A Project Report on Study of

Recruitment Process in BHEL

2008-09
Submitted in partial fulfillment of the Requirement of
The Award of the degree of
Master of Business Administration AT

DAYALBAGH EDUCATIONAL INSTITUTE

DAYALBAGH, AGRA (UP)

Submitted By:

Submitted To:

Mr. N K
GUPTA (AGM HR)
DEI, AGRA

I would like to take this opportunity to express my sincere gratitude

to my respected

mentor MRS.MANJARI MATHUR, 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

 EXECUTIVE SUMMARY
COMPANY PROFILE
RESEARCH METHODOLOGY
LITERARY REVIEW
PROJECT
QUETTIONNAIRE
FINDINGS

&

ANNALYSIS

RECOMMENDATION
BIBLIOGRAPHY
ANNEXURE
CONCLUSION
CASE STUDY

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 is highly essential. These information are obtained through Job
Analysis, Job Descriptions, Job Specifications. BHEL procure manpower in
a very scientific manner . It gets information by use of these important
documents like Job Analysis, Job Descriptions and Job Specifications.
Without these recruitment may be unsuccessful.

GOINDWAL

Employees - 43636 (As on 1-407)

Turnover - Rs 21401 Crores

(2007-08)

14 Manufacturing divisions

Major Units/Divisions are

Certified with ISO 9001(2000),
ISO 14001 and OHSAS 18001

Continuous Profits since 197172

Caters to Core Sectors viz.,

Power, Industry, Transportation,
Telecommunication, Renewable
Energy etc.

HARIDWAR

NEW
DELHI

RUDRAPUR

JHANSI

JAGDISHPUR

VARANASI
BHOPAL
PATNA

BARODA
NAGPUR

CALCUTTA
AAAA

HYDERABAD
BANGALOREE
RANIPET
TIRUCHIRAPALLY

CORPORATE OFFICE
MANUFACTURING
LOCATIONS

SERVICE CENTRES

4 Power Sector regional centres

8 service centres and 16
regional offices

 REGIONAL OFFICES (POWER SECTORS)

1.
2.
3.
4.

NEW DELHI (NORTHERN REGION)

CALCUTTA (EASTERN REGION)
NAGPUR (WESTERN REGION)
CHENNAI (SOUTHERN REGION)

SERVICE CENTRES

BUSSINESS OFFICES
1. BANGLORE
2. BARODA
3. BHUBANESHWAR
4. MUMBAI
5. CALCUTTA
6. CHANDIGARH
7. GUWAHATI
8. JABALPUR
9. JAIPUR
10. LUCKNOW
11. CHENNAI
12. NEW DELHI
13. PATNA
14. RANCHI
15. SECUNDRABAD

MANUFACTURING UNIT

1.
2.
3.
4.
5.
6.
7.
8.
9.

NOIDA
BARODA
CALCUTTA
CHANDIGARH
SECUNDRABAD
NEW DELHI
NAGPUR
PATNA
VARANASI

1. HEAVY ELECTRICAL EQUIPMENT PLANT, HARDWAR

2. CENTRAL FOUNDRY FORGE PLANT, HARDWAR
3. HEAVY POWER EQUIPMENT PLANT, HYDERABAD
4. HIGH PRESSURE BOILER PLANT, TRICHY
5. HEAVY ELECTRICALS PLANT, BHOPAL
6. TRANSFORMER PLANT, JHANSI
7. ELECTRONICS DIVISION, BANGALORE
8. BOILER AUXILIARIES PLANT, RANIPET
9. INDUSTRIAL VALVES PLANT, GOINDWAL
10. ELECTRO-PORCELAINS DIVISION, BANGALORE
11. INSULATOR PLANT, JAGDISHPUR
12. COMPONENT FABRICATION PLANT, RUDRAPUR
13. HEAVY EQUIPMENT REPAIR PLANT, VARANASI
14. ELECTRICAL MACHINE REPAIR PLANT, MUMBAI

B.H.E.L OVERVIEW
BHEL is countrys 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
Power Generation Sector comprises of thermal , gas , hydro and nuclear
power plant business. As of 31.3.2003 , BHEL supplied sets account for
nearly 68 , 854 MW or 65% of the total installed capacity of 1,06,216
MW in the country , as against Nil till 1969 70.

BHEL has proven turnkey capabilities for executing power projects from
concept to commissioning. It possesses the technology and capability to
produce thermal sets with super critical parameters up to 1000 MW unit
rating and gas turbine - generator sets of up two 250 MW unit rating. Cogeneration and combined cycle

plants have been introduced to achieve higher plant efficiencies. To make

the efficient use of the high- ash content coal available in India , BHEL
also

supplies circulating fluidized bed combustion boilers for thermal

plants.

The company manufactures 220 / 235 / 500 MW nuclear turbine generator sets.
Custom made hydro sets of Francis ; Pelton and Kaplan types for
different head-discharge combinations are also engineered and manufactured
by BHEL.
In all , orders for approximately 800 utility sets of thermal , hydro , gas
and nuclear have been placed on the company as on date. The power plant
equipment manufactured by BHEL is based on contemporary technology
comparability with.
In all , orders for approximately 800 utility sets of thermal , hydro , gas
and nuclear have been placed on the company as on date. The power plant
equipment manufactured by BHEL is based on contemporary technology

comparable with the best in the world , and is also internationally

competitive.

The company has proven expertise in plant performance improvement

through renovation , modernization and up rating of variety of power plant
equipment , besides specialized know how of residual life assessment ,
health diagnostics and life extension of plants.

TRANSMISSION & DISTRIBUTION (T&D)

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

A strong engineering base enables the company to undertake turkey

delivery of substations up to 400 kV level , series compensation system
( for

increasing

power transfer

capability

of transmission

lines

and

improving system stability and voltage regulation ) , shunt compensation

systems ( for power factor and voltage improvement ) and HDVC system
( for economic transfer of bulk power ) BHEL has indigenously developed
the state of the - art controlled shunt reactor ( for reactive power
management on long transmission lines ). Presently , a 400 kV FACTS
( flexible AC Transmission system ) project is under execution. The

company undertakes comprehensive projects to reduce ATC losses in

distribution systems.

INDUSTRIES
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.

TRANSPORTATION

BHEL involved in the development design , engineering , marketing ,

production , installation , and maintenance and after - sales service of
rolling stock and traction propulsion systems. In the area of rolling stock ,
BHEL manufactures electric locomotives up to 5000 HP , diesel electric
locomotives from 350 HP to 3100 HP both for mainline and shunting
duty application.

BHEL is

also producing rolling stock

for special

application viz ., overhead equipment cars , special well wagons , Rail cum
road vehicle etc. Besides traction propulsion systems for in house use ,
BHEL manufactures traction propulsion systems for other rolling stock
producers of electric locomotives , diesel - electric locomotives , electrical
multiple units and metro cars. The electric and diesel traction equipment on
Indian railways are largely powered by electrical propulsion systems
produced by BHEL. BHEL also undertakes retrofitting and overhauling of
rolling stock. In the area of urban transportation systems , BHEL is geared
up to turkey execution of electric trolley bus systems , light rail systems ,
etc. BHEL is also diversifying in the area of port handling equipment and
pipelines transportation systems.

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

RENEWABLE ENERGY
Technologies

that

can

be

offered

by

BHEL

for

exploiting

non -

conventional and renewable resources of energy include ; wind electric

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

OIL & GAS

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

is

the

single

largest

supplier

of

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

INTERNATIONAL OPERATIONS
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.

TECHNOLOGY UPGRADATION, RESEARCH &

DEVELOPMEMT
To remain competitive and to meet customer's expectations , BHEL lays
great emphasis on the continuous up gradation of the products and related
technologies , and development

of new products. The company has

upgraded its products to contemporary levels through continuous in house

efforts as well as through acquisition of new technologies from leading

engineering organization of the world.

BHEL'S investment in R & D is amongst the largest in the corporate

sector in India. Products developed in - house during the last five years
contributed over 7% to the revenues in 2004 - 05.

BHEL has introduced , in the recent past , several state - of the art
products ; low - NOx oil / gas burners , large capacity atmospheric fluidized
bed combustion boilers , high - efficiency pelton hydro turbines , petroleum
deport automation systems , 36 KV gas - insulated sub station , controlled
shunt

reactors

( CSR )

and performance

analysis ,

diagnostics

and

optimization ( PADO ) package for power plants , etc. The company has
also transferred a few technologies developed in - house to other Indian
company

for

commercialization.

The company is also engaged in research in futuristic areas , such as

applications of super conducting
industry , and

fuel cells

materials

in power generation

and

distributed , environment friendly power

generation.

HUMAN RESOURCE DEVELOPMENT INSTITUTE

BHEL has envisioned becoming "A World Class Engineering Enterprise
committed to enhancing stakeholder value". Force behind realization of this
vision and the source of our competitive advantage is the energy and ideas of
our 44,000 strong highly skilled and motivated people. The Human Resource
Development Institute situated in NOIDA, a corner-stone of BHEL learning
infrastructure, along with Advanced Technical Education Center (ATEC) in
Hyderabad and the Human Resource Development Center at the manufacturing

Units, through various organizational developmental efforts ensure that the

prime resource of the organization the Human Capital is Always in a state of
Readiness, to meet the dynamic challenges posed by a fast changing
environment. It is their constant endeavor to take the HRD activities to the
strategic level of becoming active partner to the (organizational) pursuits of
achieving the organizational goals.

HEAVY ELECTRICAL EQUIPMENT PLANT(HEEP)

HARIDWAR:
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 Indias 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.1963after indo- soviet technical co-operation agreement in Sept.1959The
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 plants 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 Feb1995.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 PSUs 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 Corporations
vast network.
.

FAVOURABLE BUSINESS ENVIRONMENT:

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 CEAs stress on
R&M of ageing Power Plants is also providing business opportunity to unit.

HEALTH , SAFETY & ENVIRONMENT

MANAGEMENT
BHEL , as an integral part of business performance and in its endeavor
of becoming a world - class organization and sharing the growing global
concern on issues related to environment , occupational health and safety is
committed to protecting environment in and around its own establishment

and to providing safe and healthy working environment

to all its

employees.
For fulfilling this obligation , 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;

Promotion

of

activities

for

conservation

of

resources

by

environmental management;

Enhancement

of environmental

awareness

amongst

employees ,

customers and suppliers.

BHEL will also assist and co-operate with the concerned government agencies
and regulatory bodies engaged in environmental activities, offering the
company's capabilities in this field.

Occupational Health and Safety Policy

Compliance with applicable legislation and regulations;

Setting objectives and targets to eliminate / control / minimize risks

due to occupational and safety hazards;

Appropriate structured training of employees on occupational health

and safety (OH&S) aspects;

Formulation and maintenance of OH&S management programs for

continual improvement;

Periodic review of OH&S management system to ensure its

continuing suitability , adequacy and effectiveness.

Communication of OH&S policy to all employees and interested

parties.

The major units of BHEL have already earned international recognition by

implementation of ISO 14001 Environmental Management System and
OHSAS 18001 occupational health and safety management system.

In pursuit of these policy requirements , BHEL will continuously strive to

improve work practices in the light of advances made in technology and
new understanding in occupational health , safety and environmental
science.

PARTICIPATION IN THE " GLOBAL COMPACT "

OF THE UNITED NATIONS

The " Global Compact " is a partnership between United Nation , the
business community , international labor and NGOs. It provides a forum to
for them to work together and improved corporate practices through cooperation rather than confrontation.

BHEL has joined the " Global Compact " of United Nation has committed
to support it and the set of core values enshrined in its nine principles:

Principles of the Global Compact

Human Rights

1. Business

should

support

and

respect

the

protection

of

internationally proclaimed human rights; and

2. Make sure they are not complicit in human rights abuses.

Labor Standards

3. Business should uphold the freedom of association and the

effective recognition of the to collective bargaining;

4. The elimination of all forms of forces and compulsory labor;
5. The effective abolition of child labor; and
6. Eliminate discrimination.

Environment

7. Businesses

should

support

precautionary

approach

to

environmental challenges;
8. Undertake

initiatives

to

promote

greater

environmental

responsibilities; and
9. Encourage

the development and diffusion of environment -

friendly technologies.

By joining the " Global Compact " , BHEL would get a unique opportunity
of networking with corporate and sharing experience relating to social
responsibility on global basis.

COMPANY'S BUSINESS MISSION AND

OBJECTIVES
BUSINESS MISSION
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.

BUSINESS OBJECTIVES

GROWTH:
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.

PROFITABILITY:
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.

CUSTOMER FOCUS:
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.

PEOPLE- ORIENTATION:
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.

 TECHNOLOGY:
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.

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

SUMMARY OF BHELS CONTRIBUTION TO

VARIOUS CORE SECTORS:-

BUSINESS SECTORS
BHEL's operations are organized around three business sectors, mainly power,
industry and international operations. This enables BHEL to have a strong
customers orientation, to be sensitive to his needs and respond quickly to the
changes in the market.

POWER SECTORS
Power is the core sector of BHEL and comprises of thermal, nuclear gas, diesel
and hydro business. Today BHEL supplied sets, accounts for nearly 66 % of the
total installed capacity in the country as against nil till 1969-70. BHEL
manufactures boilers auxiliaries, TG sets and associate controls, piping and
station C & I up to 500 MW rating with technology and capability to go up to
1000 MW range.
BHEL has contracted so far around 240 thermal sets of various ratings, which
includes 14 power plants set up on turnkey basis. Nearly 85 % of World Bank
tenders for thermal sets floated in India have been won by the company against
international competition.
It has the capability to manufacture gas turbines up to 200 MW rating and
custom built combined cycle power plants. Nuclear steams generators, turbine
generators, sets and related equipment of 235 MW rating have been supplied to
most of the nuclear power plants in India Production of 500 MW nuclear sets, for
which orders have been received.
BHEL has developed expertise in renovation and maintenance of power plant
equipment besides specialized know how of residual life assessment, health
diagnostic and life extensions of plants. The four power sectors regional centers
at New Delhi, Chennai, Kolkata and Nagpur will play a major role in giving a
thrust to this business and focus BHEL's efforts in this area.

 INDUSTRY SECTORS
BHEL is a major producer of large size thyristor devices. The products include
centrifugal compressors, high speed industrial drive turbines, industrial boilers
and auxiliaries, waste heat recovery boilers, gas turbines, electric motors,
drives, and control equipments, high voltage transformers, switch gears and
heavy castings and forgings.

TRANSMISSION
A wide range of transmission products and systems are produced by BHEL to
meet the needs of power transmission and distribution sector. These include:

Dry Type Transformers

SF6 Switch Gears

400 KW Transmission Equipment

High Voltage Direct Current System

Series and Shunt Compensation Systems

In anticipation of the need for improved substations, a 33 KV gas insulated substation with micro processors base control and protection system has been
done.

TRANSPORTATION
65 % of trains in Indian Railways are equipped with BHEL's traction and traction
control equipment. These include:

Broad Gauge 3900 HP AC / DC locomotives

Diesel Shunting Locomotives up to 2600 HP

5000 HP AC Loco with thyristor control

Battery Powered Road Vehicles and Locomotives

 RESEARCH AND DEVELOPMENT

BHEL has a corporate R & D center supported by R & D groups at each of the
manufacturing divisions. The dedicated effort of BHEL's R & D engineers have
produced several new products like automated storage retrieval system
automated guide vehicles for material transportation etc. Establishment of Asia's
largest fuel evaluation test facility at Tiruchy was high light of the year. This
facility will enable evaluation of combustion, heat transfer and pollution
parameters in boilers.
Major R & D achievement include:

Design manufacture and supply of countries first 17.2 MW industrial steam

turbines.

Development of 4700 HP AC / DC loco for Indian Railways.

Development of largest capacitor voltage transformers of 8800 PF 400 KV

rating.

Development and application low cost ROBOTS for job loading/unloading.

According to ex- CMD MR. R.K.D. SHAH, "BHEL is spending Rs. 60 Crores
on Research and Development. Earning from product which has been
commercialized has gone up 26 % to Rs. 760 Crores."

TECHNICAL COLLABORATIONS, DIVISIONS,

COMPETITORS AND VARIOUS PRODUCT OF BHEL
TECHNICAL COLLABORATION

PRODUCT

COLLABORATIONS

# Thermal Sets, Hydro Sets, Motors &

PROMMASHEXPORT
Control Gears.
# Bypass & Pressure Reducing Systems

RUSSIA
SULZER

BROTHER LTD.
SWITZERLAND
# Electronic Automation System for

SIEMENS AG.

Steam Turbine & Generators

GERMANY

# Francis Type Hydro Turbines

GENERAL

ELECTRIC
CANADA
# Moisture Separator Reheaters

BALOKE DUERR
GERMANY

# Christmas Trees & Conventional Well

Head Assemblies
# Steam Turbines, Generators and Axial
Condensers
# Cam Shaft Controllers and Tractions

NATIONAL OIL WELL

USA
SIEMENS AG.
GERMANY
SIEMENS AG.

Current Control Units

# HDVC

GERMANY

ABB
SWEDEN

# Programmable Controls

ABB
SWITZERLAND

# Gas Turbines

GENERAL

ELECTRIC CO.
USA
# Tube Mills

STIEN

INDUSTRIES
FRANCE

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)

MAJOR COMPETITORS OF BHEL

Ansaldo
Asea Brown Boueri
Beehtel
Block & Neatch
CNMI & EC
Costain
Elect rim
Energostio
Electro Consult
Franco Tosi
Fuji
GEC Alsthom
General Electric
Hitachi
LMZ
Mitsubishi
Mitsui
NEI
Raytheon
Rolls Royce
Shanghai Electric Co.

Italy
Switzerland
USA
USA
China
U.K.
Poland
Russia
Italy
France
Japan
U.K.
USA
Japan
Russia
Japan
Japan
U.K.
USA
Germany
China

 PRODUCTS OF BHEL

1.

Thermal power plants

16. Industrial and special ceramics

2.

Nuclear power plants

17. Capacitors

3.

Gas Based power plants

18. Energy Meters

4.

Hydro power plants

19. Electrical Machines

5.

Dg power plants

20. Compressors

6.

Industrial sets

21. Control Gear

7.

Boilers

22. Silicon Rectifiers

8.

Boiler Auxiliaries

23. Thyristor GTO/ IGBT equipments

9.

Piping System

24. Power Devices

10.

Heat exchangers and pressure

25. Transportation equipments

Vessels

26. Oil Field equipments

Pumps

27. Castings and Forgings

Power station Control

28. Steams Steel Tubes

equipment

29. Distributed power Generation and Small

11.
12.

Switchgear

13.

Bus Ducts

14.

Transformer

Hydro Plant
30. Systems and Services

OBJECTIVE OF THE STUDY

In BHEL the recruitment policy spells out the objective and provides a
framework for implementation of the recruitment programme in the form
of procedures. The company involves a commitment to broad principles
such as filling vacancies with best qualified individuals.

The recruitment policy in a company may embrace spell issue such as the
extent of promotion from within, attitudes of enterprise in recruiting old,
handicapped and minor individuals, minority group members, parttime
employees and relatives of present employees.

In a company BHEL, there usually a staff unit attached with personnel or

an industrial relations department designated as employment or recruitment
office.

This specialization Of recruitment enables staff personnel to

become highly skilled in recruitment techniques and their evaluation.

However, recruitment remains the line responsibility as far as the

personnel requisition forms are originated by the personnel, who has the
final words in the acceptance or rejection of a particular applicant. Despite
this the staff personnel have adequate freedom in respect of sources of
manpower to be tapped and the procedure to be followed for this purpose.

SCOPE AND IMPORTANCE OF THE

STUDY

SCOPE
1. To structure the Recruitment policy of BHEL for different categories of
employees.

2. To analyse the recruitment policy of the organization.

3. To compare the Recruitment policy with general policy.

4. To provide a systematic recruitment process.

5. It extends to the whole Organization. It covers corporate office, sites and

works appointments all over India.

6. It covers workers, Clerical Staff, Officers, Jr. Management, Middle

Management and Senior Management cadres.

IMPORTANCE
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

through

and

the

planning

period

without

hampering

productivity.

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

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

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

SOURCES OF DATA COLLECTION:

The primary as well as the secondary sources was used for collection of
data.

In primary source of data collection the interview schedule and

questionnaire and opinion survey were used and in secondary source of

data collection relevant records, books, diary and magazines were used.
Thus the source of data collection were as follows:

PRIMARY

SECONDARY

1. Interview schedule

1. Diary

2. Questionnaire

2. Books

3. Opinion Survey

3. Magazines
4. Other records

I have used structural interview schedule, questionnaire and opinion survey

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

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

DATA TYPE
Primary as well as secondary data was collected.

RESEARCH APPROACH
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.

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

Preparing the questionnaire

The first task in the process of measuring the level of recruitment of the
candidates in BHEL was to prepare questionnaire. For this purpose a

number of questionnaire we studied and finally a questionnaire where

framed.

The questions where grouped under five categories:

1. Company related
2. Environment related
3. Supervision related
4. Growth related
5. Job related

The questionnaire are also ask the employees for the demographic details
regarding:
6. Age
7. Number of years of experience
8. Unit
9. Department
10. Grade

Questionnair
e consist of the following things:

Which focused on the employee awareness levels regarding benefits

provided which & outside the organization & assessing his overall
satisfaction level. This prepared ground for further enquiry &
enabled better analysis of the questions, which followed.

Which focused on specific policies & judged them from different

aspects making the questionnaire indepth & specific.

Which

consisted

of

open-ended

question,

inviting

views

&

suggestions from the respondents.

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

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 SIZE
Sample size=20

SAMPLE DESIGN
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.

Questionnaire
1. Candidate willingness to join the company
o
o
o
o
o
o

Reputation of the company

Salary Package
Working Environment
Job Prospect
Location of the Company
Career growth opportunity

2. Most reliable type of interview

o Behavioral
o Situational
o Stress
3. Best way to recruit people
o Advertisement
o Walk-ins
o Search firms
4. Response given by the staff about their query
Agree/Disagree
5. How candidates are recruited in the company
o Written exam
o Written exam & Interview
o Written exam, G.D Interview
6. Job specification of the response of the employee
Yes/No
7. Attitude of H.R Manager
o Good

o Very good
o Excellent

8. The primary source of information for recruiting people should be

o
o
o
o

Managerial
Testing
Recruiters themselves
Job analysis

9. Opinion about BHEL Companys Application on Blank

o Good
o Very good
o Excellent

"An excellent student affairs staffing program begins

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

DEFINATION

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.

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.

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

Process or series of activities rather than a single act or event.

A linking activity as it brings together those with the jobs(employer) and

those seeking jobs(prospective employees).

INTERNAL SOURCE OF RECRUITMENT

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

Merits and Demerits of Internal Recruitment.

Merits.
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.

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
result an increase in the labour-turnover which lowers the prestige or the
reputation of the enterprise.
5.Detorioration in Labour-Management Relationship.
Making use of the external source of recruitment affects the present employees
and there is an increase in the incidents of strikes and lock-out.

LEGAL & POLITICAL

CONSIDERATIONS
The constitution provides for the following as the fundamental rights of a citizen:
Article 16 (1): No citizen shall, on ground of religion, race, caste, sex, descent,
place of birth, residence or any of them, be negligible for an discriminated
against in respect of any employment or office under the state.
Article 16 (3): Nothing in this article shall prevent parliament from making any
law persuading, in regard to a class or classes of employment on appointment to
an office (under the govt. of or any local or other authority within a state or
union territory), any requirement as to residence within that State or Union
Territory prior to such employment or appointment.

The constituent ensures, in the directive principles of state policy, certain

safeguards for scheduled castes, scheduled tribes & other weaker sections.
Except in cases which are covered by Article 46 of the constitution, there can be
no discrimination in the matter of employment anywhere in the country for any
citizen.

OBJECTIVES OF RECRUITMENT

To attract people with multidimensional skills and experiences that suit

the present and future organizational strategies.

To induct outsiders with a new perspective to lead the company.

To infuse fresh blood at all levels of the organization.

To develop an organizational culture that attracts competent people to the

company.

To search or head hunt/head pouch people whose skills fit the companys
Values.

To devise methodologies for assessing psychological traits.

To seek out Non Conventional development grounds of talent.

To search for talent globally and not just within the company.

To design entry pay that competes on quality but not on quantum.

To anticipate & find people for positions that do not exist yet.

Steps on Recruitment Process

The recruitment process consist of the following steps:

Generally begins when the personnel department receives requisitions for

recruitment from any department of the company the personnel
requisitions contains detail about the positions to be filled. number of
persons to be recruited, required from the candidate, terms and conditions
of employment and at the time by which the persons should be available
appointment etc.

Locating and developing the sources of required number and type of

employees.

Identifying the prospective employees with required characteristics.

Communicating the information about the organization, the job and the
terms and conditions of service.

Encouraging the identified candidates to apply for jobs in the

organization.

Evaluating the effectiveness of recruitment process.

CONCEPTUAL FRAME WORK OF

RECRUITMENT PROCESS

Human resource Management classically pertains to planning; recruitment,

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

METHODS AND TECHNIQUES OF

RECRUITMENT

In a company recruitment sources indicates where human resources may be

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

1.DIRECT METHOD
2. INDIRECT METHOD
3.THIRD PARTY METHOD

Following includes in the procedure

Job Analysis Form

Job Specification Form

Interview Schedule

Application Form for

Employment
Interview Assesment Form

JOB ANALYSIS FORM

Job Title
. Date
Location ..
Department
Analyst.
Code No
Reason for the job
Supervised..

Wage or salary range

Relation
to
other
to..

jobs:

Promotion

from..

Promotion

Job summary:
Work performed:
Major duties :.
Other tasks :
Equipment/Machines used:.
Working Condition
Skill Requirements:
Education: (Grade or Year)
Training :
Job experience :
(a)Type of experience..
(b) Length of experience
Supervision :
(a) Positions supervised.
(b) Extent of supervision..
Job knowledge :
(a) General
(b) Technical
(c) Special

Responsibility :
(a)
For
product
and
material
.
(b) For
equipment
and
machinery
(c) For
work
of
others.
(d) For safety of others
Physical Demands :
Physical efforts
Surroundings
Hazards
Resource fulness

JOB SPECIFICATIONS FORM

Job Title : Drill Operator

Department

Job Code

Date..

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

The BHEL has the following way which it follows for

recruiting the person

A.PURPOSE
The purpose of the company is to define the procedure of Recruitment &
Selection in the company.

B.SCOPE
The scope of the company is to find the individuals seeking employment
in the company.

C.RESPONSIBILITY
The

Responsibility

is

on

the

Manager-HRD/Operations

Director-EAI

Systems/Operation Director-TPB-India.

D.AUTHORITY
The Authority in the company is commenstrate with responsibility

E.PROCEDURE STEPS

1.MAN POWER RECRUITMENT

As and when the need arises , the Manpower Requirement Form is

dually filled by the HOD/Group Manager of the concerned department
and forwarded to the HRD Department.

The HRD Department initiates activity on the recruitment once the

"Manpower Requirement" form is approved by MD.

All "Manpower Requirement "Forms

are maintained

by the HRD

Department.

2.IDENTIFYING SOURCES OF RECRUITMENT

On the basis of Manpower Requirement Form a recruitment source is
identified. The source of recruitment could be external or internal.

INTERNAL SOURCE OF RECRUITMENT

Internal Transfer/Promotion with necessary screening, training and

selection to meet the specified requirement. It would be desirable to
utilize the internal sources before going outside to attract the candidates.

The two categories of internal sources including a review of the

present employees and nomination of the candidates by employees.

The COMPANY suggests that the effective utilization of internal sources

necessitates an understanding of their skills and information regarding
relationships of jobs. This will provide possibilities for horizontal and
vertical transfers within the enterprise eliminating simultaneous attempts to
lay off employees in one department and recruitment of employees with
similar qualification for another department in the company. Promotions
and Transfers within the plant where an employee is best suitable improves
the morale along with solving recruitment problems.
These measures can be taken effectively if we established job families
through

job

analysis

programmes

combining

together

similar

jobs

demanding similar employee characteristics. Again, employee can be

requested to suggest promising candidates. Sometimes in a company the
employees are given prizes for recommending a candidate who has been
recruited. The usefulness of this system in the form of loyalty and its
wide practice, it has been pointed that it gives rise to cliques posing
difficulty to management.
Therefore, in this company before utilizing the system attempts should be
made to determine through research whether or not employees thus
recruited are effective on particular jobs. Usually, internal sources can be
used effectively if the number of vacancies are not very large, adequate,
employee records are maintained, jobs do not demand originality lacking in the
internal sources, and employees have prepared themselves for promotion.

EXTERNA L SOURCE S OF RECRUITMENT

An external source of Recruitment is considered from the combination of
the following options:

CONSULTANT
Consultant are given the requirement specifying qualifications, experience
and all other necessary details. In consultant we considers the employment
agencies, educational and technical institute, casual, labor and mail
applicants, trade unions and other sources. Our company have developed
markedly in large cities in the form of consultancy services.
Usually this company facilitate recruitment of technical and professional
personnel. Because of their specialization, they effectively assess the needs
of their clients and aptitude and skills of the specialized personnel. They
do not merely bring an employer

and an employee together but

computerize lists of available talents, utilizing testing to classify and used

advance

techniques

of

vocational

guidance

for

effective

placement

purposes.
Educational and technical institutes also forms an effective source of
manpower supply. There is an increasing emphasis on recruiting students
from different management institutes and universities' commerce and
management departments by recruiters for positions in sales, accounting,
finance,

personnel

management

and

trainees

production.

and

then

These

placed

students

in

special

are

recruited

company

as

training

programmes. They are not recruited for particular positions but for
development as future supervisors and executive.

Indeed , this source provides a constant flow of new personnel with

leadership personalities. Vocational schools and industrial training institutes
provides specialized employees, apprentices, and trainees for semiskilled
and skilled jobs. Persons trained in these schools and institutes can be
placed on operative and similar jobs with a minimum of in plant training.
However, recruitment of these candidates must be based on realistic and
differential standards established through research reducing turnover and
enhancing productivity.
The enterprise depends to some extent upon casual labour or "applicant at
the gate" and mail applicants. The candidates may appear personally at
the company's employment office or send their applications for possible
vacancies. According to company the quality and quantity of such
candidates depend on the image of the company in community.
Prompt response to these applicants proves very useful for the company.
The company find that this source is uncertain, and applicants reveal a
wide range of abilities necessitating a careful screening. Despite these
limitations, it forms a highly inexpensive source as the candidates
themselves come to the gate of the company. It also provides measures for
a good public relations and accordingly , the candidates visiting the
company must be received cordially.
Trade unions are playing an increasingly important role in labour supply.
In several trades, they supply skilled labour in sufficient numbers. They
also determine the order in which employees are to be recruited in the
organization. In industries where they do not take active part in

recruitment, they make it a point the employees laid off are given
preference in recruitment.

ADVERTISEMENT

All recruitment advertisements are placed centrally by the HRD

Department.

The advertisement is drafted by HRD Department in consultation with

the concerned Department.

All related documents of Advertisements released are maintained in the

"Advertisement" file.

In addition to the above sources, several organizations develop sources

through voluntary organizations such as clubs, attracts employees of
competitors looking for a change or good prospectus for employment,
utilize women, older workers and physically handicapped for specific
positions where they are best suitable, and use the "situation wanted"
advertisement in newspapers.

3.SELECTION

A .SCREENING/SHORTLISING
Resumes received from consultants and/or from the advertisements released
in Newspaper/Magzine are screened by HRD Department in consultation
with the concerned department.

B.INTERVIEW CALL
The shortlisted candidates are contacted for interview through an interview
call letter/telephone call/e-mai l or through the consultants.

C.INTERVIEW SCHEDULE
Interview schedule is prepared and sent to the concerned Department's
HOD, Interview panel and a copy is kept for HRD Department records.
The Interview Schedule include the following

requirement.

INTERVIEW

SCHEDULE

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

APPLICATION
EMPLOYMENT

FORM

FOR

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)

(Middle Name)

(Last Name)

Present Address:
Permanent Address
Tel. Res.
Tel. Off.
Date of Birth

Mob.

E-mail (Personal)
Age

Martial Status: Married/ Single

Place of Birth
Children: Male
Female

EDUCATION: Details of all

equivalent onwards
Exam/Degree/
School/
Diploma/
College/
Certificate
University

State
of age
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, if any:

Academic Achievements:
PROJECT WORK/PUBLICATION/THESIS
Organization
Details

From

To

BRIEF DETAILS OF ANY PRESENTATION/ PUBLICATION/ THESIS,

IF ANY

WORK EXPERIENCE:
Present/ Last Job
Organization

Period of Employment

Address

From:

To:

Nature of Business
Telephone

Current Position/
Position held

Sales Turnover of the organization

Sales Turnover of your unit

No. of employees in the orgn.

No. of employees in 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.

No. of Executive
No. of Non-Executive

List 3 Key Achievements in your career

1.
2.
3.

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

Previous Employment Details: (Start from recent employment)

Name of Period
Position Position Brief description Last
drawn
the
From To
Joined
Last
of responsibilities Gross salary
organizati
Held
Per month
on

Present Remuneration Drawn:

A. Monthly:
Basic
DA

B. Annual:
LTA

HRA/Lease

Conveyance

Variable pay/Bonus

Medical

Any other
(mention
details)

Any other

Total
p.m.

Total p.a.

C. Other Terminal Benefit p.a.

Pf

Superannuation Gratuity

Total
p.a.

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

Write

1. Have you any relative working in BHEL?

Speak

Yes/No

If yes please give details : Name

Relationship

Designation

/ Department

Unit

2. Have you earlier applied for any position in any of our factories/
Offices?
Yes/No
3. Is your spouse e employed?

Yes/No

4. Have you any locational constraints?

Yes/No

If yes, please give details/ reasons

5.

Can you undertake frequent t travels:

6.

Extra Curricular Activities:

7.

Interests/Hobbies:

8.

References: Please give names, addresses & Telephone Nos., of two

Persons other than relatives to whom we may refer about you.
1.

Yes/No

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
Interviewees 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

2006
REMARKS

D=Below

Overall strong points

Overall weak points
Written Test/Remarks
Reason for leaving
Remuneration Expected
Suitable for any other
Deptt./job
Comments, if any

Selected

Not-

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

BELOW ASSTT &MANAGER LEVEL
___________________
___________________
___________________

Dated : ___________________

LETTER OF APPOINTMENT
Dear Mr. __________________________
With reference to the offer letter no.______________________dated __________ we are
pleased to appoint you as ____________________ on the following terms and
conditions:
Ordinarily your period of probation will be Six months which could be further extended
for a period not exceeding three months and during probationary period/extended
probationary period your services are liable to be terminated without any notice or
without assigning any reason or compensation in lieu thereof.

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 Companys medical officer.
b) The employment will be liable to be terminated on either by giving one months
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.
Date..
APPOINTMENT LETTER
With
reference
to
the
offer
letter
no._________________
dated________________, we are pleased to appoint you in our organisation on
the following terms and conditions:1)

Designation :
Your position in the company will be

2)

Date of Joining:
Your date of joining the services in the organisation
is

3)

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
months 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.

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.

7)

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.

8)

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. .

Date

APPOINTMENT LETTER
With reference to the offer letter no.____________________ dated ______________, we
are pleased to appoint you in our organisation on the following terms and conditions:1)

Designation

: Your position in the company will be

2)

Date of Joining: Your date of joining the services in the organisation

is ..

3)

Salary Details :
Your Basic Salary will be Rs. /- p.m.
(Rupees only)
In addition you will be entitled to House Rent Allowance of Rs../p.m.
(Rupees only)
You will entitled to reimbursement of Local Travelling Expenses upto a maximum
limit
of
Rs.
../p.m.
(Rupees
.. only)
You shall also be entitled to benefits like Exgratia, Gratuity, PF etc. as per rules of
the company.
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 months basic
salary per completed year of service. Your first entitlement for LTC will be on
completion of 12 months 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 months basic salary or one months notice. Likewise you
would be free to leave the services of thew company by giving one months 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

in

Department. My present address is

Telephone No.
And my Date of Birth is

. Any change in my address will be

intimated to you.
NAME :
SIGNATURE:
DATE:

VI)
1.
2.
3.
4.
5.

DOCUMENTATION
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.FORMATS
The Formats of the company includes the following:
MANPOWER REQUIREMENT
PERSONAL DATA FORM
INTERVIEW ASSESSMENT FORM
JOINING REPORT

STAFF COMPARISION SHEET

SALARY PROPOSAL SHEET

These Formats, when filled up, are available in the individual personal files along with
other personal details of the individual, which are confedential in nature.
G.RECORDS
The company includes the following records

Manpower Requirement Forms

Correspondence for release advertisements
Correspondence with consultant

CANDIDATES WILLINGNESS TO JOIN THE COMPANY

Chart Showing Employees Willingness to Join

the Company

17%

23%

5%
28%
11%

16%
Reputation of the Company
Job Prospect

Working Environment
Location of the Company

Salary Package
Career Growth Opportunity

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

MOST RELIABLE TYPE OF INTERVIEW IS

Chart Showing the Reliable Type of Interview is

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.
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

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.

Based

on

merit

and

requirement, the

short-listed candidates will have to appear for Psychometric Test

and/or

Behavioral

Interview.
and/or

Assessment

Candidates

will

be

Interview
invited

followed
for

Behavioral Assessment Interview

interview,

in

performance.

order
In case

of
of

merit on the
a

tie

at

by Personal

Psychometric

followed by
basis

cut-off

personal

of Written
marks,

Test

all

Test
the

candidates scoring cut-off marks will be called for interview.

The candidates

are advised

to ensure

while applying

that

they fulfill

the

eligibility criteria and other requirements mentioned in this advertisement and

that the 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

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

BEST WAY TO RECRUIT PEOPLE

Chart Showing the Best way to Recruit People is

15%

40%

20%

25%

Advertisement

Walk-ins

Variable

Search Firms

after

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.

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. 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 .

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.

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.

WRITTEN TEST CENTRES

The Written Test will be conducted at following 12 centers:
1. Bhopal 2. Chennai 3. Delhi 4. Hyderabad 5. Kolkata 6. Mumbai 7. Silchar
8. Varanasi 9.Bangalore 10.Tiruchy 11.Haridwar12.Nagpur Candidates have to
choose one of these cities as Test Centre and no change will be allowed

subsequently .BHEL reserves the right to change or delete any of the above
mentioned test centers at its discretion.

JOB SPECIFICATION OF THE EMPLOYEES

Chart Showing Job Specification of the

Response of the Employees

3%

Yes
No

97%

Almost all the candidates got the specified jobs offered to them. This implies that the
company has the organized manpower planning and well organized recruitment policy as
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 companys perspective it is a good sign for the overall growth &
development. Still some employees who comprised only 2.33% of my sample study.

THE ATTITUDE OF H.R. MANAGER

Chart Showing what employees feel about the Attitude of

H.R. Manager

13%

Good
Very Good
57%

30%

Excellent

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

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

Corresponding to this data I have drawn a pie chart below: Chart Showing the Primary Source of Information for Recruiting
People

25%

40%

15%

20%

Managerial

Testing

Recruiters Themselves

Job Analysis

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.

OPINION ABOUT BHEL COMPANY S APPLICATION BLANk

Chart Showing Opinion about BHEL Company's Application 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 .

FINDINGS
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. Manpowers 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.

RECOMMENDATION

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.

BIBLIOGRAPHY

 Principles and practice of Management by C.B. Gupta.

Human Resource Management by Gary Dessler
www.bhel.com,www.bhel.co.in
BHEL manual

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

executives

No

No Response

1. Are you in support of recruitment policy?

40%

50%

10%

2. Whether the existing recruitment policy is linked 40%

50%

10%

80%

10%

70%

20%

10%

60%

30%

10%

25%

65%

10%

60%

30%

10%

5%

10%

80%

10%

to productivity?
3. Do you feel that manpower recruitment has been 10%
rationalised by way of automation?
4. Whether the existing recruitment policy is getting
will supports for the top management?
5. What are the benefits you are deriving from the
existing recruitment policy?
a) Reduction on labor cost?
b) Effective utilisation of human resources?
c) Maintaining timing in recruitment and staffing
schedule?
6. Do you feel that job evaluation and job analysis
helps

in

manpower

recruitment

in

your 85%

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?

10%

9. Are you satisfied with the existing recruitment 30%

60%

10%

55%

10%

65%

25%

10%

65%

25%

10%

50%

40%

10%

90%

Nil

10%

90%

Nil

10%

Nil

90%

10%

system of the organisation?

10. Do you feel that performance appraisal helps in 35%
recruitment process?
11. Do you feel that training will effect to recruitment
process?
12. Do you think job rotation will affect the
recruitment policy?

13. How are you controlling the shortage and excess of

manpower?
A) By employing casual worker
b) By employing extra hours
c) By lay off / retrenchment

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

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

AN EXAMPLE OF QUESTIONNAIRE CIRCULATED AMONG

EMPOLYEES/ WORKMEN:

Yes

No.

No.
Response

1. Are you satisfied with the existing recruitment policy 25%

65%

10%

in your organisation?
2. Do you feel work load in your department?

20% 70%

10%

3. Do you feel of your optimum utilisation?

25%

65%

10%

4. Do you satisfied with your job?

25%

65%

10%

5. Do you feel that motivation is main factor for 75%

15%

10%

40%

10%

30%

10%

optimum utilisation of existing manpower?

6. Do you feel that recruitment of lower level staff from 50%
external source is desirable than internal source?
7. Do you feel that training imported by your 60%
organisation helps in improving your performance?
From the response to the above questionnaires it is clearly indicated that most of the
workmen are dissatisfied about the existing recruitment policy. They are not given
chance for their development. Their skill efficincies are not recognized by the company

CONCLUSION
Studying the recruitment procedures of BHEL., 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.

RECRUITMENT PROCESS

Vaccant Position in the Orgn.

Resume
Details

Requisition Process
Manpower requisition
Requisition approval

Applicant
Data Blank

No
Requisition

Application Short-List
Call for Evaluation
Evaluation Process

Rejection/Hold

Offer Letter to selected

Candidates

Direct
Recruitment

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.

Norms of bhel recruitment

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

1.For the positions ofa)Engineer Trainees

b)Supervisors Trainees

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

For these positions, generally recruitment is conducted leveraging technology, which

requires submission of applications on-line only. The broad job-specifications are as
under:

JOB SPECIFICATIONS

a) For Engineer Trainees

Full time regular Bachelors Degree in Engineering or Technology from a recognized

Indian University/Institute in the relevant discipline with minimum 60% marks in the
aggregate of marks of all years/semesters.

b)For Supervisor Trainees

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

Upper Age Limit

Engineer Trainee- 27 years for Graduates
29 years for Post-Graduate
Supervisor Trainee-27 years

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

2.For the position of Artisans

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

JOB SPECIFICATION

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

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

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

SAMPLE OF HOW ONLINE RECRUITMENT TAKES PLACE(of ET & ST-2008):-

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 countrys 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 invites 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 Bachelors 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: Supervisor 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 advised 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:

http://www.bheletr.co.in/etrlive/jsp/index.jsp

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APPLICATION RECEIVED ONLINE FOR ABOVE

POSITIONS AT BHEL HARIDWAR

CIVIL (FEMALE) ----------------- 478

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

TOTAL APPLICATIONS RECEIVED --39185

CUTOFF MARKS FOR WRITTEN EXAM ARE-

FOR ET(ENGINEER TRAINEE)-

DISCIPLINE
MECHANICAL
ELECTRICAL
ELECTRONICS
CIVIL

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

FOR ST(SUPERVISOR TRAINEE)-

DISCIPLINE
MECHANICAL
ELECTRICAL
ELECTRONICS
CIVIL

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

CLASSIFICATION OF EMPLOYEE

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

Production Manager, Financial Manager,

a. Promotion

Personnel

Sales Manager, Purchase Manager,

b. Transfer

Research Manager, Budget Controller,

c. Competitive

Factory Controller.

Concerns
d. Advertisement
e. Educational
institution
f. Employment
Agencies

3.Technical Experts

Industrial Engineer, Quality Controller,

a. Educational

Production Development Manager.

institution
b. Competitive
Concerns
c. Advertisement
d. Re-employment
e. Employment
Agencies

4.Lower level Personnel

Supervisor ,Accountants, Foreman

a .Promotion
b. Advertisement
c. Casual
applications.
d. Public

5.Office Personnel

Clerk, Steno, Typist, Asssitant, Peon.

a. Advertisement

b. Casual applications

c Recommendation of
presnt employees

a. Labour Unions
6.Labourers

It includes the labourers and artisians

b. Labour Contractors

working in the organization.

c. Friends and
relatives of present
employees
d. Recruitment at
factory gate.