CONTENTS

S.NO. NAME OF THE CHAPTERS

I. INTRODUCTION TO THE TOPIC AND BRIEF

PROFILE OF THE COMPANY
I. Introduction to the topic

II. Brief profile of the company

II. OBJECTIVE OF THE STUDY

III. DETAILS OF TRAINING UNDERTAKEN

i. Research Methodology

ii. Details of Training

IV WORK EXPERIENCE AND OBSERVATIONS

i Data Analysis and Interpretation

ii Observations & findings

V SUGGESTIONS AND CONCLUSIONS

BIBLIOGRAPHY

ANNEXURES
 CHAPTER-1

INTRODUCTION TO THE TOPIC & BRIEF PROFILE OF THE

COMPANY

i. INTRODUCTION TO THE TOPIC

DEFINITION
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:

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

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

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3 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.

2 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.

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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

These sources lie outside the organization.They usally include:

1.New entrants to the labour force.

2.The unemployed-with a wide range of skill and abilities.

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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.

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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.

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 company’s Values.
 To devise methodologies for assessing psychological traits.
 To seek out Non Conventional development grounds of talent.
 To search for talent globally and not just within the company.
 To design entry pay that competes on quality but not on quantum.
 To anticipate & find people for positions that do not exist yet.

Steps on Recruitment Process

The recruitment process consist of the following steps:

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

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  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.

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.

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 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:

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1.DIRECT METHOD

2. INDIRECT METHOD

3.THIRD PARTY METHOD

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 BRIEF PROFILE OF THE ORGANIZATION

BHEL -AN OVERVIEW

INTROCUCTION OF BHEL BHOPAL

Bharat Heavy Electrical Limited (BHEL) is a name, which is recongnized across the
industrial worked. BHEL ranks the top twelve leading international companies in the power
thermal and is the largest engineering and manufacturing enterprise of its and in India. BHEL
has 14 manufacturing division and a host of service divisions and centers spread all over the
country function BHEL’s products and systems are exported in over 45 countries, such as
Azerbaizan, Australia, New Zeland, Greece, Libya, Oman, Malaysia, Bangladesh, Sri Lanka
etc.

BHEL Bhopal plant is the company’s most unity mother plant. Bhopal, the capital city is the
very heart of India with its fascinating amalgamation of scenic beauty history and modern urban
planning. The Heavy Electrical Limited, Bhopal was registered on 29th August, 1956. Foundation
stone was laid on 15th November, 1958 and production started on 1st July, 1960. It was merged
with Bharat Heavy Electrical Limited on 1st January, 1974.

BHEL Bhopal with its satellite units in Jhansi and Bombay offers widest spectrum of
products and service to hydrothermal and nuclear power plants, growth in capacity,
capability and value added turnover and profitability.

The Heavy Electrical Plant BHEL Bhopal has a strength of approximately 9,500
workforce. It offers a wide spectrum of products and services and is engaged in Design,
Manufacture, Installation and Servicing of equipment for Power, Industry (Transmission,
Transportation, Defense, Oil Sector), International operations etc.

Today, BHEL, boasts of wide spectrum of products like switchgear, control gear,
transformers, capacitors, rectifiers, defense controls, bushings, motors, heat exchangers,
traction machines, diesel generating sets, hydro turbines, hydro generators, steam turbines
and is credited with many firsts in these products in terms of size and development.

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 The list of esteemed customers includes most prominent one from public as well as
private sector spread all over the country covering the core sectors of the Indian economy:
Power, Transmission, Industry, Transportation, etc.

An overall focus is laid on customer satisfaction and emphasis on Quality, Cost &
Delivery (QCD). The customer requirements are continuously captured through customer
meets, scope programmes, visits etc. Product Committee and Technical Committee of each
product review the customer requirements and performance feedback regularly. The interface
between customers, BHEL Bhopal. The need for ensuring quality of the products had been
realized by the management since inception. Collaboration with M/s AEI, UK helped in
laying down strong system-based working. The systems, which had been documented, have
been refined and adapted continuously since then ISO: 9001 certification was obtained in
January 1994.

Information Technology has been tapped to streamline the information flow and make relevant
information available to the users. Speed of access and extent of sharing of information has been
radically improved by installation of data communication network interconnecting all servers
and PCs spread across the factory.

Human resources are the backbone of the company. As such, BHEL, Bhopal, invests in
human resources continuously and is alive to their needs improved upon through structured
scope programmes and other opportunities for learning. To improve employees participation
in the growth of the organization, major thrust has been given to the suggestion scheme and
quality circles.

Product technology has been continuously upgraded through in-house development and
or technology collaborations and, as a result several new products have been introduced both
in indigenous and export markets. Ongoing collaborations include those of technology
transfer for compact and energy efficient motors with M/s Siemens, Germany and 3 phase
traction motors and auxiliaries (ABB Technology) through M/s Chittranjan Locomotive
Works Collaboration has also been entered into with M/s Traxis (earlier M/S Holec). Holland
for joint improvement in 3-phase technology covering all equipment for 3-phase EMU
electrics and supply of the initial sets has already been made to Railways for trial on coach’s
transportation.

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 Thrust on capital investment to upgrade and modernize the equipment has been a
continuous agenda of the top management activity. In order to modernize the plant and
machinery renewed thrust has been given in a big machining centres such as boring centres,
universal milling machines etc and around 35 CNC machining and measuring centres.

BHEL, Bhopal has its own material testing and instrument calibration laboratories, which
have been accredited by NABL (National Accreditation Board for Testing and Calibration
Laboratories). The Hydro Laboratory, UHV laboratory and Centre for Electric transportation
are the jewels in the crown of BHEL, for being the only laboratories of their kind in the
entire Asian region.

BHEL, Bhopal had realized its obligations and responsibilities towards the welfare of the
society since the early days of inception and has been continuously working towards
fulfillment of the same. BHEL, Bhopal is now a city in itself which has contributed to the
development of engineering industries, transport industry, commercial and business centres,
satellite colonies, parks, schools, colleges, social forestry, banks, post offices etc. in its
vicinity. On an average and amount of Rs.50 crores per month is paid by company towards
salary payments and supplier payments, which is further rotated into market. BHEL, Bhopal
has obtained ISO 14001l accreditation during 2001.

BHEL, Bhopal being the leading engineering organization, has successfully managed to
over-come the onslaught of global competition. As a strategy, BHEL, Bhopal has been able
to retain the market leadership in its entire product range by putting all efforts on customer
orientation, cost reduction, cycle time reduction, reduction in material consumption,
technology up gradation to minimize the impact of the adverse market conditions on
performance.

BHEL VISION 2002

VISION : A world-class innovative, competitive and profitable engineering enterprise

providing total business solutions.

MISSION : To be the leading Indian engineering enterprise providing quality products, systems
and service in the fields of energy, transportation, industry, infrastructure and other potential
areas.

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 VALUES :

 Meeting commitments made to external and internal customer.

 Foster learning, creativity and speed of response.

 Respect for dignity and potential of individual.

 Loyalty and pride in company.

 Team playing.

 Zeal to excel.

 Integration and fairness in all matters.

COMPANY OBJECTIVES

BUSINESS MISSION: To maintaining a leading position as suppliers of quality,

equipment, system and services in the field of conversion transmission utilization and
conservation of energy for application in the area of electric power, transportation and gas
exploration and industries utilize company’s capabilities and recourse to expand business in
to allied areas and other priority sectors of the economy like defense. Communication and
electronics.

GROWTH: To ensure a steady growth by enhancing the competitive edge of

BHEL in existing business, new areas and international operations.

PROFITABILITY: To provide a reasonable and adequate return on capital employed

primarily through improvements in operational efficiency, capacity utilization and
productivity and general 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 customer service.

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 PEOPLE ORIENTATION: To enable each employee to achieve his potential improve
his capabilities perceive his role responsibilities and success of the company to invest in
human resources continuously and be alive to their needs.

TECHNOLOGY: To achieve technological excellence in operation by development of

ingenious technologies and efficient absorption of adoption of imported technologies to suit
business needs and priorities and provide a competitive advantage to the company.

IMAGE: To fulfill the expectations with shareholders like government as owner,

employers, customers and country at large have for BHEL.

BHEL BHOPAL’S PRODUCT PROFILE

Hydro sets:
Hydro turbines of Kaplan, Francis and pelton types with matching generators,
values and auxiliaries, reversible pump storage sets, mini micro hydro sets, reversible pump
turbine, and butterfly valves.

Thermal Sets:
Steam turbines and generators up to 210MW,nuclear turbine of 236MW with
matching condensers and Heat Exchangers and marine turbine for propulsion of naval frigates,
moisture separator reheater for 500Mw nuclear turbines.

Transformers:
Power transformers up to 400KV, instrument transformer up to 400 KV and
reactors up to 400KV.

Switchgear:
Indoor metal clad oil circuit breakers for 11 KV vacuum circuit breakers
upto33 KV.

Controlgear:
a) Controlgear for industrial applications with air breaks vacuum contractors.

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b) Traction controlgear, controlgear equipment for railways and other traction
applications.
c) Control relay panels for power stations and transformer tap changers application.

Capacitors:
1. Medium voltage and high voltage ratings up to 400KV systems.
2. Non – PCB applicators.
3. Coupling capacitors up to 400KV class.
4. Surge capacitors for protection.
5. Electrical machines.

Traction Equipment:

1. 2600/2400 Hp BG type wDM2 diesel electric locomotives with

2. traction generators as well as alternators rectifier sets.
3. 1380/1250 HP MG type YDM4 diesel electric locomotives.
4. 1400 HPBG type WDs6 diesel electric shunting locomotives.
5. 700 HP BG type WDS8d diesel electric shunting locomotives.
6. 4200 HP 1500 VDC typeWCG2 locomotives.
7. 1500 V BG DC multiple units for Bombay suburban.
8. 25 KV BG electric multiple units for Calcutta, Delhi and madras.
9. 750 V DC metro railways for Calcutta.
10. 600 V DC tramcars for Calcutta.
11. Diesel multiple units for Indian railways.

Rectifier and electronic equipment:

1. Power rectifier equipment.
2. Thyristor converter for speed control of DC motors industrials drives.
3. Power electronic equipment for power station and also for traction equipment

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 CHAPTER II:

OBJECTIVES OF THE STUDY

 To analyse the actual recruitment process in BHEL.

 To evaluate how far this process massege to the purpose underlying the operational aspects of the
industry.
 To evaluate as to how far it is accepted by the employees.

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 CHAPTER III:

DETAILS OF TRAINING UNDERTAKEN

1.) RESEARCH METHODOLOGY

Research is an art of scientific investigation. It is a systemized effort to gain new knowledge

infect, research is an art of scientific and systematic search for pertinent information n on the
systematic topic some people consider research as a movement from known to unknown, it is
actually voyage of discovery.

1. Collection of data :

i. Data types
Basically there are two methods of data collection. These are:
 Primary data: Primary data are those which are collected afresh and for the first time. In
this study the primary data was collected through questionnaire.
 Secondary data: Secondary data are those which someone else had collected and which
have already been passed through the statistical process. Secondary data means the data that
are already available. Secondary data was collected through the books, internet.

ii. Sample size:

The sample size for this study for this study consisted of 50 employees from BHEL.

The method used for sample technique was Convenient sampling because only those people
were asked to fill the questionnaires that were easily accessible and available to the
researcher.

2.) Analysis and interpretation of data:

The data collected through questionnaires is analyzed using Bar Graphs and Pie charts.

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3.) Limitations of the study:
Important limitations of this study are highlighted below:

 In this research study time was the main limiting factor due to which deep study of the
topic was not possible.
 Non-response on the part of respondent was another constraint faced in conducting this

2.) DETAILS OF TRAINING

The recruitment and selection process consists of filling of various forms which are
related to the job /current opening in the organization.
The various forms are named as under:-
1. Job analysis form
2. Job specification from
3. Interview schedule
4. Application form for employment
5. Interview assessment form

1. JOB ANALYSIS FORM

Definition of job analysis:

Job analysis deals with the anatomy of the job ..It is the complete study of the job
embodying every known and determinable factor,including the duties and
responsibilities involved in its performance;the condition under which performance
is carried on; the nature of the task.
“Harry L.Wylie”

The job analysis form describe the job title, location, department, analyst,
reson for the job, supervised etc.
It also provided job suggestion included:-
 Work performed
 Major duties
 Working condition

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 refer to the job analysis form of BHEL in the annexure no. 2

2. JOB SPECIFICATION FORM

The Job specification form describe the job title, department, job code etc.

The requirement of the job specification are:-

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.

refer to job specification form of BHEL in the annexure no. 3

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 3. INTERVIEW SCHEDULE
Refer to the interview schedule of BHEL in the annexure no. 4

4. APPLICATION FORM FOR EMPLOYMENT

The application form for employment describe the personal details of the
employee such as:-
Name,Adress,E-mail,Date of birth,Martial status,etc

refer the application form for employment of BHEL in the annexure no.5

5. INTERVIEW ASSESSMENT FORM

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 please refer to annexure
no.6

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.

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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.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.

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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.

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 CHAPTR-IV

Work experience and observation

1. DATA ANALYSIS & INTERPRETATION

1.Which are the factor that a candidate consider before applying to a company.

o Reputation of the company

o Salary Package1.
o Working Environment
o Job Prospect
o Location of the Company
o Career growth opportunity

Reputation of the company 17%

Salary Package 16%
Working Environment 28%
Job Prospect 11%
Location of the company 5%
Career growth opportunity 23%

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 17%
23%

5%
11% 28%

16%

Reputation of the Company Working Environment Salary Package

Job Prospect Location of the Company 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.

2. What do you thing is the most reliable type of interview

o Behavioral
o Situational
o Stress

Options % Of
Respondents
Behavioral 36%
Situationl 21%
strees 7%
Structured 36%
Total 100%

MOST RELIABLE TYPE OF INTERVIEW IS

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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: -

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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 Assessment Interview followed by Personal Interview. Candidates will
be invited for Psychometric Test and/or Behavioral Assessment Interview followed by
personal interview, in order of merit on the basis of Written Test performance. In case of
a tie at cut-off marks, all the candidates scoring cut-off marks will be called for
interview.

The candidates are advised to ensure while 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 after appointment, his/her
services are liable to be terminated without any no

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3. What according to you best way to recruit people.

o Advertisement
o Walk-ins
o Search firms

Options % Of
Respondents
Advertiesment 40%
Walk-in 25%
Search firms 15%
Variable 20%
Total 100%

BEST WAY TO RECRUIT PEOPLE

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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.

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4. What according to you is the best way the recruit the employees.

o Written exam
o Written exam & Interview
o Written exam, G.D Interview
o

Options No. Of
Respondents
Written exam 85%
Written exam and Interview 6%
Written exam,G.D.interview 9%
Total 100%

HOW CANDIDATES ARE RECRUITED IN THE COMPANY?

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

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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

30
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.

31
5.Do you thing the job specification helps in the selection of a candidate in a job.

Options Percentage of Respondents

Yes 97%
No 3%

Total 100

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
company’s perspective it is a good sign for the overall growth & development. Still some employees who
comprised only 2.33% of my sample study

6. What according to you is the primary source of information for recruiting people .

32
 Options Percentage of
Respondents
Managerial 40%
Testing 20%
Recruiters themselve 15%
Job analysis 25%

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.

33
7. How would a want the application blank form provided by a company.

Options Percentage of
Respondents
Good 10%
Very good 35%
Excellent 55%
Total 100

Chart Showing Opinion about BHEL Company's

Application Blank

10%

55% 35%

Good Very Good

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 .

8. Do you feel the job evalution and job analysis helps in manpower recruitment in the
company.

34
 Options Percentage of
Respondents
Good 5%
Very good 10%
Excelent 85%
Total 100

9. Are you satisfied with the existing recruitment system of the company.

35
 o 10%
o 70%
o 20%

Options No. Of Respondents Percentage of

Respondents
Yes 70%
No 20%
Confused 10%
Total 100

36
 10. What change do you feel are recquirdn in the existing recruitment and selection policy.
o Yes
o no

An example of a Questionnaire circulated among executives Yes No No Response

1. Are you in support of recruitment policy? 40% 50% 10%

2. Whether the existing recruitment policy is linked to 40% 50% 10%

productivity?

3. Do you feel that manpower recruitment has been

10% 80% 10%
rationalised by way of automation?

4. Whether the existing recruitment policy is getting

70% 20% 10%
will supports for the top management?

5. What are the benefits you are deriving from the existing
recruitment policy?

a) Reduction on labor cost?

60% 30% 10%
b) Effective utilisation of human resources?
25% 65% 10%
c) Maintaining timing in recruitment and staffing
schedule? 60% 30% 10%

6. Do you feel that job evaluation and job analysis helps in

manpower recruitment in your organisation?
85% 5% 10%
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% 80% 10%
9. Are you satisfied with the existing recruitment system of
the organisation?

10. Do you feel that performance appraisal helps in

recruitment process? 30% 60% 10%

11. Do you feel that training will effect to recruitment

process?
35% 55% 10%
12. Do you think job rotation will affect the recruitment

37
 policy?

65% 25% 10%

13. How are you controlling the shortage and excess of

manpower?
65% 25% 10%
A) By employing casual worker

b) By employing extra hours

50% 40% 10%
c) By lay off / retrenchment

90% Nil 10%

90% Nil 10%

Nil 90% 10%

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.

38
AN EXAMPLE OF QUESTIONNAIRE CIRCULATED AMONG
EMPOLYEES/ WORKMEN: Yes No. No.

Response
1. Are you satisfied with the existing recruitment policy in your 25% 65% 10%
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 optimum 75% 15% 10%
utilisation of existing manpower?
6. Do you feel that recruitment of lower level staff from 50% 40% 10%
external source is desirable than internal source?
7. Do you feel that training imported by your organisation 60% 30% 10%
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

39
OBSERVATION AND FINDINGS
 Under recruitment Procedures Requisition System is incorrect because the replacement
does not require fresh approval, unless it is in place of termination.

 The data banks are not properly maintained.

 The dead bio-data are never being destroyed.

 Proper induction is not given to all the employees. It reserves to only a few levels.

 Salary comparison is not justifies. Old employees are demoralized by getting less surely
then new employee.

 Salary fixation has a halo effect .

 Recruitment procedure is not fully computerized.

 Manpower’s are recruited from private placement consultancy, who are demanding high
amount of fees, where as HRD Department is not fully utilised to recruit manpower by
advertisement.

 Before recruitment cost benefit analysis is not done properly. It causes manpower surplus
which makes loss in the industry.

 Manpower is recruited from reliable source however efficiency does not recognise.

40
 CHAPTER V:

SUGGESTIONS AND CONCLUSION

SUGGESTIONS

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.

41
 CONCLUSION

Various sector wise companies are playing neck to neck in the Business World. In today’s
competition , every one wants to be leading player. Every organization requires some unique
features to lead the market. Making present practices best, better then best and working on
innovation is the demand to survive in future.

Through this report, we can conclude that, difference in the sector creates difference in the
selection criteria, and this is because of the demand of task. In this report we have included
different sectors with there recruitment process. Some time organization needs Managerial
Skills, some time Technical skills, some time they prefer Communication Skills. It depends on
the job description for the particular position. According to the requirement they brought
changes in selection criteria. This thing shows the flexibility in process which gives more
effective results in the form of efficient candidates for organization.

Studying the recruitment procedures of BHEL., analysing the respondents answers, 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.

42
TEXT BOOKS

 Rao P. Subba, “Essentials of Human Resource And Management Relations”, Himalaya

Publications, Second edition and Revised print 2007.
 Decenzo David A., “Personnel /Human Resource Management” Publisher: Prentice Hall India,
page 50.
 Agrell Tina, “Recruitment Techniques For Modern Managers”
 Memoria C.B. “Personnel Management”
 Aswathappa K. “Human Resources and Personnel Management”
 C. B. G “Human Resource Management”
 Robbins Stephen “Organizational Behavior” 9th edition by Prentice Hall International.
 Armstrong Michael And Murlis Helen “The art of HRD, reward management”, volume 9.
 Bhatia S.K. “Performance management, concepts, practices and strategies for organization
success”.
 MEMORIA, C.B., “ PERSONNEL MANAGEMENT”, NEW DELHI , Himalaya
Publishing House , 1997

 GHOSH, Human Resource Management, Sunrise Publication, New Delhi

 Literature on “PRIVATE & PUBLIC SECTOR FIRMS”

 Kothari, C.R. Research Methodology, New Delhi, Vices Publishing House Pvt.
Ltd.1978.

NEWS PAPERS:
• Times of India
• Economic Times
• Hindustan times
• Danik Bhaskar

MAGAZINES:
• India Today
• Business World
• Monthly Magic

43
WEBSITES

 www.bhel.in

ANNEXURES

44
 Questionnaire
1.Which are the factor that a candidate consider before applying to a company.

o Reputation of the company

o Salary Package1.
o Working Environment
o Job Prospect
o Location of the Company
o Career growth opportunity

2. What do you thing is the most reliable type of interview

o Behavioral
o Situational
o Stress

3. What according to you best way to recruit people.

o Advertisement
o Walk-ins
o Search firms

4. How candidates are recruited in the company

45
 o Written exam
o Written exam & Interview
o Written exam, G.D Interview

5.Do you thing the job specification helps in the selection of a candidate in a job.

Yes/No

6.What according to you is the primary source of information for recruiting people .

o Managerial
o Testing
o Recruiters themselves
o Job analysis

7.How would a want the application blank form provided by a company.

Good
Very good
Excellent

8.Do you feel the job evalution and job analysis helps in manpower recruitment in the
company.

o 5%
o 10%
o 85%

9.Are you satisfied with the existing recruitment system of the company.

o 10%
o 70%
o 20%

10.What change do you feel are recquirdn in the existing recruitment and selection policy.

46
 o Yes
o no

Following includes in the procedure

Job Analysis Form

Job Specification Form

Interview Schedule

Application Form for

Employment

Interview Assesment Form

47
 ANNEXURE-2:-

JOB ANALYSIS FORM

Job Title……………………

…………….…… Date…… Location ………………………..

Department…………………………………… Analyst………………………….
……………………………

Code No……………………………

Reason for the job …………………………… Supervised.. ……………………

Wage or salary range…………………………………………………

Relation to other jobs: Promotion from……….. Promotion to…………………..

Job suggestions:

Work performed:………………………………………………………

Major duties :……………………………………………………….

Other tasks :…………………………………………………………

48
 Equipment/Machines used:…………………………………………….

Working Condition……………………………………………………

ANNEXURE-3:-

JOB SPECIFICATIONS FORM

Job Title : Drill Operator Department………………………

Job Code …………………… Date……………………………..

49
 ANNEXURE-4:-

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.

50
We are pleased to invite you for a meeting with the undersigned
on…………………….at………a.m./p.m. please confirm this appointment.

We have enclosed a blank personal Data Form. Please fill this in and bring with you along
with your educational and experience certificates / testimonials in original for the meeting.

No TA/DA shall be admissible for attending this interview.

You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview.

We take this opportunity to thank for the interest you have shown in joining our
organisation.

Yours sincerely,

For BHEL

51
 ANNEXURE-5:-

APPLICATION FORM FOR EMPLOYMENT

CONFIDENTIAL

Refrence (including Position Time for

advt. ref. if any)
Applied 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. Mob.

52
 Tel. Off. E-mail (Personal)

Date of Birth Age Place of Birth State

Martial Status: Married/ Single Children: Male of age

Female of age

EDUCATION: Details of all examination passed from matriculation or equivalent onwards

Exam/Degree/ School/ Year of Branch of Class/ Regular/Part Time/

College/ Correspondence
Diploma/ Passing Study Grade/
University Electives/
Certificate Division &
Specialization % of

Subjects marks

State reasons for gaps in studies, if any:

Academic Achievements:

PROJECT WORK/PUBLICATION/THESIS

Organization Details From To

53
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 No. of employees in the orgn.

Sales Turnover of your unit No. of employees in your unit

54
No. of employees in the Dept. you work No. of Executive No.of -Non- Executive

No. of Direct report: No. of Executives No. of Non-Executive

List your 3 core competencies List 3 Key Achievements in your career

1. 1.

2. 2.

3. 3.

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

55
Organisation Chart: Current Responsibilities

56
Previous Employment Details: (Start from recent employment)

Name of the Period Position Position Brief description of Last drawn

organizatio Joined Last Held responsibilities Gross salary
From To
n
Per month

Present Remuneration Drawn:

A. Monthly:

Basic DA HRA/Lease Conveyance Any other Total Total p.a.

p.m.
(mention details)

B. Annual:

LTA Variable pay/Bonus Medical Any other Total p.a.

C. Other Terminal Benefit p.a.

57
Pf Superannuation Gratuity Total

p.a.

D. Gross p.a.

(Total of A, B & C)

E. Other perk not included in Gross

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

GENERAL

Language Known

Language Read Write Speak

58
1. Have you any relative working in BHEL? Yes/No

If yes please give details : Name Relationship

Designation Unit / Department

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: Yes/No

6. Extra Curricular Activities:

59
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. 2.

Any other information you would like to add:

ANNEXURE-6:-

INTERVIEW ASSESSMENT

60
Interview assessment Format is filled up by the interview panel immediately after the interview
and all the relevant papers are forwarded to the HRD Department at the earliest. The Interview
Assessment include the following form which considers the following information:

INTRVIEW ASSESSMENT FORM

Interviewee’s Name Date 2006

Post Applied For Venue

1. 2. 3.

ASSESSMENT FACTORS RATING REMARKS

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 D=Below Average

Overall strong points

Overall weak points

61
Written Test/Remarks

Reason for leaving

Remuneration Expected

Suitable for any other

Deptt./job

Comments, if any

Selected Not- Selected Keep Pending Call for final Interview

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

62
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.

63
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):

64
 a) You will be liable to be retired on your reaching the age of 58 years or earlier if found medically
unfit. The organization shall have the right to have you medically examined as and when considered
necessary by a registered medical practitioner or by the Company’s medical officer.

b) The employment will be liable to be terminated on either by giving one month’s basic salary in lieu
thereof. However, no notice would be necessary to be given by the organisation if in their opinion you
are found guilty of any gross misconduct as generally understood in employment, particularly
disobedience, insubordination, insolence and acts subversive of discipline, habitual negligence of
duties, distrust, dishonesty or embezzlement, illegal strike, habitual late attendance, absence, go-slow
etc.

5. In case any misconduct is alleged against you, you are liable to be suspended forthwith without any
salary or allowance, pending such inquiry, if in an inquiry you are exonerated of the charges, you will be
entitled to full salary as if you were on duty. In the event you are found guilty of the charges levelled,
irrespective of the punishment imposed, you shall not be entitled to any payment for the period of
suspension.

6. The above mentioned “terms and conditions of services” shall prevail so long as the same are not either
modified or they will also be subject to such other and further rules and regulations which may be
notified by us by putting a notice in writing on the notice board put inside the premises.

7. Your date of joining the services in the organization is _________________________________

8. This letter is being offered to you in duplicate. In case the terms and conditions expressly enumerated
above are acceptable to you, please sign the duplicate copy of this letter in token of your having read,
understood and accepted the terms and conditions mentioned above.

9. Please note that the court of jurisdiction shall be at New Delhi.

We welcome you to our organization and wish you a successful career with us.

Yours sincerely,
For BHEL
AUTHORISED SIGNATORY

65
ACCEPTANCE

I have clearly understood the terms and conditions mentioned in this letter of appointment and I hereby
accept the same.

NAME SIGNATURE DATE

66
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 month’s basic salary on either side.

4) Salary Details:

Your Basic Salary will be Rs. ………………./- p.m.

(Rupees ……………………………………………… only)
In addition you will be entitled to House Rent Allowance of Rs. ………………/- p.m.
(Rupees ………………………………………………only)
You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of
Rs. ………………/- p.m. (Rupees ……………………………………. only)

67
 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 SIGNATURE
DATE

68
 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 month’s basic salary per completed
year of service. Your first entitlement for LTC will be on completion of 12 month’s service with the
Company.  

69
 4) Place of Posting: …………………………. However, you would be liable to be transferred/posted at
any of the existing or proposed locations of the company or its sister/associate companies at the sole
discretion of the management.

Your services are liable to be terminated without assigning any specific reason, whatsoever by giving you one
month’s basic salary or one month’s notice. Likewise you would be free to leave the services of thew company
by giving one month’s notice or basic salary to the company.

The company normally does not permit employees to engage in any other business or
work, either directly on their own account or indirectly and you will be expected not to
do so without prior consent of the company in writing.

You will be governed by the rules and regulations of the company as applicable in force,
amended or altered from time to time during the course of your employment.

You will automatically retire from the services of the Company on attaining the age of 58
years. You may be retired earlier if found medically unfit.

Please sign the duplicate copy of this letter signifying your acceptance and return it to us.
We welcome you to our organisation and wish you a successful career with us.

With best wishes.

Yours sincerely,
For BHEL

AUTHORISED SIGNATORY

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

NAME SIGNATURE DATE

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

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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) DOCUMENTATION

1. Individual personal files are maintained.

2. Computerised Personal details are maintained.
3. After separation also the personal files are maintained of ex-employees.
4. Position wise Data Banks are maintained for future reference.
5. The following formats shall be generated as a result of implementation on this procedure.

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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

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