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BHEL Project on Recruitment

BHEL Project on Recruitment

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A Project Report on Study of Recruitment Process in BHEL 2008-09

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

DAYALBAGH EDUCATIONAL INSTITUTE DAYALBAGH, AGRA (UP)

Submitted By:

Submitted To:

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

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

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

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

With immense pleasure and deep sense of sincerity, I have completed my Industrial training. It is an essential requirement for each and every student to have some practical exposure towards real world situations. A systematized practical experience to inculcate self confidence in a student so that they can mentally prepare themselves for this competitive environment.

The purpose of training are:

1. Developing intellectual ability of student

2. Bring confidence

3. Developing skills

4. Modify Attitudes

 EXECUTIVE SUMMARY  COMPANY PROFILE  RESEARCH METHODOLOGY  LITERARY REVIEW  PROJECT  QUETTIONNAIRE  FINDINGS & ANNALYSIS  RECOMMENDATION  BIBLIOGRAPHY  ANNEXURE  CONCLUSION  CASE STUDY .

Job Descriptions. Job Specifications. So right man should be procured at right place in right time. It gets information by use of these important documents like Job . To procure right man at right place in right time. Profitability of the Organization depends on its utilization. How far the process is accepted by it? The study on recruitment highlights the need of recruitment in BHEL. These information are obtained through Job Analysis. some information regarding job and job doer is highly essential. If their utilization is done properly Organization will make profit otherwise it will make loss. he may not run the business. otherwise their proper utilization may not be done. Human resource is a most valuable asset in the Organization. If a good dancer appointed as a Chief Executive Officer of a Company.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. BHEL procure manpower in a very scientific manner.

Without these recruitment may be unsuccessful. Job Descriptions and Job Specifications. .Analysis.

Transportation. Telecommunication. Industry.43636 (As on 1-407) Turnover . Renewable Energy etc. ISO 14001 and OHSAS 18001 Continuous Profits since 197172 Caters to Core Sectors viz. • • • • • • • CORPORATE OFFICE MANUFACTURING LOCATIONS NEW DELHI JHANSI BHOPAL HARIDWAR RUDRAPUR JAGDISHPUR VARANASI BARODA NAGPUR PATNA CALCUTTA AAAA HYDERABAD BANGALOREE RANIPET TIRUCHIRAPALLY SERVICE CENTRES .Rs 21401 Crores (2007-08) 14 Manufacturing divisions 4 Power Sector regional centres 8 service centres and 16 regional offices Major Units/Divisions are Certified with ISO 9001(2000).• GOINDWAL Employees .. Power.

PATNA 14. CALCUTTA 6. BHUBANESHWAR 4.REGIONAL OFFICES (POWER SECTORS) 1. NEW DELHI (NORTHERN REGION) 2. JABALPUR 9. BANGLORE 2. LUCKNOW 11. CHENNAI 12. GUWAHATI 8. CALCUTTA (EASTERN REGION) 3. CHANDIGARH 7. MUMBAI 5. RANCHI . NAGPUR (WESTERN REGION) 4. JAIPUR 10. NEW DELHI 13. CHENNAI (SOUTHERN REGION)  BUSSINESS OFFICES 1. BARODA 3.

BANGALORE 8. VARANASI  MANUFACTURING UNIT 1. ELECTRONICS DIVISION. PATNA 9. CHANDIGARH 5. CENTRAL FOUNDRY FORGE PLANT. HARDWAR 2. HEAVY POWER EQUIPMENT PLANT. BOILER AUXILIARIES PLANT. SECUNDRABAD 2. NAGPUR 8. INSULATOR PLANT. BARODA 3. JHANSI 7. RANIPET 9. BANGALORE 11. TRICHY 5. SERVICE CENTRES 1. NEW DELHI 7. ELECTRO-PORCELAINS DIVISION. HIGH PRESSURE BOILER PLANT. BHOPAL 6. GOINDWAL 10. CALCUTTA 4. SECUNDRABAD 6. HYDERABAD 4. HEAVY ELECTRICAL EQUIPMENT PLANT. INDUSTRIAL VALVES PLANT. HEAVY ELECTRICALS PLANT. HARDWAR 3. NOIDA 15. TRANSFORMER PLANT. JAGDISHPUR .

MUMBAI B.20. RUDRAPUR 13. 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 .E.401 Crores and Current Order Book is of around Rs. COMPONENT FABRICATION PLANT.000 Crores Company .21. HEAVY EQUIPMENT REPAIR PLANT.L – OVERVIEW BHEL is country’s premier engineering organization and one of the NAVARATNA PSUs(PUBLIC SECTOR UNDETAKINGS). It has been earning profit continuously since 1971-72 and achieved the financial turnover during the year 2007-08 was Rs. ELECTRICAL MACHINE REPAIR PLANT. VARANASI 14. BHEL plans to be a Rs.H.1.45.000 Crores.12. a dream that has been more than realized with well-recognized track record of performance.

systems and services-efficiently and at competitive prices. 4 Power Sector regional centers.2003 . As of 31.by 2011-12 and a Rs.. Power Generation and Transmission. BHEL is the only PSU among the 12 Indian Companies to figure in “Forbes Asian Fabulous 50” list. Renewable Energy. Industry. Telecommunication. The wide network of BHEL'S 14 manufacturing divisions. BHEL – supplied sets account for nearly 68 . hydro and nuclear power plant business. 854 MW or 65% of the total installed capacity of 1. BHEL caters to core sectors of the Indian Economy viz. 15 regional offices and 100 number of projects sites spread all over India and abroad and enables the company to promptly serve its customers and provide then with suitable products.06.000 Crores Company by 2016-17. as against Nil till 1969 – 70. Defense etc. gas . .3. Transportation. POWER GENERATION Power Generation Sector comprises of thermal .90. 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.216 MW in the country . 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.

gas and nuclear have been placed on the company as on date. Cogeneration and combined cycle plants have been introduced to achieve higher plant efficiencies.ash – content coal available in India . 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 . BHEL also plants. orders for approximately 800 utility sets of thermal . In all .generator sets of up two 250 MW unit rating. gas and nuclear have been placed on the company as on date. hydro . Pelton and Kaplan types for different head-discharge combinations are also engineered and manufactured by BHEL.BHEL has proven turnkey capabilities for executing power projects from concept to commissioning. In all . supplies circulating fluidized bed combustion boilers for thermal The company manufactures 220 / 235 / 500 MW nuclear turbine . To make the efficient use of the high. Custom – made hydro sets of Francis . orders for approximately 800 utility sets of thermal .generator sets. The power plant equipment manufactured by BHEL is based on contemporary technology . hydro .

series compensation system ( for increasing power transfer capability of transmission lines and improving system stability and voltage regulation ) .comparable with the best in the world . modernization and up rating of variety of power plant equipment . dry type transformers .insulated switchgears . The company undertakes comprehensive projects to reduce ATC losses in distribution systems. . health diagnostics and life extension of plants. 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 . A strong engineering base enables the company to undertake turkey delivery of substations up to 400 kV level .art controlled shunt reactor ( for reactive power management on long transmission lines ). Products manufactured include : power transformers . a 400 kV FACTS ( flexible AC Transmission system ) project is under execution. SCADA systems and insulators. series & shunt – reactors . vacuum & SF6 circuit breakers gas . The company has proven expertise in plant performance improvement through renovation . and is also internationally competitive. Presently . besides specialized know – how of residual life assessment . energy meters . capacitor banks . TRANSMISSION & DISTRIBUTION (T&D) BHEL offers wide – ranging products and systems for T & D applications.

oil and gas . and maintenance and after . electrical machines . refineries . The company has commenced manufacture of large desalination plants to help augment the supply of drinking water to people. The company is a major producer of large – size thirstier devices. centrifugal compressors . TRANSPORTATION BHEL involved in the development design . reactors . metallurgical and other process industries. fertilizer . papers . defense and other applications. electrostatic precipitators . sugar . fabric filters . BHEL is the only company in India with the capability to make simulators for power plants . pumps . production .INDUSTRIES BHEL is a major contributor of equipment and systems to industries : cement . industrial steam turbines . DG power plants . It also supplies digital distributed control systems for process industries and control & instrumentation systems for power plant and industrial applications. chemical recovery boilers .sales service of rolling . engineering . fluidized bed combustion boilers .generation plants . installation . The range of systems & equipment supplied includes : captive power plants . process controls and material handling systems. co . heat exchangers and pressure vessels . petrochemicals . seamless steel tubes . marketing . valves .

BHEL also undertakes retrofitting and overhauling of rolling stock.electric locomotives . BHEL is also diversifying in the area of port handling equipment and pipelines transportation systems. electrical multiple units and metro cars. RENEWABLE ENERGY . light rail systems . Rail – cum – road vehicle etc. BHEL is also producing rolling stock for special application viz . BHEL manufactures traction propulsion systems for other rolling stock producers of electric locomotives . medium and large switching systems.. special well wagons . Besides traction propulsion systems for in – house use . The electric and diesel traction equipment on Indian railways are largely powered by electrical propulsion systems produced by BHEL. etc.stock and traction propulsion systems. In the area of urban transportation systems . diesel electric locomotives from 350 HP to 3100 HP both for mainline and shunting duty application. diesel . TELECOMMUNICATION BHEL also caters to telecommunication sector by way of small . BHEL manufactures electric locomotives up to 5000 HP . BHEL is geared up to turkey execution of electric trolley bus systems . overhead equipment cars . In the area of rolling stock .

Rehabilitation projects. sub . choke and kill manifolds . Photovoltaic equipments.conventional and renewable resources of energy include . compressors . X – Mas tress and oil rigs to ONGC & OIL. The company has taken up R & D efforts for development of multi . solar lanterns and battery . Electrostatic Precipitators. Switchgears. heat exchangers . established its references in 70 countries across all inhabited continents of the world. well heads and X – Mas trees ( of up to 10. heat Exchangers. Some of the major successes achieved by BHEL have been in Gas-based power projects in .alone and grid – interactive solar power plants . well INTERNATIONAL OPERATIONS BHEL has. stand . mud valves . over the years. motors. Oil field equipment. BHEL is the single largest supplier of heads . insulators.powered road vehicles. seamless pipes . covering Thermal Hydro and Gasbased turnkey power projects. Valves.junction amorphous silicon solar cells and fuel cells based systems. wind electric generators solar photovoltaic systems . besides a wide variety of products like Transformers. mud line suspension system . Castings and Forgings etc.Technologies that can be offered by BHEL for exploiting non . BHEL'S product range includes deep drilling oil rigs . These references encompass almost the entire range of BHEL products and services. casing support system . mobile rigs . OIL & GAS BHEL is a major contributor to the oil and gas sector industry in the country.000 psi ratings ) .sea well heads . etc. compressors. block valves . solar heating systems . full bore gate valves . substation projects. work over rigs.

utility power generation or for the oil flexibility to exhibited adaptability by manufacturing and supplying intermediate products. in terms of complexity of the works as well as technological. Egypt. Kazakhstan. BHEL lays great emphasis on the continuous up gradation of the products and related technologies . Iraq. Libya. and development of new products. China. be it captive power.Oman. Malaysia. Malaysia. Bangladesh. Hydro power plants in New Zealand. BHEL has also established its versatility to successfully meet the other varying needs of various sectors. BHEL has proved its capability to undertake projects on fast-track basis. Saudi Arabia. Malta. Thermal Power Projects in Cyprus. RESEARCH & DEVELOPMEMT To remain competitive and to meet customer's expectations . 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. Azerbaijan. Nepal. Indonesia. The Company has been successful in meeting demanding requirements International markets. . Bhutan. financing package. TECHNOLOGY UPGRADATION. Thailand. Malaysia. HSE requirement. Sri Lanka. Execution of these overseas projects has also provided BHEL the experience of working with world-renowned Consulting Organizations and Inspection Agencies. Taiwan and Substation projects & equipment in various countries. Libya. quality and other requirements viz. associated O&M services to name a few.

of – the – art products . The company has also transferred a few technologies developed in . Force behind realization of this vision and the source of our competitive advantage is the energy and ideas of our 44. Products developed in . in the recent past . It is their constant endeavor to take the HRD activities to the . large capacity atmospheric fluidized bed combustion boilers . several state .efficiency pelton hydro turbines . along with Advanced Technical Education Center (ATEC) in Hyderabad and the Human Resource Development Center at the manufacturing Units. etc.05. also engaged in research in futuristic areas .BHEL'S investment in R & D is amongst the largest in the corporate sector in India. through various organizational developmental efforts ensure that the prime resource of the organization – the Human Capital is “Always in a state of Readiness”.insulated sub – station . environment – friendly generation. diagnostics and optimization ( PADO ) package for power plants . HUMAN RESOURCE DEVELOPMENT INSTITUTE BHEL has envisioned becoming "A World Class Engineering Enterprise committed to enhancing stakeholder value". controlled shunt reactors ( CSR ) and performance analysis . BHEL has introduced . high . a corner-stone of BHEL learning infrastructure.NOx oil / gas burners .000 strong highly skilled and motivated people.house during the last five years contributed over 7% to the revenues in 2004 . such super fuel conducting cells materials in power generation as and power distributed . petroleum deport automation systems .house to other Indian company for The company is applications of industry . and commercialization. The Human Resource Development Institute situated in NOIDA. 36 KV gas . low . to meet the dynamic challenges posed by a fast changing environment.

turbo generators. hydro turbines and generators. hydro turbines and generators. is one of the major manufacturing plants of BHEL. engineers. Haridwar of this Multi-unit corporation with 7467 strong highly skilled technicians. specialists and professional experts is the symbol of Indo Soviet and Indo German Collaboration. With turnover of 164059 lacks . Heavy Electrical Equipment Plant. large AC/DC motors and so on. The core business of HEEP includes design and manufacture of large steam and gas turbines. It is one of the four major manufacturing units of the BHEL.strategic level of becoming active partner to the (organizational) pursuits of achieving the organizational goals. HEAVY ELECTRICAL EQUIPMENT PLANT(HEEP) HARIDWAR: The Heavy Electrical Equipment Plant (HEEP) located in Haridwar.

”1959”The first product to roll out from the plant was an electric motor in January 1967. BHEL Haridwar received recent orders for Mejia-5&6. HEEP is engaged in the manufacture of Thermal and Nuclear Sets up to 1000MW.The plant’s “break even” was achieved in March 1974. Bhatinda. HEEP Hardwar contributes about 44% of India’s total installed capacity for power generation with total capacity of Thermal. AC& DC Electrical machines and large size Gas Turbine of 60200 MW. HISTORICAL PROFILE: The construction of heavy electrical equipment Plant commenced in Oct. Chandrapura.The continuum of technological advancement subsequently saw the commissioning of 500 MW TG Set in 1984 . Nuclear & Hydro Sets of over 45000MW currently working at a Plant Load Factor of 76% and Operational Availability of 86%. Bhilai. Sipat.soviet technical co-operation agreement in Sept. In spite of acute recession in economy. Santaldih.BHEL went in for technical collaboration with M/s Siemens. associated Apparatus Control gears.The technical cooperation .”1963”after indo.This was followed by first 100 MW Steam Turbine in Dec. Dholpur. Bakreshwar.and PBT of Rs. Hydro Sets up to HT Runner dia 6300mm.32489 lacks HEEP added 3000 MW of power to the National grid during 2005-06.1969 and first 100MW Turbo Generator in August 1971.First 200 MWTG set was commissioned at Obra in 1977. Germany to undertake design and manufacture to large size thermal sets upto a unit rating of 1000 MW in the year 1976.

Apex TQ council reviews. is a part of this process. . BHEL. Thus. Mid term reviews . BHEL . CEA has standardized for the next capacity of 800MW sets and has asked BHEL to prepare itself for manufacturing and supply in the 11th Five Year Plan.000MW. Inter-Unit Quality Circle Meets etc. BHEL representatives. Central Electricity Authority (CEA) is the guiding authority for Power Sector strategies in our country. along with representatives from various domestic customers. As first PSU to adopt Corporate Planning as a process . Quality Heads Meet . Product committees meetings. Standardized 500MW sets for faster project execution and cost reduction. FAVOURABLE BUSINESS ENVIRONMENT: Power Sector has to grow over 10% annually to reach the 7% GDP level.Our 250 MW thermal set up at Dahanu Plant of BSES made a history by continuous operation for over 150 days and notching up a record plant load factor greater than 100%. First 150 MW ISO rating gas Turbine was exported to Germany in Feb”1995”. This enables us to guide and understand the market requirements and future challenges. CEA has planned addition of 23 nos.Board meeting . BHEL has always guided other PSU’s in their Corporate planning process . including HEEP. Board meetings for long –range development . monthly Management Committee meetings. Annual Revenue Budget exercise . To meet the 11th Five Year Plan target of adding 61. Personnel Heads Meet.of Gas Turbine manufacture was also signed with M/s Siemens Germany. are an integral part of various committees formed by CEA. the demand for thermal sets will remain high. Technology Meets . Are the some of crore strengths of BHEL Corporation’s vast network. CORPORATE CITIZEN: HEEP Haridwar Strategic plans and its policy & strategy are commensurate with BHEL Corporate / strategic Plan .

For fulfilling this obligation . as an integral part of business performance and in its endeavor of becoming a world .class organization and sharing the growing global concern on issues related to environment . SAFETY & ENVIRONMENT MANAGEMENT BHEL . HEALTH .has tied up with Siemens for upgradation of technology. 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. corporate policies have been formulated as . Further CEA’s stress on R&M of ageing Power Plants is also providing business opportunity to unit.

BHEL will also assist and co-operate with the concerned government agencies and regulatory bodies engaged in environmental activities. offering the company's capabilities in this field.  Promotion of activities for conservation of resources by environmental management.  Setting objectives and targets to eliminate / control / minimize risks due to occupational and safety hazards.  Enhancement of environmental awareness amongst employees . Occupational Health and Safety Policy  Compliance with applicable legislation and regulations.  Continual improvement in environment management systems to protect our natural environment and control pollution. . customers and suppliers.Environmental Policy  Compliance with applicable environmental legislation / regulation.

BHEL will continuously strive to improve work practices in the light of advances made in technology and new understanding in occupational health .  Formulation and maintenance of OH&S management programs for continual improvement. The major units of BHEL have already earned international recognition by implementation of ISO 14001 Environmental Management System and OHSAS 18001 occupational health and safety management system. In pursuit of these policy requirements .  Periodic review of OH&S management system to ensure its continuing suitability . adequacy and effectiveness. safety and environmental science. .  Communication of OH&S policy to all employees and interested parties. Appropriate structured training of employees on occupational health and safety (OH&S) aspects.

international labor and NGOs.PARTICIPATION IN THE " GLOBAL COMPACT " OF THE UNITED NATIONS The " Global Compact " is a partnership between United Nation . It provides a forum to for them to work together and improved corporate practices through cooperation rather than confrontation. the business community . 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” .

Eliminate discrimination.  Environment 7. Business should uphold the freedom of association and the effective recognition of the to collective bargaining. Human Rights 1. The elimination of all forms of forces and compulsory labor. 8. Make sure they are not complicit in human rights abuses. and 6. Business should support and respect the protection of internationally proclaimed human rights. Businesses should support a precautionary approach to environmental challenges. 4. and 2.  Labor Standards 3. 5. The effective abolition of child labor. and . Undertake initiatives to promote greater environmental responsibilities.

9. Encourage the development and diffusion of environment .friendly technologies. By joining the " Global Compact " . . BHEL would get a unique opportunity of networking with corporate and sharing experience relating to social responsibility on global basis.

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perceive his role and responsibilities and participate and contribute positively to the growth and success of the company and to invest in human resources continuously and be alive to their needs. new areas and international operations so as to fulfill national expectations from BHEL. oil and gas exploration and industries. • PROFITABILITY: To provide a reasonable and adequate return on capital employed. telecommunication and electronics in existing business. Utilize company's capabilities and resources to expand business into allied areas and other priority sectors of the economy like defence. • PEOPLE. systems and services in the field of conversion of energy. capacity utilization. • CUSTOMER FOCUS: To build a high degree of customer confidence by providing increased value for his money through international standards of product quality. improve his capabilities.ORIENTATION: To enable each employee to achieve his potential. primarily through improvements in operational efficiency.  BUSINESS OBJECTIVES • GROWTH: To ensure a steady growth by enhancing the competitive edge of BHEL defence. .COMPANY'S BUSINESS MISSION AND OBJECTIVES  BUSINESS MISSION To maintain a leading position as suppliers of quality equipment. productivity and generate adequate internal resources to finance the company's growth. telecommunications and electronics. for application in the areas of electric power transportation. performance and superior services.

• IMAGE: To fulfill the expectations which stakeholders like government as owner. employees. customers and the country at large have from BHEL. .• TECHNOLOGY: Achieve technological excellence in operations by development of indigenous technologies and efficient absorption and adaptations of imported technologies to suit business need and priorities and provide the competitive advantage to the company.

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

a 33 KV gas insulated substation with micro processors base control and protection system has been done. electric motors. The products include centrifugal compressors.  TRANSPORTATION 65 % of trains in Indian Railways are equipped with BHEL's traction and traction control equipment. gas turbines.  TRANSMISSION A wide range of transmission products and systems are produced by BHEL to meet the needs of power transmission and distribution sector. high voltage transformers. INDUSTRY SECTORS BHEL is a major producer of large size thyristor devices. high speed industrial drive turbines. These include: • • • • • Dry Type Transformers SF6 Switch Gears 400 KW Transmission Equipment High Voltage Direct Current System Series and Shunt Compensation Systems In anticipation of the need for improved substations. waste heat recovery boilers. drives. These include: • • • • Broad Gauge 3900 HP AC / DC locomotives Diesel Shunting Locomotives up to 2600 HP 5000 HP AC Loco with thyristor control Battery Powered Road Vehicles and Locomotives . and control equipments. switch gears and heavy castings and forgings. industrial boilers and auxiliaries.

R. Establishment of Asia's largest fuel evaluation test facility at Tiruchy was high light of the year. Earning from product which has been commercialized has gone up 26 % to Rs. Major R & D achievement include: • • • • Design manufacture and supply of countries first 17. Development of largest capacitor voltage transformers of 8800 PF 400 KV rating.2 MW industrial steam turbines. SHAH." .CMD MR. According to ex.D. Development of 4700 HP AC / DC loco for Indian Railways. "BHEL is spending Rs. 760 Crores. RESEARCH AND DEVELOPMENT BHEL has a corporate R & D center supported by R & D groups at each of the manufacturing divisions. Development and application low cost ROBOTS for job loading/unloading. heat transfer and pollution parameters in boilers. The dedicated effort of BHEL's R & D engineers have produced several new products like automated storage retrieval system automated guide vehicles for material transportation etc. 60 Crores on Research and Development.K. This facility will enable evaluation of combustion.

Generators and Axial Condensers # Cam Shaft Controllers and Tractions BALOKE DUERR GERMANY NATIONAL OIL WELL USA SIEMENS AG. Motors & PROMMASHEXPORT Control Gears. # Bypass & Pressure Reducing Systems BROTHER LTD. Hydro Sets. GERMANY GENERAL CANADA # Moisture Separator Reheaters # Christmas Trees & Conventional Well Head Assemblies # Steam Turbines.TECHNICAL COLLABORATIONS. DIVISIONS. . COLLABORATIONS RUSSIA SULZER SWITZERLAND # Electronic Automation System for Steam Turbine & Generators # Francis Type Hydro Turbines ELECTRIC SIEMENS AG. COMPETITORS AND VARIOUS PRODUCT OF BHEL  TECHNICAL COLLABORATION PRODUCT # Thermal Sets. GERMANY SIEMENS AG.

Current Control Units GERMANY # HDVC ABB SWEDEN # Programmable Controls ABB SWITZERLAND # Gas Turbines ELECTRIC CO. Jagdishpur IOD. they are as follows: • HEEP. Bangalore BAP. Bangalore ED. Hyderabad HPBP. Bhopal EPD. Jhansi BHEL. Tiruchy CFFP. Hardwar BHEL. GENERAL USA # Tube Mills STIEN INDUSTRIES FRANCE  DIVISIONS OF BHEL: There are 20 Divisions of BHEL. Hyderabad . Tiruchy SSTP & MHD. Bangalore SG. Ranipet IP. Hardwar • • • • • • • • • • • • • HPEP. New Delhi COTT.

Varanasi Regional Operations Division ARP. Bhopal Power Group (Four Regions and PEM)  MAJOR COMPETITORS OF BHEL • • • • • • • • • • • • • • • • • • • • • Ansaldo Asea Brown Boueri Beehtel Block & Neatch CNMI & EC Costain Elect rim Energostio Electro Consult Franco Tosi Fuji GEC Alsthom General Electric Hitachi LMZ Mitsubishi Mitsui NEI Raytheon Rolls Royce Shanghai Electric Co. Rudrapur HERP. USA Germany China . Italy Switzerland USA USA China U. New Delhi CFP. USA Japan Russia Japan Japan U. New Delhi TPG.K.K.K. Poland Russia Italy France Japan U.• • • • • • IS.

7. PRODUCTS OF BHEL 1. Castings and Forgings 28. 4. Thermal power plants Nuclear power plants Gas Based power plants Hydro power plants Dg power plants Industrial sets Boilers Boiler Auxiliaries Piping System Heat exchangers and pressure Vessels Pumps 16. Power Devices 25. Power station Control equipment Switchgear Bus Ducts Transformer . Compressors 21. 12. 8. 5. 9. 14. Control Gear 22. Electrical Machines 20. Industrial and special ceramics 17. Oil Field equipments 27. 13. 6. Distributed power Generation and Small Hydro Plant 30. Steams Steel Tubes 29. 10. Energy Meters 19. Transportation equipments 26. Capacitors 18. Thyristor GTO/ IGBT equipments 24. 2. Silicon Rectifiers 23. 3. Systems and Services 11.

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who has the final words in the acceptance or rejection of a particular applicant. . Despite this the staff personnel have adequate freedom in respect of sources of manpower to be tapped and the procedure to be followed for this purpose. recruitment remains the line responsibility as far as the personnel requisition forms are originated by the personnel. The recruitment policy in a company may embrace spell issue such as the extent of promotion from within. The company involves a commitment to broad principles such as filling vacancies with best qualified individuals. In a company BHEL. attitudes of enterprise in recruiting old. parttime employees and relatives of present employees. handicapped and minor individuals. there usually a staff unit attached with personnel or an industrial relations department designated as employment or recruitment office.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. minority group members. However. This specialization Of recruitment enables staff personnel to become highly skilled in recruitment techniques and their evaluation.

It covers corporate office. sites and works appointments all over India. 4. 3. To analyse the recruitment policy of the organization. 6.SCOPE AND IMPORTANCE OF THE STUDY SCOPE 1. 5. . Middle Management and Senior Management cadres. To provide a systematic recruitment process. It covers workers. To structure the Recruitment policy of BHEL for different categories of employees. Management. Jr. 2. Clerical Staff. Officers. It extends to the whole Organization. To compare the Recruitment policy with general policy.

so the industry needs a stable and energetic labours force that can boast of production by increased productivity. strikes for greater productivity. finding of the survey was easily comprehensible by all. elimination of wastes. Analysis was done using the simple average method so that. 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. . lower costs and higher wages. Employees of different unit where randomly administrated the questionnaire.IMPORTANCE Without focusing the pattern of management. DATA ANNAYSIS The analysis of data was done on the basis of unit. DATA COLLECTION A sample size of 20 employees are studied for this purpose. To achieve these objectives a good recruitment & selection process is essential. Every organisation. organization philosophy highlights on achieving a surely where all citizens (employees) can lead a richer and fuller life. therefore. age and number of years of experience and factors.

. employees/workers and trade union members of the organization. diary and magazines were used. magazines and other relevant records for collection of data to know about the industry as well as the respondent. Books 3.SOURCES OF DATA COLLECTION: The primary as well as the secondary sources was used for collection of data. Other records I have used structural interview schedule. Interview schedules were used for workers clerical . 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. Opinion Survey SECONDARY 1. books. category and questionnaires were used for supervisory and executive cadre and opinion survey was used to know the technology. questionnaire and opinion survey for collection of data from primary source. Interview schedule 2. I have used the secondary source like diary. Questionnaire 3. books. thoughts and reactions of the executives. Thus the source of data collection were as follows: PRIMARY 1. Magazines 4. Diary 2. perceptions.

DATA TYPE Primary as well as secondary data was collected. Preparing the questionnaire The first task in the process of measuring the level of recruitment of the candidates in BHEL was to prepare questionnaire. RESEARCH INSTRUMENT The questionnaire was used as the primary instrument for the collection of primary data which contained open-ended questions to chance response. In addition the personal interview method was employed to draw out answers to subjective questions. RESEARCH APPROACH Conducting a field survey did a subjective assessment of the qualitative data. The research method used was that of questionnaire & interview for primary data & an extensive literature survey for secondary data. . which could not be adequately answered through the use of questionnaire. For this purpose a number of questionnaire we studied and finally a questionnaire where framed.

The questions where grouped under five categories: 1. Company related 2. Environment related 3. Supervision related 4. Growth related 5. Job related

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

Questionnaire consist of the following things:
• Which focused on the employee awareness levels regarding benefits provided which & outside the organization & assessing his overall satisfaction level. This prepared ground for further enquiry & enabled better analysis of the questions, which followed. • Which focused on specific policies & judged them from different aspects making the questionnaire in–depth & specific. • Which consisted of open-ended question, inviting views &

suggestions from the respondents.

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

SAMPLE UNIT
The sample unit consisted of all the departments of BHEL.

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

SAMPLE SIZE
Sample size=20

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

“haphazard sampling”

The

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

Questionnaire
1. Candidate willingness to join the company o o o o o o Reputation of the company Salary Package Working Environment Job Prospect Location of the Company Career growth opportunity

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

Opinion about BHEL Company’s Application on Blank o Good o Very good o Excellent . The primary source of information for recruiting people should be o o o o Managerial Testing Recruiters themselves Job analysis 9.8.

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

term and conditions. initiating activities and actions to identify the possible sources from where they can be met. Recruitment begins by specifying the human resource requirements. 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. who are capable of and interested in filling available job Vacancies . and enthusiast people who meet the requirement to respond to the initiation by applying for the jobs. To Recruit Means To Enlist.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. and prospectus they offer. communicating the information about the jobs. Replenish Or Reinforce.Recruitment is the process seeking out and attempting to attract individuals in external labor markets. Recruitment Needs Are Of Three Types: .

deaths and accidents and illness give rise to unexpected needs. 3 Anticipated needs refer to those movements in personnel which an organization can predict by studying trends in the internal and external requirements. . It would be desirable to utilize the internal sources before going outside to attract the candidates. A linking activity as it brings together those with the jobs(employer) and those seeking jobs(prospective employees). Merits and Demerits of Internal Recruitment. 2 Resignations. Features Of Recruitment: 1 2 Process or series of activities rather than a single act or event. The two categories of internal sources including a review of the present employees and nomination of the candidates by employees. in organization and retirement policy. Merits. training and selection to meet the specified requirement. INTERNAL SOURCE OF RECRUITMENT Internal Transfer/Promotion with necessary screening. anticipated and unexpected planned need arise from changes.1 Planned.

1. these employees do not need extensive training because they already know about all the works of the enterprise. 2.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. Demerits The internal source of recruitment of employees suffer from the following demerits: . More over.turnover is Reduced When the employees know that they can be promoted to higher posts. increases the morale of the employee. particularly promotion. As a result of this policy labour turnover is reduced and the status of the company increases. 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. 3. Every body in the organization know that they can be promoted to a higher post. they do not leave the enterprise. 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. their morale will be boosted and their work efficiency will increase. 5. Increase in Morale Recruitment through the internal sources. 4.

Internal source encourages favoritism in this system. the old people run the enterprise with the old ideas and experience.Encourages Favoritism. The reduction in the area of choice means less number of applicants. 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. The choice is to be made out of people working in the enterprise. Sometimes even a less capable person is selected which harms the enterprise. EXTERNAL SOURCES OF RECRUITMENT An external source of Recruitment is considered from the combination of consultant and Advertisement . As a result. the superiors usually select their favorites. 3. In this system . generally the personal impression of the managers about the employee is given preference for selection.Limited choice.1. 2. The internal recruitment of the employees reduces the area of choice.

All the candidates. Its chief demerits are: . are new for the managers and this exclude the possibility of favouratism.Wide choice. The use of external source of recruitment increases the number of candidates and widen the choice.Entry of young blood. under this system of recruitment. the system of recruitment from external sources is not free from defects. 2. The managers judge the capabilities of the applicants and select the best ones for appointment. The external recruitment has the following merits: 1. Demerits. In spite of many merits. Recruitment through external source brings in new persons with modern ideas which can be profitable for the organization. 3.Merits and Demerits of External Recruitment Merits.Less Chances of Favouritism.

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

of or any local or other authority within a state or union territory). sex. on ground of religion. in regard to a class or classes of employment on appointment to an office (under the govt. caste. descent.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. OBJECTIVES OF RECRUITMENT . in the directive principles of state policy. The constituent ensures. residence or any of them. there can be no discrimination in the matter of employment anywhere in the country for any citizen. Except in cases which are covered by Article 46 of the constitution. place of birth. certain safeguards for scheduled castes. race. 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. scheduled tribes & other weaker sections.

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. Steps on Recruitment Process . To search for talent globally and not just within the company.• To attract people with multidimensional skills and experiences that suit the present and future organizational strategies. To anticipate & find people for positions that do not exist yet. • • • • • To devise methodologies for assessing psychological traits. • • • To induct outsiders with a new perspective to lead the company. To seek out Non Conventional development grounds of talent. To infuse fresh blood at all levels of the organization. To design entry pay that competes on quality but not on quantum.

• • Encouraging the identified candidates to apply for jobs in the organization. required from the candidate. terms and conditions of employment and at the time by which the persons should be available appointment etc. number of persons to be recruited. • • Identifying the prospective employees with required characteristics. the job and the terms and conditions of service. CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS . Communicating the information about the organization. • Locating and developing the sources of required number and type of employees.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. Evaluating the effectiveness of recruitment process.

welfare etc. induction.Human resource Management classically pertains to planning. 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. compensation. 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. development. It is easy to see why recruitment has accorded such a high position out of the various facets of human resource management. recruitment. selection. The immediate conclusion that follows from this is that the prime movers of the organisation are the individuals. METHODS AND TECHNIQUES OF RECRUITMENT . 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. 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. placement. 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. maintenance.

There are commonly three methods of recruitment which company follows: 1.In a company recruitment sources indicates where human resources may be procured. INDIRECT METHOD 3.THIRD PARTY METHOD . the recruitment methods and techniques deal with how these resources should be tapped. his next step relates to making contact with such candidates. 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.DIRECT METHOD 2.

Following includes in the procedure .

Job Analysis Form Job Specification Form Interview Schedule Application Form for Employment Interview Assesment Form JOB ANALYSIS FORM Job Title…………………… ……………. ..…… Date…… Location ……………………….

(b) For equipment and machinery……………… (c) For work of others………………………….…………………………… Code No…………………………… Reason for the job …………………………… Supervised. (b) Length of experience…………………… Supervision : (a) Positions supervised……………………. (b) Extent of supervision…………………. Working Condition…………………………………………………… Skill Requirements: Education: (Grade or Year) Training : Job experience : (a)Type of experience…………………….... jobs: Promotion from………. Other tasks :………………………………………………………… Equipment/Machines used:…………………………………………….Department…………………………………… Analyst…………………………. (d) For safety of others…… Physical Demands : Physical efforts Surroundings Hazards Resource fulness .. Promotion Job summary: Work performed:……………………………………………………… Major duties :……………………………………………………….. …………………… Wage or salary range………………………………………………… Relation to other to…………………. Job knowledge : (a) General …………………………… (b) Technical……………………………… (c) Special……………………………………… … Responsibility : (a) For product and material …………………….

Specific but no detailed instructions. Responsible for own work only.JOB SPECIFICATIONS FORM Job Title : Drill Operator Job Code …………………… Department……………………… Date……………………………. EDUCATION : Ability to read and understand production orders and to make simple calculations. REQUIREMENTS 1. SUPERVISION : Routine checking and no close supervision required. TRAINING AND EXPERIENCE: No special training required . The BHEL has the following way which it follows for recruiting the person . 4. Only routine responsibility for safety of others. 6. Requires one month experience to learn job duties and to attain acceptable degree of proficiency. 2. Must be able to concentrate when operating.. PHYCIAL EFFORT: No special physical effort is required. Preferably High School Certificate. 5. 3. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and productions orders.

D.A. B.SCOPE The scope of the company is to find the individuals seeking employment in the company.MAN POWER RECRUITMENT .RESPONSIBILITY The Responsibility is on the Manager-HRD/Operations Director-EAI Systems/Operation Director-TPB-India.PURPOSE The purpose of the company is to define the procedure of Recruitment & Selection in the company. C.AUTHORITY The Authority in the company is commenstrate with responsibility E.PROCEDURE STEPS 1.

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. The COMPANY suggests that the effective utilization of internal sources necessitates an understanding of their skills and information regarding .IDENTIFYING SOURCES OF RECRUITMENT On the basis of Manpower Requirement Form a recruitment source is identified. • All "Manpower Requirement Department. "Forms are maintained by the HRD 2. The two categories of internal sources including a review of the present employees and nomination of the candidates by employees. 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.• As and when the need arises . training and selection to meet the specified requirement. It would be desirable to utilize the internal sources before going outside to attract the candidates.

and employees have prepared themselves for promotion. 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. it has been pointed that it gives rise to cliques posing difficulty to management. 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.relationships of jobs. adequate. Therefore. The usefulness of this system in the form of loyalty and its wide practice. internal sources can be used effectively if the number of vacancies are not very large. Promotions and Transfers within the plant where an employee is best suitable improves the morale along with solving recruitment problems. EXTERNA L SOURCE S OF RECRUITMENT An external source of Recruitment is considered from the combination of the following options: CONSULTANT . Sometimes in a company the employees are given prizes for recommending a candidate who has been recruited. Usually. employee records are maintained. These measures can be taken effectively if we established job families through job analysis programmes combining together similar jobs demanding similar employee characteristics. Again. jobs do not demand originality lacking in the internal sources. employee can be requested to suggest promising candidates.

they effectively assess the needs of their clients and aptitude and skills of the specialized personnel. then These in students special are recruited as management trainees and placed company training programmes. However. this source provides a constant flow of new personnel with leadership personalities. There is an increasing emphasis on recruiting students from different management institutes and universities' commerce and management departments by recruiters for positions in sales. They do not merely bring an employer and an employee together but computerize lists of available talents. educational and technical institute. personnel and production. labor and mail applicants. accounting. Vocational schools and industrial training institutes provides specialized employees. They are not recruited for particular positions but for development as future supervisors and executive. apprentices. utilizing testing to classify and used advance techniques of vocational guidance for effective placement purposes. Persons trained in these schools and institutes can be placed on operative and similar jobs with a minimum of in plant training. Because of their specialization. trade unions and other sources. finance. Indeed . casual. recruitment of these candidates must be based on realistic and differential . Our company have developed markedly in large cities in the form of consultancy services. and trainees for semiskilled and skilled jobs.Consultant are given the requirement specifying qualifications. Educational and technical institutes also forms an effective source of manpower supply. Usually this company facilitate recruitment of technical and professional personnel. In consultant we considers the employment agencies. experience and all other necessary details.

They also determine the order in which employees are to be recruited in the organization. it forms a highly inexpensive source as the candidates themselves come to the gate of the company. Despite these limitations.standards established through research reducing turnover and enhancing productivity. ADVERTISEMENT • All recruitment advertisements Department. they supply skilled labour in sufficient numbers. Prompt response to these applicants proves very useful for the company. According to company the quality and quantity of such candidates depend on the image of the company in community. are placed centrally by the HRD . It also provides measures for a good public relations and accordingly . and applicants reveal a wide range of abilities necessitating a careful screening. The enterprise depends to some extent upon casual labour or "applicant at the gate" and mail applicants. In industries where they do not take active part in recruitment. they make it a point the employees laid off are given preference in recruitment. The company find that this source is uncertain. Trade unions are playing an increasingly important role in labour supply. the candidates visiting the company must be received cordially. In several trades. The candidates may appear personally at the company's employment office or send their applications for possible vacancies.

utilize women.SELECTION A .• The advertisement is drafted by HRD Department in consultation with the concerned Department. In addition to the above sources.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. several organizations develop sources through voluntary organizations such as clubs. • All related documents of Advertisements released are maintained in the "Advertisement" file. 3. and use the "situation wanted" advertisement in newspapers. . older workers and physically handicapped for specific positions where they are best suitable. attracts employees of competitors looking for a change or good prospectus for employment.

C. Interview panel and a copy is kept for HRD Department records.INTERVIEW CALL The shortlisted candidates are contacted for interview through an interview call letter/telephone call/e-mai l or through the consultants. 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: .INTERVIEW SCHEDULE Interview schedule is prepared and sent to the concerned Department's HOD. The Interview Schedule include the following requirement.B.

/p.at………a. Yours sincerely. We have enclosed a blank personal Data Form. No TA/DA shall be admissible for attending this interview.m. We are pleased to invite you for a meeting with the undersigned on…………………….m. please confirm this appointment.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. You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview. For BHEL D.PERSONAL DATA FORM Any candidate appearing for an interview in the company is required to fill in his/her particulars in the prescribed "Personal Data Form" APPLICATION EMPLOYMENT FORM FOR CONFIDENTIAL . We take this opportunity to thank for the interest you have shown in joining our organisation. Please fill this in and bring with you along with your educational and experience certificates / testimonials in original for the meeting.

ref.Refrence advt. if any: Academic Achievements: PROJECT WORK/PUBLICATION/THESIS Organization Details From To BRIEF DETAILS OF ANY PRESENTATION/ PUBLICATION/ THESIS. IF ANY . if any) (including Position Applied for Time for Joining PERSONAL DETAILS: Name: ( in Block letters as registered in school certificate) (First Name) Present Address: Permanent Address Tel. Res. Off. (Middle Name) (Last Name) Martial Status: Married/ Single Children: Male Female EDUCATION: Details of all equivalent onwards Exam/Degree/ School/ Diploma/ College/ Certificate University examination passed from matriculation or Year of Passing Branch of Study Electives/ Specialization Subjects Class/ Grade/ Division & % of marks Regular/Part Time/ Correspondence State reasons for gaps in studies. Date of Birth Age E-mail (Personal) Place of Birth State of age of age Mob. Tel.

of employees in your unit No. 3. of Non-Executive List your 3 core competencies 1. 3. 2.WORK EXPERIENCE: Present/ Last Job Organization Address Period of Employment From: Nature of Business Telephone Current Position/ Position held No. of employees in the orgn.Executive No. 2. of employees in the Dept. of Direct report: No. you work -Non./ Division and outline your responsibilities (Attach sheets giving details if required) Organisation Chart: Current Responsibilities . No. of Executives No. List 3 Key Achievements in your career 1.of To: Sales Turnover of the organization Sales Turnover of your unit No. Please draw a brief organization chart of your dept. of Executive No.

B & C) E. Pf Superannuation Gratuity Total p.a.Previous Employment Details: (Start from recent employment) Name of Period Position Position Brief description Last drawn the From To Joined Last of responsibilities Gross salary organizatio Held Per month n Present Remuneration Drawn: A. Total p. Other Terminal Benefit p. D.a. Gross p. Annual: LTA Variable pay/Bonus Medical Any other Total p. (Total of A. C. Other perk not included in Gross Due date of next increment: Any other information relating to the above . Monthly: Basic DA HRA/Lease Conveyance Any other (mention details) Total p. B.a.a.m.a.

Date: Place: Signature of Applicant We thank you for information and assure you that this will be kept in strict Confidence. addresses & Telephone Nos. Is your spouse e employed? 4. it is found that I have not disclosed any material information or have given incorrect or false information. 2. . the company will be liberty to terminate my appointment without any notice or compensation. I am not aware of any circumstances which might affect my fitness for employment. Have you any relative working in BHEL? If yes please give details : Name Designation Unit Yes/No Relationship / Department 2.. Yes/No Yes/No Yes/No Any other information you would like to add: Declaration I declare that the information given by me in this application is true and complete to the best of any knowledge and belief.GENERAL Language Known Language Read Write Speak 1. 1. If any time. Have you earlier applied for any position in any of our factories/ Offices? Yes/No 3. References: Please give names. Interests/Hobbies: 8. Extra Curricular Activities: 7. please give details/ reasons 5. Can you undertake frequent t travels: 6. of two Persons other than relatives to whom we may refer about you. later. Have you any locational constraints? If yes.

3. ASSESSMENT FACTORS RATING Appearance Technical Knowledge General Knowledge Experience Communications Skills Innovative Thinking& Logic Growth Potential Decision Making Leadership Skills Maturity Interest/Cultural background A=Very Good B=Good C=Average Overall strong points Overall weak points Written Test/Remarks Reason for leaving Remuneration Expected Suitable for any other Deptt. if any 2006 REMARKS D=Below Average Selected Not- Keep Pending Call for final ./job Comments. The Interview Assessment include the following form which considers the following information: INTRVIEW ASSESSMENT FORM Interviewee’s Name Date Post Applied For Venue 1.E. which includes a staff member from the concerned department and may include an had representative.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.CONDUCTING INTERVIEWS Interviews are conducted by an panel. 2. F.

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

__________ p. Gratuity.m. ESI & L.______________________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.T. B) Further increment will be based on efficient. __________ p. Manager level is given in the following format ‘BELOW ASSTT &MANAGER LEVEL’ ___________________ ___________________ ___________________ LETTER OF APPOINTMENT Dear Mr. PF. You shall also be entitled to benefits like Bonus. 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. __________________________ With reference to the offer letter no. Rs. Dated : ___________________ EMOLUMENTS: A) you will be paid following emoluments: Basic Salary House Rent Allowance Local Travelling Expenses : : : Rs. __________ p.m.C as per rules of the company. . Rs.1) APPOINTMENT LETTER Language for below Asst.m.

engage in an insurance agency or commission agency etc. In case any misconduct is alleged against you. dishonesty or embezzlement. Your hours of attendance shall be regulated to suit the duties entrusted to you from time to time. subject to the statutory provisions. illegal strike. 4. habitual late attendance. particularly disobedience. You shall be governed by the rules and regulations of the company in force from time to time. However. you are liable to be suspended forthwith without any salary or allowance. goslow etc. pending such inquiry. In the event of your confirmation in writing. 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. distrust. you shall not be entitled to any payment for the period of suspension. However. you will be entitled to full salary as if you were on duty. 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. You will also not hold any office of profit outside the company or engage yourself in any other trade or business either part time. . in addition to the terms and conditions mentioned in this letter. irrespective of the punishment imposed. if in an inquiry you are exonerated of the charges. 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. insolence and acts subversive of discipline. insubordination. During the period of your employment. that may be applicable to you. 1. without the prior written permission of the management. 2. absence. 5. In the event you are found guilty of the charges levelled. b) The employment will be liable to be terminated on either by giving one month’s basic salary in lieu thereof.Your place of posting will be at our _________________situated at ____________________. whether for profit or gain. 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. 6. or full time. habitual negligence of duties. or on honorary basis or otherwise. 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 transferred to any of our sites/factory/office at the discretion of the management. 3.

Please note that the court of jurisdiction shall be at New Delhi. This letter is being offered to you in duplicate. 9. understood and accepted the terms and conditions mentioned above.7. Your date of joining the services _________________________________ in the organization is 8. Yours sincerely. NAME SIGNATURE DATE . We welcome you to our organization and wish you a successful career with us. please sign the duplicate copy of this letter in token of your having read. In case the terms and conditions expressly enumerated above are acceptable to you. 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.

m. you will be issued a confirmation letter. Date………………….2) Appointment letter language for asst. LTC. ………………/. ………………. Gratuity & PF as per rules of the company. 4) Salary Details: Your Basic Salary will be Rs.p. APPOINTMENT LETTER With reference to the offer letter no. (Rupees ………………………………………………only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. Management may extends the probation period depending upon your performance._________________ dated________________./. ………………/p. After confirmation the notice period will be one month or one month’s basic salary on either side. Bonus Exgratia.m. only) You shall also be entitled to benefits like ESI/Medical Reimbursement. whatsoever without giving any notice..m. (Rupees ……………………………………………… only) In addition you will be entitled to House Rent Allowance of Rs. FOR ASSISTANT MANAGER TO MANAGER Dear Mr……………………….p. we are pleased to appoint you in our organisation on the following terms and conditions:1) 2) 3) Designation : Your position in the company will be ………………………… Date of Joining: Your date of joining the services in the organisation is ……………………………… Probation Period: Ordinarily your period of probation will be Six months from the date of joining. (Rupees ……………………………………. . your services are liable to be terminated without assigning any specific reason. Manager to manager is given in the following format. During the probation period. On successful completion of probation.

With best wishes. 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) 8) Please sign the duplicate copy of this letter signifying your acceptance and return it to us. You will be governed by the rules and regulations of the company as applicable in force. 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. 6) The company normally does not permit employees to engage in any other business or work. NAME DATE SIGNATURE . amended or altered from time to time during the course of your employment. We welcome you to our organisation and wish you a successful career with us. 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. Yours sincerely.5)Place of Posting……………………… However. 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.

APPOINTMENT LETTER With reference to the offer letter no./.3) Appointment letter language for sr.p. (Rupees ………………………………………. MANAGER AND ABOVE Dear Mr. (Rupees ………………………………………only) In addition you will be entitled to House Rent Allowance of Rs………………. You will be entitled to reimbursement of Medical Expenses for yourself and family./p. (Rupees…………………………………………………… only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs.m.. we are pleased to appoint you in our organisation on the following terms and conditions:1) 2) 3) Designation : Your position in the company will be …………………… Date…………… Date of Joining: Your date of joining the services in the organisation is …………………………. only) You shall also be entitled to benefits like Exgratia. PF etc. ………………/. Your first entitlement for LTC will be on completion of 12 month’s service with the Company. FOR SR. Salary Details : Your Basic Salary will be Rs. manager and above is given in the following format. ……………….. Gratuity. You will be entitled to reimbursement of LTC equivalent to one month’s basic salary per completed year of service..m.____________________ dated ______________. .. as per rules of the company.m. …………………………. the total cost of which shall be a maximum of one month's basic salary in a year.p.

to be submitted to personnel Department. whatsoever by giving you one month’s basic salary or one month’s notice. Date of Birth Certificate. Please sign the duplicate copy of this letter signifying your acceptance and return it to us. 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. Yours sincerely. Likewise you would be free to leave the services of thew company by giving one month’s notice or basic salary to the company. Your services are liable to be terminated without assigning any specific reason. . You will be governed by the rules and regulations of the company as applicable in force. The company normally does not permit employees to engage in any other business or work. amended or altered from time to time during the course of your employment. You may be retired earlier if found medically unfit.4) Place of Posting: …………………………. Relieving letter. Salary Certificate and Educational Certificate etc. We welcome you to our organisation and wish you a successful career with us. 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. However. You will automatically retire from the services of the Company on attaining the age of 58 years. 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. NAME SIGNATURE DATE Joining report to be filled by the new join in format given below and experience certificate. With best wishes.

DEPARTMENT INTERFACE HRD Department sends a Status Report updating on the recruitment process to the Department which has raised the manpower requirement. 3. Any change in my address will be intimated in 5. Individual personal files are maintained. NAME : SIGNATURE: DATE: DOCUMENTATION 1. After separation also the personal files are maintained of ex-employees.BHEL DATE: HRD DEPARTMENT NOIDA 110011 JOINING REPORT This is to inform you that I have joined the organisation as On Department. 5. 4. . 2. . My present address is Telephone No. Computerised Personal details are maintained. And my Date of Birth is to you. The following formats shall be generated as a result of implementation on this procedure. Position wise Data Banks are maintained for future reference.

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

.

Job prospect plays a minor role in the minds of a candidate who had already joined the company. I can also see that matters much followed reputation of the company and salary package which comprised 11% and 16% respectively. 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. .CANDIDATES WILLINGNESS TO JOIN THE COMPANY Chart Showing Employees Willingness to Join the Company 23% 17% 5% 28% 11% 16% Reputation of the Company Job Prospect Working Environment Location of the Company Salary Package Career Growth Opportunity From the chart it can be understood that most of the employees are inspired by the working environment of the company which resembles the personal traits of the Indians.

I found that behavioral interview is most reliable and this view was supported by 36% of the sample employees. According to the sample employees. They expressed different view. Similar support was begged by the situational .MOST RELIABLE TYPE OF INTERVIEW IS Chart Showing the Reliable Type of Interview is 7% 36% 36% 21% Behavioral Situational Structured Stress I tried to find out the most reliable type of interview according the employee.

Based on merit and requirement. and/or Candidates for Psychometric Behavioral Assessment Interview in order In case of of merit on the a tie at followed by basis personal Test the interview. while 26% structured interview and only 7% favoured stress interview. The Written Test papers will be objective type in nature and will be in Hindi & English. 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). all the candidates scoring cut-off marks will be called for written test. of Written marks.interview. Corresponding to this data I have drawn a pie chart above: In BHEL all the applications received in each branch/function (HR or Finance) will be separately arranged in descending order of merit i. 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. all performance. the short-listed candidates will have to appear for Psychometric Test and/or Behavioral Assessment will be Interview invited followed by Personal Test Interview. cut-off candidates scoring cut-off marks will be called for interview. 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 . In case of a tie at cut-off marks.e.

BEST WAY TO RECRUIT PEOPLE Chart Showing the Best way to Recruit People is 15% 40% 20% 25% Advertisement Walk-ins Variable Search Firms . his/her candidature is liable to be rejected. If any of the above shortcomings is/are detected. his/her services are liable to be terminated without any no. even after appointment.or has suppressed any material fact(s).

and what separates it from its competitors. 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. Often the people you want to attract are not openly looking for a new job. While to 25% of the sample employees feel that walk-ins is best way while 20% feel that variable ways are the best. philosophy and so on. e.g. what makes It unique. its culture. Others feel that recruiting people from search firms in a best way. according to them.The employees at BHEL expressed their varied views about the best way. Advertising helps to define exactly the need of the company. to recruit people. It is worth making your advertisement . The employees in BHEL bear an opinion (about 40% of the sample) that advertisement is the best way to recruit people. so you need to think of ways to sell the attributes of the company. values. Good advertising highlights the assets of the position and appeals to the career needs and concerns of the desired applicants.

effective and attractive. RESPONSE GIVEN BY THE STAFF ABOUT THEIR QUERY Chart Showing Employees Satisfied with the Response given by the Staff about Query 6% Yes No 94% . as there is a high correlation between advertisements with accurate and complete information and recruitment success.

even than the answer must be given at a later stage after getting full information from the source available . Corresponding to this data I have drawn a pie chart I hereby submit my suggestion that every query by any employee should be seriously considered and it should be dealt in depth and if at any particular time of query if proper reply/material is not available.My survey clearly concludes that response of the company to any query made by the employees was absolutely good since 94% of my survey favors to this. 6% ratio of unsatisfied can also be further reduced if communication system is further improved. .

HOW CANDIDATES ARE RECRUITED IN THE COMPANY? There are various ways of recruiting candidates in the company as depicted in the chart below: - Chart Showing Employees Recruitment Process 6% 6% 9% 85% 3% Written Exam.D. & Interview Others . G. Written Exam & Interview Written Exam.

e. GD& interview comprising only 6% and others comprising only 3%. . Hyderabad 5.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. Varanasi 9. In Other words all the applications received in each branch/function (HR or Finance) will be separately arranged in descending order of merit i. In case of a tie at cut-off marks.From the chart it is quiet clear that the company adopts various processes for recruiting the right candidate. Chennai 3. Eligible candidates will be invited for objective type written test at their own expense.Bangalore 10. WRITTEN TEST CENTRES The Written Test will be conducted at following 12 centers: 1. The Written Test papers will be objective type in nature and will be in Hindi & English. 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. 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). Kolkata 6. Silchar 8. Mumbai 7.Haridwar12. Delhi 4. These ‘others’ include the reference of the existing employees within the organization itself. Bhopal 2.Tiruchy 11. all the candidates scoring cut-off marks will be called for written test. But still some candidates are also chosen through written exam.

JOB SPECIFICATION OF THE EMPLOYEES Chart Showing Job Specification of the Response of the Employees 3% Yes No 97% .

33% of my sample study. 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.Almost all the candidates got the specified jobs offered to them. Still some employees who comprised only 2. . So from the company’s perspective it is a good sign for the overall growth & development.

THE ATTITUDE OF H.R. MANAGER

Chart Showing what employees feel about the Attitude of H.R. Manager

13%

Good Very Good 57% 30% Excellent

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

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

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

25%

40%

15%

20%

Managerial

Testing

Recruiters Themselves

Job Analysis

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. Testing & Recruiters Themselves source are the second most favored source of Recruiting people. while advertisement in the technical and professional journals was the least preferred technique for managerial recruitment in BHEL. Managerial source of Recruiting people should be heavily considered. However. Whenever the process of Recruitment is to be carried out.the primary source of recruiting people is Managerial. Newspaper advertisement was found to be the most preferred technique. .THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING PEOPLE SHOULD BE :According to the sample .

All the information is gathered and define each and every thing very clearly about candidate who are applying for the job . .OPINION ABOUT BHEL COMPANY ‘S APPLICATION BLANk Chart Showing Opinion about BHEL Company's Application Blank 10% 55% 35% Good Very Good Excellent The above chart depicts that the Application Blank of the company was up to the marks as everyone has praised & liked it. All the information and present status of the candidate is very thoroughly covered and it also acts as a ready reckner for the company.

The data banks are not properly maintained. Recruitment procedure is not fully computerized. 9.FINDINGS 1. who are demanding high amount of fees. Salary fixation has a halo effect . Salary comparison is not justifies. Old employees are demoralized by getting less surely then new employee. Manpower is recruited from reliable source however efficiency does not recognise. 8. 4. 6. It reserves to only a few levels. Manpower’s are recruited from private placement consultancy. 7. Under recruitment Procedures Requisition System is incorrect because the replacement does not require fresh approval. . It causes manpower surplus which makes loss in the industry. The dead bio-data are never being destroyed. 2. unless it is in place of termination. 10. where as HRD Department is not fully utilised to recruit manpower by advertisement. 5. Proper induction is not given to all the employees. Before recruitment cost benefit analysis is not done properly. 3.

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

 Human Resource Management– by Gary Dessler  www.in  BHEL manual .bhel. Principles and practice of Management –by C.bhel.com. Gupta.www.co.B.

OPINION SURVEY:

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

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

An example of a Questionnaire circulated among Yes executives

No

No Response

1. Are you in support of recruitment policy?

40%

50% 50%

10% 10%

2. Whether the existing recruitment policy is linked to 40% productivity? 3. Do you feel that manpower recruitment has been 10% rationalised by way of automation? 4. Whether the existing recruitment policy is getting will supports for the top management? 5. What are the benefits you are deriving from the existing recruitment policy? a) Reduction on labor cost? 60% b) Effective utilisation of human resources? 25% c) Maintaining timing in recruitment and staffing schedule? 6. Do you feel that job evaluation and job analysis helps in manpower recruitment in your 85% 60%

80%

10%

70%

20%

10%

30% 65% 30%

10% 10% 10%

5%

10%

organisation? 7. Do you think that the personal recruited from external sources is more desirable than the internal sources? 8. Whether cost benefit analysis is done before recruitment? 10% 80% 10%

Do you think job rotation will affect the recruitment policy? 65% 60% 10% 55% 10% 65% 25% 10% 25% 10% 13. Do you feel that performance appraisal helps in 35% recruitment process? 11. 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 . How are you controlling the shortage and excess of manpower? A) By employing casual worker b) By employing extra hours c) By lay off / retrenchment 50% 40% 10% 90% 90% Nil Nil Nil 90% 10% 10% 10% From the response indicated above it appears that the prevailing recruitment policy has definite impact on the organisation. Are you satisfied with the existing recruitment 30% system of the organisation? 10. Do you feel that training will effect to recruitment process? 12.9.

By which. The executives did not respond to the lay off and retrenchment for reduction in available human resources. The excess or shortage are being adjusted and hence misutilisation is mere chance.a planning period. . in the absence of an employee the work will not discontinue. 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. 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. This attitude will seize the professional approach of the organisation and may not able to induct fresh brain.

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

. analysing the respondents answers.. It always tries to develop the human resources. material. money. At the time of difficulty it takes necessary action to solve the problem. The business of BHEL is carried on in a very scientific manner. It always try to modernize the department. opinion survey and data analysis it came to conclusion that BHEL is a growing Company. machines all things will not be properly utilized. In the saturation point of business it need not waste the time to diversify into the another business. So it always recruits manpower in a scientific manner. machines. It strongly believes in manpower position of the organization because it knows in the absence of ‘M’ for man all ‘Ms’ like money. Now the personnel department of BHEL is in infancy stage. In the absence of right man. material. Management understands the business game very well.CONCLUSION Studying the recruitment procedures of BHEL. It has a separate personnel department which is entrusted with the task of carrying out its various roles efficiently. methods and motivation are failure.

.

Resume Details Requisition Process Manpower requisition Requisition approval Application Short-List Call for Evaluation Evaluation Process Offer Letter to selected Candidates No Requisition Direct Recruitment Applicant Data Blank Rejection/Hold The Applicant Databank is A Central Repository of Applicant related information.RECRUITMENT PROCESS Vaccant Position in the Orgn. .

After Approval of the Requisitions the Applicants are short listed from the Applicant Data Blank based on the position.The Recruitment Process has different options. The Short Listed Applicants are then called for an evaluation process that is based on predefined steps for the respective positions. If the Applicant is rejected or on Hold during Evaluation process. Qualification as required from the Requisition. the Applicant goes back to the Applicant Data Bank with appropriate status.Direct and Through Requisition Direct : The Candidate required for a vacant position in the organization is Searched from the applicant Data Bank and given offer. . Through Requisitions : The Requisition Process(an official written demand) comprises of Manpower Requisitions from the organization. skill set. Experience. After clearing the evaluation process an offer letter is given to the selected applicants.

They discuss the importance of a good recruitment and selection process that starts with gathering complete information about the applicant from his application form and ends with inducting the candidate into the organization. Selection is one area where the interference of external factors is minimal. which can be executed effectively to get the best fits for the vacant positions. it is important to have a well-defined recruitment policy in place. Hence. organizations have to respond quickly to requirements for people.In today's rapidly changing business environment. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best results. Norms of bhel recruitment . These case lets discuss the importance of having an effective recruitment and selection policy. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization.

the recruitment for these position is conducted according to the process which will be described in detail in open advertisement issued. selection process etc. which requires submission of applications ‘on-line’ only.BHEL mainly recruits Engineer Trainees. and also at this website. Supervisor Trainees and Artisans. whenever vacancies for these positions are sanctioned. containing no.For the positions ofa)Engineer Trainees b)Supervisors Trainees Normally above two recruitments are centrally conducted for various units of BHEL and detailed advertisement. job-specifications. For these positions. where it will also be hosted when issued. some broad features are given below: 1. However. You may look out for such advertisements in the “Employment News”. Once vacancies are sanctioned. The broad job-specifications are as under: JOB SPECIFICATIONS . is published in National Dailies. generally recruitment is conducted leveraging technology. of vacancies..

a) For Engineer Trainees Full time regular Bachelor’s Degree in Engineering or Technology from a recognized Indian University/Institute in the relevant discipline with minimum 60% marks in the aggregate of marks of all years/semesters. are shortlisted for inviting for written test and interview. Upper Age Limit Engineer Trainee. The process by which the candidates.27 years for Graduates 29 years for Post-Graduate Supervisor Trainee-27 years The selection process involves on All India based written test followed by interview. b)For Supervisor Trainees Full time regular Diploma in engineering in the relevant discipline with minimum 60% marks in the aggregate of marks of all years/semesters (relaxable to 55% for SC/ST candidates) from a recognized Indian university/institute. is described in detail in the advertisements issued. who apply. .

2. The selection process involves written test followed by interview. published in Local Dailies. JOB SPECIFICATION Matric/SSLC + National Trade Certificate (NTC) in the relevant trade plus National Apprenticeship Certificate (NAC) with not less than 60% marks for Gen and OBC candidates and not less than 55% marks for SC/ST candidates in both NTC and NAC. is published in Employment News and hosted on BHEL website.For the position of Artisans The recruitment for these positions is conducted by concerned unit only. whenever vacancies are sanctioned to them. selection process etc. job -specifications. containing no. The detailed advertisement. Note: . Upper Age Limit. Window advertisement is. however. The process by which the candidates. are shortlisted for inviting for written test and interview.27 years for General Candidates Relaxation in upper age limit for various categories in all the above positions is as per Presidential/ Govt.. Directives on reservations. is described in detail in the advertisements issued. of vacancies. who apply.

As such. The above mentioned job-specifications are broad in nature. Unsolicited applications will neither be entertained nor responded. 3.1. it is advised to refer to the details of concerned recruitment. 2. Occasionally BHEL recruits persons at levels other than described above. Any advertisements issued in this regard will also be hosted at the site. 4. whenever conducted. Applications for jobs are to be submitted against specific recruitment advertisement only and as prescribed. SAMPLE OF HOW ONLINE RECRUITMENT TAKES PLACE(of ET & ST-2008):- .

35. Ranipur. BHEL invites applications for the posts of Engineer Trainees and Supervisor Trainees Name of the Post: Engineer Trainees No. HEEP -Bharat Heavy Electrical Ltd. About Company: Bharat Heavy Electronics Limited BHEL is country’s premier engineering organization and one of the NAVARATNA PSUs and caters to core sectors of Indian economy viz Power Generation and Transmission.Branch Code . How to apply for above post: Obtain a Crossed Account Payee Demand Draft for Rs.(BHEL) Ranipur.10750-430-16750/Qualification: Full time regular Bachelor’s Degree in Engineering or Technology from a recognized Indian University/ Institute in the disciplines of MECHANICAL/ ELECTRICAL/ ELECTRONICS/ CIVIL with minimum 60% marks in the aggregate of all years/ semesters Name of the Post: Supervisor Trainees No. Electronics – 50. Industry. Main Admn. (1) After submitting the application ONLINE. Electronics –50. Renewable Energy. drawn on any Scheduled bank and payable at Haridwar (preferably.JOB : Recruitment of Engineer Trainees and Supervisor Trainees in BHEL Name and Address of Company: Bharat Heavy Electronics Limited BHEL Room No. a unique Acknowledgement Number will be allotted . BHEL. Haridwar. One hundred only) in favour of: M/s. 15 Regional Offices. Oil & Gas. of Vacancy: 750posts (Mechanical –400.100/. Haridwar – 249 403. Electrical-200.(Rs. Bharat Heavy Electricals Limited. Haridwar. Civil – 100) Scale of Pay: Rs. 08 Service Divisions. Electrical-200. Transportation.10750-430-16750/Qualification: Full time regular Diploma in Engineering from a recognized Indian University/ Institute in the disciplines of Mechanical/ Electrical/ Electronics/ Civil with minimum 60% marks in the aggregate of all years / semesters Or equivalent qualifications. of Vacancy: 750 posts (Mechanical – 400. 04 Power Sector Regional Centers and over 100 Project Sites spread all over the Country. State Bank of India. having 14 Manufacturing Divisions. Civil – 100) Scale of Pay: Rs.0586) Candidates may fill in the ONLINE application form and submit the same. Bldg.

co. after pasting his/her recent photograph at appropriate place. to the following address so as to reach by the specified date ( 15th July. Fees: Rs.to the candidate. 39. HEEP -Bharat Heavy Electricals Ltd. Bldg. Main Admn. Note:The candidates are advised to retain a copy of acknowledgement slip for their future reference. Haridwar – 249 403.(BHEL) Ranipur. The candidates are advised to download two print-outs of the Acknowledgement Slip and send one of the print – outs. 2008 Application Form /Advertisement Source Credits: • http://www. duly signed.in/etrlive/jsp/index.100/Last Date of Application Submission: 15th July. Manager (HR) Room No. along with Demand Draft as applicable.bheletr.jsp • Login or register to post comments APPLICATION RECEIVED ONLINE FOR ABOVE POSITIONS AT BHEL HARIDWAR . 2008 ) : Sr.

478 (MALE) ----------------.3568 (MALE) ------.1745 ELECTRICAL (FEMALE) --------.CIVIL (FEMALE) ----------------.2067 (MALE) ---------.9129 ELECTRONICS (FEMALE) ------.691 (MALE) ----------13021 TOTAL APPLICATIONS RECEIVED --39185 CUTOFF MARKS FOR WRITTEN EXAM ARE- .--.8486 MECHANICAL (FEMALE) ----.

33 76.02 SC 64.62 71.58 72.35 82.85 OBC 66.00 60.20 OBC 65.38 74.95 60.55 55.03 59.00 60.58 66.11 78.27 68.70 71.FOR ET(ENGINEER TRAINEE)- DISCIPLINE MECHANICAL ELECTRICAL ELECTRONICS CIVIL GEN 72.60 80.00 70.31 ST 55.52 CLASSIFICATION OF EMPLOYEE .53 68.42 68.00 FOR ST(SUPERVISOR TRAINEE)- DISCIPLINE MECHANICAL ELECTRICAL ELECTRONICS CIVIL GEN 72.57 70.91 75.79 75.90 67.54 SC 65.60 62.12 ST 60.56 77.

Budget Controller. Employment Agencies .Different sources can be used for the recruitment of various categories of employees according to their classification. Re-employment 2. competitive concerns c. Financial Manager. Transfer c. a. Educational institution f. Purchase Manager. Factory Controller. Advertisement e. a. Top Level Personnel General Manager is the top level personnel. Sales Manager. Promotion b. In the following table different level of job and the sources available for recruitment to these post have been shown: Level of Jobs Types of Job Sources of Recruitment 1. Promotion b. Research Manager. Competitive Concerns d.Middle Level Personnel Production Manager.

Educational institution b.Lower level Personnel Supervisor . Casual applications. Peon. Advertisement c. Competitive Concerns c.Office Personnel Clerk. Re-employment e. d. a. Production Development Manager.Promotion b. b. . Typist.3. Asssitant. Employment Agencies 4. Public a. Casual applications c Recommendation of presnt employees . Advertisement d. Foreman a .Accountants. Steno. Quality Controller. Advertisement 5.Technical Experts Industrial Engineer.

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

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