1.

MAJOR RESEARCH POJECT

ON

“CONTRACT LABOR CELL”

submitted for completion of the requirements for Bachelors in Business Administration for session 2020-23

SUBMITTED TO: SUBMITTED BY:

MS. NEHA TAAK ANMOL KUMAR BALIAN

HEC PG COLLEGE HARDWAR

(Affiliated to HNB Garhwal University ,Srinagar-A Central University)
Laksar Road, Jagjeetpur Hardwar- 249408 (UTTRAKHAND)
2.

CANDIDATE’S DECLARATION

I, Anmol Kumar balian hereby declare that the Summer Training Report, entitled “A
study of the Recruitment and Selection Process at Bharat Heavy Electricals Ltd.”,
submitted to the HEC PG College Hardwar in partial fulfillment of the requirements
for the award of the Degree of Master of Business Administration is a record of
original training under gone by me under the supervision and guidance of MRS.
NEHA TAAK and it has not formed the basis for the award of any Degree/Fellowship
or other similar title to any candidate of any University/Institution.

Date: Signature of the Student

This is to certify that the statement made by the candidate is true to the best of my
knowledge and belief.

Signature of Guide

MRS. NEHA TAAK

Signature of Director
3.

AKNOWLEDGEMENT

I hereby acknowledge all those who directly or indirectly helped me to draft the
project repot. It would not have been possible for me to complete the task without
their help and guidance

I take this opportunity with great pleasure to present before you this project on “A
study of the Recruitment and Selection Process at Bharat Heavy Electricals Ltd.”,
which is a result of co-operation, hard work and good wishes of many people.

I would like to thank MRS. NEHA TAAK who has been my mentor for this project. It
was only through his excellence assistance and good suggestions that I have been
able to complete this project.

I would like to express my appreciation towards my family for their encouragement

and support throughout this project.

With all the heartiest thanks; I hope my final project report will be a great success and
a good source of learning and information.
4.

LIST OF CONTENTS
TITLE PAGE NO.

CANDIDATE’S DECLARATION 2

AKNOWLEDGEMENT 3

CHAPTER- 1 5

INTRODUCTION 6

CONTRACT LABOUR ACT 7

ADVISORY BOARDS 8

DOCUMENTS REQUIRED FOR 9

REGISTRATION

EFFECT OF NON-REGISTRATION 10

RESPONSIBILITIES OF THE 11
CONTRACTOR

OBJECTIVES OF CONTRACT LABOUR 12

QUESTIONAIRE 13

CONCLUSION 19
5.

CHAPTER – 1
INTRODUCTION
6.

CHAPTER-1
INTRODUCTION
AN INTRODCUTION TO CONTRACT LABOUR CELL:

Contract labour is the system of employing labourers

through a contract by a contractor for a specified period. A workman is
known as a contract labourer when they are assigned to a work of an
establishment for a specific period through a contract by a contractor with or
without the knowledge of the principal employer.

Contract labour, the labour of workers whose freedom is restricted by

the terms of a contractual relation and by laws that make such
arrangements permissible and enforceable. The essence of the contract
labourer's obligation is his surrender for a specified period of the freedom to
quit his work and his employer.
7.

Contract Labour Act

The Contract Labour (Regulation and Abolition) Act, has been enacted by
the Indian Legislature from the year 1970. The act intends to prohibit the
employment of contract labour in certain circumstances and to regulate
the working conditions of contract labour during employment. In this
article, we look at the Contract Labour Act applicable in India in detail.

Applicability of the Act

The Contract Labour (Regulation and Abolition) Act applies to the following
entities:

 It applies to any establishment in which twenty or more workmen are

employed on any day of the of the accounting year as contract labour.
 It applies to any contractor who employs or who employed twenty or
more workers on any day of the accounting year.
 Also, it does not apply to the establishments if any work performed in
the intermittent nature.
 It does not apply to the establishments if any work not performed for
more than one-twenty days in a year.
 It does not apply to the establishments situated in the special
economic zone(SEZ).
 It does not apply to the establishments if any work performed in the
seasonal nature for more than sixty days in a year.
8.

Contractor under section(2) of the act

A contractor is a person who takes over the responsibility to produce a
given result for the establishment, other than a supply of goods or services
of manufacture to such establishment, through contract labour or the
person who provides contract labour for any work of the establishment
and includes a sub-contractor.

Advisory Boards
The central Government under section 3 is excepted to set up the Central
Advisory Contract Labour Board on activities relating to the administration
of the act.

The Central Board should consist of the following are

 The Chairman to be appointed by the Central Government.

 The Chief Labour Commissioner (Central).

Central Advisory Board

The number of members, which does not exceeds seventeen but should
not be less than eleven, as the Central Government may specify to
represent the government, the Railways sector, the coal industry, the
mining sector, the contractors, the workmen and any other sector with the
opinion of the Central Government have to represent on the Central
Board.

Registration of Establishments Employing Contract

Labour
9.

Every establishment which proposes to employ contract workers for its

work is required to obtain a certificate of registration from the appropriate
Government.

The procedure for registering establishment employed with contract

labour are explained here.

 The employer should approach the Registering office with Application

for registration in Form No I and along with the receipt representing
payment of the prescribed fee.
 If the application for registration is fulfilled in all aspects, the
registering officer can register the establishment and grant the copy
of the registered certificate in Form-II.

Every certificate of registration will contain the following

 The name and address of the establishment.

 The maximum number of workers to be contracted as contract labour
in the establishment.
 The type of business.
 Other important particulars, if any.

Documents Required for Registration

The required documents are to be produced by the contractor to the
employer for approval. They are

 Copy of the report showing the legal status of the firm.

 Photograph of the document showing allotment of PF Code No.
 Copy of receipt/cover note/insurance policy received.
 Copy of challans showing remittance of security deposit.
10.

 The license fee to receive the labour license.

Note: Contractors should in an application Form for engaging contract

labour every month or a new entry.

Effect of Non-Registration
In case an establishment required to be enrolled under Section 7 has not
been recorded within the time specified for the purpose under that
section, then the punishment will be given as per section 36.

Licensing of Contractor
Every contractor who has employed twenty or more workers on any day of
the month has to obtain a license for engaging contract labour working for
any establishment.

The authorised licensing officer will issue the license as per the provisions
under section12.
11.
Responsibilities of the Contractor
The following responsibilities to be carried out by the contractors are
explained below:

 To get approval from the Employer.

 To obtain a License from the Licensing Authority.
 To submit the monthly printed bill to the firm for payment of the work
done by him starting from the day of the month.
 To present the Name of the Inspector, Wages paid & Abstract of the
Act.
 To maintain Muster roll, Wages, Deductions, Overtime, Fines,
Advance, Wage slips Registers under Section 29.
 To provide Welfare and Health facilities such as Canteens, if labour is
above a hundred members restrooms has to be compulsorily
provided and also drinking water, urinals, latrines, first aid under
section 19.
 To be responsible for the payment of wages before the 7th of each
month under Section 21.
 To disburse the salaries in the presence of the representative of the
employer.
 To distribute employment cards to all the workers by three days of
the start of work.
 To send the half early return in form xxiv after 30 days from close of
the half year, i.e. June and December.
12.

OBJECTIVES OF CONTRACT LABOUR:

The Objective of the Contract Labour (Regulation and Abolition) Act, 1970 is to
prevent exploitation of contract labour and also to introduce better
conditions of work. A workman is deemed to be employed as Contract
Labour when he is hired in connection with the work of an establishment by or
through a Contractor.

Disadvantages of Contract Employment:

 Job security: Even though there is no dearth of opportunities available for

contract employment.

 Tax information: This is the part of legal obligation fulfilling which

sometimes becomes difficult for employees.

 Creating a brand.

 Burden.

 Time management issue.

13.
QUESTIONAIRE

1 2 3 4 5
Strongly Agree Somewhat Disagree Strongly
Agree Agree Disagree
===========================================
1. The top management of BHEL believes that
1.1 Human resources are an important resource 1-----2-----3-----4- - - -5
1.2 Human resources need to be continuously 1-----2-----3-----4- - - -5
developed in systematic manner.

2. HIL imparts/provides training to all 1-----2-----3-----4- - - -5

its employees.

3. HIL has policy of giving training to 1-----2-----3-----4- - - -5

Each employee for updating knowledge & Skills.

4. The training efforts are directed at key 1-----2-----3-----4- - - -5

Business requirement of HIL.

5. In my opinion my training needs are () Yes / No ()

identified
If yes, my training needs are identified by
5.1 My self in the informal discussion 1-----2-----3-----4- - - -5
with my superior.
5.2 My superior 1-----2-----3-----4-----
5
5.3 Training department 1-----2-----3-----4-----
5
5.4 Any other 1-----2-----3-----4-----5

8.5 Any other

6. Training that I have attended was 1-----2-----3-----4-----5 (please specify)
1-----2-----3-----4 5
based on the needs identified by me
and my superior.

7. Training provided to me is based on:

7.1 My current job 1-----2-----3-----4-----5
7.2 Future development 1-----2-----3-----4-----5
7.3 Both Job & Development 1-----2-----3-----4-----5
7.4 Any other 1-----2-----3-----4-----5

8. My nomination to training programme

is based on:
8.1 My own choice 1-----2-----3-----4-----5
8.2 Instruction from my boss 1-----2-----3-----4-----5
8.3 Directive from Training Department 1-----2-----3-----4-----5
8.4 My availability at that time 1-----2-----3-----4-----5

9. Please indicate the number of training Programmes you have

attended during the last two years:
Period Nos. of training Programmes attended
2003-2004
2004-2005

10. I am informed about attending training

Programme (please tick mark)
10.1 More than two weeks in advance 1-----2-----3-----4- - - -5
 10.2 Less than two weeks but more than
One week in advance
10.3 Less than one week but more than
24 hours in advance
10.4 Less than 24 hours in advance
11. I update my knowledge and skills
through
11.1 Self efforts
11.2 On the job guidance from boss &
colleagues
11.3 Structured training programmes
11.4 Any other (please indicate):
(I)
(II)
12. Training programmes on the whole:
12.1 are clear in their objectives
12.2 are well-structured
12.3 help me on the job
12.4 are worth in time
12.5 meet my learning expectations
12.6 focus on important issues
12.7 have an adequate mix of training
Methodology
12.8 involve expert faculty
12.9 provide a stimulating learning experience
12.10 help in my general development
12.11provide appropriate reading materials
1-----2-----3-----4- - - -5
1-----2-----3-----4- - - -5
1-----2-----3-----4- - - -5
1-----2-----3-----4- - - -5
1-----2-----3-----4- - - -5
1-----2-----3-----4- - - -5
1-----2-----3-----4- - - -5
1-----2-----3-----4- - - -5
1-----2-----3-----4- - - -5
1-----2-----3-----4- - - -5
1-----2-----3-----4- - - -5
1-----2-----3-----4- - - -5
1-----2-----3-----4- - - -5
1-----2-----3-----4- - - -5
1-----2-----3-----4- - - -5
1-----2-----3-----4-----
1-----2-----3-----4- - - -5
1-----2-----3-----4- - - -5
1-----2-----3-----4- - - -5
13. As regards technical training programmes I feel the
programmes:
13.1 have important aspects 1-----2-----3-----4- - - -5
13.2 are new and interesting 1-----2-----3-----4- - - -5
13.3 improve my performance 1-----2-----3-----4- - - -5
13.4 are adding much value 1-----2-----3-----4- - - -5
13.5 are relevant to my jobs 1-----2-----3-----4- - - -5

14. As regards training infrastructure, BAL Training

centres are well equipped
in terms of:
14.1 class room 1-----2-----3-----4- - - -5
14.2 audio-visual equipments 1-----2-----3-----4- - - -5
14.3 library 1-----2-----3-----4- - - -5
14.4 computer facilities 1-----2-----3-----4- - - -5
14.5 Upkeep and maintenance of equipments 1-----2-----3-----4- - - -5
for demonstration and practice
14.6 Communication 1-----2-----3-----4- - - -5

15. Training in BAL has helped in

developing my
15.1 Attitude 1-----2-----3-----4- - - -5
15.2 Knowledge 1-----2-----3-----4- - - -5
15.3 Skill 1-----2-----3-----4- - - -5
 Agreed Disagreed

Poor
Excellent Very Good Good Fair 1 2

3 4 5

16. Please rate the quality of

Training provided by the following:
16.1 External faculty 1-----2-----3-----4 5
16.2 Internal faculty 1-----2-----3-----4 5

17. In your experience, attendance in the

Classroom during training has been: - Very good

(Please tick) - Good
- Satisfactory

18. While attending training

Programme, how often were
you called back due to exigencies - Never
Of work: (please tick) - Sometimes
- Very often
- No reply

19. Please feel free to write any comments

regarding training programme by the Corporation.
20. Designation
- Grade
- Present basic pay

21. Age group (a) Below 25 years

(b) 26 years – 30 years
(c) 31 years – 35 years
19.

CONCLUSION

Studying the recruitment procedures of BHEL., analyzing the

respondents answers, opinion survey and date analysis the researcher

came to a conclusion that BHEL is a growing Company. It has a separate

personnel department which is entrusted with the task of carrying out

the various efficiently. The business of BHEL is carried on in a very

scientific manner. 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.

THANK YOU