Name: Malti Salonia (2008 -2010) Title: Training and Development Process of BHEL Executive Summary Training and
development is one of the very important process in any organization, companies are spending more and more into this segment, because through this they will get perfect employees for their organization. In this report I tried to give all the possible information about BHEL training and development, how they related with each other? How they relate with the company, what are the possible factory which affect the whole process of training and development. This report also includes various kinds of training program which the company follows, and how those programs will good for the organization or employees. I also tried to include needs of training their objective and conceptual framework of training. This report also includes some training programs which are held in BHEL of the development of employees. By doing this project I am able to understand the satisfaction levels of employees who are the part of the training. After studied this report I conclude some facts about the training needs and make some suggestions¶ and recommendation for their training and development program. Objectives:
To ensure a steady growth by enhancing the competitive edge of BHEL in existing businesses, new areas and international operations.
To provide a reasonable & adequate return on capital employed, primarily through improvement in operational efficiency, capacity utilization & productivity and generate adequate internal resources to finance the company¶s growth.
To build a high degree of customer confidence by providing increased value for his money through internationals standards of products quality, performance and superior customer services.
To enable each employee to achieve his potential, improve his capabilities, perceive his role & responsibilities and participate & contribute positively to the growth and success of theCompany. To invest in human resources continuously and be alive to their needs
To fulfill the expectations which stakeholders like government as owner, employees and the country at large have from BHEL. Recommendations & Suggestions: Based on the data collected through the questionnaire and interactions with theOfficers and Workers of BHEL the following recommendations are made for consideration:
The organization may utilize both subjective and objective approach for the training programmes.
The organization may consider deputing each employee to attend at least one training programmes each year.
The In-house training programmes will be beneficial to the organization as well as employees since it will help employees to attend their official work while undergoing the training.
The organization can also arrange part time training programmes in the office premises for short durations, spanning over a few days, in order to avoid any interruption in the routine work.
The organization can arrange the training programmes department wise in order to give focused attention towards the departmental requirements.
The following are the limitations of the study:
The sample size was small and hence the results can have a degree of variation.
The response of the employees in giving information was lukewarm.
resistance to share the internal information.
Questionnaire is subjected to errors.
onclusion: The major findings of the project are enumerated as follows:
Training is considered as a positive step towards augmentation of the knowledge base by the respondents.
The objectives of the training programmes were broadly known to the respondents prior to attending them.
The training programmes were adequately designed to cater to the developmental needs of the respondents.
Some of the respondents suggested that the time period of the training programmes were less and thus need to be increased.
Some of the respondents also suggested that use of latest training methods will enhance the effectiveness of the training programmes.
Some respondents believe that the training sessions could be made more exciting if the sessions had been more interactive and in line with the current practices in the market.
The training aids used were helpful in improving the overall effectiveness of the training programmes.
The training programmes were able to improve on-the-job efficiency. Some respondents also recommended that the number of training programmes be increased.
Bhel: 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.
B.H.E.L – OVERVIEW
a dream that has been more than realized with well-recognized track record of performance.2003 . The wide network of BHEL'S 14 manufacturing divisions. four Power Sector regional centers. BHEL caters to core sectors of the Indian Economy viz. Defense etc..3. Renewable Energy. systems and services-efficiently and at competitive prices. hydro and nuclear power plant business.7482. As of 31. eight service centers and eighteen regional offices and a large number of projects sites spread all over India and abroad and enables the company to promptly serve its customers and provide then with suitable products. Transportation. BHEL – supplied sets account for
. 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. Industry. BHEL was established more than 40 years ago when its first plant was set up in Bhopal ushering in the
indigenous heavy electrical equipment industry in India . Telecommunication. It has been earning profit continuously since 197172 and achieved a sales turnover of Rs.
Power Generation Sector comprises of thermal . gas . BHEL has secured ISO-14001 certification for environmental management systems and OHSAS-18001 certification for occupational health and safety management system for its major units/divisions.4 Corers in 2002-03. Power Generation and Transmission.2 Corers with a profit before tax of Rs802.BHEL
related/infrastructure sector today.
orders for approximately 800 utility sets of thermal . besides specialized know – how of residual life assessment .ash – content coal available in India . The company manufactures 220 / 235 / 500 MW nuclear turbine generator sets. hydro . Pelton and Kaplan types for different head-discharge combinations are also engineered and manufactured by BHEL. BHEL also supplies circulating fluidized bed combustion boilers for thermal plants. Cogeneration and combined cycle plants have been introduced to achieve higher plant efficiencies. 854 MW or 65% of the total installed capacity of 1. modernization and up rating of variety of power plant equipment .06. To make the efficient use of the high. The company has proven expertise in plant performance improvement through renovation . The power plant equipment manufactured by BHEL is based on contemporary technology comparable with the best in the world . Custom – made hydro sets of Francis . In all .nearly 68 . as against Nil till 1969 – 70.generator sets of up two 250 MW unit rating. gas and nuclear have been placed on the company as on date. hydro . BHEL has proven turnkey capabilities for executing power projects from concept to commissioning.216 MW in the country . and is also internationally competitive. The power plant equipment manufactured by BHEL is based on contemporary technology comparability with. It possesses the technology and capability to produce thermal sets with super critical parameters up to 1000 MW unit rating and gas turbine . health diagnostics and life extension of plants. In all . orders for approximately 800 utility sets of thermal . gas and nuclear have been placed on the company as on date.
TRANSMISSION & DISTRIBUTION (T&D)
The company undertakes comprehensive projects to reduce ATC losses in distribution systems. fabric filters . reactors . pumps . a 400 kV FACTS ( flexible AC Transmission system ) project is under execution. The range of systems & equipment supplied includes : captive powe r plants . co .insulated switchgears . A strong engineering base enables the company to undertake turkey delivery of substations up to 400 kV level . vacuum & SF6 circuit breakers . 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 . series compensation system ( for increasing power transfer capability of transmission lines and improving system stability and voltage regulation ) . electrical machines .
. fluidized bed combustion boilers . gas . centrifugal compressors . chemical recovery boilers . papers . seamless steel tubes .
BHEL is a major contributor of equipment and systems to industries : cement . DG power plants .art controlled shunt reactor ( for reactive power management on long transmission lines ).generation plants . refineries . capacitor banks . sugar . fertilizer .BHEL offers wide – ranging products and systems for T & D applications. series & shunt – reactors . metallurgical and other process industries. dry type transformers . energy meters . Presently . electrostatic precipitators . heat exchangers and pressure vessels . petrochemicals . oil and gas . valves . SCADA systems and insulators. industrial steam turbines . process controls and material handling systems. Products manufactured include : power transformers .
The electric and diesel traction equipment on Indian railways are largely powered by electrical propulsion systems produced by BHEL. marketing . special well wagons .
BHEL also caters to telecommunication sector by way of small . and maintenance and after . BHEL manufactures electric locomotives up to 5000 HP . In the area of rolling stock . diesel electric locomotives from 350 HP to 3100 HP both for mainline and shunting duty application.
BHEL involved in the development design . diesel . engineering . BHEL also undertakes retrofitting and overhauling of rolling stock. etc. overhead equipment cars .
. BHEL is the only company in India with the capability to make simulators for power plants . It also supplies digital distributed control systems for process industries and control & instrumentation systems for power plant and industrial applications. In the area of urban transportation systems . Besides traction propulsion systems for in – house use . production . BHEL manufactures traction propulsion systems for other rolling stock producers of electric locomotives . electrical multiple units and metro cars. BHEL is also producing rolling stock for special application viz . defense and other applications. Rail – cum – road vehicle etc. light rail systems .sales service of rolling stock and traction propulsion systems. BHEL is geared up to turkey execution of electric trolley bus systems . The company has commenced manufacture of large desalination plants to help augment the supply of drinking water to people. medium and large switching systems.electric locomotives .The company is a major producer of large – size thirstier devices. BHEL is also diversifying in the area of port handling equipment and pipelines transportation systems.. installation .
transformers . mud valves . mobile rigs . well heads and X – Mas trees ( of up to 10. heat exchangers .powered road vehicles. seamless pipes . sub . hydro and gas . full bore gate valves .000 psi ratings ) . compressors . block valves . rehabilitation projects . stand . wind electric generators solar photovoltaic systems . X – Mas tress and oil rigs to ONGC & OIL. raking among the major power plant equipment suppliers in the world. motors. BHEL has established its references in about 60 countries around the world . substation projects . BHEL is the single largest supplier of well heads . choke and kill manifolds .conventional and renewable resources of energy include . from the US in the west to New Zealand in the Far East.Technologies that can be offered by BHEL for exploiting non .sea well heads .junction amorphous silicon solar cells and fuel cells based systems.
.alone and grid – interactive solar power plants . solar heating systems . mud line suspension system . BHEL'S product range includes deep drilling oil rigs . etc. covering turnkey power projects of thermal . These references encompass almost the entire product range of BHEL .
BHEL is one of the largest exporters of engineering products and services from India .based types . Over the years .
OIL & GAS
BHEL is a major contributor to the oil and gas sector industry in the country. casing support system . The company has taken up R & D efforts for development of multi . besides a wide variety of products – like . work over rigs. solar lanterns and battery .
05. BHEL'S investment in R & D is amongst the largest in the corporate sector in India.valves .NOx oil / gas burners . and development of new products. high . Indonesia .insulated sub – station . RESEARCH & DEVELOPMEMT
To remain competitive and to meet customer's expectations .
TECHNOLOGY UPGRADATION. Libya .of – the – art products . Saudi Arabia . Apart from over 1100 MW of boiler capacity contributed in Malaysia and execution of five prestigious power projects in Oman . large capacity atmospheric fluidized bed combustion boilers . Cyprus . centrifugal compressors . Malta . 36 KV gas . BHEL lays great emphasis on the continuous up gradation of the products and related technologies . Iraq . Egypt .house to other Indian companies for commercialization. in the recent past . some of the major successes achieved by the company have been in China . petroleum deport automation systems . casting and forgings . Sri Lanka . controlled shunt reactors ( CSR ) and performance analysis . etc. well – head equipment insulators . BHEL has introduced . switchgears . heat exchangers .efficiency pelton hydro turbines . diagnostics and optimization ( PADO ) package for power plants .
. 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. low . Bangladesh . photovoltaic cells and panels . etc.house during the last five years contributed over 7% to the revenues in 2004 . Greece . Products developed in . Kazakhstan etc. Taiwan . several state . The company has also transferred a few technologies developed in .
SAFETY & ENVIRONMENT MANAGEMENT
BHEL . 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. providing total business solutions ". competency development / assessment center for senior executive is taken up by HRDI. is responsible for the total human resource development of the company. continuous development and growth of the 47000 strong highly skilled and motivated people making the organization .
HUMAN RESOURCE DEVELOPMENT INSTITUTE
BHEL has envisioned to becoming " A world – class innovative .
HEALTH . in association with the advanced technical education center ( ATEC ) in Hyderabad and Human Resource Development Center at the units . and fuel cells distributed . as an integral part of business performance and in its endeavor of becoming a world . is the only 'mantra'. Human Resource Development Institute ( HRDI ) . For realizing this vision . Further . For fulfilling this obligation . corporate policies have been formulated as
Compliance with applicable environmental legislation / regulation. environment – friendly power generation.
. Continual improvement in environment management systems to protect our natural environment and control pollution.class organization and sharing the growing global concern on issues related to environment . such as applications of super conducting materials in power generation and industry . Promotion of activities for conservation of resources by environmental management. the corporate training institute of the company .The company is also engaged in research in futuristic areas . competitive and profitable engineering enterprise .
operation rather than confrontation. adequacy and effectiveness.
Setting objectives and targets to eliminate / control / minimize risks due to occupational and safety hazards.
Occupational Health and Safety Policy
Compliance with applicable legislation and regulations. It provides a forum to for them to work together and improved corporate practices through co. offering the company's capabilities in this field. safety and environmental science. Periodic review of OH&S management system to ensure its continuing suitability . BHEL will continuously strive to improve work practices in the light of advances made in technology and new understanding in occupational health . Business should support and respect the protection of internationally proclaimed human rights. In pursuit of these policy requirements .
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. Appropriate structured training of employees on occupational health and safety (OH&S) aspects. customers and suppliers. and
. Communication of OH&S policy to all employees and interested parties. Formulation and maintenance of OH&S management programs for continual improvement.
PARTICIPATION IN THE " GLOBAL COMPACT " OF THE UNITED NATIONS
The " Global Compact " is a partnership between United Nation . international labor and NGOs. 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
BHEL will also assist and co-operate with the concerned government agencies and regulatory bodies engaged in environmental activities. the business community .Enhancement of environmental awareness amongst employees .
Undertake initiatives to promote greater environmental responsibilities.
4. BHEL . In the area of T&D system .
3. Eliminate discrimination. 8.
By joining the " Global Compact " . and 9. Business should uphold the freedom of association and the
effective recognition of the to collective bargaining. and 6. BHEL would get a unique opportunity of networking with corporate and sharing experience relating to social responsibility on global basis. BHEL provide turnkey solutions to utilities.manufacturer and a system .manufactured T&D products have a proven track record in India and abroad. Businesses should support a precautionary approach to environmental challenges.
SUMMARY OF BHEL’S CONTRIBUTION TO VARIOUS SECTORS
Power Transmission and Distribution Sector
In the T&D sector BHEL is both a leading equipment . The elimination of all forms of forces and compulsory labor. Encourage the development and diffusion of environment friendly technologies.Make sure they are not complicit in human rights abuses. Substation and shunt compensation installation set up by BHEL are in
.integrator. The effective abolition of child labor.
and MPSEB & POWER GRID networks. BHEL . A high percentage of the trains operated by Indian Railways are equipped with traction equipment and controls manufactured and supplied by BHEL. petrochemicals . DG power plants . MSEB . include: steel . diesel – electric shunting locomotives . contributes significantly to BHEL'S turnover. DC and dual voltage EMUs . chemicals . photovoltaic systems .art flexible AC transmission systems (FACTS) is been developed
Since its inception in 1982 . diesel engine . the industry sector business has grown at an impressive rate and . alternators . heat exchangers . cement . Complete HVDC systems can be delivered by BHEL the technology for state – of – the . aluminum . today . special reactors . gas turbine based captive . textiles etc. battery – powered vehicle. AC/DC dual – voltage locomotives . automobiles .based power plants . solar water heating systems . mining . paper .electric multiple units .operation all over the country.electric locomotives . complete range of steam generators for process industries . pressure vessels . EHV level series compensation schemes have been installed in KSEB . traction electrics and control for AC . sugar .
. steam turbines and turbo – generators . The industries . fertilizer . traction motor and transformers . refinery . supplies all major equipment for the industry: AC/DC machines .
In the transportation field BHEL product range covers: AC locomotives . today . diesel power car and diesel . co – generation and combined – cycle power plants . fabric filters etc. which BHEL serves . electrostatic precipitators . diesel . centrifugal compressors .
In a company BHEL. To structure the Recruitment policy of BHEL for different categories of
. minority group members. recruitment remains the line responsibility as far as the personnel requisition forms are originated by the personnel.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. who has the final words in the acceptance or rejection of a particular applicant. This specialization Of recruitment enables staff personnel to become highly skilled in recruitment techniques and their evaluation. Despite
this the staff personnel have adequate freedom in respect of sources of manpower to be tapped and the procedure to be followed for this purpose
SCOPE AND IMPORTANCE OF THE STUDY
1. parttime employees and relatives of present employees. handicapped and minor individuals. However. attitudes of enterprise in recruiting old. there usually a staff unit attached with personnel or an industrial relations department designated as employment or recruitment office. The recruitment policy in a company may embrace spell issue such as the extent of promotion from within.
Middle Management and Senior Management cadres. Officers. It covers corporate office. It covers workers. Every organisation. so the industry needs a stable and energetic labours force that can boast of production by increased productivity. 6. Jr. strikes for greater productivity. It extends to the whole Organization. Management.
A sample size of 20 employees are studied for this purpose. organization philosophy highlights on achieving a surely where all citizens (employees) can lead a richer and fuller life. 5. 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. To achieve these
objectives a good recruitment & selection process is essential. Clerical Staff. To compare the Recruitment policy with general policy. To provide a systematic recruitment process. elimination of wastes. age and number of
Without focusing the pattern of management.employees. To analyse the recruitment policy of the organization. therefore.
4. sites and works appointments all over India. lower costs and higher wages.
The analysis of data was done on the basis of unit. Employees of different unit where randomly administrated the questionnaire.
diary and magazines were used. category and questionnaires were used for supervisory and executive cadre and opinion survey was used to know the technology. In primary source of data collection the interview schedule and questionnaire and opinion survey were used and in secondary source of data collection relevant records. Interview schedule 1. questionnaire and opinion survey for collection of data from primary source. thoughts and reactions of the executives. Questionnaire 2. magazines and other relevant records for collection of data to know about the industry as well as the respondent.
Primary as well as secondary data was collected. books. Opinion Survey 3. Other records I have used structural interview schedule. Analysis was done using the simple average method so that.
I have used the secondary source like diary.
SOURCES OF DATA COLLECTION:
The primary as well as the secondary sources was used for collection of data. finding of the survey was easily comprehensible by all. Thus the source of data collection were as follows: PRIMARY SECONDARY 1. Magazines 4.
. Books 3. books. Interview schedules were used for workers clerical . employees/workers and trade union members of the organization.years of experience and factors. perceptions. Diary 2.
Number of years of experience 8. which could not be adequately answered through the use of questionnaire. Supervision related 4.
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. Job related The questionnaire are also ask the employees for the demographic details regarding: 6. Unit 9. Environment related 3. Age 7. The questions where grouped under five categories: 1.Conducting a field survey did a subjective assessment of the qualitative data. For this purpose a number of questionnaire we studied and finally a questionnaire where framed. Growth related 5. Department 10.
Preparing the questionnaire
The first task in the process of measuring the level of recruitment of the candidates in BHEL was to prepare questionnaire. Grade
Questionnair e consist of the following things:
. Company related 2. The research method used was that of questionnaire & interview for primary data & an extensive literature survey for secondary data.
the sample design was that of “convenience sampling” or “haphazard sampling” only. Sample size=20 out of universe of 500. inviting views & suggestions from the respondents.
Care was taken to choose the sample based on considerations like age.Which focused on the employee awareness levels regarding benefits provided which & outside the organization & assessing his overall satisfaction level.
Which focused on specific policies & judged them from different aspects making the questionnaire in–depth & specific.
1. which followed.
Which consisted of open-ended question. The time consideration & size of population were major factors in determining choice of sample design.
The sample unit consisted of all the departments of BHEL.Candidate willingness to join the company
Reputation of the company
o o o o o
Salary Package Working Environment Job Prospect Location of the Company Career growth opportunity 2.
Interviews lead to a better insight to subjective & open questions almost all interviewees responded. This prepared ground for further enquiry & enabled better analysis of the questions. However.Most reliable type of interview
. sex & work experience of respondents thus enabling better representations of
the heterogeneous population.
SAMPLE FRAME SAMPLE SIZE
Consisted of a comprehensive list of all the employees of BHEL.
D Interview 6.Opinion about BHEL Company’s Application on Blank
Very good Excellent
Recruitment is the process is seeking out and attempting to attract individuals in external labor markets.Recruitment is an intermediate activity whoseprimary function is to serve as a link between human resource planning on the one hand and selection on the other.The primary source of information for recruiting people should be
o o o o
Managerial Testing Recruiters themselves Job analysis 9. who are capable of and interested in filling available job Vacancies .R Manager
Very good Excellent 8.Job specification of the response of the employee Yes/No
7. G. Replenish Or Reinforce.Situational
Stress 3. To Recruit Means To Enlist.Attitude of H.
.How candidates are recruited in the company
Written exam & Interview Written exam.Best way to recruit people
o o o
Advertisement Walk-ins Search firms 4.Response given by the staff about their query Agree/Disagree 5.
in organization and retirement policy. training and selection to meet the specified requirement.Recruitment begins by specifying the human resource requirements. 3 Anticipated needs refer to those movements in personnel which an organization can predict by studying trends in the internal and external requirements. 2 A linking activity as it brings together those with the jobs(employer) and those seeking jobs(prospective employees). and prospectus they offer. The two categories of internal sources including a review of the present employees and nomination of the candidates by employees. term and conditions.
The aim of recruitment is the information obtained from job description and job specification along with precise staffing standards from the basis for determinig manpower requirement to attain the organizational objective. and enthusiast people who meet the requirement to respond to the initiation by applying for the jobs. deaths and accidents and illness give rise to unexpected needs. anticipated and unexpected planned need arise from changes.
Features Of Recruitment:
1 Process or series of activities rather than a single act or event.
. communicating the information about the jobs.
INTERNAL SOURCE OF RECRUITMENT
Internal Transfer/Promotion with necessary screening.
Recruitment Needs Are Of Three Types:
1 Planned. 2 Resignations. It would be desirable to utilize the internal sources before going outside to attract the candidates. initiating activities and actions to identify the possible sources from where they can be met.
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. Labor. 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.Merits and Demerits of Internal Recruitment. 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. Increase in Morale Recruitment through the internal sources.Limited choice. they do not leave the enterprise. 2. As a result of this policy labour turnover is reduced and the status of the company increases. the old people run the enterprise with the old ideas and experience. their morale will be boosted and their work efficiency will increase. As a result.
Following are the merits of the internal source of recruitment. 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.
5. 3. 1. increases the morale of the employee.
Merits. 2. More over. 4. Every body in the organization know that they can be promoted to a higher post. particularly promotion.turnover is Reduced When the employees know that they can be promoted to higher posts.
The internal source of recruitment of employees suffer from the following demerits: 1. these employees do not need extensive training because they already know about all the works of the enterprise.
the system of recruitment from external sources is not free from defects.
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 superiors usually select their favorites.Decrease in Morale of Existing Employees.Encourages Favoritism. By adopting the system of external recruitment the chances of promotion of the present employees come to an end. 2.The internal recruitment of the employees reduces the area of choice.
The external recruitment has the following merits: 1. Recruitment through external source brings in new persons with modern ideas which can be profitable for the organization. 3. Sometimes even a less capable person is selected which harms the enterprise.
Demerits.Entry of young blood.Less Chances of Favouritism. generally the personal impression of the managers about the employee is given preference for selection. under this system of recruitment. Internal source encourages favoritism in this system. The use of external source of recruitment increases the number of candidates and widen the choice. In this system . The managers judge the capabilities of the applicants and select the best ones for appointment. Its chief demerits are: 1.Wide choice. All the candidates.
In spite of many merits. The reduction in the area of choice means less number of applicants. Since there is no hope of any promotion the morale of the employee decreases and they do not perform their work with dedication.
. The choice is to be made out of people working in the enterprise. are new for the managers and this exclude the possibility of favouratism. 3.
sex. race. residence or any of them. Except in cases which are covered by Article 46 of
There are chances of wrong selection due to non-availability of information in case of external recruitment. of or any local or other authority within a state or union territory).Costly Source. caste. long selection process and training after selection which increases organizational expenditure. they leave the organization at the first available opportunity. If the wrong selection will upset the working condition of the organization. in the directive principles of state policy. 4. on ground of religion. and as a
result an increase in the labour-turnover which lowers the prestige or the reputation of the enterprise. 5. The external source of recruitment involves expensive advertisement. place of birth. 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. descent. be negligible for an discriminated against in respect of any employment or office under the state.
The constituent ensures.2. When the employees know that they cannot be appointed on high posts in the enterprise.Detorioration in Labour-Management Relationship.” “ Article 16 (3): Nothing in this article shall prevent parliament from making any law persuading.Increase in Labour-turnover. in regard to a class or classes of employment on appointment to an office (under the govt. scheduled tribes & other weaker sections. certain safeguards for scheduled castes. 3.Chances of Wrong Selection.
LEGAL & POLITICAL CONSIDERATIONS
The constitution provides for the following as the fundamental rights of a citizen: “ Article 16 (1): No citizen shall. any requirement as to residence within that State or Union Territory prior to such employment or appointment.
CONCEPTUAL FRAME WORK OF
To design entry pay that competes on quality but not on quantum. there can be no discrimination in the matter of employment anywhere in the country for any citizen.
To infuse fresh blood at all levels of the organization.the constitution.
To induct outsiders with a new perspective to lead the company.
To seek out Non Conventional development grounds of talent.
Locating and developing the sources of required number and type of employees.
To devise methodologies for assessing psychological traits.
Encouraging the identified candidates to apply for jobs in the organization. To develop an organizational culture that attracts competent people to the company. required from the candidate.
To search or head hunt/head pouch people whose skills fit the company’s Values. number of persons to be recruited.
Identifying the prospective employees with required characteristics. terms and conditions of employment and at the time by which the persons should be available appointment etc.
Evaluating the effectiveness of recruitment process. the job and the terms and conditions of service. To search for talent globally and not just within the company. Communicating the information about the organization. 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.
OBJECTIVES OF RECRUITMENT
To attract people with multidimensional skills and experiences that suit the present and future organizational strategies.
As soon as
. recruitment. placement. 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. maintenance. 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. 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.RECRUITMENT PROCESS
Human resource Management classically pertains to planning. 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. It is easy to see why recruitment has accorded such a high position out of the various facets of human resource management. The immediate conclusion that follows from this is that the prime movers of the organisation are the individuals. compensation.
METHODS AND TECHNIQUES OF RECRUITMENT
In a company recruitment sources indicates where human resources may be procured. development. the recruitment methods and techniques deal with how these resources should be tapped. selection. welfare etc. 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. induction.
THIRD PARTY METHOD Company procedure:
Following includes in the procedure
Job Annalysis Form Job Specification Form Interview Schedule Application Form for Employment Interview Assesment Form
JOB ANALYSIS FORM
Job Title…………………… …………….. There are commonly three methods of recruitment which company follows:
.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. Job summary: Work performed:……………………………………………………… Major duties :………………………………………………………..…………………………… Code No…………………………… Reason for the job…………………………… Supervised.. Department…………………………………… Analyst…………………………. …………………… Wage or salary range………………………………………………… Relation to other jobs: Promotion from………. Promotion to………………….DIRECT METHOD 2.…… Date…… Location………………………. INDIRECT METHOD 3.
. Must be able to concentrate when operating. Preferably High School Certificate. 3. (b) Extent of supervision………………….
.Other tasks :………………………………………………………… Equipment/Machines used:……………………………………………. Requires one month experience to learn job duties and to attain acceptable degree of proficiency. Working Condition…………………………………………………… Skill Requirements: Education: (Grade or Year) Training : Job experience : (a)Type of experience……………………. (b)For equipment and machinery……………… (c)For work of others…………………………. 2.. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and productions orders. Job knowledge : (a) General…………………………… (b) Technical……………………………… (c) Special……………………………………… … Responsibility : (a) For product and material ……………………. EDUCATION : Ability to read and understand production orders and to make simple calculations. PHYCIAL EFFORT: No special physical effort is required. REQUIREMENTS 1. (b)Length of experience…………………… Supervision : (a) Positions supervised……………………. TRAINING AND EXPERIENCE: No special training required . SUPERVISION : Routine checking and no close supervision required.. 4. (d)For safety of others…… Physical Demands : Physical efforts Surroundings Hazards Resource fulness
JOB SPECIFICATIONS FORM
Job Title : Drill Operator Department……………………… Job Code…………………… Date……………………………. 5.
IDENTIFYING SOURCES OF RECRUITMENT On the basis of Manpower Requirement Form a recruitment source is identified.PROCEDURE STEPS
1.Specific but no detailed instructions.
The BHEL has the following way which it follows for recruiting the person
A. 6. C.
All "Manpower Requirement "Forms are maintained by the HRD Department. 2. The source of recruitment could be external or internal.
The HRD Department initiates activity on the recruitment once the "Manpower Requirement" form is approved by MD. D. 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.
. Responsible for own work only. the Manpower Requirement Form is dually filled by the HOD/Group Manager of the concerned department and forwarded to the HRD Department. INTERNAL SOURCE OF RECRUITMENT
Internal Transfer/Promotion with necessary screening.MAN POWER RECRUITMENT
As and when the need arises . B.PURPOSE The purpose of the company is to define the procedure of Recruitment & Selection in the company. Only routine responsibility for safety of others.RESPONSIBILITY The Responsibility is on the Manager-HRD/Operations Director-EAI Systems/Operation Director-TPB-India.SCOPE The scope of the company is to find the individuals seeking employment in the company. training and selection to meet the specified requirement.AUTHORITY The Authority in the company is commenstrate with responsibility
experience and all other necessary details. Sometimes in a company the employees are given prizes for recommending a candidate who has been recruited. adequate. Promotions and Transfers within the plant where an employee is best suitable improves the morale along with solving recruitment problems. and employees have prepared themselves for promotion. internal sources can be used effectively if the number of vacancies are not very large. Again. Usually. These measures can be taken effectively if we established job families through job analysis programmes combining together similar jobs demanding similar employee characteristics.
Therefore. educational and technical institute. 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. 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. In consultant we considers the employment agencies. employee records are maintained. jobs do not demand originality lacking in the internal sources. it has been pointed that it gives rise to cliques posing difficulty to management. employee can be requested to suggest promising candidates. 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. The usefulness of this system in the form of loyalty and its wide practice.The COMPANY suggests that the effective utilization of internal sources necessitates an understanding of their skills and information regarding relationships of jobs.
apprentices. Indeed . Usually this company facilitate recruitment of technical and professional personnel. utilizing testing to classify and used advance techniques of vocational guidance for effective placement purposes. finance. There is an increasing emphasis on recruiting students from different management institutes and universities' commerce and management departments by recruiters for positions in sales. Our company have developed markedly in large cities in the form of consultancy services. recruitment of these candidates must be based on realistic and differential standards established through research reducing turnover and enhancing productivity. They do not merely bring an employer and an employee together but computerize lists of available talents. labor and mail applicants. They are not recruited for particular positions but for development as future supervisors and executive. they effectively assess the needs of their clients and aptitude and skills of the specialized personnel. this source provides a constant flow of new personnel with leadership personalities. Educational and technical institutes also forms an effective source of manpower supply. Vocational schools and industrial training institutes provides specialized employees. and trainees for semiskilled and skilled jobs.casual. The enterprise depends to some extent upon casual labour or"applicant at the gate" and mail applicants. Persons trained in these schools and institutes can be placed on operative and similar jobs with a minimum of in plant training. However. The candidates may appear personally at
. accounting. These students are recruited as management trainees and then placed in special company training programmes. Because of their specialization. trade unions and other sources. personnel and production.
the candidates visiting the company must be received cordially. Trade unions are playing an increasingly important role in labour supply. attracts employees of competitors looking for a change or good prospectus for employment.
All related documents of Advertisements released are maintained in the "Advertisement" file. In several trades. older workers and physically handicapped for specific positions where they are best suitable. several organizations develop sources through voluntary organizations such as clubs. they make it a point the employees laid off are given preference in recruitment. It also provides measures for a good public relations and accordingly . Despite these limitations. In industries where they do not take active part in recruitment.the company's employment office or send their applications for possible vacancies. they supply skilled labour in sufficient numbers.
The advertisement is drafted by HRD Department in consultation with the concerned Department. and use the "situation wanted" advertisement in newspapers. Prompt response to these applicants proves very useful for the company.
All recruitment advertisements are placed centrally by the HRD Department. They also determine the order in which employees are to be recruited in the organization. and applicants reveal a wide range of abilities necessitating a careful screening. The company find that this source is uncertain. In addition to the above sources.SCREENING/SHORTLISING
. 3. utilize women. According to company the quality and quantity of such candidates depend on the image of the company in community.SELECTION A . it forms a highly inexpensive source as the candidates themselves come to the gate of the company.
/p. The Interview Schedule include the following requirement. B.m. We are pleased to invite you for a meeting with the undersigned on…………………….INTERVIEW SCHEDULE
Interview schedule is prepared and sent to the concerned Department's HOD. We take this opportunity to thank for the interest you have shown in joining our organisation. Yours sincerely. No TA/DA shall be admissible for attending this interview. We have enclosed a blank personal Data Form. Interview panel and a copy is kept for HRD Department records. Date: Venue: Position:
INTERVIEW CALL LETTER
Date---------------Dear Sir.at………a. For BHEL D.
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.
C.m. Please fill this in and bring with you along with your educational and experience certificates / testimonials in original for the meeting. You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview.PERSONAL DATA FORM Any candidate appearing for an interview in the company is required to
. please confirm this appointment. “___________________________________________________” This has reference to your application for the above mentioned position in our organisation.INTERVIEW CALL The shortlisted candidates are contacted for interview through an interview call letter/telephone call/e-mai l or through the consultants.Resumes
Newspaper/Magzine are screened by HRD Department in consultation with the concerned department.
PF Declaration Forms etc. Induction is organized internally by HRD Department depending on the number of joinees in a month.JOINING FORMALITIES All the new joinees are required to fill-up the relevant papers such as Nominations under Insurance and Gratuity schemes.OFFER AND APPOINTMENT LETTER A candidate selected for appointment is issued an offer letter mentioning the expected date of joining. Manager level is given in the following format ‘BELOW ASSTT. MANAGER LEVEL’ ___________________ Dated :___________________ ___________________ ___________________ LETTER OF APPOINTMENT Dear Mr. 4.
A Detailed Appointment letter is issued after the individuals joins and fills the joining report. and all these records are maintained in their personal files. F.SALARY FIXATION "Staff comparison statement" and " salary proposal" formats are used for this purpose.
Extension of time to join duties is granted to the candidate purely at Management discretion.______________________dated__________ we are pleased to appoint you as____________________ on the following terms and
. On the joining detailed appointment letters are issued as per below mentioned levels:1) APPOINTMENT LETTER Language for below Asst. H. Training needs o f the new joinees are identified as per the procedure.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.__________________________ With reference to the offer letter no.fill in his/her particulars in the prescribed "Personal Data Form"
E. The Interview Assessment include the following form which considers the following information:
G. which includes a staff member from the concerned department and may include an had representative.
The offer and appointment letters are signed to all new joiners.CONDUCTING INTERVIEWS Interviews are conducted by an panel. Induction Training is organized for the new joinees.
However. or full time.C as per rules of the company. However.__________ p. EMOLUMENTS: A) you will be paid following emoluments: Basic Salary : Rs. 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. engage in an insurance agency or commission agency etc. in addition to the terms and conditions mentioned in this letter. 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. b) The employment will be liable to be terminated on either by giving one month’s basic salary in lieu thereof. except para (1): a) You will be liable to be retired on your reaching the age of 58 years or earlier if found medically unfit. or on honorary basis or otherwise. Your place of posting will be at our_________________situated at____________________.m.m. In the event of your confirmation in writing. without the prior written permission of the management. House Rent Allowance Local Travelling Expenses : Rs. subject to the statutory provisions. You will also not hold any office of profit outside the company or engage yourself in any other trade or business either part time. insolence and acts subversive of discipline.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. 3.T. 4. Your hours of attendance shall be regulated to suit the duties entrusted to you from time to time. habitual negligence of
. whether for profit or gain. During the period of your employment. You shall be governed by the rules and regulations of the company in force from time to time. insubordination. you are liable to be transferred to any of our sites/factory/office at the discretion of the management. Gratuity.__________ p. 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. particularly disobedience. that may be applicable to you. You shall also be entitled to benefits like Bonus. 1. ESI & L. 2. The organization shall have the right to have you medically examined as and when considered necessary by a registered medical practitioner or by the Company’s medical officer. PF.
illegal strike. goslow etc. please sign the duplicate copy of this letter in token of your having read. Please note that the court of jurisdiction shall be at New Delhi. NAME SIGNATURE DATE
. if in an inquiry you are exonerated of the charges. Your date of joining the services in the organization is _________________________________ 8.duties. you shall not be entitled to any payment for the period of suspension. habitual late attendance. understood and accepted the terms and conditions mentioned above. distrust. We welcome you to our organization and wish you a successful career with us. pending such inquiry. In case the terms and conditions expressly enumerated above are acceptable to you. 5. 7. 6. absence. In case any misconduct is alleged against you. irrespective of the punishment imposed. 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. In the event you are found guilty of the charges levelled. dishonesty or embezzlement. you will be entitled to full salary as if you were on duty. 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. you are liable to be suspended forthwith without any salary or allowance. 9. This letter is being offered to you in duplicate.