: Obtain a Crossed Account Payee Demand Draft for Rs.100/- (Rs. One hundred only) in favour of: M/s. Bharat Heavy Electricals Limited, Haridwar, drawn on any Scheduled bank and payable at

Haridwar (preferably, State Bank of India, BHEL, Ranipur, Haridwar- Branch Code 0586) Candidates may fill in the ONLINE application form and submit the same. (1) After submitting the application ONLINE, a unique Acknowledgement Number will be allotted to the candidate. The candidates are advised to download two print-outs of the Acknowledgement Slip and send one of the print – outs, duly signed, after pasting his/her recent photograph at appropriate place, along with Demand Draft as applicable, to the following address so as to reach by the specified date ( 15th July, 2008 ) : Sr. Manager (HR) Room No. 39, Main Admn. Bldg, HEEP -Bharat Heavy Electricals Ltd.(BHEL) Ranipur, Haridwar – 249 403.
Note:The candidates are adv ised to retain a copy of acknowledgement slip for their future reference.

Fees: Rs.100/Last Date of Application Submission:

15th July, 2008
Application Form /Advertisement Source Credits:


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CIVIL (FEMALE) ----------------- 478 (MALE) ----------------- 1745 ELECTRICAL (FEMALE) --------- 2067 (MALE) ---------- 9129 ELECTRONICS (FEMALE) ------- 3568 (MALE) ------- 8486 MECHANICAL (FEMALE) ----- --- 691 (MALE) ----------13021





GEN 72.33 76.35 82.62 71.20

OBC 65.70 71.11 78.95 60.02

SC 64.90 67.91 75.60 62.12

ST 60.00 60.00 70.00 60.00



GEN 72.79 75.60 80.58 72.85

OBC 66.57 70.56 77.42 68.54

SC 65.27 68.38 74.58 66.31

ST 55.03 59.53 68.55 55.52

Different sources can be used for the recruitment of various categories of employees according to their classification. In the following table different level of job and the sources available for recruitment to these post have been shown:

Level of Jobs

Types of Job

Sources of Recruitment

1. Top Level Personnel

General Manager is the top level personnel.

a. Promotion b. competitive concerns c. Re-employment

2.Middle Level Personnel

Production Manager, Financial Manager, Sales Manager, Purchase Manager, Research Manager, Budget Controller, Factory Controller.

a. Promotion b. Transfer c. Competitive Concerns d. Advertisement e. Educational institution f. Employment


3.Technical Experts

Industrial Engineer, Quality Controller, Production Development Manager.

a. Educatio nal institutio n b. Competitive Con cern s c. Advertisemen t

4.Lower level Personnel

Supervisor ,Accountants, Foreman

d. Reemployment e. Employment Age ncie s

a .Promotion b. 5.Office Personnel Advertisem Clerk, Steno, Typist, Asssitant, Peon. ent c. Casual

applications. d. Public

a. Advertisement


b. Casual applications c Recommendation of presnt employees

a. Labour Unions 6.Labou rers It includes the labourers and artisians working in the organization. b. Labour Contractors c. Friends and relatives of present employees d. Recruitme nt at factory gate.

1. Candidate willingness to join the company o Reputation of the company o Salary Package o Working Environment o Job Prospect o Location of the Company o Career growth opportunity 2. Most reliable type of interview o Behavioral o Situational o Stress 3. Best way to recruit people o Advertisement o Walk-ins O Search firms 4. Response given by the staff about their query

Agree Disagree 5. How candidates are recruited in the company o Written exam o Written exam & Interview o Written exam, G.D Interview


6. Job specification of the response of the employee Yes 7. Attitude of H.R Manager o Good o Very goo 8. The primary source of information for recruiting people should be o Managerial o Testing o Recruiters themselves o Job analysis 9. Opinion about BHEL Company’s Application on Blank o Good o Very good o Exellent

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